Campos Basin Tertiary Reservoirs Of Barracuda And Caratinga Fields: Development Strategy And Main Reservoir Management Issues

2005 ◽  
Author(s):  
M.M. Alves ◽  
W.B. Maciel ◽  
L.C. Reis ◽  
M.S. dos Santos Braga ◽  
J.J. Marques
Keyword(s):  
Development Strategy ◽  
Reservoir Management ◽  
Campos Basin ◽  
Management Issues

Pressure Evidence of Communication Trough a Canyon: Sedimentary, Structural, and Reservoir Management Aspects, Campos Basin, Brazil

2007 ◽  
Author(s):  
Adriana de Oliveira Ganga ◽  
Mario Sergio Braga ◽  
Edilon Silva ◽  
Glaucia Holanda Braganca ◽  
Walter Becker Maciel ◽  
...  
Keyword(s):  
Reservoir Management ◽  
Campos Basin

Using Interference Tests During Field Startup To Solve Critical Reservoir Management Issues at the Zafiro Field, Offshore Equatorial Guinea

1997 ◽  
Vol 12 (04) ◽  
pp. 205-211 ◽  
Author(s):  
N.V. Humphreys ◽  
L.G. Myers ◽  
A.G. Pollin ◽  
Steve Hill ◽  
Ian Treherne
Keyword(s):  
Reservoir Management ◽  
Equatorial Guinea ◽  
Interference Tests ◽  
Management Issues

Snakes and Ladders: Relocation and the Dual Career Couple

1996 ◽  
Vol 2 (2) ◽  
pp. 1-10 ◽  
Author(s):  
Jennifer Pierce ◽  
Brian L. Delahaye
Keyword(s):  
Career Development ◽  
Human Resource ◽  
Development Strategy ◽  
Resource Planning ◽  
Dual Career ◽  
Career Opportunities ◽  
Relocation Assistance ◽  
Management Issues

AbstractThe dual career couple is a contemporary and growing phenomenon in western industrialised nations. There are numerous human resource management issues associated with the dual career couple. The focus of this paper is on just one of these issues — employee relocation. The research reported here found that dual career employees are concerned about their partner's career prospects and unless current career levels can be maintained for the trailing partner, organisations may experience relocation resistance. Of specific interest in the Australian context is that organisations with operations in country areas may be particularly affected, since country areas are less likely to offer desirable career opportunities for trailing partners. Further, organisational mobility expectations frequently force couples to decide which partner's career will take precedence. Historically it has been the male partner's career, even in dual career relationships. The findings from this study suggest that such decisions are becoming more complex, with couples placing greater emphasis on economic and quality of life concerns. Traditionally, organisations have relied on employee mobility as a career development strategy. However, greater emphasis on long-term human resource planning is advocated to facilitate career development strategies which are less reliant on geographical relocation. Further, if organisations are to retain their dual career employees, relocation assistance packages may need re-assessment to reflect the needs of those employees who are unwilling to sacrifice their partners' careers for the sake of their own.

Pioneer Field Pilot of Optimal Reservoir Management in Campos Basin

2020 ◽  
Vol 23 (02) ◽  
pp. 578-590
Author(s):  
Diego Felipe Barbosa de Oliveira ◽  
Diogo Ferreira Alves Pereira ◽  
Gustavo E. Silveira ◽  
Pedro Andrade Lima Sá de Melo
Keyword(s):  
Reservoir Management ◽  
Campos Basin

scholarly journals Designing an Integrated Model of Oil and Gas Management with a SWOT Approach

2020 ◽  
Vol 14 (4) ◽  
pp. 440-445
Author(s):  
Seyed Emad Hosseini ◽  
Amir Naser Akhavan ◽  
Mohsen Bahrami
Keyword(s):  
Oil And Gas ◽  
Rational Solution ◽  
Reservoir Management ◽  
Comprehensive Model ◽  
Gas Reservoirs ◽  
Economic Production ◽  
Energy Needs ◽  
The One ◽  
Oil Company ◽  
Management Issues

In the recent years, the growing demand for energy on the one hand and the reduction of conventional hydrocarbon reserves on the other hand have made the proper extraction of oil and gas reserves, i.e. reservoir management issues, more important and hence proper management of these reserves is inevitable. Although renewable energies currently provide the bulk of the world’s energy needs, hydrocarbon fuels remain the main source of energy until 2035.Despite the growing importance of the Integrated Reservoir Management Model (IRMI), as a rational solution to maximize economic production from oil and gas reservoirs, a comprehensive model that can cover all reservoir management modules has not yet been proposed. In this paper, by examining the current condition of reservoir management in one of the subsidiaries of the National Iranian Oil company and analyzing the obtained results, we offer some solutions to improve the condition and finally, we present a comprehensive model for reservoir management in this company.

