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Artykuły w czasopismach na temat "Professional corporations – management"
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Zimova, Natalia S., i Sofia M. Kalashnik. "The image of state high-tech corporations as a factor in the professional choice of modern youth". Alma mater. Vestnik Vysshey Shkoly, nr 1 (styczeń 2024): 69–75. http://dx.doi.org/10.20339/am.01-24.069.
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The article is devoted to the analysis of the image of Russian high-tech state corporations, which in modern conditions are faced with the problem of attracting and retaining young specialists. One of the factors influencing the professional choice of young specialists is the image of corporations among young people. Based on the theory of social construction of reality and on articles on the formation of a corporate image, the authors highlight the social image of state corporations, which is formed spontaneously in the minds of young people under the influence of historical, social, cultural factors, and the image constructed by the management of state corporations using management technologies. Using the example of the state corporation Roscosmos, the authors identified and compared the social image among young people and the constructed image. In-depth interviews with representatives of the relevant departments of the Roscosmos corporation made it possible to identify the desired image for the corporation as an innovative and high-tech corporation that maintains its leading position in space, which is promising for young professionals. A questionnaire survey of Moscow youth revealed the predominance of a negative image of the company, which is especially pronounced among graduates of specialized educational institutions and young specialists in the aerospace industry. The identified discrepancy between the constructed image and the real image of the state corporation Roscosmos has a negative impact on attracting young specialists. The authors propose a number of measures aimed at solving the problem of constructing a positive image of state-owned high-tech corporations among young people.
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Theodore, John. "The Lack Of Industrialization, The Limited Number Of Private Corporations, And The Retardation Of Management In Private Business Enterprises In Greece". Journal of Business Case Studies (JBCS) 8, nr 2 (8.02.2012): 169–76. http://dx.doi.org/10.19030/jbcs.v8i2.6803.
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The purpose of this article was to examine and evaluate how 1) the late arrival of industrialization in Greece and the subsequent de-industrialization of the country deterred the formation and expansion of private corporations and impeded the mergers of small private enterprises in creating larger ones in the corporate form of business and 2) how the limited presence of private corporations retarded the development of management. Corporations are created through a planned initial formation and/or through the mergers of smaller corporate and non-corporate entities, such as proprietorships, partnerships, and family-owned non-stock corporations. Subsequently, the ample factors of production within the corporation allow the formation of professional management and the principles of organization which result in advanced managerial and organizational performance.
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Greenwood, Royston, David L. Deephouse i Stan Xiao Li. "Ownership and Performance of Professional Service Firms". Organization Studies 28, nr 2 (13.09.2006): 219–38. http://dx.doi.org/10.1177/0170840606067992.
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Understanding the effects of ownership upon organizational performance is a well-established theme in organization theory, but comparison across ownership forms has been neglected. We develop hypotheses comparing public corporations, private corporations and partnerships and test them in a sample of large management consultancies. We find that private corporations and partnerships outperform public corporations. We attribute this difference to increased monitoring by owners and greater motivation by professional workers seeking ownership stakes. Contrary to Durand and Vargas (2003), we find that organizational complexity has neither a direct nor a moderating effect.
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Reshetnyk, N., N. Nasikan, O. Klymenko, K. Svitlychna i T. Suslova. "STRATEGIC FINANCIAL MANAGEMENT IN THE ACTIVITIES OF CORPORATIONS". Financial and credit activity: problems of theory and practice 2, nr 37 (30.04.2021): 134–41. http://dx.doi.org/10.18371/fcaptp.v2i37.229946.
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Abstract. The article substantiates the need to transform financial mechanisms in the formation of new approaches to strategic management. The factors influencing the development of strategic activities of corporations and the shortcomings of the implementation of financial strategies in the face of change are identified. The aim of the article is to determine an effective model of strategic financial management of corporations in modern conditions of change to improve the system of strategic management of corporations. The methodological basis for the calculations are the ratings of Global 100, Forbes, NPS benchmarks, Sustainable Ukraine, applied research of the Professional Association of Corporate Governance, the Center for CSR Development.Based on the analysis of development strategies of the world’s sustainable leading corporations, the main strategic directions of their activities have been identified. To determine the importance of the components of strategic financial management of corporations in ensuring sustainable development, the authors analyzed the financial performance of global corporate leaders (Chr. Hansen Holding A / S, Kering SA, Neste Corporation, Ørsted, GlaxoSmithKline plc) and Ukrainian corporate leaders (DP «NAEK “Enerhoatom”», PrAT «Ukrhidroenerho», TOV «Kernel», IP «Koka Kola Beveridzhyz Ukraina Limited», «Karlsberh Ukraina»): market capitalization, profit, customer loyalty / brand reputation. In the conclusions, the authors noted the need to increase the effectiveness of strategic financial management of Ukrainian corporations in modern conditions of change, which requires tracking of external financial risks, constant adjustment of strategic directions of corporations taking into account the concept of sustainable development. Keywords: strategic management, financial management, corporations, sustainable development. JEL Classification G3, O16, G15 Formulas: 1; fig.: 1; tabl.: 2; bibl.: 14.
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Mitrofanov, D. А. "Codes of Professional Ethics in the System of Regulation of Corporate Relations". Journal of Law and Administration 20, nr 1 (31.05.2024): 147–58. http://dx.doi.org/10.24833/2073-8420-2024-1-70-147-158.
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Introduction. The article presents a study of the feasibility of having corporate codes of ethics in corporations that have different statutory goals, examines questions about the correlation between business and moral rules, the role of ethical codes in the management of corporations, the practical benefits, “payback” of codes and attracting investments.Materials and methods. The methodological basis of the study was the following general scientific and special methods of cognition of legal phenomena and processes: the method of system-structural analysis; method of synthesis of social and legal phenomena; comparative legal method; formal logical method.Research results. As a result of the study, the Author came to the conclusion that the presence of codes of professional ethics is an indicator of the moral maturity of a society (in our case, a corporation), which can independently regulate the behavior of its members without the help of the state.Regardless of the degree of connection between codes of ethics and federal legislation, their blanket nature or sovereignty, corporate codes of ethics remain one of the most important tools for managing the activities of a corporation and regulating corporate relations.Examining the codes of ethics of corporations, it can be stated that, when integrated with the law, they have a positive impact on increasing the efficiency of the corporation and the formation of a morally oriented corporate culture.The inclusion of ESG principles in corporate codes of ethics increases the company’s responsibility in the field of environmental protection and brings corporations to a new level of social significance. In turn, this leads to the socialization of the business and helps to increase the business reputation of the corporation.Discussion and conclusion. The study of corporate codes of ethics allows us to draw conclusions that, having the status of a corporate regulatory legal act, it is a flexible and full-fledged tool for managing a corporation.The interaction of law and morality in corporations is implemented through a new model of influence on management, where the norms of ethics and morality are intertwined with legal mechanisms to achieve a synergistic effect - the formation of a unique corporate culture.The practical uniformity of the categories of morality and ethics used in corporate codes of ethics provides grounds for the development of universal ethical principles for their mandatory use in these acts.
