Zugl.: Bochum, Universiẗat, Diss., 2007.

Zugl.: Rostock, Universiẗat, Diss., 2007.

Bachelor-Arbeit Univ. St. Gallen, 2008.

Thesis (M.S.)--University of Wisconsin--Madison, 1984. / Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 68-72).

Thesis (M.A.)--University of British Columbia, 2005. / Includes bibliographical references (leaves 65-71).

Thesis (M.A.)--University of British Columbia, 2005. / Includes bibliographical references (leaves 65-71). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.

Thesis (D.B.A.)--Cleveland State University, 2006. / Adviser: Thomas W. Whipple. Includes bibliographical references (p. 173-202)

Increasing concerns about global warming have led to the exploration of options to abate CO2 emissions. Recent studies have identified the energy sector as the largest emitting source worldwide. Therefore, the transition towards low-carbon power systems has incorporated larger volumes of renewable generation. This situation is prompting the necessity of improving current strategies to operate power systems, as more variability is introduced in the decision making process. This thesis contributes in two aspects to manage the generation mix of future power systems. Firstly, it addresses the question of how many scenarios are enough to represent the variability of wind power. Results obtained indicate that a balance should be pursued between quality of solution and computational burden, as more scenarios does not significantly change the operational cost. Secondly, an original method to narrow down the number of scenarios is proposed. The so-called severe scenarios outperform typical reductions in the sense that fewer adjustments are required to the generation scheduling programme. Despite the growing renewable generation capacity, the operation of the electric system is likely to continue its reliance on thermal plants. Hence, the need to curb CO2 emissions in the existing thermal plants has led to the development of technologies such as carbon capture. The technical maturity of this technology is still in its early stages, since its application to thermal plants is under development. This thesis bridges the gap of current knowledge on carbon capture in three aspects. Firstly, it presents an innovative methodology to quantify the value of flexibility provided by carbon capture in the context of the British system. Secondly, the role of retrofitted generators as reserve providers is addressed. Finally, the synergy between carbon capture and wind power is assessed. The evaluation considers CO2 pricing, two strategies to manage CO2 capture rate, variability and different levels of wind integration.

M.Phil. / Family Businesses are the most prevalent form of business throughout the world; they are highly pertinent in developing economies (Cavusgil, Kandemir & Kim, 2004). In South Africa it is estimated that 84 percent of all businesses in the formal sector are family-owned (Balshaw, 2004). Even though family businesses represent a dominant form of economic organisation, there is neglect in terms of research, particularly with respect to development of theories that have applied value (Chrisman, Chua & Steier, 2003). The key focus of this study is to provide research evidence for the verification of the predictive model Resulting Commitment Behaviours (hereafter referred to as RCBs) and the relationship(s) of the antecedent’s: Individual Characteristics, Familial Cultural Socialisation and Contextual Factors might have with an employed family member’s RCBs.

Human resource practices represent a major mechanism for implementing a firm’s strategic plan. These practices create a distinct type of relationship between employee and employer which can be characterised as psychological contracts, that is, the belief people hold regarding the terms of their employment relationship (Rousseau and Wade-Benzoni, 1994). The purpose of the research was to examine the type of psychological contracts that exist within an organisation and show the impact of human resource strategies and practices on the different contracts. Human resource practices play a significant role in building the psychological contract that supports the strategy. This could help organisations to allocate investments accordingly, especially in difficult times. This research was carried out amongst knowledge workers, with a 32% response rate. The findings reveal that it is important for the employer to realise that employees perceive themselves as contributing more than the employer to the relationship. It further highlights supervision as a dimension for establishing relational and balanced contracts. Training and development is perceived as the most important human resource practice for developing relational and balanced contracts. A model was developed to show organisations the impact of human resource practices on the psychological contract. It also depicts how investment should increase within the different human resource practices and how this translates to organisational performance. / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted