It is very common to absorb the activities that come up or take advantage of opportunities that require quick decision.
But which ones are in alignment with realization and self-realization?
What is the collaborative positioning in the best alignment with satisfaction?
After clarity of purpose and differential as potential delivery, we follow a constant mapping of all activities that are part of life, including personal and family. When the leader performs best in all areas, becomes more accomplished and enhances performance.
The Engagement Roadmap
4 Ways to Improve Engagement Scores Using Your Own HR Strategy & Technology
With all the buzz about engagement over the past few years, the reality is that most programs are not generating measurable, bottom-line results. But the problem is not necessarily what you are doing, but rather how you are doing it!
While many of these engagement ideas sound great on the surface, the reality is "bolting on" various engagement tools only creates a more complicated, expensive and ineffective approach. It's time to stop forcing engagement and start integrating it.
In this informative, new webinar we will share relevant and realistic ways to improve your engagement scores using the HR strategies and technology you already use every day! No more bolting on software - no more engagement plans of the month - these are real-life case studies, statistics and strategies you can use today to integrate and improve your engagement scores.
Learn 4 ways strategic HR departments are using integrating engagement including:
1. Engaging Applicants - how to increase the number of quality hires with less work
2. Engaging Employees - the guaranteed way to cut turnover 20% in your first year!
3. Engaging Line Managers - how to get managers to embrace your engagement program
4. Engaging the C-Suite - how to get buy-in for your engagement goals
Plus, get the template for creating your own Engagement Roadmap! If you have an employee engagement initiative this year – you won’t want to miss this webinar. This content-packed webinar is great for HR leaders and management of virtually any sized company.
To learn more, visit http://hrsoft.com
Goal Vs Objective
▪ Why don’t most people set Goals/Why Goals fail.
▪ Importance of Goals setting.
▪ How to set goals/objectives
▪ Setting Smart Goals
▪ Goals setting criteria
▪ Goals Benefits/Pitfalls
OKRs are in vogue. But getting started with objectives & key results is a challenge. This small presentation puts forward actionable steps to help you get started.
100 Day Plan PPT Summary Graphics Download Deliver Strategic Proposal SlideTeam
This complete deck is oriented to make sure you do not lag in your presentations. Our creatively crafted slides come with apt research and planning. This exclusive deck with fifteen slides is here to help you to strategize, plan, analyse, or segment the topic with clear understanding and apprehension. Utilize ready to use presentation slides on 100 Day Plan Ppt Summary Graphics Download Deliver Strategic Proposal with all sorts of editable templates, charts and graphs, overviews, analysis templates. It is usable for marking important decisions and covering critical issues. Display and present all possible kinds of underlying nuances, progress factors for an all inclusive presentation for the teams. This presentation deck can be used by all professionals, managers, individuals, internal external teams involved in any company organization.
The Engagement Roadmap
4 Ways to Improve Engagement Scores Using Your Own HR Strategy & Technology
With all the buzz about engagement over the past few years, the reality is that most programs are not generating measurable, bottom-line results. But the problem is not necessarily what you are doing, but rather how you are doing it!
While many of these engagement ideas sound great on the surface, the reality is "bolting on" various engagement tools only creates a more complicated, expensive and ineffective approach. It's time to stop forcing engagement and start integrating it.
In this informative, new webinar we will share relevant and realistic ways to improve your engagement scores using the HR strategies and technology you already use every day! No more bolting on software - no more engagement plans of the month - these are real-life case studies, statistics and strategies you can use today to integrate and improve your engagement scores.
Learn 4 ways strategic HR departments are using integrating engagement including:
1. Engaging Applicants - how to increase the number of quality hires with less work
2. Engaging Employees - the guaranteed way to cut turnover 20% in your first year!
3. Engaging Line Managers - how to get managers to embrace your engagement program
4. Engaging the C-Suite - how to get buy-in for your engagement goals
Plus, get the template for creating your own Engagement Roadmap! If you have an employee engagement initiative this year – you won’t want to miss this webinar. This content-packed webinar is great for HR leaders and management of virtually any sized company.
To learn more, visit http://hrsoft.com
Goal Vs Objective
▪ Why don’t most people set Goals/Why Goals fail.
