South Africa

Sindy Veritus March 9, 2013 Global Studies: Argumentative Essay South African Apartheid Apartheid in South Africa was a system of racial segregation enforced through legislation by the National Party government from 1948 to 1994 of South Africa. Racial segregation in South Africa began in colonial times by the Dutch and British. Apartheid as an official policy was introduced following the general election in 1948. Apartheid was developed after War World II by the Afrikaner-dominated National Party and was first colonized by the Dutch and then the English came in and took most of it away.The population of South Africa was classified into four groups which was the Black, White, Indian, and Colored. The Colored group included people regarded as being of mixed descent including people of Bantu, and European ancestry and much more. Knowing that Apartheid was a system of laws created to keep the white population in control. The Group Areas act of 1951 controlled people where they could of live. The black where driven far away from their city, although their jobs were still in the cities in the white neighborhood.The Bantu education Act meant that the black students were disadvantaged with their education. â€Å"Bus fares were expensive and catching public transport everyday was expensive and caused hardship and depression for the black people. † (Wikipedia) The apartheid policy was highly effective of achieving its goal of privileged conduct for whites. On the other hand, the white population supported apartheid because they felt it was there to own the land of South Africa.There were many white pro apartheid people because of the much larger population of black South Africans causing the white people to believe that if the black were given rights and freedom, they would of no longer have political power. The white people were worried because they thought that their race would be taken over and they would lose the control that they always had. As a final point , In February 1990 President FW de Klerk announced the release of Nelson Mandela and began the exclusion of the Apartheid system.In 1992 a white council approved the reform process and on April 27, 1994 the first democratic elections were held in South Africa with people of all different races being able to vote. After the Apartheid came to an end in South Africa, people had more freedom. The Africans now have a little more money now that it’s not all going to the white. South Africa is now peaceful and the anniversary of the elections, which was held on April 27, is celebrated as a public holiday in South Africa known as Freedom Day.

Integrated and multi-agency working Essay

1.1 Explain the importance of multi-agency working and integrated working. Multi-agency working allows practitioners from different sectors and professions to work together to support children, young people and families. It makes sure that the child has the best support it can have. It has amazing benefits for the child and early identification and intervention allows that child to have tailor made support, thus allowing the child to reach his/her full potential either in their learning or development. It is important that young children and their families have support as a holistic approach which is part of the government framework. For example.ECM Every Child Matters, the five outcomes of ECM is that we should be working together to achieve the best possible outcomes for the children. The five aims are as follows. 1. be healthy. 2. Stay safe 3 Enjoy and achieve 4Make a Positive contribution 5Achieve economic well-being. A very effect part of multi agency working is inclusion and so they will encourage the child to be a part of whole class learning and will plan and adapt lessons accordingly. So the individual agencies provide different areas of expertise and the child will have the benefit of the holistic approach. 1.2. Analyse how integrated working practices and multi-agency working in partnership deliver better outcomes for children and young people. There are many outcomes for children that will be positive if the professionals working with the children and their families can share and agree upon the way they might assess, plan and implement for the child. Both the children and their parents can be involved in any plans to ensure that a child can achieve their potential both educationally and developmental. It is far more beneficial for the child to have a group of people who are skilled in different areas working with them and their families rather than to have help in only one area. It is equally important that all professionals involved share information on progress because failure to do so may lead to that child not receiving the best advice or help possible., they also need to meet up on a regular basis with the parents, teachers or any adult that are working on a daily basis with that child to have current idea on their progress. It is also important that if they are working with a child who is culturally different to gain as much information and understanding of their culture and communities. Although sometimes the school cannot support all issues surrounding the child such as housing they can provide an important point of contact and organise other professional help thus giving the child a very good start in life. 1.3. Describe the functions of external agencies with whom your work setting or service interacts. In our setting we have several different agencies that come into the school to give extra support to children. Speech and language therapists come in to initially assess the child, they will then either give us a set programme to follow to enable us to work on a 1-1 basis or with a small group of children, and the programme can include things like listening to / following instructions, pronunciation of certain letters /words. The same programme will be sent home to parents and they will be encouraged to follow it to enable the child to have as much help as possible. The Childs GP may have made the referral to the speech and language therapist if they thought that the child had difficulty in communicating effectively. Social workers will work with the child’s family to help them improve many things such as housing issues, poverty or any health needs of if there has been a bereavement that the parents or child are having difficulty coming to terms with. Educational psychologists will work with a child who has specific learning needs or psychological needs; they are usually brought in by the setting and will usually work with the child in the setting. TAC (team around the child) This is 2 or more professionals from different areas who come in to support the child and their families, this is done by offering parenting classes and helping the parent cope with day to day situations that they find stressful, for example this could be arranging childcare or advising on budgeting. School nurse comes in to weigh child, do hearing, dental and sight tests and will inform parent of any specific problems which may arise once these tests are completed. 1.4 Explain common barriers to integrated working and multi-agency working and how these can be overcome. Some professionals use their own abbreviated language when talking about their areas of expertise which is only recognised by their profession and so other professionals from different fields may not understand what is being said or meant. Other professional people may be used to working on their own so may find it difficult to share knowledge or accept advice given to them on how to deal with a situation. Different professions may have a different way of dealing with risks and may have different views and priorities on how to deal with children; they may feel threatened or upset when they are asked to find new ways of working. In order to work together successfully it is important that each profession is respected and made aware that their knowledge is seen as a valuable contribution to the multi-agency working†¦ it is also important for the individual professions to open t heir minds and consider a different approach and to communicate with each other and remember that every profession is working towards the benefit of the child. The key to a multi-agency running smoothly is to have a lead professional who will act as a point of contact for the child and their families and who will then take responsibility for the other agencies involved and communicate between all of the professionals thus hopefully preventing any barriers. 