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Donaldson, Thomas. "Are Business Managers “Professionals”?" Business Ethics Quarterly 10, nr 1 (styczeń 2000): 83–94. http://dx.doi.org/10.2307/3857697.
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Abstract:This paper examines two issues about professionalism and business that appear at first blush to be entirely separate. The first is the question of who counts as a “professional,” and whether, in particular, business people are “professionals.” The second issue is how acknowledged professionals that regularly interact with business, such as accountants, lawyers, and physicians, can find the moral free space necessary to maintain professional integrity in the face of financial pressures. Conflicts of interest for professionals working in corporations recur with disturbing regularity, and often have serious consequences. In the end I will show how both issues share a common solution. The solution involves understanding the normative function of the manager in the modern corporation, a function, I will argue, made more conspicuous by work over the last two decades done in the areas of stakeholder theory, corporate social performance (CSP), and social contract theory. The remainder of the paper is devoted to articulating these two problems and clarifying their common solution.
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Rekunenko, I., I. Kobushko, S. Rybalchenko, V. Ryzhkov i A. Ismailova. "MANAGEMENT OF MOTIVATION OF PROFESSIONAL DEVELOPMENT OF THE PERSONNEL OF THE ORGANIZATION". Vìsnik Sumsʹkogo deržavnogo unìversitetu 2021, nr 3 (2021): 254–62. http://dx.doi.org/10.21272/1817-9215.2021.3-29.
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The company's activities fully ensure the professional development of staff, which has a positive effect on the motivation of all employees. Accordingly, it proves once again that the managers of successful corporations and firms are well aware that today it is not enough to stimulate the labor activity of staff. In the conditions of rapid aging of knowledge, global innovative changes it is extremely important to ensure the subordination of motivational management to the tasks of continuous professional development of staff. The basic principles of motivation of professional development of employees are analyzed and the system of motivation of personnel of Azercell Telecom LLC is improved and it is determined that the company's activity fully provides professional development of personnel, which has a positive effect on motivation of all employees. Accordingly, the managers of successful corporations and firms are well aware that today it is not enough to stimulate staff work, because in the rapidly aging knowledge, global innovation change is extremely important to ensure the motivation of motivational management to continuous professional development.
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Gomes, Luiz Flávio Autran Monteiro, Luís Alberto Duncan Rangel i Rogério Lúcio Jerônimo. "A study of professional mobility in a large corporation through cognitive mapping". Pesquisa Operacional 30, nr 2 (sierpień 2010): 331–44. http://dx.doi.org/10.1590/s0101-74382010000200005.
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Decisions which are made by executives in large corporations regarding professional mobility cause changes to both their personal and professional lives. This research was carried out with the aim of creating the structuring of a professional mobility problem through the use of a decision support tool, the cognitive mapping. Through the use of this tool, a decision making structure for professional mobility was developed, taking into consideration some important aspects of this process. The cognitive mapping proposed here was a problem structuring tool which leads decision makers to a greater understanding of the problem, giving them support towards good decision making in professional mobility. Through the research carried out it was possible to identify the principal factors which lead these professionals to a professional mobility decision which is as coherent and consistent as possible with the subjective aspects of their professional reality.
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Saraswat, Satya Prakash. "Reflections on Spiritual Foundations of Human Values for Global Business Management". Vision: The Journal of Business Perspective 9, nr 3 (lipiec 2005): 1–9. http://dx.doi.org/10.1177/097226290500900301.
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Recent financial scandals at large multinational corporations such as Enron and WorldCom have brought into focus the need for “ethical” management in multinational corporations. For a deeper understanding of the issues, the spiritual foundation of ethics also need to be included in the academic dialogue and professional practice. In the Western countries, the discussion of spirituality in management is often limited to the Judeo-Christian tradition. With India and China becoming important players in the global economy, their spiritual traditions need to be included in the discourse to make it more comprehensive and relevant. This paper identifies fourteen principles of ethics from the Bhagavad-Gita and argues that it can be assimilated in the management practices of global corporations from a non-sectarian perspective. It identifies the sources of Hindu spirituality relevant to global business management, adumbrates the architecture of spirituality for business ethics, and provides an intellectual justification for a discussion of Hindu spirituality in relation to management.
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Coombs, H. M., i J. R. Edwards. "The audit of municipal corporations – a quest for professional dominance". Managerial Auditing Journal 19, nr 1 (styczeń 2004): 68–83. http://dx.doi.org/10.1108/02686900410509820.
Pełny tekst źródłaRozprawy doktorskie na temat "Professional corporations – management"
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Oshima, Noboru. "Comparing marketing policies in Nippon Professional Baseball and the National Fooball League: Lessons for Japanese sports teams". CSUSB ScholarWorks, 2004. https://scholarworks.lib.csusb.edu/etd-project/2544.
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This study compares the U.S. National Football league (NFL) and Nippon Professional Baseball (NPB). The goal of the study is to develop recommendations for the rebuilding of NPB's popularity in terms of marketing policy practices after the efficiency of both leagues is analyzed.
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France, Tami J. "A Mixed Methods Study: Dimensions of Cross-Cultural Professional Success: Experiences of Western Women Living and Working in Eastern Cultures". Antioch University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1443025671.
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Saarteinen-Erben, Jaana. "fostering productivity, innovation and an extended workforce contribution of a professional ageing workforce; A study of management perceptions in a global pharmaceutical corporation". Thesis, University of Surrey, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.529419.
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Kyeyune, Catherine. "Towards the Development of a Cultural Competence Framework for Human Resource Development Professionals in International Business: A Study of Best Practice Learning and Diversity Companies". OpenSIUC, 2012. https://opensiuc.lib.siu.edu/dissertations/654.