▪ Importance of Goals setting.
▪ How to set goals/objectives
▪ Setting Smart Goals
▪ Goals setting criteria
▪ Goals Benefits/Pitfalls
OKRs are in vogue. But getting started with objectives & key results is a challenge. This small presentation puts forward actionable steps to help you get started.
100 Day Plan PPT Summary Graphics Download Deliver Strategic Proposal SlideTeam
This complete deck is oriented to make sure you do not lag in your presentations. Our creatively crafted slides come with apt research and planning. This exclusive deck with fifteen slides is here to help you to strategize, plan, analyse, or segment the topic with clear understanding and apprehension. Utilize ready to use presentation slides on 100 Day Plan Ppt Summary Graphics Download Deliver Strategic Proposal with all sorts of editable templates, charts and graphs, overviews, analysis templates. It is usable for marking important decisions and covering critical issues. Display and present all possible kinds of underlying nuances, progress factors for an all inclusive presentation for the teams. This presentation deck can be used by all professionals, managers, individuals, internal external teams involved in any company organization.
Sharpening Your Sales Skills to Maximise Impact - Using Daily OKRs Paul Fifield
- Know the diffrence between KPIs & OKRs
- How to effectively execute the daily OKR
- The pomodoro is the lethal weapon of a successful SDR team
- How building habit is the key to success
- Leaders don't create followers, they create more leaders
Onboarding refers to the collective processes and activities of integrating new employees. The onboarding period begins when the new employee accepts an offer and continues through the first 90 days of employment. It includes preparing for, enabling, engaging, and supporting the new employee. The process is designed to help employees adjust to the culture, embrace the values, and establish work goals and priorities
Program Developed by Trey Scarpa
Learn how to execute effectively your strategies via the OKR (Objectives and Key Results) system in your organization
Schedule in a free Strategy call with me:
https://calendly.com/flowyteam/30min
Contact me for more information on OKRs:
https://www.linkedin.com/in/dirk-schmellenkamp-okr-kpi/
#okrcoach #okrcoaching #okrs #okr
Webinar slides with Paul Niven & Ben Lamorte “OKRs: Best Practices from the F...Atiim, Inc.
Learn OKRs from the world’s top OKR experts:
- Best practices from the “real world”
- Learn new tips and practical ideas
- And much more!
Video of webinar is here:
https://youtu.be/QxLTRk8bZ1s
Webinar on Atiim:
https://www.atiim.com/okrs-best-practices-from-the-field/
OKRs Workshop Presentation Template from GtmhubBo Pedersen
A template we have used to run 1/2-day OKRs workshops. If you're implementing Objectives and Key Results, then you may find this presentation useful for inspiration. Focus on the history of OKRs, why and how OKRs add value, and how to link OKRs to company mission and purpose.
This presentation provides an overview of the One Page Strategic Planning process and why you should consider this framework for planning in your mid-sized firm. Growing businesses must ensure that 4 key decisions are correct in order to grow - People, Strategy, Execution and Cash as outlined in Verne Harnish's books Mastering the Rockefeller Habits and The New Rockefeller Habits.
http://au.linkedin.com/in/bradleygiles/
http://www.evolutionpartners.com.au/
Employee goal setting for results making 2013 a high impact yearCRG emPerform
Goal setting is a powerful process that has proven to increase professional results and employee satisfaction.
Now is the time to create a plan, establish powerful goals that have a direct impact on company success.
In this informative presentation, CRG emPerform and host, Dawn Kohler, President of The Inside Coach, explore:
How to create the right goals for the right reason.
How to word motivational goals.
How to make a goal a reality.
How to adjust a goal for greater impact.
Enjoy!
To learn more about automating easy employee goal management, visit www.employee-performance.com
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
Ed capaldi Strategic Advisor and CEO Business Coach. Gazelles Rockefeller Hab...Ed Capaldi
Ed Capaldi LLC company profile. Executive Coaching. Business Coaching. Rockefeller Habits. Strategic Planning. Strategic Execution. Business Model Canvas.