1.5 Explain how and why referrals are made between agencies. If the class teacher has any concerns about a Childs development or progress and think that that child may have an underlying problem that is stopping them from reaching their full potential such as a hearing, speech or any SEN (Special Educational Needs) then they inform the SENCO (Special Educational Co- Coordinator), they will come and observe the child and then if they think along the same lines then they will decide on which professional to make a referral to. The parent can also ask to be referred to a professional agency if they think their child is having specific difficulties. The professional then comes in and do their observations and will decide whether that child will need to be involved with several different agencies or with one specific one, such as speech and language. The parents will always be informed and will be involved in any referral process. It is essential that the Childs needs are identified and assessed quickly so that the proper provision can be put in place as soon as possible and the child can participate and be included in mainstream school and reach their full potential. 1.6 Explain the assessment frameworks that are used in own UK Home Nation. As a way of providing early intervention for a child before their situation reaches crisis point the Children’s Act (2004) and Every Child matters (DFES 2003) outlined a Common Assessment framework (CAF). It is a shared assessment and planning framework. This consists of a form which is filled in by the school (At my setting this is usually completed by the child protection officer) and the parent and can. take between 1 and 1.30 hours to complete. It can include concerns about Childs health and safety within the family, learning and developmental needs, any concerns about poverty within the family or behavioural issues. Once completed the form is sent to the CAF admin who will decide which professionals need to be involved, this could be a single agency such as a support worker who will work closely with the family or a multi-agency (TAC team around the child). By intervening early hopefully this will stop the child being referred to social services and being taken away from their families. 3.3a Analyse the potential tension between maintaining confidentiality with the need to disclose information. Where abuse of a child or young person is suspected. If a child/young person confides in us and discloses information where I suspect they maybe being abused I cannot promise to keep it a secret because I will have to disclose the information given in order to protect them. I would tell them that I have to inform others and that they will not be in trouble, as a main feature of sexual abuse is that the abuser asks the child to keep this a secret and tell them that they will be in trouble if they say something. I would write down exactly what the child said and date and sign the form and discuss the issue with the child protection officer. Potential tension could occur between myself and that child as they may think that I have let them down and abused their trust and may be reluctant to reveal any more, also if the abuser is a family member then once they have been informed of the disclosure they may be angry and could come to the school and threaten me or my family members, they may also remove the child from the setting and that child would be terrified and feel that everything is their fault. The suspected abuser could also make allegations against me saying that I am making up the whole story in order to protect themselves and until the abuse is proven they may try to instigate a group of parents to be little me every day which would cause a very stressful and intimidating situation. For an older child they may decide to withhold some of the information and so I would make it clear to them that they have different options such as the NSPCC, Child line, if they felt they could not talk to me. 3.3b when it is suspected that a crime has been/ may be committed. Firstly it is important to define what the crime is and how serious the crime is, as crime can cover a wide range of things from things like DVD Piracy right through to murder. If I felt the crime would not harm the child or others such as the DVD piracy then I would keep the disclosure confidential because it is important that the trust between child, parent and school be maintained in order for the families to share other information with us. If a child is being hurt or their parents are involved in more serious crime such as abuse, violence, drug trafficking or burglary then it would be obvious that you have to break confidentiality to ensure that the child that you are looking after is not in any significant harm and is safe and protected, and although my reporting the crime to others and the police would cause considerable tension within the family which may even result in a prison sentence and there may be significant repercussions made to me, my duty of care is to that child and I have to protect them at all times. If it were an older child and they were committing serious crimes themselves then I would inform them that I would have to involve the police and break confidentiality , this would cause considerable tension between the child/ young person and myself as they would inevitably get into serious trouble and they may want to hurt me or my family, they may even find out where I live and burgle my house . If the child was taking or selling illegal substances then I would try to find out why they were doing so and then try to persuade them to seek advice from a drug counsellor or their GP, hopefully my early intervention may cause them to realise that what they are doing is wrong and they may see the error in their ways and change their approach to life and breaking confidentiality would be the right thing to do in order to support the young person in getting the best help available.

Characteristics Of A Good Leader - 916 Words

To Be a Leader In the world today, there are leaders everywhere, such as Parents, Pastors, The President, CEO of Companies, Supervisors, and World Leaders just to name a few. These Leaders can be good or bad, for you or against you. A leader is a person that sees things through in order to make changes either in the mental growing aspect of one’s life, the economics of the world, or spiritual belief. The characteristics of a good leader are the leaders’ ability to inspire others, willingness to lead and integrity. The most important attribute of people is to be able to inspire others to do things out of their normality by making one feel needed, and wanted. Furthermore, using tactics such as incentives and rewards can be offered. For instance, when you need people to contribute to a project, sometimes an incentive needs to be presented in order for them to consider the offer. The tool available to do this is called a bonus payout. (Thurman, M. 2015). The other thing that can inspire others is the end of the year bonus, this will allow others to work hard in hopes to reap the benefits of a large employee bonus, for all the hard work that was contributed to the company that year. (Thurman, M. 2015). A good leader can inspire others with his or her words. This is tactic is used by Pastors, Preacher, Rabbi, Priest and other Spiritual leaders. There words are used to give you a since of fortitude, that everything will be okay just trust in god and he help you see everythingShow MoreRelatedCharac teristics Of A Good Leader905 Words   |  4 PagesIn the world today, there are leaders everywhere, such as parents, Pastors, The President, CEO’s of companies, supervisors, and World Leaders just to name a few. A Leader can be good, bad, for or against an individual. A leader is also a person that sees projects and life through in order to make changes either in the mental growing aspect of one’s life, the economics of the world, or spiritual belief. The characteristics of a good leader are the leaders’ ability to inspire others, willingnessRead MoreCharacteristics Of A Good Leader1727 Words   |  7 Pages Characteristics a Good Leader Should Possess BU430 Leadership Christine Troglen June 28, 2015 Miller-Motte College Characteristics a Good Leader Should Possess The traits or characteristics of a good leader play an integral part in how that leader decides, acts and leads. The