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In a global environment, growing business corporations have recognized the role diversity plays in business development. However, the human resource development (HRD) profession charged with the responsibility for developing any organization's human resources, has not defined what cultural competence is and its role in improving the performance of HRD professionals. This study sought to define cultural competence and determine how it could be developed and assessed. The theoretical framework used was an intercultural perspective of intercultural competence, studies in HRD that focus on a training-culture context fit, and professional definitions of cultural competence. A mixed research method utilizing survey and personal interviews was employed to study Best Practice Learning and Diversity companies. Thirty-nine companies credited as American Society for Training and Development (ASTD) Best Award winners for workplace learning and performance were surveyed. The sample represented various sectors in the corporate industry such as information technology, financial services, manufacturing and retail. Due to a low response rate, eight senior global diversity officials from companies credited as Best Diversity companies by DiversityInc. were interviewed. Five of the companies studied were among the leading Top 10 global diversity companies. The other three ranked highly among the Top 50 diversity companies. The data collected was analyzed using grounded theory. Using this theory, the study identified attributes that describe cultural competence, and various approaches that are used to develop and assess it. Based on the study results, an HRD theory of cultural competence was developed. This theory includes: (a) a definition of cultural competence; (b) a cultural competence framework that provides performance indicators for HRD professionals; organizations, its leaders and employees; and (c) an assessment guide that provides a cultural competence inventory for HRD professionals. To ensure study validity, the survey instrument used in the study was pilot-tested among business scholars. In addition, the study addressed the issues of theoretical sensitivity such as the role of the literature reviewed, the researcher's biases, and the analytical process that was used for theory development. This study has implications for higher education and professional practice. The cultural competence framework developed in this study contributes to the standardization of HRD practices such as education, training and non-training HRD programs. The assessment guide provides a cultural competence inventory for HRD professionals. The results of this study would also be useful for companies that regularly benchmark their operations against best practices. In this way, the study contributes to the effort of aligning HRD practices to theory developed through HRD cross-cultural research
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Böckle, Ingrid. "Managerial perceptions of corporate social responsibility and social practices present at McDonalds South Africa". Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1003088.
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This study deals with corporate social responsibility (CSR) and focuses on managerial perceptions of CSR at McDonald’s South Africa (SA) and how social responsibility is translated into social practices. The key objectives of the research are: to analyse McDonald’s both internationally and locally in South Africa to establish whether CSR policies exist, then to investigate how these policies are perceived and integrated by outlet managers. Lastly to investigate what kind of social responsibility (SR) involvement, if at all, occurs at outlet level. The research site covers three regions in South Africa, which are the Eastern Cape, Western Cape and Gauteng. The total research sample is 38. 33 interviewees were outlet managers, who were purposively selected, and 5 additional interviews took place with: 2 McDonald’s SA Head Office representatives, 2 interviews with beneficiaries of McDonald’s SR involvement and 1 with the trade union SACCAWU. The research was carried out through questionnaires and semi-structured interviews. The design of this research is based on an interpretive social science approach. The aim of the research was to investigate outlet managers’ perceptions of CSR and social practices present at McDonald’s SA outlets. The key findings of the research indicate that: CSR policies at McDonald’s SA head office are not communicated sufficiently to outlet managers, SR involvement is evident, especially for initiatives focusing on children’s welfare, but far too little occurs at the outlet level. There are also too few checks on social involvement by head office and no formal reporting system is available to the outlets except through an internal magazine, called the Big Mag. There is no official CSR report at McDonald’s SA. The fact that no report exists makes this study more relevant since this research investigates matters pertaining to CSR and social practices. The overall significance of the study is that it brings to the forefront the importance of internal company and external broader regulation which is part of the greater debate of CSR. This is because the analysis of managerial perceptions and implementation of CSR shows some unwarranted discrepancies between policies and practices, locally, nationally and internationally even within the same organisation.
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Lin, Cheng-Guey, i 林澄貴. "Study on the Relationships among Knowledge Management, Engineering Professionals’ Core Competences and Job Performance─Taking the China Steel Corporation as Example". Thesis, 2001. http://ndltd.ncl.edu.tw/handle/31366979808187296798.
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碩士國立中山大學
人力資源管理研究所
89
Abstract Facing the advent of the knowledge-based economy, enterprises realization that the continuous competitive advantages are no longer land, labor and capital, but have been replaced by knowledge capital such as intellectual and innovation. Knowledge has become the critical core capital in the age of a knowledge economy flowing from information technology. The sole source of competitive advantage today is an organization’s capability to learn through value cognition to create innovation value. Knowledge management has become the primary focus for enterprises in the 21st century. Enterprises shall review the informative degrees of production and working process for the implementation of knowledge management. China Steel already has all production and working process data digitalized and acts as an e-business pioneer among domestic peers in the implementation of knowledge management. This study establishes knowledge management documentation as the basis for questionnaire design. The relationships among knowledge management, engineering professionals’ core competence and job performance for engineers at China Steel were studied through quantitative analysis and case study with moderating variables such as personal initiative and contextual factor. After analyzing the data, the results of the study indicate that: 1.Variations from different educational levels: For the task performance, personal performance is higher when the educational level of the engineering professionals’ is lower. For the operation consciousness, although all are willing to take action for the benefit of the organization, the engineering professionals’ with a lower educational level is the more enthusiastic. 2.Variations from different seniority: For the control cognition, people of higher seniority are more capable of forecasting the relationship between effort and performance, are more confident in judging an event, and are under less stress to carry out a task. While people of lower seniority are the opposite. 3.Variations from different age: In the task performance, the personal performance of older staff is superior. In control cognition, older staff is more capable of forecasting the relationship between effort and performance, are more confident in judging an event, and are under less stress to carry out a task. 4.Variations from different positions: Staff holding managerial positions above superintendent typically shows the leadership ability to influence job performance and motivate the changing. 5.A significant positive correlation was identified among knowledge management, engineering professionals’core competence and job performance. 6.Knowledge management and engineering professionals’core competence was positively significant to job performance. 7.Engineering professionals’core competence was found to have a significant mediating effect between knowledge transfer and job performance. 8.Personal initiative and contextual factor were found to have a significant moderating effect among relationships of knowledge management, engineering professionals’core competence and job performance.
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Carrilho, Sara Patrícia da Costa. "O papel das universidades corporativas no contexto das políticas de formação das empresas: um estudo de caso". Master's thesis, 2013. http://hdl.handle.net/10400.26/7234.