Sharpening Your Sales Skills to Maximise Impact - Using Daily OKRs Paul Fifield
- Know the diffrence between KPIs & OKRs
- How to effectively execute the daily OKR
- The pomodoro is the lethal weapon of a successful SDR team
- How building habit is the key to success
- Leaders don't create followers, they create more leaders
Onboarding refers to the collective processes and activities of integrating new employees. The onboarding period begins when the new employee accepts an offer and continues through the first 90 days of employment. It includes preparing for, enabling, engaging, and supporting the new employee. The process is designed to help employees adjust to the culture, embrace the values, and establish work goals and priorities
Program Developed by Trey Scarpa
Learn how to execute effectively your strategies via the OKR (Objectives and Key Results) system in your organization
Schedule in a free Strategy call with me:
https://calendly.com/flowyteam/30min
Contact me for more information on OKRs:
https://www.linkedin.com/in/dirk-schmellenkamp-okr-kpi/
#okrcoach #okrcoaching #okrs #okr
Webinar slides with Paul Niven & Ben Lamorte “OKRs: Best Practices from the F...Atiim, Inc.
Learn OKRs from the world’s top OKR experts:
- Best practices from the “real world”
- Learn new tips and practical ideas
- And much more!
Video of webinar is here:
https://youtu.be/QxLTRk8bZ1s
Webinar on Atiim:
https://www.atiim.com/okrs-best-practices-from-the-field/
OKRs Workshop Presentation Template from GtmhubBo Pedersen
A template we have used to run 1/2-day OKRs workshops. If you're implementing Objectives and Key Results, then you may find this presentation useful for inspiration. Focus on the history of OKRs, why and how OKRs add value, and how to link OKRs to company mission and purpose.
This presentation provides an overview of the One Page Strategic Planning process and why you should consider this framework for planning in your mid-sized firm. Growing businesses must ensure that 4 key decisions are correct in order to grow - People, Strategy, Execution and Cash as outlined in Verne Harnish's books Mastering the Rockefeller Habits and The New Rockefeller Habits.
http://au.linkedin.com/in/bradleygiles/
http://www.evolutionpartners.com.au/
Employee goal setting for results making 2013 a high impact yearCRG emPerform
Goal setting is a powerful process that has proven to increase professional results and employee satisfaction.
Now is the time to create a plan, establish powerful goals that have a direct impact on company success.
In this informative presentation, CRG emPerform and host, Dawn Kohler, President of The Inside Coach, explore:
How to create the right goals for the right reason.
How to word motivational goals.
How to make a goal a reality.
How to adjust a goal for greater impact.
Enjoy!
To learn more about automating easy employee goal management, visit www.employee-performance.com
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
Ed capaldi Strategic Advisor and CEO Business Coach. Gazelles Rockefeller Hab...Ed Capaldi
Ed Capaldi LLC company profile. Executive Coaching. Business Coaching. Rockefeller Habits. Strategic Planning. Strategic Execution. Business Model Canvas.
Performance Reviews are here to stay and we need to reinvent them.
Here are 10 best practices which will help you to make Performance Reviews an effective process based on
1. Feedback
2. Development
3. High Performance
‘No Excuses’ it is in fact about removing the barriers to being successful through ‘Aggregation of Marginal Gains ’ to the whole environment ....... it is about removing the basis of excuses one by one until there is no reason that why we cant succeed. If we do not succeed at this point we have to look in the mirror and ask ourselves what more can we do..
How to increase success of your business change.
Understanding what drives and motivaties people and what the end to end business change proces looks like.
Skills and Strategies for New Test Managers.pdfApplitools
Explore the skills and strategies needed to be successful in software Test/QA leadership in this session from Applitools.
View the on-demand recording at https://applitools.info/vrd
ENGAGEMENT VS. DISENGAGEMENT: WHAT IT DOES TO YOUR COMPANY AND HOW TO GET YOU...Human Capital Media
Studies show that 45% of employees are only partially engaged in their work and 26% are completely unplugged. Low engagement leads to low performance, which leads to lower profits for your organization. So, what is engagement anyway? And how do we get employees to truly engage? In this webinar, Bridge by Instructure Product Marketing Manager Ike Bennion will show us the ramifications of engagement and disengagement and how each role in your company can become truly engaged.