actions of a good leader also play a role in how they affect the rest of those they lead. That leadership, for example, impacts the ultimate goals of the group or the company. A good leader must haveRead MoreCharacteristics Of A Good Leader1655 Words   |  7 PagesIndividuals are all defined by certain behaviors and characteristics. Specifically from a management standpoint, it is important to understand these behaviors and characteristics so that the manager can demonstrate a certain leadership style that will work best within their own organization. There is a common saying within most organizations, stating that all leaders should be managers, but not all managers should be leaders (Sun). Aspiring leaders need to identify the various types of leadership stylesRead MoreCharacteristics Of A Good Leader912 Words   |  4 Pageswhat traits a leader should contain. W ithin the development of surveys people are able to decided what characteristics they believe are those of a good leader. Surveys are not just used to see the good they are also used as a form of improvement where people can assess a person’s trait to help them better themselves. Having a standard for what a good leader is, is not necessarily used the same in each position or job field. Some places of employment look for particular characteristic that others mayRead MoreCharacteristics Of A Good Leader869 Words   |  4 Pagesworld today, there are leaders everywhere such as Parents, Pastors, The President, CEO of Companies, Supervisors and World leaders just to name a few, these individuals can be good or bad, for you or against you. A leader is a person that sees things through in order to make change either in the mental growing aspect of one’s life, the economics of the world, or spiritual belief. The characteristics of a good leader are the leaders’ abil ity to inspire others willingness to leader and integrity. TheRead MoreCharacteristics Of A Good Leader2712 Words   |  11 PagesThe description of a leader is a person that leads a group of people. A leader that has positive traits is a valuable asset in today’s society. A good leader will be honest and caring with a desire to make a positive outcome by encouraging followers and work toward a goal for the organization they are a part of. This paper will discuss the traits of a good leader as well as emphasize on past leadership experiences. Leadership theories can come from people closely involved with an individual, andRead MoreCharacteristics of a Good Leader2287 Words   |  9 Pagesinfluence, another definition by Peter Drucker in his foundation The Leader of the Future says the leader is someone who has followers. A good leader always tries to develop the working methods so as to achieve the set goals and keeps constantly tries to improve his functional skills in various fields, also the good leader challenge the process, have a vision and share it with others and encourage others to act. One of the leaders that I would like to write about is Mr.Arif Nasser Ali Bani-Uraba,Read MoreLeadership Characteristics Of A Good Leader859 Words   |  4 Pagesways. Characteristics of a good leader is questionable. Leadership styles and theories, such as servant leadership, collective leadership and dictatorship may vastly differ but still share similar attributes. While servant leadership and collective leadership similarly encompass specific attributes, the collective leadership theory lacks vision and empowerment. Leadership characteristics differ in leaders. There are characteristics that make the difference between a qualified leader and a good managerRead MoreTraits And Characteristics Of A Good Leader Essay2018 Words   |  9 PagesTraits and Characteristics of a Good Leader A trait is a distinguishing quality or characteristic (Trait, n.d.). Businesses spend around $1,228 per employee on learning and development. Forty-four percent of businesses believe they will be increasing the amount of money spent on leadership development (The 10 defining traits of an amazing leader, n.d.). Could they save money if research could determine what traits and characteristics are imperative for a good and effective leader? This paper willRead MoreEssay about Characteristics of a Good Leader526 Words   |  3 Pages A good leader needs to have many particular characteristics. Some of these are obvious, such as that they care about what you are doing and always puts you before themselves. Also another trait of a good leader is that they always keep promises they make. Some of the subtle attributes of a good leader are that they do not hide behind bad news. Moreover, they are easy people to talk to and they have a good if not excellent sense of humor. In my opinion, the best leader would be one that enjoys

What You Dont Know About Business School Essay Samples Could Be Costing to More Than You Think

What You Don't Know About Business School Essay Samples Could Be Costing to More Than You Think Describe a challenging situation you've faced previously. Regardless of what anyone else says. Clearly state precisely what the situation was. Even though a good solution for one-on-one time, it may also be a costly alternative. The difference between both questions is the audience. Additionally, there are pages on pages of information and figures in the appendix that will help you form your argument. Within this question, you ought to make your answer as specific as possible. So consider your story. The End of Business School Essay Samples This year I again advanced to the finals simply to fail at the previous test. Based on how long you have until test day, be certain to explore as a number of the official GRE test prep materials as you're able to. The test is intended to gauge the skills you have to excel in graduate school and beyond. Just take a GMAT practice test with us under the exact conditions as the actual thing. Second, the school features quality education looking at the simple fact that its admission procedure is extremely competitive. It is possible to also become many discounts on our site which will help you to save some more money for future orders or anything you want to spend them on. Whether you should locate a plan to fulfill your school or visa requirement, or simply to supply you with the coverage you require, start looking so that you may discover a plan and get same-day coverage! Before you turn into a global student it's important to locate a medical insurance plan you can depend on. The Hidden Facts on Business School Essay Samples The target is for them to learn about various kinds of communication and be in a position to apply their understanding of marketing and precisely what mediums to utilize for their target market in a really practical way, Li stated. If you'd like assistance with your application, Jennifer can suggest numerous options that work at any budget. The One Thing to Do for Business School Essay Samples If your school doesn't offer a writing class, you can discover a workshop offered on campus or possibly a class it's possible to take online, if you're prepared to pay. Thus, students have the ability to create recommendations along with solutions for assorted challenges facing the company world. Therefore, the school considers all manners of students so as to accommodate everyone. One may think that all business schools are alike. You will have to locate a practicum, sort of like an extremely project-focused internship, and this is a fantastic opportunity for you to earn industry connections and get references for your upcoming career. There is an abundance of fellowships and other programs, but you will need to apply early and often. Bursaries for example if you're able to write a decent examples. The alumni were not any less excited. Thus, students from diverse backgrounds are readily available to learn to deal with business clients all around the planet. That's only one option, even though there are lots of fellowships and scholarship programs. Or conversely you can obtain a terrible essay but still get in. You can't afford to remain confused about the sorts of essays. Among one of the best London business school essay examples PutlockerHulu At some time, you might be asked to compose a personal essay. Business school essays form an important portion of your semester scores. So yes you can obtain a killer essay but in the event the application is weak, it won't really make a difference. Samples, application ensure it is clear about. Content supplied by students applying to begin writing this page. Admission essay editing services. Business School Essay Samples Secrets That No One Else Knows About It's possible to discover online writing workshops that cover every part of writing, for each and every skill level. The sphere of physical therapy is growing, and with my skills in marketing, I aspire to grow the native Ridgeview services across the world. It's possible your practicum will require travel, and if that's the case, that is reasonable, but otherwise, take the chance to acquire the majority of the work done throughout that moment.