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Dissertação apresentada para cumprimento dos requisitos necessários à obtenção do grau
de Mestre em Gestão Estratégica de Recursos HumanosHoje em dia é comum ouvir falar nos conceitos de mudança e turbulência, em contexto organizacional. As organizações sentem cada vez mais a necessidade de se reorganizarem sendo imprescindível uma revisão das suas políticas de formação. Apostar nas pessoas e nas funções desempenhadas potenciando a sua qualificação através da criação das universidades corporativas é uma mais-valia para que haja um crescimento das empresas e consequentemente dos seus trabalhadores. As Universidades Corporativas surgiram para proporcionar uma formação contínua promovida pela organização, de modo a criar estratégias para manter as organizações competitivas no mercado de trabalho. Para a elaboração da presente dissertação recorreu-se a um estudo de caso tendo sido utilizadas como técnicas de recolha de dados a análise documental da empresa em estudo e a realização de entrevistas semi-diretivas a responsáveis pela universidade corporativa. Foram obtidos resultados relevantes no que diz respeito às políticas de formação da empresa, modalidades de formação existentes, bem como às necessidades que levaram à criação de uma universidade corporativa, às dificuldades e às perspetivas futuras.
Abstract: Nowadays it is common to hear about the concepts of change and turbulence in the organizational context. Organizations are increasingly feeling the need to reorganize being essential to reform its education policies. Bet on people and functions performed enhancing their skills through the creation of corporate universities is an asset for which there is a growth in companies and hence their workers. The Corporate Universities emerged to provide continuous training provided by the organization in order to develop strategies to keep organizations competitive in the job market. For the preparation of this dissertation resorted to a case study has been used as techniques for gathering data to document analysis of the company under study and the realization of the semi -directive interviews responsible for the corporate university . Relevant results were obtained with regard to the policies of company formation, existing forms of training, and the needs that led to the creation of a corporate university, difficulties and future prospects.
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Groenewald, Jurika. "Turnover of women audit managers in audit firms". Diss., 2019. http://hdl.handle.net/10500/25523.
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Abstracts in English, Afrikaans and SepediApproximately half of the people in the world is female and yet women hold just more than one in every five senior management positions. This underrepresentation is a worldwide phenomenon that is also evident in the audit profession where there are few women at audit partner level. The purpose of this study was to explore the experiences of women audit managers – to gain an understanding of the reasons why they resign from audit firms before they are promoted to audit partner level. It was anticipated that this understanding could enable audit firms to develop and implement effective retention strategies to retain women in audit partner positions and to overcome the potential barriers to the equal representation of men and women in senior management positions in audit firms. An exploratory qualitative research approach and an interpretative phenomenological analysis design were used to explore and interpret the lived experiences of the women audit managers to understand the reasons why they resign from audit firms. The study found that unclear progression paths due to uncertain timelines, as well as the black economic empowerment pressures experienced by the audit firms, explained some of the women’s resignations from the audit firms. Unhealthy supervisor relationships, discrimination, no female role models and the “old boys club” as part of the audit firms’ leadership and organisational culture also played a prominent role in the women audit managers’ experiences. Moreover, unsatisfactory compensation together with no work-life balance were found to have influenced the majority of the women’s decisions to resign from the audit firms. Finally, the study also found that some of the participants’ aspirations to become audit partners were not distinct and that other matters were more important to them than their careers.
Alhoewel ongeveer die helfte van die wêreldbevolking vrouens is, is net een uit elke vyf senior bestuurders 'n vrou. Hierdie onderverteenwoordiging is 'n wêreldwye fenomeen, ook in die ouditberoep waar daar net 'n paar vrouens op ouditvennootvlak is. Die doel van hierdie studie was om die ervarings van vroulike ouditbestuurders te verken – om 'n begrip te kry van die redes waarom hulle bedank uit ouditfirmas voordat hulle tot ouditvennootvlak bevorder word. Die verwagting is dat hierdie begrip ouditfirmas in staat kan stel om effektiewe behoudstrategieë te ontwikkel en te implementeer om vrouens in ouditvennootposisies te behou en om die potensiële struikelblokke tot die gelyke verteenwoordiging van mans en vrouens in seniorbestuursposisies in ouditfirmas te bowe te kom. 'n Eksploratiewe, kwalitatiewe navorsingbenadering en 'n interpretatiewe, fenomenologiese ontledingsontwerp is gebruik om die geleefde ervarings van die vroulike ouditbestuurders te verken en te interpreteer om te kan verstaan waarom hulle uit ouditfirmas bedank. Die studie het bevind dat onduidelike progressiebane as gevolg van vae tydlyne, asook die druk van swart ekonomiese bemagtiging wat oudifirmas ervaar, kan verduidelik waarom sommige van die vrouens uit die ouditfirmas bedank. Ongesonde toesighouerverhoudings, diskriminasie, geen vroulike rolmodelle en die stelsel van baantjies vir boeties as deel van die ouditfirmas se leierskap- en organisasiekultuur speel ook 'n prominente rol in die vroulike ouditbestuurders se ervarings. Boonop is bevind dat onbevredigende vergoeding asook geen werk-lewebalans die meerderheid van die vrouens se besluite beïnvloed om uit die ouditfirmas te bedank. Die studie het ten slotte bevind dat dit nie sommige van die deelnemers se kennelike ambisie is om ouditvennote te word nie, en dat ander aangeleenthede van groter belang vir hulle is as hulle loopbane.