Join us for our webinar where you’ll learn how to:
Identify individual employees who need to maximize engagement and how to provide it to them
Deputize managers in enhancing engagement
Strategies to help your company “lead from the top” and align executives to employee engagement efforts
Aqui você se conecta com outros empresários de sucesso como você. Selecionaremos 10 empresários para se conhecerem e compartilharem conteúdo por um mês. Você conquista:
- mais de 10 empresários conectados com você, sua empresa, sua solução e suas necessidades
- apresentação de soluções de sucesso no mercado
- conteúdo de desenvolvimento do potencial humano
- mentoria em expansão e internacionalização
- compartilhamento de indicações de parcerias, soluções e clientes
Para aplicar seu interesse de participação acesse: https://forms.gle/rXUhX4HheJETLRT4A
HMZbiz Empreendedorismo Humanizado - Seu primeiro passoThais Mendes
Para os líderes da nova economia explorarem ao máximo seu desempenho devemos incluir nas atividades os interesses, habilidades e experiências. São considerados como fatores relevantes as expectativas pessoais e plano familiar. Para que o potencial humano se manifeste com toda sua unicidade e força é necessário que seu ambiente do dia-a-dia seja favorável.
HMZbiz - Empreendedorismo Humanizado- Seu Primeiro PassoThais Mendes
Em duas conexões remotas de 40 minutos conversaremos e compreenderemos com mais clareza a afirmação acima.
A grande sacada é a clareza de seu potencial, diferencial, motivacional e posicionamento em relação ao todo. Compreendendo seu propósito, ficará mais fácil para você definir prioridades e potencial de resultado e retorno.
Como resultado você diminui ansiedade e tem maior clareza e satisfação.
Hmzbiz - Empreendedorismo Humanizado- Seu Primeiro PassoThais Mendes
Em duas conexões remotas de 40 minutos conversaremos e compreenderemos com mais clareza a afirmação acima.
A grande sacada é a clareza de seu potencial, diferencial, motivacional e posicionamento em relação ao todo. Compreendendo seu propósito, ficará mais fácil para você definir prioridades e potencial de resultado e retorno.
Como resultado você diminui ansiedade e tem maior clareza e satisfação.
SUSTEXMODA - SUSTENTABILIDADE TÊXTIL E MODAThais Mendes
Busca soluções para os impactos causados pela cadeia têxtil na economia, sociedade e meio ambiente.
Hub de projetos sustentáveis com tecidos e oportunidade aos moradores de rua com geração de renda e inclusão social.
Pro-Natura Expedições e Conexões que Salvam o MundoThais Mendes
As expedições da Pro-Natura têm como objetivo manter o contato contínuo com a realidade da terra e suas necessidades para manter o desenvolvimento sustentável do ser humano sem prejudicar o planeta.
Canal desenvolvido exclusivamente para a comunicação das atividades e projetos sustentáveis que irá revolucionar a comunicação sobre sustentabilidade no mundo.
This pdf is about the Schizophrenia.
For more details visit on YouTube; @SELF-EXPLANATORY;
https://www.youtube.com/channel/UCAiarMZDNhe1A3Rnpr_WkzA/videos
Thanks...!
Slide 1: Title Slide
Extrachromosomal Inheritance
Slide 2: Introduction to Extrachromosomal Inheritance
Definition: Extrachromosomal inheritance refers to the transmission of genetic material that is not found within the nucleus.
Key Components: Involves genes located in mitochondria, chloroplasts, and plasmids.
Slide 3: Mitochondrial Inheritance
Mitochondria: Organelles responsible for energy production.
Mitochondrial DNA (mtDNA): Circular DNA molecule found in mitochondria.
Inheritance Pattern: Maternally inherited, meaning it is passed from mothers to all their offspring.
Diseases: Examples include Leber’s hereditary optic neuropathy (LHON) and mitochondrial myopathy.
Slide 4: Chloroplast Inheritance
Chloroplasts: Organelles responsible for photosynthesis in plants.
Chloroplast DNA (cpDNA): Circular DNA molecule found in chloroplasts.
Inheritance Pattern: Often maternally inherited in most plants, but can vary in some species.
Examples: Variegation in plants, where leaf color patterns are determined by chloroplast DNA.