Is Outsourcing A Refugee Crisis - 1544 Words

It was instructed to compare and contrast two of the authors from BF190 discussed throughout this course to a media object provided by the professor. The authors I chose to focus on are Thomas Hobbes and Jean Jacques Rousseau. From the readings â€Å"Leviathan† by Thomas Hobbes (CITE) and â€Å"Discourse on the Origin of Inequality† by Jean Jacques Rousseau (CITE), both authors have similar but yet very different viewpoints on ideas they have made. The ideas I will be comparing and contrasting between these two philosophers are their different beliefs and understandings on the state of nature and the social contract. The media objective I have chosen to focus on is Outsourcing a Refugee Crisis: U.S. Paid Mexico Millions to Target Central Americans Fleeing Violence. Throughout this essay, I will exhibit my knowledge on these philosophers and their views on both theories. The Natural State of man is considered to be a major theme in philosophy. This is because of the ongo ing debate over how the state of nature exposes the reasons to why an individual man needs to be established between both Hobbes and Rousseau. On one hand, Hobbes believes a man’s natural state is miserable, and on the other hand, Rousseau believes a man is very content in his life. The article, Outsourcing a Refugee Crisis: U.S. Paid Mexico Millions to Target Central Americans Fleeing Violence, talks about how immigrating has become a key issue. The article focuses on the issue the immigrants from Mexico areShow MoreRelatedReed Supermarket Case32354 Words   |  130 Pagesinsect-borne diseases VF is one of the world’s leading producers of bed nets impregnated with insecticide. The purpose is to prevent malaria, caused by the bloodsucking bites of mosquitoes. Besides mosquito intensive areas, this product is used in refugee camps and disaster areas all over the world. Vestergard Frandsen, which is family-owned, does not disclose ï ¬ nancial data, but over the years it has sold 165 million mosquito nets, and the company makes a proï ¬ t. The concept for the LifeStraw beganRead MoreExploring Corporate Strategy - Case164366 Words   |  658 Pagesand efï ¬ cient. Some argued that the secret of successful RD lay in organisational competences such as t eam working, knowledge management and close relationships with external opinion leaders. Others emphasised ‘lean and ï ¬â€šexible’ operations and outsourcing of all but core competences. Some reorganised their RD to create smaller and more nimble units – like internal biotechs. Others sought external innovation. Biotechs were contributing an increasing share of the industry’s new products via licensingRead MoreDoing Business in the Asia/Pacific Rim Region31325 Words   |  126 Pagesthe majority of people (38%). English is the preferred business language, as well as the language of the courts and for inter-State Government communication. The wide usage of the English language has been a boon for India in attracting offshore outsourcing. Time Zone Greenwich Mean Time (GMT) +5-1/2 hours. India has not adopted daylight saving time. uses standard time countrywide throughout the year. Despite its size, India 4. 2 Doing Business in the Asia/Pacific Rim Region  © 2009 State CapitalRead MoreOrganisational Theory230255 Words   |  922 Pagesto criteriology’, Qualitative Inquiry 2(1):58–72. Tranfield, D. and Starkey, D. (1998) ‘The nature, social organization and promotion of management research: Towards a policy’, British Journal of Management 9:341–353. Thomas A. (1997) ‘The coming crisis of western management education’, Systems Practice 10(6):681–702. Usdiken, B. and Pasadeos, Y. (1995) ‘Organizational analysis in North America and Europe: A comparison of co-citation networks’, Organization Studies 16(3):503–526. Van Maanen, J. (1995)

Human Resource Management Communication Process

Question: Discuss about the Human Resource Management for Communication Process. Answer: Introduction Performance management is a continuous process in which there is a communication between the supervisor and an employee. This is done in order to achieve the strategic objectives of the organization. The communication process includes clarifying expectations of the organization, setting and identifying goals and objectives, providing feedback and reviewing results. The report contains discussion and review of performance management of ONGC. Oil and Natural gas Corporation is oil an Indian multinational oil and gas company. The company has its headquarters in Dehradun. Discussion and Analysis ONGC currently uses self-evaluation method in order to access staff performance. The self-evaluation method is very much effective when the method is teamed up with the review of the employees performance. In the staff performance method, the employees are asked to measure their own performance by using a form that requires answers such as multiple choice, essay type or combination of both. Acoording to Chaurasia et al., (2016),one of the main benefits of the method is that a manager can compare the self- evaluation with his own appraisal. It helps in knowing the areas where there is problem in understanding the performance of the employee. It helps in open conversation between the employee and the manager, which is helpful for ONGC(Singh Kumar, 2016). ONGC uses some techniques in order to deal with performance difficulties. Some of the methods used by ONGC are: 1. Improving motivation: some of the problems in ONGC occur due to low motivation. ONGC creates a motivating environment for its members in order to deal with performance difficulties in the organization (Gautam, 2014) 2. Performance goals: ONGC solves performance difficulties by setting goal for the organization. The employees are made to under what the organization expects from them and what the employees had to do in order to improve. ONGC provide some training sessions for the employees so that they can be able to co-operate with the organization and understands the goal and objectives of the organization (Singh, 2013). 3. Performance Feedback: for better results, ONGC followed performance feedback method. In this method, the organization provides quick feedback to its employees for their effort. The organization followed methods in which they acknowledge success of the organization by giving rewards and promotion to its employees (Khosla, 2013). 4. Creating a performance improvement plan: ONGC implemented an improvement plan in order to deal with the performance difficulty of the organization No, ONGC does not provide training process and career development program properly. Therefore, it is the need of the organization to provide proper training facilities to its employees. Career development program is also needed because ONGC is experiencing negative changes such as downsizing, restructuring etc. The organization needs improvement in productivity and as a result, ONGC prefer to promote their employees instead of hiring new employees. For this, the employees need proper training. The career development process is not only important for the employees but also for ONGC. There can be undesirable changes in the future for which both the employees and the organization need to get ready with the changing environment. To act according to the situation the employees always need to upgrade their skills and knowledge. Therefore it is very much necessary for ONGC to promote career development program, as the current approach of the organization is not much effective. ONGC suffers from poor performance management practice because of misconduct. It occurs because employees are indiscipline, willful refusal subject to progressive discipline, termination cause. These problems are very much vital. Therefore it should be prevented or improved by ONGC as soon as possible (Rabindra et al.,2014) The methods