Tekanyetšo ya seripa sa batho mo lefaseng ke basadi efela basadi ke fela o tee godimo ga maemo a mahlano a bolaodi bja godimo. Kemedi ye ye nnyane ke setlwaedi sa motlalanaga seo se bonagalago ka go mošomo wa tlhakišo fao go nago le basadi ba bannyane maemong a bolekane bja tlhakišo. Mohola wa phatišišo ye e be e le go nyakolla maitemogelo a basadi ba balaodi ba batlhakiši – go kwešiša mabaka a go re ke ka lebaka la eng ba tlogela mešomo difemeng tša tlhakišo pele ba ka hlatlošetšwa maemong a bolekane bja tlhakišo. Go be go lebeletšwe gore kwešišo ye e ka kgontšha difeme tša tlhakišo go tlhabolla le go phethagatša maanotšhomo a maleba a go dula le bona sebaka mo go maemo a molekane wa tlhakišo le go fediša tšeo e ka bago mapheko go kemedi ya go lekana ga banna le basadi maemong a taolo ya godimo ka go difeme tša tlhakišo. Mokgwa wa diphatišišo tša boleng bja go nyakolla le tlhamo ya kahlaahlo ya ditiragalo tšeo di hlaloswago di be di šomišwa go nyakolla le go hlatholla maitemogelo ao balaodi ba tlhakišo ba basadi go kwešiša mabaka a go re ke ka lebaka la eng ba tlogela mošomo mo difemeng tša tlhakišo. Thuto ye e hweditše gore ditsela tša go se bonale tša kgatelopele ka lebaka la ditatelano tšeo di se nago bohlatse, go tee le matlafatšo ya ikonomi ya bathobaso tšeo di itemogetšwego ke difeme tša tlhakišo, e tlhalositše tše dingwe tša ditlogelo tša mošomo ka basadi go difeme tša tlhakišo. Dikamano tšeo di sa lokago le balebeledi, kgethollo, basadi ba go se tšewe bjalo ka mehlala le “old boys club” bjalo ka karolo ya boetapele bja difeme tša tlhakišo le setšo sa sehlongwa le tšona di ralokile karolo ya bohlokwa go boitemogelo bja balaodi ba basadi ba difeme tša tlhakišo. Go feta fao, tefelo yeo e sa kgotsofatšego go tee le tekanyetšo ya bophelo bja mošomo di hwetšagetše di na le khuetšo go bontši bja diphetho tša basadi tša go tlogela mošomo go tšwa go difeme tša tlhakišo. Mafelelong, phatišišo e hweditše go re ditumo tša batšeakarolo ba bangwe tša go ba balekane ba tlhakišo di be di sa bonale le go re merero ye mengwe e be e le bohlokwa kudu go bona go feta mešomo ya bona.
Auditing
M. Phil. (Accounting Sciences)
Książki na temat "Professional corporations – management"
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Paziuk, Timothy. Professional corporations: The secret to success. Victoria, BC: Penfold Pub., 2004.
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Brock, David. Restructuring the Professional Organization. London: Taylor & Francis Inc, 2004.
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Jane, Allen O., i Deming Lynn H, red. Publications management: Essays for professional communicators. Amityville, N.Y: Baywood Pub. Co., 1994.
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Association of Chartered Certified Accountants (ACCA). Professional examinations: Performance management. Feltham, Middlesex: Foulks Lynch, 2003.
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DeLong, Thomas. When professionals have to lead: A new model for high performance. Boston, Mass: Harvard Business School Press, 2007.
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Jane, Broadbent, Dietrich Michael i Roberts Jennifer 1966-, red. The end of the professions?: The restructuring of professional work. London: Routledge, 1997.
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Scott, Mark C. The intellect industry: Profiting and learning from professional services firms. Chichester, West Sussex, England: J. Wiley & Sons, 1998.
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Young, Laurie. Marketing the Professional Services Firm. New York: John Wiley & Sons, Ltd., 2005.
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Robin, Fincham, red. New relationships in the organised professions: Managers, professionals, and knowledge workers. Aldershot, Hants, England: Avebury, 1996.
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Maister, David H. Managing the professional service firm. New York: Free Press, 1993.
Znajdź pełny tekst źródłaCzęści książek na temat "Professional corporations – management"
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Wiederhold, Gio. "International Corporations and Taxes". W Management for Professionals, 1–7. New York, NY: Springer New York, 2013. http://dx.doi.org/10.1007/978-1-4614-6611-6_1.
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Amungo, Ebimo. "The Multinational Corporation". W Management for Professionals, 3–14. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-33096-5_1.
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Wiederhold, Gio. "Growth of a Multinational Corporation". W Management for Professionals, 9–33. New York, NY: Springer New York, 2013. http://dx.doi.org/10.1007/978-1-4614-6611-6_2.
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Hilb, Martin. "Subsidiary Governance Case". W Management for Professionals, 77–81. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-48606-8_15.
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AbstractYou are the newly appointed Vice President for Europe of Computex Corporation, a San Francisco-based computer manufacturer.This morning you received a strange letter signed by six (out of ten) members of your sales force team in the recently established subsidiary, located in Gothenburg. They asked you to fire the General Manager of Computex Sweden “... who loses his temper almost daily...”
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Tsang, Haley Wing Chi, i Wing Bun Lee. "An Integrated Research Methodology to Identify and Assess Knowledge Risk in a Corporation with Application to a Financial Institution". W Management for Professionals, 135–58. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-35121-2_9.
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von Alemann, Sven. "Legal Tech Will Radically Change the Way SMEs Handle Legal: How SMEs Can Run Legal as Effectively and Professionally as Large Corporations". W Management for Professionals, 211–25. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-45868-7_14.
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Lambert, Megan, i Stephanie Vie. "The Role of Micro-Blogging in Responding to Corporate Controversy". W Advances in Marketing, Customer Relationship Management, and E-Services, 67–90. IGI Global, 2015. http://dx.doi.org/10.4018/978-1-4666-8408-9.ch003.
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Over the past two decades, social media has transformed personal and professional communication. The distributed nature of social media has contributed to its widespread dissemination, enabling individuals to discover, share, and comment on social issues and events happening around the world. In particular, the affordances of micro-blogging have enabled frequent and accessible communication between corporations and their consumers; thus, crisis response is an especially important use of micro-blogging sites such as Twitter for corporations. This chapter explores ways micro-blogging can be used to respond to corporate controversies and the public outrage brought on by such controversy as expressed through social media. Using the official Twitter accounts of corporations dealing with controversy as sites of analysis, the authors analyze how these corporations use their official Twitter accounts to respond to controversy and provide insight into the roles micro-blogging can play in responding to corporate crisis.
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Wang, Leon. "Financial Analytics With Big Data". W Encyclopedia of Data Science and Machine Learning, 1891–903. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-9220-5.ch114.
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Like in other industries, financial institutions are facing a new era of big data, which plays the leading role in transformation of financial and economic environment. This article dives into why big data is important in the financial field, and how the information it provides is useful and helpful to corporations and companies. Applying big data analytics provides financial firms with insight into how they can detect fraud, conduct real-time analytics, deal with risk, and direct customer portfolio. Specific personalized services can be offered for their customers via customer portfolio management, customer data management, and analytics, even with real-time analytics. Corporations can better forecast financial markets, trends, patters, and irregularities. Therefore, financial analytics has become a fundamental instrument for finance firms, professional, and individual investors, as well as financial researchers.