Evolution of Reservoir Management and Development Strategy of a Giant Offshore Field in Abu Dhabi

2017 ◽  
Author(s):  
Muhammad Navaid Khan ◽  
Ahmed Al Neaimi ◽  
Omar Al-Shehhi ◽  
Zohaib Channa ◽  
Fazeel Ahmed ◽  
...  
Keyword(s):  
Development Strategy ◽  
Reservoir Management ◽  
Abu Dhabi ◽  
Management And Development ◽  
Offshore Field

scholarly journals STRATEGI PENGEMBANGAN KELEMBAGAAN KELOMPOK NELAYAN SEBAGAI KELEMBAGAAN PENGELOLA WADUK DI PERAIRAN WADUK WADAS LINTANG, KABUPATEN WONOSOBO

2017 ◽  
Vol 2 (2) ◽  
pp. 209
Author(s):  
Fatriyandi Nur Priyatna ◽  
Kunto Purnomo
Keyword(s):  
Development Strategy ◽  
Learning Process ◽  
Group Discussion ◽  
Interaction Model ◽  
Reservoir Management ◽  
Primary Data ◽  
Central Java ◽  
Local Institution ◽  
Depth Interview

Tulisan ini bertujuan untuk mempelajari kelembagaan lokal yang ada di Waduk Wadas Lintang dan peluang serta upaya pengembangannya menjadi kelembagaan pengelola waduk. Penelitian dilakukan di empat desa di Kecamatan Wadas Lintang, Waduk Wadas Lintang, Kabupaten Wonosobo, Propinsi Jawa Tengah pada bulan Agustus - Oktober tahun 2006. Pemilihan ini didasari pertimbangan mengenai konsentrasi nelayan, sifat kelembagaan nelayan yang sudah ada dan aksesibilitas lokasi. Metodologi yang digunakan dalam penelitian ini bersifat kualitatif dan studi kasus intrinsik, yaitu penetapan tujuan penelitian dilakukan berdasarkan ketertarikan suatu fenomena kelembagaan nelayan di perairan waduk. Data primer yang dikumpulkan terkait dengan kelembagaan lokal dan persepsi masyarakat terhadap status pemanfaatan sumberdaya perikanan. Pemilihan informan dilakukan secara sengaja dan pengumpulan data menggunakan teknik wawancara mendalam, diskusi kelompok dan pengamatan. Analisis data menggunakan pendekatan model interaksi dengan alat analisis data berupa pendekatan kelembagaan dan prinsip-prinsip co-management. Hasil penelitian menunjukkan kelembagaan yang ada adalah kelembagaan formal dan kelembagaan informal dan memiliki pengaruh signifikan terhadap faktor penerimaan anggota terhadap keberadaan dan fungsi kelembagaan lokal serta tingkat partisipasi anggota yang lebih tinggi pada kelembagaan formal. Pilihan strategi fasilitasi dapat diterapkan oleh pemerintah dalam upaya pengembangan kelembagaan kelompok nelayan dengan melalui tahapan pembentukan dan penyusunan kelembagaan; penguatan; dan pengembangan kelompok nelayan menggunakan pendekatan partisipasi dan “learning process” dalam semua proses pengambilan keputusan. Tittle: Strategy for Local Fisheries Local Institution Development as Reservoir Management Authority at the Wadas Lintang Reservoir of Wonosobo DistrictThe objectives of this research were to study local institution at the Wadas Lintang reservoir and its opportunity to be promoted as a reservoir management authority. The research was conducted in August to October 2006 using qualitative and intrinsic case study at four villages of Wadas Lintang Sub District, Wonosobo District, Central Java Province considering fishers concentration sites, current local fishers institution and also sites' accessibility. Primary data were mostly related to current local fishers institution and resource utilization perception which were collected using in depth interview, group discussion and observation from informants which were selected using purposive technique. Data were analyzed descriptively using interaction model technique with institutional theory and co-management principles. Results indicated that there were formal and informal local institution which is significantly influenced to the members' acceptance of institution existence and roles and also the level of member's participation which is higher at formal institution. Facilitating strategy could be chosen by local government as fishers local institution development strategy following the stage of initiating, developing and empowering local institution with participation and learning process approach on each stages.

Snakes and Ladders: Relocation and the Dual Career Couple

1996 ◽  
Vol 2 (2) ◽  
pp. 1-10
Author(s):  
Jennifer Pierce ◽  
Brian L. Delahaye
Keyword(s):  
Career Development ◽  
Human Resource ◽  
Development Strategy ◽  
Resource Planning ◽  
Dual Career ◽  
Career Opportunities ◽  
Relocation Assistance ◽  
Management Issues

AbstractThe dual career couple is a contemporary and growing phenomenon in western industrialised nations. There are numerous human resource management issues associated with the dual career couple. The focus of this paper is on just one of these issues — employee relocation. The research reported here found that dual career employees are concerned about their partner's career prospects and unless current career levels can be maintained for the trailing partner, organisations may experience relocation resistance. Of specific interest in the Australian context is that organisations with operations in country areas may be particularly affected, since country areas are less likely to offer desirable career opportunities for trailing partners. Further, organisational mobility expectations frequently force couples to decide which partner's career will take precedence. Historically it has been the male partner's career, even in dual career relationships. The findings from this study suggest that such decisions are becoming more complex, with couples placing greater emphasis on economic and quality of life concerns. Traditionally, organisations have relied on employee mobility as a career development strategy. However, greater emphasis on long-term human resource planning is advocated to facilitate career development strategies which are less reliant on geographical relocation. Further, if organisations are to retain their dual career employees, relocation assistance packages may need re-assessment to reflect the needs of those employees who are unwilling to sacrifice their partners' careers for the sake of their own.

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