those are required for improvement includes: Proper communication between higher authority of the organization and employees Training must be provided to the employees so that they can maintain discipline inside ONGC. Notice period must be served by the organization before terminating employees from the organization. Motivation and setting of proper goal Conclusion It is concluded that ONGCs follows some unique technique in order to deal with performance difficulty of the organization. However some of its approach is not effective. Therefore, career development program method must be promoted by the organization in order to improve the skills and knowledge of the employers that will be helpful for future development of the organization. Remuneration Management Introduction Infosys is selected as the company for the report. It is a multinational company that provides business consulting, technology related information and outsourcing. It has its headquarters in Bengaluru. The remuneration provided of Infosys uses Time Rate Method for providing rewards and compensation to its employees. Discussion ad Analysis Employee remuneration refers to the rewards or compensation that is provided to the workers for work performance. Infosys uses Time Rate Method. Under time rate method, remuneration is dependent on the time spent by an employee an organization. Infosys pays a fixed amount of money to its employees on a yearly basis. This method led to minimum wastage of resources time rate method is helpful for Infosys as quality output is provided by the employers. It is also useful for the new employers because they can learn the work without having reduction in their salaries (Yan Dooley, 2014). Infosys provides rewards or compensation to those employees who are linked with the performance of the organization. The method is not effective always because it does not always motivate new employees. The employees who are working in organization for few days should also need rewards by Infosys in order to motivate them. According to Conyon, Peck, (1998),makes the employees to work with all their effort. For example if employees have some extra skills they Infosys must provide some compensation to them in order to motivate them. Infosys provides rewards on the basis of performance of the employees therefore the method is not much effective. It should be improved in order to motivate employees and help them in achieving the goal of Infosys (Doddavula Kaushik, 2016) There are many benefits, that Infosys got by using time rate method and reward process. The benefits are: Quality of production Fixed wages Improved equality among organization The quality of product that that is produced by Infosys is completely product management product. The development cost of the products of Infosys is is very low. The employees give their effort in producing product that is of high quality. In return, the organization provides compensation and rewards to its employees (Bracer et al., 2016) The organizations compensation and reward approach can be further improved by implementing some strategies.one of the most important strategy that the organization can uses is industry educational support. In a progressive workplace like of Infosys, the employees who are ready to become lifelong learner, became the top performers. Providing employees tools and resources for achieving certificates and degreeswould help Infosys in elevating the quality of product. The improvement I the quality of product would be a great achieve for Infosys in capturing the current software market as well as in achieving the goals and objectives of the organization (Mowery, et al., 2015) Conclusion It is concluded that Infosys uses Time Rate Method for is remuneration process which has some advantage. The reward or compensation of the organization can further be improved by using industry educational support to its employees. The industry educational support is important for the employees as it helps the employees in achieving certificate and degrees. The organization can also achieve success as the quality of product produced would get improved. Health and Safety Introduction In this report, Fletcher Building ltd is selected as the organization. The health safety measures of the organization have been discussed. Fletcher Building ltd is one of the largest listed organizations in New Zealand. Fletcher Building ltd is under the obligation to manage the risk in compliance with the regulations of the article where a health and safety of a worker who performs their activities related to work in isolated or remote area. Discussion and Analysis Health and safety: The health and safety at workplace was enacted to keep the workforce aware of the responsibilities regarding the safety at work place. The law is enacted to be a part of the reformation in order to reduce the number of the work place related issues. The health and safety measures in New Zealand are concerned with identifying and managing the risk and to consult and coordinate with the responsibilities regarding the management and safety of the act. The purpose of this act is to protect the workers and other people by eliminating or reducing the risk. It also aims to promote and improve the health and safety by ensuring safety at workplace. Managing health and safety risk associated in Fletcher building ltd: Fletcher Building ltd is under the obligation to manage the risk in compliance with the regulations of the article where a health and safety of a worker who performs their activities related to work in isolated or remote area. In order to minimize such risk Fletcher building ltd tries to minimize related to both health and safety of a workers who are associated with the remote and or isolated work which Fletcher and builder must provide through the help of systematic work which includes with the help of effective communication process with the worker. It is the duty of the Fletcher to manage workplace related health monitoring regulations which must give the information about the person who is likely execute the work which involves the health and hazard related activities. On the other hand, it must also inform the worker regarding such hazard before a worker starts commencing its work, which consists of work related to hazard. The information, which the organization needs to carry out to its workers, are as follows: Fletcher building ltd has the duty to carry out all the duties related to health and safety to its workers Fletcher building ltd should also enumerate the health hazard monitoring process in relation to the requirements of the health hazard. Fletcher builder should also understand the nature of the health monitoring and how it will be executed Fletcher and builder ltd is under the obligation to monitor and obtain the health monitoring report from the practitioner of health and safety and understand the content of the report. Responsibilities to ensure that appropriate monitoring of health is provided: Fletcher builder must ensure that health and monitoring of workers must consists of A type of recommendations which the practitioner of organization must provide regarding the monitoring of the health and safety measures of the worker. The organization must also issue or refer the sort of safe working environment which is beneficial for the workers. It is the duty of the Fletcher and builder to monitor and prepare a report for the workers and the management of the organization to ensure that such report is also presented to the workers Suggestions to improve the health and safety measures in Fletcher builder ltd: Fletcher builder must have the policies and procedures which should be updated and well documented regarding the health and hazard measures. It must on regular basis ensure that officers must communicate precisely regarding the effective workplace safety to every individual in workplace. Fletcher and builder must ensure that they are noting down the hazards, which they have come across in the workplace, and then they must take up the steps that those hazards are either eliminated or reduced by implementing effective controlling measures. Ensuring to document and report any such incidents which is related to work place accidents and incidents by investigating them and putting things in place and implying preventive measures wherever possible. Conclusion It is concluded that Fletcher building ltd manage workplace related health monitoring regulations. Fletcher