Slide 5: Plasmid Inheritance
Plasmids: Small, circular DNA molecules found in bacteria and some eukaryotes.
Features: Can carry antibiotic resistance genes and can be transferred between cells through processes like conjugation.
Significance: Important in biotechnology for gene cloning and genetic engineering.
Slide 6: Mechanisms of Extrachromosomal Inheritance
Non-Mendelian Patterns: Do not follow Mendel’s laws of inheritance.
Cytoplasmic Segregation: During cell division, organelles like mitochondria and chloroplasts are randomly distributed to daughter cells.
Heteroplasmy: Presence of more than one type of organellar genome within a cell, leading to variation in expression.
Slide 7: Examples of Extrachromosomal Inheritance
Four O’clock Plant (Mirabilis jalapa): Shows variegated leaves due to different cpDNA in leaf cells.
Petite Mutants in Yeast: Result from mutations in mitochondrial DNA affecting respiration.
Slide 8: Importance of Extrachromosomal Inheritance
Evolution: Provides insight into the evolution of eukaryotic cells.
Medicine: Understanding mitochondrial inheritance helps in diagnosing and treating mitochondrial diseases.
Agriculture: Chloroplast inheritance can be used in plant breeding and genetic modification.
Slide 9: Recent Research and Advances
Gene Editing: Techniques like CRISPR-Cas9 are being used to edit mitochondrial and chloroplast DNA.
Therapies: Development of mitochondrial replacement therapy (MRT) for preventing mitochondrial diseases.
Slide 10: Conclusion
Summary: Extrachromosomal inheritance involves the transmission of genetic material outside the nucleus and plays a crucial role in genetics, medicine, and biotechnology.
Future Directions: Continued research and technological advancements hold promise for new treatments and applications.
Slide 11: Questions and Discussion
Invite Audience: Open the floor for any questions or further discussion on the topic.
Cancer cell metabolism: special Reference to Lactate PathwayAADYARAJPANDEY1
Normal Cell Metabolism:
Cellular respiration describes the series of steps that cells use to break down sugar and other chemicals to get the energy we need to function.
Energy is stored in the bonds of glucose and when glucose is broken down, much of that energy is released.
Cell utilize energy in the form of ATP.
The first step of respiration is called glycolysis. In a series of steps, glycolysis breaks glucose into two smaller molecules - a chemical called pyruvate. A small amount of ATP is formed during this process.
Most healthy cells continue the breakdown in a second process, called the Kreb's cycle. The Kreb's cycle allows cells to “burn” the pyruvates made in glycolysis to get more ATP.
The last step in the breakdown of glucose is called oxidative phosphorylation (Ox-Phos).
It takes place in specialized cell structures called mitochondria. This process produces a large amount of ATP. Importantly, cells need oxygen to complete oxidative phosphorylation.
If a cell completes only glycolysis, only 2 molecules of ATP are made per glucose. However, if the cell completes the entire respiration process (glycolysis - Kreb's - oxidative phosphorylation), about 36 molecules of ATP are created, giving it much more energy to use.
IN CANCER CELL:
Unlike healthy cells that "burn" the entire molecule of sugar to capture a large amount of energy as ATP, cancer cells are wasteful.
Cancer cells only partially break down sugar molecules. They overuse the first step of respiration, glycolysis. They frequently do not complete the second step, oxidative phosphorylation.
This results in only 2 molecules of ATP per each glucose molecule instead of the 36 or so ATPs healthy cells gain. As a result, cancer cells need to use a lot more sugar molecules to get enough energy to survive.
Unlike healthy cells that "burn" the entire molecule of sugar to capture a large amount of energy as ATP, cancer cells are wasteful.
Cancer cells only partially break down sugar molecules. They overuse the first step of respiration, glycolysis. They frequently do not complete the second step, oxidative phosphorylation.
This results in only 2 molecules of ATP per each glucose molecule instead of the 36 or so ATPs healthy cells gain. As a result, cancer cells need to use a lot more sugar molecules to get enough energy to survive.
introduction to WARBERG PHENOMENA:
WARBURG EFFECT Usually, cancer cells are highly glycolytic (glucose addiction) and take up more glucose than do normal cells from outside.
