...takes place at room temperature. To monitor the unreacted dhercdacetic and the product conversion there are few challenges because of which in process checks are not in place. After completion of the reaction, the bromoamine solution is distilled out and chased with water distillation to get the dhercdbromo in water. Here the active content of the dhercdbromo shall be checked which is only for information purpose. Even if lower content of dhercdbromo obtained also there is no corrective actions for the same to increase the active content. Further more challenges are there in the process in the second reaction i.e BOC protection, where in unreacted dhercdbromo may not be possible to monitor. TLC method was tried to identify the same but not successful. Moving forward in the process there is pH adjustment for the BOC protected group. The more acid pH may cleave the BOC group and can go for yield loss in the aqueous layers. To quantify the yield loss or to quantify any of the aqueous layers there are challenges to establish any method. Finally the compound would be checked with TLC in the complete analysis to identify the structure. Based on the chemistry point of view, both the reactions are straight forward reactions and there may not be any abnormalities in the formation of the product. Since there are no in-process checks to monitor the exact product conversions, it could be difficult to find out the failures after the completion of the batches if any. Because of the time...
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...04 05 Year at a glance. Contents. Rupees in ‘000 Net sales Cost of sales Gross profit Distribution and marketing expenses Administrative expenses Other operating expenses Other operating income Operating profit before reorganization/restructuring cost Reorganization/restructuring cost Operating profit after reorganization/restructuring cost Finance costs Profit before taxation Taxation Profit for the year Earnings per share – basic and diluted in Rupees Number of permanent employees at year end 2012 3,739,405 (2,785,235) 954,170 (231,066) (193,676) (33,811) 68,635 564,252 (204,572) 359,680 (44,266) 315,414 (39,125) 276,289 11.03 162 2011 3,044,800 (2,275,591) 769,209 (211,490) (171,376) (40,554) 58,850 404,639 – 404,639 (1,916) 402,723 (139,848) 262,875 10.50 262 06 07 08 09 10 12 15 16 17 18 20 22 23 26 30 35 36 40 42 44 83 84 86 About Linde Pakistan Company information Our vision Our mission Code of Ethics Business divisions, products and services Business Business locations Key facilities around Pakistan Ten-year financial review Vertical & horizontal analysis Key financial data Statement of value added Profile of Directors Directors‘ report Country Leadership Team (CLT) Corporate governance Statement of compliance with the Code of Corporate Governance Review report to the members on Statement of Compliance Financial Statements of the Company Shareholders‘ information Pattern of shareholdings Notice of Annual General Meeting Form of proxy Turnover...
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...A global virtual team is a sophisticated system of people who routinely confront cultural differences in a digital environment that is constantly changing. This article mentions how understanding cultural differences is imperative for the success of a group of individuals within a team communicating virtually from different locations throughout the world. But also talks about the challenges global virtual teams will face with the use of technology. Third, the reading also distinguishes what is needed for effective virtual team considering the people, process and technology point of view and underlying characteristics of virtual teams and challenges the entail. Comment: I don’t fully agree with the use of global virtual teams. Organizations cannot take employees and put them in teams and expect them to work. It takes effort and time from both the employees and managers. However if correctly done, then yes building virtual teams could deliver even greater benefits. When focusing on global virtual teams, developing and increasing an individual’s and a team’s intercultural competence is an important variable in determining the team’s success. Trusting relationships in a disciplined structured environment is essential to the success of global virtual teams. These relationships are built through increased team member intercultural competence. Building trusting relationships is a differentiator that keeps people motivated, engaged, and committed. When cultural diversity is part...
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...Sloan Jr., GM developed 5 independent divisions that marketed their own line of cars. These divisions – Chevrolet, Pontiac, Oldsmobile, Buick and Cadillac – catered to different economic price ranges. This organizational design led to GM being the world’s largest manufacturing organization during the post-World War II era. However, during the 1980s, GM experienced its first loss since 1921. The newly appointed CEO Roger Smith began redesigning GM’s organizational structure to push decision making down to the operational level instead of the management level. He created two different groups, the BOC – composed of the Buick, Oldsmobile and Cadillac divisions, and the CPC – from the Chevrolet, Pontiac and GM of Canada. Each group had complete authority to organize whichever way they wanted and to do what was necessary to bring GM back into a good economic status. The BOC group organized four independent strategic business units, which was reminiscent of the previous organizational structure of GM. The CPC group on the other hand, moved towards the traditional centralized organizational structure. Upon the appointment of Jack Smith as CEO of GM in 1993, he carried out what would seem as harsh measures for GM. He eliminated a lot of staff by combining different departments and paring down to a single operating division. The previous traditional divisions became different marketing units, but the production, design and purchasing was performed by a single different...
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...The BOC Group: Ohmeda (A) Marketing Management Company Analysis: Ohmeda, a wholly owned subsidiary of the BOC Group, operated historically in three key areas: medical equipment, gases, and supplies. In 1985, Ohmeda’s president, W. Dekle Rountree, was planning to exit gases and supplies in order to focus solely on high-tech medical equipment. Through this shift in strategy, Rountree was hoping to grow equipment revenues from $95M in 1985 to $158.5M in 1990. In order to execute successfully on his growth plan, Rountree would need to re-assess Ohmeda’s marketing channel strategy. In 1985, 43% of equipment sales ($41M out of $95M) were booked through dealers. Dealers provided increased coverage, but also carried significant costs; while direct sales were typically had a modest 6% discount, dealer sales discounted 21%. This added cost was compounded by heavy overlap between dealer sales and the direct sales force. 30% of dealer sales were believed to originate from the direct sales team, which often relied on dealers to deliver equipment for on-site demos. For an individual sales person attempting to sell a $25K anesthesia system, the $64 reduction in commission for letting the dealer book the sale was trivial. Ohmeda, on the other hand, was giving up much more. This same $25K order would cost Ohmeda almost $4K in lost revenues ($25K * (21% - 6%) = $3,750). Another key decision faced by Rountree was whether or not to re-organize the direct sales force into specialized...
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