building ltd tries to minimize related to both health and safety of a workers who are associated with the remote and or isolated work, which Fletcher and builder must provide through the help of systematic work, which includes with the help of effective communication process with the worker. References Bracer, C., Scherr, S., Molnar, A., Sekher, M., Ochieng, B. O., Sriskanthan, G. (2016).Organization and governance for fostering pro-poor compensation for environmental services. Nairobi, Kenya: World Agroforestry Centre. https://vtechworks.lib.vt.edu/handle/10919/68392 Chaurasia, B., Garg, D., Agarwal, A. (2016). Framework to improve performance through implementing Lean Six Sigma strategies to oil exporting countries during recession or depression.International Journal of Productivity and Performance Management,65(3), 422-432. https://www.emeraldinsight.com/doi/abs/10.1108/IJPPM-01-2015-0011 Djus, T., Antuchevi ien, J. (2013). Assessment of health and safety solutions at a construction site.Journal of Civil Engineering and Management,19(5), 728-737. https://www.tandfonline.com/doi/pdf/10.3846/13923730.2013.812578#.V29wdvl97IU Doddavula, S. K., Kaushik, M. (2016).U.S. Patent No. 9,329,916. Washington, DC: U.S. Patent and Trademark Office. https://www.google.com/patents/US9329916 Enright, P. T. (2014). Work Health Safety legislation; the fire engineers neglected duty?.Case Studies in Fire Safety,2, 1-8.. https://books.google.co.in/books?hl=enlr=id=qLjSBQAAQBAJoi=fndpg=PP1dq=Enright,+P.+T.+(2014).+ots=KAj0S7_sh_sig=cRuVi8Et11ZgfJYa42-UEsrWSo8#v=onepageqf=false Gautam, V. (2014). Towards integrated learning and development for improving bottom line--a practitioner's perspective.Abhigyan,31(1), 1-15. https://go.galegroup.com/ps/anonymous?id=GALE%7CA368282430sid=googleScholarv=2.1it=rlinkaccess=fulltextissn=09702385p=AONEsw=wauthCount=1isAnonymousEntry=true Khosla, R. (2013). A Case Study of Mentoring At ONGC.Review of HRM,2, 290. https://search.proquest.com/openview/1c48b282b6679a74f72c94dc63289834/1?pq-origsite=gscholar Lippel, K. (2015). Health and safety in the workplace in New Zealand.IusLabor, (2), 9 https://s3.amazonaws.com/academia.edu.documents/42875547/Falling_through_the_legal_cracks_the_pit20160220-586-kf9dzp.pdf?AWSAccessKeyId=AKIAJ56TQJRTWSMTNPEAExpires=1466925570Signature=Qu2rBJOtjoOdqq8O4DnW2lo6r6k%3Dresponse-content-disposition=inline%3B%20filename%3DFalling_through_the_legal_cracks_the_pit.pdf McCaughey, D., DelliFraine, J. L., McGhan, G., Bruning, N. S. (2013). The negative effects of workplace injury and illness on workplace safety climate perceptions and health care worker outcomes.Safety science,51(1), 138-147. https://www.sciencedirect.com/science/article/pii/S0925753512001488 Mowery, D., Nelson, R., Sampat, B., Ziedonis, A. (2015).Ivory tower and industrial innovation: University-industry technology transfer before and after the Bayh-DoleAct.StanfordUniversityPress.https://books.google.co.in/books?hl=enlr=id=c17FBgAAQBAJoi=fndpg=PR7dq=Mowery,+D.,+Nelson,+R.,+Sampat,+B.,+%26+Ziedonis,+A.+(2015).+Ivory+tower+and+industrial+innovation:+University-industry+technology+transfer+before+and+after+the+Bayh-Dole+Act.+Stanford+University+Press.ots=WQ0o8aRUgOsig=iNQC6VJmVVjdpaBbgsNQVWAX-lg#v=onepageqf=false Rabindra, M. A., Pradhan, B., Nagendra, H. R. (2014). Effect of short-term yoga based stress management program on mood states of managers.International Journal of Education and Management Studies,4(2), 150. https://search.proquest.com/openview/e8e3cf0eec8b32c4f0385fef5113ed70/1?pq-origsite=gscholar Shea, T., De Cieri, H., Donohue, R., Cooper, B., Sheehan, C. (2016). Leading indicators of occupational health and safety: an employee and workplace level validation study.Safety science,85, 293-304. https://www.sciencedirect.com/science/article/pii/S0925753516000291 Singh, F. B., Kumar, B. (2016). Human Resource Accounting Practices in ONGC-An Appraisal.International Journal of Multifaceted and Multilingual Studies,3(4). https://www.tandfonline.com/doi/abs/10.1080/15548627.2015.1100356 Singh, P. (2013). Compensation Management in Indian Central Public Sector Enterprises: Towards Performance Related Pay.International Journal of Management Prudence,5(1), 49. https://search.proquest.com/openview/edab639800956a557fdc9dddcdd79757/1?pq-origsite=gscholar Su, Z. (2013). Occupational health and safety legislation and implementation in China.International journal of occupational and environmental health. https://www.tandfonline.com/doi/abs/10.1179/oeh.2003.9.4.302 Yan, T., Dooley, K. (2014). Buyersupplier collaboration quality in new product development projects.Journal of Supply Chain Management,50(2), 59-83. https://onlinelibrary.wiley.com/doi/10.1111/jscm.12032/abstract;jsessionid=CCFD6C4CF4D085BD9B9045FEF528445D.f04t02?userIsAuthenticated=falsedeniedAccessCustomisedMessage=

Petroleum and Middle Indus Basin Essay Example

Petroleum and Middle Indus Basin Essay Kohat-Potwar Oil and Gas Exploration and Production The first oil well drilled in present-day Pakistan was at Kundal on the Potwar Plateau in 1866. The first commercial oil discovery was made in the Greater Indus Basin in 1914 when the Attock Oil Company completed a 214 ft well on a thrust-faulted anticline near Khaur on the Potwar Plateau (Khan and others, 1986). Early success in the Kohat-Potwar geologic province served to focus much of the early exploration activity in that area. The Sui field in the Sulaiman-Kirthar Foreland geologic province was the first discovery outside of the Kohat-Potwar geologic province and is the largest gas discovery in Pakistan, with more than 5 trillion cubic feet (TCF) of gas reserves. Discovered in 1952, the Sui field is a dome-shaped reef structure with an anticlinal surface expression. The largest reserves were found in the 625 m thick Eocene Sui Formation Sui Main Limestone Member. The Sui Upper Limestone Member and upper Eocene Habib Rahi Limestone were also productive. In 1999, Upper Cretaceous Pab Sandstone Formation gas production began at Sui field. Although exploratory wells had been previously drilled in the Middle and Lower Indus Basins, the discovery of the Sui field accelerated exploration efforts in the 1950s. More discoveries followed in that area with the Zin gas field in 1954, the Uch gas field in 1955, and the Mari gas field in 1957. Exploration activity increased again in the 1980s, when identification of a tilted fault block in the Lower Indus Basin led to the discovery of a series of oil fields. Although there have been significant oil discoveries in the Lower Indus Basin, it remains a gas-prone province. We will write a custom essay sample on Petroleum and Middle Indus Basin specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Petroleum and Middle Indus Basin specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Petroleum and Middle Indus Basin specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Gas discoveries that are attributed to the Sembar-Goru/Ghazij TPS have been made in Eocene, Paleocene, and Lower Cretaceous rocks on the Mari-Kandhot High in the Rajasthan Province of India. The Cambrian oil discoveries in Rajasthan, however, are beyond the extent of Sembar deposition and are either sourced by updip hydrocarbon migration from the Sembar or more likely by proximal older Mesozoic and early Paleozoic rocks. Sembar-Goru/Ghazij Composite Total Petroleum System The Sembar-Goru/Ghazij Composite Total Petroleum System (TPS) as defined for this assessment, is a north-south elongated area extending from the Potwar-Kohat geologic province in the north to the 2,000 m bathymetric contour in the Arabian Sea . The west boundary coincides with the axial belt and western edge of the Indian plate and the eastern boundary extends into India on the Indian Shield . Geochemical analyses of potential source rocks and produced oil and gas have demonstrated that the Lower Cretaceous Sembar Formation is the most likely source of oil and gas for most of the producing fields in the Indus Basin. Source Rocks While the Sembar has been identified as the primary source rock for much of the Greater Indus Basin, there are other known and potential source rocks. Rock units containing known or potential source rocks include the Salt Range Formation Eocambrian shales, Permian Dandot and Tredian Formations, Triassic Wulgai Formation, Jurassic Datta Formation, Paleocene Patala Formation, Eocene Ghazij Formation, and lower Miocene shales. Of all the possible source rocks in the Indus Basin, however, the Sembar is the most likely source for the largest portion of the produced oil and gas in the Indus foreland. In the Kohat-Potwar geologic province the Paleocene Patala Shale is the primary source rock for most, if not all of the province. In the offshore areas of the Indus geologic province, Miocene rocks are postulated to be good hydrocarbon sources, with the Sembar contributing in the shelf area. The Lower Cretaceous Sembar Formation consists mainly of shale with subordinate amounts of siltstone and sandstone. The Sembar was deposited over most of the Greater Indus Basin in marine environments and ranges in thickness from 0 to more than 260 m (Iqbal and Shah, 1980). Rock-eval pyrolysis analyses of 10 samples from the Jandran-1 well in the Sulaiman Range of the foldbelt, indicate an   most likely prove to be gas prone. verage total organic carbon content (TOC) of 1. 