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Palte, Reimar, Michael Hertlein, Stefan Smolnik i Gerold Riempp. "The Effects of a KM Strategy on KM Performance in Professional Services Firms". W Dynamic Models for Knowledge-Driven Organizations, 16–35. IGI Global, 2013. http://dx.doi.org/10.4018/978-1-4666-2485-6.ch002.
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Knowledge management (KM) is a critical issue in professional services firms (PSFs). Many researchers define a KM strategy as a crucial driver of KM success in corporations. Research demonstrates that there is a positive relationship between KM strategy and the performance of KM processes, which are both closely related to KM success. In the longitudinal benchmark survey presented in this paper, based on an integrated KM framework and focusing on PSFs, the authors found evidence of such an effect, that is, KM strategy’s impact on KM success.
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Kelly, William W. "On the Field". W Sportsworld of the Hanshin Tigers, 65–91. University of California Press, 2018. http://dx.doi.org/10.1525/california/9780520299412.003.0003.
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This chapter profiles the Hanshin baseball players. A professional Japanese baseball team like Hanshin has a large roster—upwards of seventy players at any one time—so their selection, training, injury management, contract negotiations, career dynamics, retirement prospects, and other features constitute complex and sometimes contradictory hierarchies of accomplishment, authority, compensation, and the irreconcilable tensions between individual competition and team cohesiveness. The prominence of baseball in Japan and the media make professional players among the most public workers in the society. Although the major corporations that sponsor the teams are often committed to lifetime employment for their core employees, a baseball player’s career is brief and unpredictable.
Streszczenia konferencji na temat "Professional corporations – management"
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Pearson, Robert, George Brindle i Babatunde Anifowose. "Professional Development of a Production & Facilities Generalist as a Jack-of-All-Trades". W SPE Annual Technical Conference and Exhibition. SPE, 2022. http://dx.doi.org/10.2118/210035-ms.
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Abstract This paper looks at the Professional Development of a Production and Facilities (P&F) Generalist ("a Jack-of-All-Trades"). It discusses the criticality of Continuous Professional Development (CPD) and how to take advantage of the SPE Volunteer Opportunities and Programs (Training Services, Competency Development Matrices, and the Competency Management Tool (CMT)). Most professionals in the SPE Production & Facilities Community graduate with variety of Science, Technology, Engineering and Mathematics (STEM) degrees and many pick up applied Petroleum Engineering and Project Management knowledge on the job. The SPE Competency Matrices provide a framework for developing: A minimum Breadth of Knowledge either as an undergraduate or during the first year of employment in the Exploration & Production (E&P) Sector of the Energy Business. A minimum Depth of Knowledge, acquired over the first 4-5 years or so, in General Engineering and their chosen (or assigned) Technical Function, in this case, either Production & Operations (P&O) or Projects, Facilities & Construction (P, F & C). The mid-career period is often a time of significant turbulence and confusion with many generalists testing-out or being assigned to a variety of roles, such as Subject Matter Experts, Team Leads, Supervisors, and Project Managers, or with other functions and/or new companies before settling on a longer-term career path. Traditional paths for knowledge development are further complicated by an increased focus on Data Science & Engineering Analysis (DSEA), Sustainability, Decarbonization, and the Energy Transition, along with a need to reinforce our Social License to Operate. The largest corporations and major training organizations, including the SPE, provide Competency Management Tools to help practitioners identify proficiency gaps and training requirements for a current or anticipated future assignments. Similarly, the SPE provides ongoing support not only with Business Management Leadership (Soft Skills) Training but also through the Technical Communities and Sections. In the final analysis, most P&F Generalists are "value-creation professionals" who just happen to work in the Upstream Oil & Gas Industry and have working knowledge of the acronyms and terminologies typically used in our profession.
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Arruda, Amilton, Celso Hartkopf i Rodrigo Balestra. "City branding: strategic planning and communication image in the management of contemporary cities." W Systems & Design: Beyond Processes and Thinking. Valencia: Universitat Politècnica València, 2016. http://dx.doi.org/10.4995/ifdp.2016.3288.
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Over the past decade, one can observe a steady growth in the use of terms such as Place Branding, Nation Branding, Destination Branding and City Branding. Both in academic research and in the practical applications in large cities management and urban spaces, this new paradigm takes shape and, along with it, the need for definitions and concepts, methods and methodologies and the establishment of technical and theoretical standards. This approach was born in the Marketing field, specifically in what was called Place Marketing. In this context the Branding stood out as a development tool solutions to the need for differentiation, generation of solid images and the establishment of symbols and identity signs, in order to leverage economic benefits for countries, cities and regions. In a way, fulfilling, in the first instance, a similar role to the branding of products and services. But it was specifically in Branding corporations that were found the biggest matches to adapt this knowledge to management positions. Ashworth & Kavaratzis (2010) highlight the fact that both present multidisciplinary roots, a multiple number of strategic actors (stakeholders), high degree of intangibility and complexity of social responsibility, the multiplicity of identities and the long-term development needs are strong examples their similarities. The development and management of corporate identities, here expanded to the Branding corporations, it is a prolific field of Design. It great names of the area said their careers and built great legacy. The time of greater proficiency in the area were the 50s and 60s, dominated by modernist thought, and, coincidentally or not, exactly the time that focused efforts to assert the identity of the designer as a professional (STOLARSKI, 2006) . Nationally stand out names like Alexandre Wollner, Ruben Martins, the duo Carlos Cauduro and Ludovico Martino and Aloisio Magalhaes. In contrast, in the literature produced in the marketing field, often the role of design in this context is reduced to merely promotional measures, such as creating logos or advertising campaigns. In other words, defined as a work of low complexity and low social prägnanz. This approach comes at odds with contemporary theories of design, such as MetaDesign, Design Thinking and Design Collaborative, in which are presented motodológicos models of high relevance for the identification, analysis and solution of complex problems involving multiple elements and agents. The proposed article aims to survey the state of the art City Branding / Place Branding focused on publications produced in the disciplinary field of design. The literature review will grant that, before the above presented context, is analyzed as designers and researchers design face the contributions that the field can offer to the practice and theory of Branding places. Finally, Article yearns assess whether the pre-established hypothesis that there are possible and fruitful connections between contemporary theories of design and the City Branding, is being addressed in articles and publications area.DOI: http://dx.doi.org/10.4995/IFDP.2016.3288
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Fan, W., R. Luck, K. Manier, J. Pierce, L. Pool i S. D. Patek. "Customer relationship management for a small professional technical services corporation". W 2004 IEEE Systems and Information Engineering Design Symposium. IEEE, 2004. http://dx.doi.org/10.1109/sieds.2004.239940.