Otto Heinrich Warburg (; 8 October 1883 – 1 August 1970) In 1931 was awarded the Nobel Prize in Physiology for his "discovery of the nature and mode of action of the respiratory enzyme.
WARNBURG EFFECT : cancer cells under aerobic (well-oxygenated) conditions to metabolize glucose to lactate (aerobic glycolysis) is known as the Warburg effect. Warburg made the observation that tumor slices consume glucose and secrete lactate at a higher rate than normal tissues.
Earliest Galaxies in the JADES Origins Field: Luminosity Function and Cosmic ...Sérgio Sacani
We characterize the earliest galaxy population in the JADES Origins Field (JOF), the deepest
imaging field observed with JWST. We make use of the ancillary Hubble optical images (5 filters
spanning 0.4−0.9µm) and novel JWST images with 14 filters spanning 0.8−5µm, including 7 mediumband filters, and reaching total exposure times of up to 46 hours per filter. We combine all our data
at > 2.3µm to construct an ultradeep image, reaching as deep as ≈ 31.4 AB mag in the stack and
30.3-31.0 AB mag (5σ, r = 0.1” circular aperture) in individual filters. We measure photometric
redshifts and use robust selection criteria to identify a sample of eight galaxy candidates at redshifts
z = 11.5 − 15. These objects show compact half-light radii of R1/2 ∼ 50 − 200pc, stellar masses of
M⋆ ∼ 107−108M⊙, and star-formation rates of SFR ∼ 0.1−1 M⊙ yr−1
. Our search finds no candidates
at 15 < z < 20, placing upper limits at these redshifts. We develop a forward modeling approach to
infer the properties of the evolving luminosity function without binning in redshift or luminosity that
marginalizes over the photometric redshift uncertainty of our candidate galaxies and incorporates the
impact of non-detections. We find a z = 12 luminosity function in good agreement with prior results,
and that the luminosity function normalization and UV luminosity density decline by a factor of ∼ 2.5
from z = 12 to z = 14. We discuss the possible implications of our results in the context of theoretical
models for evolution of the dark matter halo mass function.
Richard's entangled aventures in wonderlandRichard Gill
Since the loophole-free Bell experiments of 2020 and the Nobel prizes in physics of 2022, critics of Bell's work have retreated to the fortress of super-determinism. Now, super-determinism is a derogatory word - it just means "determinism". Palmer, Hance and Hossenfelder argue that quantum mechanics and determinism are not incompatible, using a sophisticated mathematical construction based on a subtle thinning of allowed states and measurements in quantum mechanics, such that what is left appears to make Bell's argument fail, without altering the empirical predictions of quantum mechanics. I think however that it is a smoke screen, and the slogan "lost in math" comes to my mind. I will discuss some other recent disproofs of Bell's theorem using the language of causality based on causal graphs. Causal thinking is also central to law and justice. I will mention surprising connections to my work on serial killer nurse cases, in particular the Dutch case of Lucia de Berk and the current UK case of Lucy Letby.
Professional air quality monitoring systems provide immediate, on-site data for analysis, compliance, and decision-making.
Monitor common gases, weather parameters, particulates.
THE IMPORTANCE OF MARTIAN ATMOSPHERE SAMPLE RETURN.Sérgio Sacani
The return of a sample of near-surface atmosphere from Mars would facilitate answers to several first-order science questions surrounding the formation and evolution of the planet. One of the important aspects of terrestrial planet formation in general is the role that primary atmospheres played in influencing the chemistry and structure of the planets and their antecedents. Studies of the martian atmosphere can be used to investigate the role of a primary atmosphere in its history. Atmosphere samples would also inform our understanding of the near-surface chemistry of the planet, and ultimately the prospects for life. High-precision isotopic analyses of constituent gases are needed to address these questions, requiring that the analyses are made on returned samples rather than in situ.
Introduction:
RNA interference (RNAi) or Post-Transcriptional Gene Silencing (PTGS) is an important biological process for modulating eukaryotic gene expression.
It is highly conserved process of posttranscriptional gene silencing by which double stranded RNA (dsRNA) causes sequence-specific degradation of mRNA sequences.
dsRNA-induced gene silencing (RNAi) is reported in a wide range of eukaryotes ranging from worms, insects, mammals and plants.
