Chartering strategies for shipping companies
This paper describes a model which may be used in the evaluation of the relative effectiveness of policies used in the areas of ship chartering and the switching of combined carriers between the dry cargo market and the tanker market. The policies for chartering and market switching are expressed in the form of 'desired proportions' of the fleet operating in a particular charter-mode or a particular market. Graphical illustration of this form of expression of policies can be easily understood, so that alternative policies can be designed with relative ease. The effectiveness of a particular form of policy under various freight market conditions can be determined from the model, the use of which is illustrated by its application to the deployment of the fleet of an hypothetical shipping company. It is assumed that the feedback connection between the company's actions and the marketplace is negligible.
Chartering Strategies for Oil Companies
This paper discusses the general chartering strategy trends for oil companies and provides a systematic approach for strategic tanker chartering decisions focusing mainly on the shipping contract mix problem. To analyze trends in chartering strategies, this thesis categorizes oil companies from an oil supply chain perspective into four main categories; integrated oil companies, oil producers, oil consumers, and oil traders in order to identify different levels of involvement in crude oil transport and composition of shipping contracts. In terms of contract mix analysis, Modern Portfolio Theory and a non-linear model are introduced as the main methodology to analyze the optimal shipping contract mix. A contract mix case from an Asian based oil company is then provided utilizing introduced theories and models to find the optimal shipping contract mix.
Perceived job importance and job performance satisfaction of selected clinical nutrition management responsibilities.
A nationwide survey of clinical nutrition managers was conducted to assess perceived importance of selected job responsibilities and perceived performance satisfaction of those job responsibilities. A questionnaire was developed to achieve the study objectives, validated by an expert panel, and pilot-tested prior to data collection. All members of the American Dietetic Association's Clinical Nutrition Management dietetic practice group (N=1,668) were asked to rate the importance of selected job responsibilities and their satisfaction with those responsibilities using Likert-type scales with descriptions. Results revealed that clinical nutrition managers perceived all job responsibilities listed in the questionnaire to be important (ie, the mean score of each responsibility was >3.0 of a 4.0 scale). Respondents rated regulatory-related job responsibilities as most important and were most satisfied with their performance of these responsibilities. Following regulatory-related responsibilities, clinical nutrition managers perceived patient satisfaction and staff retention to be more important than other responsibilities. In general, clinical nutrition managers were more satisfied with their job performance for job responsibilities that they ranked as more important.