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Oliveira, Selma, i Yasmim Castro Leite. "COVID-19: Digital Transformation as a Force for Resilience". W 27th International Scientific Conference Strategic Management and Decision Support Systems in Strategic Management. University of Novi Sad, Faculty of Economics in Subotica, 2022. http://dx.doi.org/10.46541/978-86-7233-406-7_238.
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This study highlighted digital transformation, the transformation of accounting in the context of the COVID 19 pandemic, in light of the experiences of Brazilian multinational corporations from different sectors. Specifically, this study highlighted the relevance of digital transformation, through dynamic capabilities, for accounting / multinational corporations to become resilient in the context of the COVID 19 pandemic. Thus, using a scalar-type questionnaire, a survey was carried out with accounting professionals (accountants, controllers, analysts, coordinators, supervisors, etc.) of said corporations. The findings signaled that resilience was enhanced through dynamic capabilities, with emphasis on adaptability. This study is original and has implications for the practice of accounting, signaling the priorities of capabilities to achieve resilience in times of crisis or turmoil. This study represents a guide for managers in the accounting area, showing which skills need to focus their efforts. Furthermore, this research advances the body of knowledge for accounting theory.
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Alves, Anabela C., Franz-Josef Kahlen, Shannon Flumerfelt i Anna Bella Siriban Manalang. "Comparing Engineering Education Systems Among USA, EU, Philippines and South Africa". W ASME 2013 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2013. http://dx.doi.org/10.1115/imece2013-63254.
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Globalization has permeated our personal and professional lives and careers over the past two decades, to a point where communication, product development, and service delivery now are globally distributed. This means that the globalization of engineering practice is in effect. Large corporations tap into the global market for recruitment of engineers. However, the education of engineers occurs within the context of individual Higher Education Institutions. Engineers are educated with varying pacing and scoping of higher education programming with varying methods and pedagogy of higher education teaching. The expectations for engineering practice normed from the corporate side within the engineering marketplace, therefore, often do not match the widely dispersed educational experiences and outcomes of engineering education delivery. This gap brings challenges for all stakeholders, employers, higher education and the engineering graduate. But particularly, university education systems which traditionally are slow to respond to shifting market trends and demands, are expected to realign and restructure to answer this shortfall. A response to this shortfall has been prepared independently in different regions and countries. This paper discusses the response from Europe, USA, South Africa and Philippines. The European Commission started building a European Higher Education Area (EHEA) with the intention of promoting the mobility and the free movement of students and teachers in European tertiary education. US universities are introducing a design spine and strengthening students’ systems thinking and problem solving competencies. Philippines is trying to be aligned with ABET system from US. South Africa universities are evolving to a solid core undergraduate engineering curriculum with a limited set of electives available to students which include project-based learning. This is intended to address the education-workplace gap as well. This theoretical paper will provide a comparison study of the differences between the Engineering Education in USA, EU, Philippines and South Africa. The authors will compare current trends and initiatives, aimed at improving the readiness and competitiveness of regional engineering graduates in the workplace. Given that several worthwhile initiatives are underway, it is possible that these initiatives will remain as disparate responses to the need for the globalization of engineering education. Lean performance management systems are widely used in engineering practice internationally and represent one possible rallying concept for the globalization of engineering education in order to address the education-workplace gap. Therefore, this paper examines whether the introduction of a Lean Engineering Education philosophy is a worthwhile global curricular innovation for engineering courses.
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Howell, Steve, Tim Harrington, Debra Larson, Ken Collier i Jerry Hatfield. "A Virtual Corporation: An Interdisciplinary and Collaborative Undergraduate Design Experience". W ASME 1996 Design Engineering Technical Conferences and Computers in Engineering Conference. American Society of Mechanical Engineers, 1996. http://dx.doi.org/10.1115/96-detc/dfm-1267.
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Abstract Engineering industries are calling for graduates that have a breadth of skills including design and analysis skills, teaming skills and “soft skills” (i.e., project management, concept value analysis, communication, cross-disciplinary understanding, etc.) Furthermore, many American industries are implementing “virtual project work teams”, where expert teams work concurrently in several remote locations, sharing design information and data electronically. Northern Arizona University’s College of Engineering and Technology is implementing an innovative, four-year, sequence of classes called the Path to Synthesis. The sophomore and junior courses in the Path to Synthesis program are team-taught industry simulations which use collaborative product design to not only develop design skills, teamwork skills, and soft engineering skills, but to also encourage the use of state of the art design methods and professional software tools. During the Fall 1995 semester, a “virtual team” paradigm was introduced into these two classes. NAU students worked with “expert” teams at other institutions to collaboratively complete a major design project. Students used modern high speed electronic media to communicate design ideas, share electronic data, and complete a project which required expertise from student teams dispersed across a wide geographic area. This paper describes the piloted junior and sophomore level Path to Synthesis courses, and how geographically distributed teams located in Flagstaff, Tempe, and San Francisco collaborated on different aspects of an industrial simulation. This collaborative effort required the use of modern high speed electronic networks for communication, live two way video interaction, and transfer of graphic and CAD data.
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GOWSIGA, M., i H. S. JAYASENA. "DIFFUSION OF PROFESSION IN SRI LANKAN ORGANISATIONS: FACILITIES MANAGEMENT". W 13th International Research Conference - FARU 2020. Faculty of Architecture Research Unit (FARU), University of Moratuwa, 2020. http://dx.doi.org/10.31705/faru.2020.4.
