Evaluation of producer strategies (Spartan Energy Corp) Assignment

Evaluation of producer strategies (Spartan Energy Corp) - Assignment Example During 2014 second quarter, the company average production stood at 6,396 boe/d which consisted of 93% oil and liquids. The production costs reduced to $ 18.23 per boe while the administrative expenses reduced to $3.11 per boe. During the same period, the company attained $24.4 million as funds from operations. During the first six months that ended in June 30, 2014, Spartan net income stood at $16,357 million. As a company that takes into consideration the interest of the stakeholders, Spartan Energy Corp has adopted the culture of using modern technology in its production facilities. For example, through the use of 3-D seismic coverage, the company is in a position to identify areas with oil and other minerals. Additionally, the company has invested in modern drilling equipments that make it to improve its operations. Through the extensive research and innovation by the company, it is targeting to achieve 15,000 boe/d in the next 24 months. As a company that deals with oil, Spartan is exposed to various risks. For example, wet weather in southeast Saskatchewan has negatively affected drilling process in that region. As a result, the company has experienced delays in drilling. To deal with the risk of weather, the company first stops to drill in such areas until it is deemed fit to drill again. In addition, the company has established wells in more areas so as to ensure its operations are not affected once wet weather is experienced in some regions. Spartan Energy Corp is concerned with various government policies. For instance, the company provides audited financial statements to its shareholders. In addition, the company has a culture of conserving the environment during its activities. In this way, it acts in line with the government environmental conservation laws. The company adopts a whistle blowing policy that ensures that accounting frauds are detected as outlined

Prerogative Has Been Abused Essay Example | Topics and Well Written Essays - 1000 words

Prerogative Has Been Abused - Essay Example It is not surprising thus to witness managers terminating employees for any reason they deem fit, sometimes basing their decisions on pure discrimination and ‘whistle-blowing’. This largely creates conflict in the workplace (Price, 2007). A number of reports indicate that a good number of managers exhibit harassment to their subordinates, some sexual in nature. No wonder, a number of acts and pieces of legislations, the world over, prohibit discriminatory harassment including sexual harassment (Frankaro, 2007). The other area where managers seem to overstep their boundaries is in management of customer relationship and employee interaction. Related to this is placing bottlenecks of employees’ communication with clients and sometimes within themselves, tailored around the ‘ebb and flow’ of communication as defined by the management. Sometimes, managers consciously or unconsciously inhibit the flow of communication between workers to promote witch-hunti ng and cause incitement. Most of them are not cognizant of the fundamental requirement associated with this and sometimes base their fear and defensive action on their insecurities and inferiority complex (Gollan, 2005). Actions of some employers represented by the managers are de-motivating to employees. Micro-management is an issue that many employees detest. The practice sometimes arises from the concern of most managers to have particulars mini-details, and pressure to deliver results within a particular unreasonable timeline (Gennard, 2006). Much as it has been argued that micromanagement is effective to bring lazy and procrastinating employees into action, oftentimes, micromanagements could be based on pure inferiority complex and other set of insecurities or as a strategy to dismiss an employee. In order... The managers-subordinate relationship can be described as good and bad. Employees are tired of being bullied at the work-place and micromanagement does more evil than good. The solution for improvement, however, lies in managers taking a step to enhancing the cordial relationship. The delegation of duties is very important. These will facilitate a highly productive and warmer workplace that ensures employees recognition and positive sanctioning. The other way certainly is facilitating regular meetings between employees and managers, as well ensuring that communication between the two is promoted. employees become timid in taking initiatives and making sacrifices since they feel that whatever they do is not positively sanctioned. To the Manager, walling-up, and shutting-down his effort becomes the order of the day since she/he will harbor the belief that no one listens. Interestingly, behaviors of managers such bullying has led to incidences of physical confrontations and violence in the workplace. Bernadi, for example, reports a case a high profile violence of one Pierre Lebrun, who was working at OC Transport in Ottawa, Mexico, where the employee shot people, with five of them reportedly dying, and him ultimately committing suicide.