10 percent. The TOC values from the Sembar in two Badin area wells in the foreland portion of the Lower Indus Basin have TOC’s ranging from 0. 5 to 3. 5 percent and averaging about 1. 4 percent. A cross-plot of pyrolysis data on a modified van-Kreveln diagram study indicates that the organic matter in the Sembar is mainly type-III kerogen, capabl e of generating gas; however, additional proprietary data indicate the presence of type-II kerogen as well as type-III kerogen. With respect to the oil window (0. 6 1. 3 percent vitrinite reflectance), the Sembar ranges from thermally immature to over mature . The Sembar is more thermally mature in the western, more deeply buried part of the shelf and becomes shallower and less mature toward the eastern edge of the Indus Basin   Conclusive geochemical data supporting a Sembar source for most of the produced oil and gas in the Indus Basin are lacking; however, limited available geochemical and thermal data favor a Sembar source. To date, the only oil-productive regions in the Greater Indus Basin are the Potwar Plateau in the north and the Badin area in the Lower Indus Basin. Cross-plots of the carbon isotope ratios and the isoprenoid ratios of produced oils in these two regions are distinctly different , indicating two different source rocks. Gas content varies throughout the basin with CO2 ranging from lt; 1 percent to gt;70 percent, nitrogen lt; 1 percent to gt; 80 percent, and H2S lt; 0. percent to gt; 13 percent (IHS Energy Group, 2001). Reservoirs Productive reservoirs in the Sembar-Goru/Ghazij Composite TPS include the Cambrian Jodhpur Formation; Jurassic Chiltan, Samana Suk, and Shinawari Formations; Cretaceous Sembar, Goru, Lumshiwal, Moghal Kot, Parh, and Pab Formations; Paleocene Dungan Formation and Ranikot Group; and the Eocene Sui, Kirthar, Sakesar, Bandah, Khuiala, Nammal, and Ghazij Formations . The principal reservoirs are deltaic and shallow-marine sandstones in the lower part of the Goru in the Lower Indus Basin and the Lumshiwal Formation in the Middle Indus Basin and limestones in the Eocene Ghazij and equivalent stratigraphic units . Potential reservoirs are as thick as 400 m. Sandstone porosities are as high as 30 percent, but more commonly range from about 12 to 16 percent; and limestone porosities range from 9 to 16 percent. The permeability of these reservoirs ranges from 1 to gt; 2,000 milidarcies (md). Reservoir quality generally diminishes in a westward direction but reservoir thickness increases. Because of the progressive eastward erosion and truncation of Cretaceous rocks, the Cretaceous reservoirs all have erosional updip limits, whereas Tertiary reservoirs extend farther east overlying progressively older rocks. Traps All production in the Indus Basin is from structural traps. No stratigraphic accumulations have been identified, although the giant Sui gas field is a dome-shaped reef structure (possibly an algal mound) expressed on the surface as an anticline. The variety of structural traps includes anticlines, thrust-faulted anticlines, and tilted fault blocks. The anticlines and thrusted anticlines occur in the foreland portions of the Greater Indus Basin as a consequence of compression related to collision of the Indian and Eurasian plates. The tilted fault traps in the Lower Indus Basin are a product of extension related to rifting and the formation of horst and graben structures. The temporal relationships among trap formation and hydrocarbon generation, expulsion, migration, and entrapment are variable throughout the Greater Indus Basin. In the foreland portion, formation of structural traps pre-date hydrocarbon generation, especially in the Lower Indus Basin. In the Middle and Upper Indus Basins, traps may also have formed prior to hydrocarbon generation, although the temporal relationships between trap formation and hydrocarbon generation are not as distinct as in the Lower Indus Basin. The structural deformation in the foldbelt region is generally contemporaneous with hydrocarbon generation, suggesting that some of the hydrocarbons generated from the Sembar probably leaked to the surface prior to trap formation. Burial history reconstructions based on data from the Sakhi-Sarwar no. 1 well , located in the foreland part of the Middle Indus Basin, and the Shahdapur no. 1 well, located in the foreland part of Lower Indus Basin, indicate that hydrocarbon generation began 40 and 65 Ma, respectively . The main differences in the hydrocarbon generation times between these wells are due to large differences in the thermal gradients; the present-day thermal gradient in the Sakhi-Sarwar well is 2. 6 °C/km as opposed to 3. 3 °C/km in the Shahdapur well. We interpret the critical moments for these wells at about 15 and 50 Ma, respectively. Based on these reconstructions, trap formation may have postdated the start of hydrocarbon generation in the foreland portion of the Indus Basin. Seals The known seals in the system are composed of shales that are interbedded with and overlying the reservoirs. In producing fields, thin shale beds of variable thickness are effective seals. Additional seals that may be effective include impermeable seals above truncation traps, faults, and updip facies changes. Overburden Rock The rocks overlying the Sembar are composed of sandstone, siltstone, shale, limestone, and conglomerate. The maximum thickness of these overlying rocks is estimated to be as much as 8,500 m in the Sulaiman foredeep area . In the foredeep areas immediately adjacent to the front of the foldbelt parts of the Indus Basin, the overburden thickness ranges from 2,500 m to 6,000 m. East of the foredeep, overburden rocks thin as Cretaceous and Paleocene rocks are progressively truncated. Petroleum and Middle Indus Basin Essay Example Petroleum and Middle Indus Basin Essay Kohat-Potwar Oil and Gas Exploration and Production The first oil well drilled in present-day Pakistan was at Kundal on the Potwar Plateau in 1866. The first commercial oil discovery was made in the Greater Indus Basin in 1914 when the Attock Oil Company completed a 214 ft well on a thrust-faulted anticline near Khaur on the Potwar Plateau (Khan and others, 1986). Early success in the Kohat-Potwar geologic province served to focus much of the early exploration activity in that area. The Sui field in the Sulaiman-Kirthar Foreland geologic province was the first discovery outside of the Kohat-Potwar geologic province and is the largest gas discovery in Pakistan, with more than 5 trillion cubic feet (TCF) of gas reserves. Discovered in 1952, the Sui field is a dome-shaped reef structure with an anticlinal surface expression. The largest reserves were found in the 625 m thick Eocene Sui Formation Sui Main Limestone Member. The Sui Upper Limestone Member and upper Eocene Habib Rahi Limestone were also productive. In 1999, Upper Cretaceous Pab Sandstone Formation gas production began at Sui field. Although exploratory wells had been previously drilled in the Middle and Lower Indus Basins, the discovery of the Sui field accelerated exploration efforts in the 1950s. More discoveries followed in that area with the Zin gas field in 1954, the Uch gas field in 1955, and the Mari gas field in 1957. Exploration activity increased again in the 1980s, when identification of a tilted fault block in the Lower Indus Basin led to the discovery of a series of oil fields. Although there have been significant oil discoveries in the Lower Indus Basin, it remains a gas-prone province. We will write a custom essay sample on Petroleum