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Facilities Management (FM) is the integrated management of the workplace to enhance the performance of the organization. It is obvious that competent FM will arouse effective working performance and the value of the organisation by increased employee productivity. Diffusion of Innovation (DOI) theory helps to explain the adoption process of innovation by modelling its entire life cycle according to the aspects of communications and human information interactions. Thus, this research aims to identify the influencing factors and nature of their effect on FM diffusion in Sri Lankan organisations, FM as a sample for the profession. A qualitative research approach was selected to conduct the research. A comprehensive literature synthesis was carried out at first to determine the existing data and also to develop the questionnaire survey which was designed for top management of FM adopted organisations in Sri Lanka. The questionnaire respondents were selected randomly with the available information. Collected data were analysed using manual content analysis and which was validated using a 95% confidence interval test. Research findings revealed that majority of FM adoption decision was taken in the Sri Lankan organisations by Board of Directors/ Managing Director which is authority type organizational innovation-decision and there is nothing which belongs to collective categories such as the decision of the government or any corporation or councils or board. Moreover, the Rogers generalizations regarding internal characteristics for the innovative organizations are most appropriate with the Sri Lankan FM adopted organizations.
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Brickner, Robert H. "Behind the Scenes: Historic Agreement to Develop U.S. Virgin Islands’ First Alternative Energy Facilities". W 18th Annual North American Waste-to-Energy Conference. ASMEDC, 2010. http://dx.doi.org/10.1115/nawtec18-3516.
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In the summer of 2009, Governor John P. DeJongh, Jr. announced that the Virgin Islands Water and Power Authority (WAPA) had just signed two 20-year Power Purchase Agreements, and the Virgin Islands Waste Management Authority (VIWMA) had signed two 20-year Solid Waste Management Services Agreements with affiliates of Denver-based Alpine Energy Group, LLC (AEG) to build, own, and operate two alternative energy facilities that will serve the residents of St. Croix, St. John, and St. Thomas. The alternative energy facilities, to be built on St. Croix and St. Thomas, have a projected cost of $440 million and will convert an estimated 146,000 tons per year of municipal solid waste into refuse-derived fuel (RDF) using WastAway Services® technology, which will be combined with petroleum coke as fuel in fluidized bed combustion facilities to generate steam and electric power. These sustainable projects will provide 33 MW of electric power to St. Thomas and St. John and 16 MW of electric power to St. Croix, and will help to provide long-term cost stability for electric power and solid waste management in the Territory. Construction is expected to start in spring 2010 with an anticipated completion date during the fourth quarter of 2012. This procurement is a significant achievement for the U.S. Virgin Islands. When the projects are fully implemented, they will allow the Territory to reduce its dependence on oil, recover the energy value and certain recyclable materials from its municipal solid waste, and divert this waste from landfill. Since VIWMA has the responsibility to collect and/or dispose of solid waste year-round, having a system incorporating multiple solid waste processing lines and an adequate supply of spare parts on hand at all times is crucial to meeting the daily demands of waste receiving and processing, and RDF production. Also, with the location of the US Virgin Islands in a hurricane zone, and with only one or two combustion units available in each Project, the ability to both stockpile waste pre-RDF processing and store the produced RDF is very important. Gershman, Brickner & Bratton, Inc. (GBB)’s work has included a due diligence review of the Projects and providing professional support in VIWMA’s negotiations with AEG. GBB’s initial primary assignment centered on reviewing the design and operations of the RDF processing systems that will be built and operated under the respective Service Contracts. VIWMA needed to undertake a detailed technical review of the proposed RDF processing system, since this was the integration point of the waste collection system and waste processing/disposal services. GBB, in association with Maguire, was requested to provide this review and present the findings and opinions to VIWMA. In the completion of this effort, which included both a technical review and participation in negotiations to advance the Service Contracts for the Projects, GBB made direct contact with the key equipment suppliers for the Projects proposed by AEG. This included Bouldin Corporation, the primary RDF processing system supplier, with its patented WastAway technology, and Energy Products of Idaho, the main thermal processing equipment supplier, with its fluidized bed combustion technology and air pollution control equipment. Additionally, since the combustion systems for both Projects will generate an ash product that will require marketing for use and/or disposal over the term of the Service Contracts, GBB made contact with LA Ash, one of the potential subcontractors identified by AEG for these ash management services. Due to the nature of the contract guarantees of VIWMA to provide 73,000 tons per year of Acceptable Waste to each Project for processing, VIWMA authorized GBB to perform a current waste stream characterization study. Part of this effort included waste sorts for one week each in February 2009 on St. Croix and March 2009 on St. Thomas, with the results shared with VIWMA and AEG, as compiled. The 2009 GBB waste stream characterization study incorporated historical monthly waste weigh data from both the Bovoni and Anguilla Landfills that were received from VIWMA staff. The study has formed a basis for continuing to augment the waste quantity information from the two landfills with the additional current monthly results compiled by VIWMA staff going forward following the waste sorts. The final GBB report was published in December 2009 and includes actual USVI landfill receipt data through August 31, 2009. The information contained in this document provides the underpinnings to allow for better tracking and analysis of daily, weekly and monthly waste quantities received for recycling, processing and disposal, which are important to the overall waste processing system operations, guarantees and cost projections. GBB’s annual projections are that the total waste on St. Croix is currently over 104,000 tons per year and over 76,000 tons per year on St. Thomas. The thermal processing technology selected for both Projects is a fluidized bed process, employing a heated bed of sand material “fluidized” in a column of air to burn the fuel — RDF and/or Pet Coke. As such, the solid waste to be used in these combustion units must be size-reduced from the myriad of sizes of waste set out at the curb or discharged into the large roll-off boxes or bins at the many drop-off sites in the US Virgin Islands. While traditional RDF would typically have several days of storage life, the characteristics of the pelletized RDF should allow several weeks of storage. This will be important to having a sound and realistic operating plan, given the unique circumstances associated with the climate, waste moisture content, island location, lack of back-up disposal options and downtime associated with the Power Generation Facility. During the negotiations between AEG and VIWMA, in which GBB staff participated, in addition to RDF and pelletized RDF as the waste fuel sources, other potential fuels have been discussed for use in the Projects and are included as “Opportunity Fuels” in the Service Contracts. These Opportunity Fuels include ground woody waste, dried sludges, and shredded tires, for example. Therefore, the flexibility of the EPI fluidized bed combustion boilers to handle multi-fuels is viewed as an asset over the long term, especially for an island location where disposal options are limited and shipping materials onto and off of each island is expensive. This presentation will provide a unique behind-the-scenes review of the process that led to this historic agreement, from the due diligence of the proposed technologies, to implementation planning, to the negotiations with the contractor. Also discussed will be the waste characterization and quantity analysis performed in 2009 and the fast-track procurement planning and procurement of construction and operating services for a new transfer station to be sited on St. Croix.