and Middle Indus Basin specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Petroleum and Middle Indus Basin specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Petroleum and Middle Indus Basin specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Gas discoveries that are attributed to the Sembar-Goru/Ghazij TPS have been made in Eocene, Paleocene, and Lower Cretaceous rocks on the Mari-Kandhot High in the Rajasthan Province of India. The Cambrian oil discoveries in Rajasthan, however, are beyond the extent of Sembar deposition and are either sourced by updip hydrocarbon migration from the Sembar or more likely by proximal older Mesozoic and early Paleozoic rocks. Sembar-Goru/Ghazij Composite Total Petroleum System The Sembar-Goru/Ghazij Composite Total Petroleum System (TPS) as defined for this assessment, is a north-south elongated area extending from the Potwar-Kohat geologic province in the north to the 2,000 m bathymetric contour in the Arabian Sea . The west boundary coincides with the axial belt and western edge of the Indian plate and the eastern boundary extends into India on the Indian Shield . Geochemical analyses of potential source rocks and produced oil and gas have demonstrated that the Lower Cretaceous Sembar Formation is the most likely source of oil and gas for most of the producing fields in the Indus Basin. Source Rocks While the Sembar has been identified as the primary source rock for much of the Greater Indus Basin, there are other known and potential source rocks. Rock units containing known or potential source rocks include the Salt Range Formation Eocambrian shales, Permian Dandot and Tredian Formations, Triassic Wulgai Formation, Jurassic Datta Formation, Paleocene Patala Formation, Eocene Ghazij Formation, and lower Miocene shales. Of all the possible source rocks in the Indus Basin, however, the Sembar is the most likely source for the largest portion of the produced oil and gas in the Indus foreland. In the Kohat-Potwar geologic province the Paleocene Patala Shale is the primary source rock for most, if not all of the province. In the offshore areas of the Indus geologic province, Miocene rocks are postulated to be good hydrocarbon sources, with the Sembar contributing in the shelf area. The Lower Cretaceous Sembar Formation consists mainly of shale with subordinate amounts of siltstone and sandstone. The Sembar was deposited over most of the Greater Indus Basin in marine environments and ranges in thickness from 0 to more than 260 m (Iqbal and Shah, 1980). Rock-eval pyrolysis analyses of 10 samples from the Jandran-1 well in the Sulaiman Range of the foldbelt, indicate an   most likely prove to be gas prone. verage total organic carbon content (TOC) of 1. 10 percent. The TOC values from the Sembar in two Badin area wells in the foreland portion of the Lower Indus Basin have TOC’s ranging from 0. 5 to 3. 5 percent and averaging about 1. 4 percent. A cross-plot of pyrolysis data on a modified van-Kreveln diagram study indicates that the organic matter in the Sembar is mainly type-III kerogen, capabl e of generating gas; however, additional proprietary data indicate the presence of type-II kerogen as well as type-III kerogen. With respect to the oil window (0. 6 1. 3 percent vitrinite reflectance), the Sembar ranges from thermally immature to over mature . The Sembar is more thermally mature in the western, more deeply buried part of the shelf and becomes shallower and less mature toward the eastern edge of the Indus Basin   Conclusive geochemical data supporting a Sembar source for most of the produced oil and gas in the Indus Basin are lacking; however, limited available geochemical and thermal data favor a Sembar source. To date, the only oil-productive regions in the Greater Indus Basin are the Potwar Plateau in the north and the Badin area in the Lower Indus Basin. Cross-plots of the carbon isotope ratios and the isoprenoid ratios of produced oils in these two regions are distinctly different , indicating two different source rocks. Gas content varies throughout the basin with CO2 ranging from lt; 1 percent to gt;70 percent, nitrogen lt; 1 percent to gt; 80 percent, and H2S lt; 0. percent to gt; 13 percent (IHS Energy Group, 2001). Reservoirs Productive reservoirs in the Sembar-Goru/Ghazij Composite TPS include the Cambrian Jodhpur Formation; Jurassic Chiltan, Samana Suk, and Shinawari Formations; Cretaceous Sembar, Goru, Lumshiwal, Moghal Kot, Parh, and Pab Formations; Paleocene Dungan Formation and Ranikot Group; and the Eocene Sui, Kirthar, Sakesar, Bandah, Khuiala, Nammal, and Ghazij Formations . The principal reservoirs are deltaic and shallow-marine sandstones in the lower part of the Goru in the Lower Indus Basin and the Lumshiwal Formation in the Middle Indus Basin and limestones in the Eocene Ghazij and equivalent stratigraphic units . Potential reservoirs are as thick as 400 m. Sandstone porosities are as high as 30 percent, but more commonly range from about 12 to 16 percent; and limestone porosities range from 9 to 16 percent. The permeability of these reservoirs ranges from 1 to gt; 2,000 milidarcies (md). Reservoir quality generally diminishes in a westward direction but reservoir thickness increases. Because of the progressive eastward erosion and truncation of Cretaceous rocks, the Cretaceous reservoirs all have erosional updip limits, whereas Tertiary reservoirs extend farther east overlying progressively older rocks. Traps All production in the Indus Basin is from structural traps. No stratigraphic accumulations have been identified, although the giant Sui gas field is a dome-shaped reef structure (possibly an algal mound) expressed on the surface as an anticline. The variety of structural traps includes anticlines, thrust-faulted anticlines, and tilted fault blocks. The anticlines and thrusted anticlines occur in the foreland portions of the Greater Indus Basin as a consequence of compression related to collision of the Indian and Eurasian plates. The tilted fault traps in the Lower Indus Basin are a product of extension related to rifting and the formation of horst and graben structures. The temporal relationships among trap formation and hydrocarbon generation, expulsion, migration, and entrapment are variable throughout the Greater Indus Basin. In the foreland portion, formation of structural traps pre-date hydrocarbon generation, especially in the Lower Indus Basin. In the Middle and Upper Indus Basins, traps may also have formed prior to hydrocarbon generation, although the temporal relationships between trap formation and hydrocarbon generation are not as distinct as in the Lower Indus Basin. The structural deformation in the foldbelt region is generally contemporaneous with hydrocarbon generation, suggesting that some of the hydrocarbons generated from the Sembar probably leaked to the surface prior to trap formation. Burial history reconstructions based on data from the Sakhi-Sarwar no. 1 well , located in the foreland part of the Middle Indus Basin, and the Shahdapur no. 1 well, located in the foreland part of Lower Indus Basin, indicate that hydrocarbon generation began 40 and 65 Ma, respectively . The main differences in the hydrocarbon generation times between these wells are due to large differences in the thermal gradients; the present-day thermal gradient in the Sakhi-Sarwar well is 2. 6 °C/km as opposed to 3. 3 °C/km in the Shahdapur well. We interpret the critical moments for these wells at about 15 and 50 Ma, respectively. Based on these reconstructions, trap formation may have postdated the start of hydrocarbon generation in the foreland portion of the Indus Basin. Seals The known seals in the system are composed of shales that are interbedded with and overlying the reservoirs. In producing fields, thin shale beds of variable thickness are effective seals. Additional seals that may be effective include impermeable seals above truncation traps, faults, and updip facies changes. Overburden Rock The rocks overlying the Sembar are composed of sandstone, siltstone, shale, limestone, and conglomerate. The maximum thickness of these overlying rocks is estimated to be as much as 8,500 m in the Sulaiman foredeep area . In the foredeep areas immediately adjacent to the front of the foldbelt parts of the Indus Basin, the overburden thickness ranges from 2,500 m to 6,000 m. East of the foredeep, overburden rocks thin as Cretaceous and Paleocene rocks are progressively truncated.