This process mediates resistance to both endogenous parasitic and exogenous pathogenic nucleic acids, and regulates the expression of protein-coding genes.
What are small ncRNAs?
micro RNA (miRNA)
short interfering RNA (siRNA)
Properties of small non-coding RNA:
Involved in silencing mRNA transcripts.
Called “small” because they are usually only about 21-24 nucleotides long.
Synthesized by first cutting up longer precursor sequences (like the 61nt one that Lee discovered).
Silence an mRNA by base pairing with some sequence on the mRNA.
Discovery of siRNA?
The first small RNA:
In 1993 Rosalind Lee (Victor Ambros lab) was studying a non- coding gene in C. elegans, lin-4, that was involved in silencing of another gene, lin-14, at the appropriate time in the
development of the worm C. elegans.
Two small transcripts of lin-4 (22nt and 61nt) were found to be complementary to a sequence in the 3' UTR of lin-14.
Because lin-4 encoded no protein, she deduced that it must be these transcripts that are causing the silencing by RNA-RNA interactions.
Types of RNAi ( non coding RNA)
MiRNA
Length (23-25 nt)
Trans acting
Binds with target MRNA in mismatch
Translation inhibition
Si RNA
Length 21 nt.
Cis acting
Bind with target Mrna in perfect complementary sequence
Piwi-RNA
Length ; 25 to 36 nt.
Expressed in Germ Cells
Regulates trnasposomes activity
MECHANISM OF RNAI:
First the double-stranded RNA teams up with a protein complex named Dicer, which cuts the long RNA into short pieces.
Then another protein complex called RISC (RNA-induced silencing complex) discards one of the two RNA strands.
The RISC-docked, single-stranded RNA then pairs with the homologous mRNA and destroys it.
THE RISC COMPLEX:
RISC is large(>500kD) RNA multi- protein Binding complex which triggers MRNA degradation in response to MRNA
Unwinding of double stranded Si RNA by ATP independent Helicase
Active component of RISC is Ago proteins( ENDONUCLEASE) which cleave target MRNA.
DICER: endonuclease (RNase Family III)
Argonaute: Central Component of the RNA-Induced Silencing Complex (RISC)
One strand of the dsRNA produced by Dicer is retained in the RISC complex in association with Argonaute
ARGONAUTE PROTEIN :
1.PAZ(PIWI/Argonaute/ Zwille)- Recognition of target MRNA
2.PIWI (p-element induced wimpy Testis)- breaks Phosphodiester bond of mRNA.)RNAse H activity.
MiRNA:
The Double-stranded RNAs are naturally produced in eukaryotic cells during development, and they have a key role in regulating gene expression .
A brief information about the SCOP protein database used in bioinformatics.
The Structural Classification of Proteins (SCOP) database is a comprehensive and authoritative resource for the structural and evolutionary relationships of proteins. It provides a detailed and curated classification of protein structures, grouping them into families, superfamilies, and folds based on their structural and sequence similarities.
HMZbiz - Humanized Business 4 Human Potential Development
1.
2. O V E R 1 1 A C T I V E
L E A D E R S I N 2 0 1 9
O V E R 2 2 A C T I V E
C O M P A N I E S
S T R A T E G I C P E R F O R M A N C E
S I N C E 2 0 0 2
H U M A N I Z E D B U S I N E S S
Y O U R L E A D E R S H I P
S T E P S A H E A D
3. for successful leaders
Mentoring and Development
of the potential
W E L C O M E !
Here you get a summary of
the attendance and proposal
of the collaborative work.
4. S INCE 2 0 0 2 Understanding of Motivators
Consumer Behavior - What Inspires / Moves
Application of techniques to successful leaders in the last 6 years plus
the background of:
Strategy
Modeling, intelligence and business development
More than $120 thousand invested in international training.
Thais Mendes
Human Potential Development Specialist
1 7 Y E A R S I N T R A I N I N G S
linkedin.com/in/thaismendes/
5. Everyone has something very valuable and
unique to offer the market and the world.
What is your? Answering this question is our
starting point!
✦ 1 SERVICE
✦ 2 FOR WHOM?
✦ 3 WHY?
✦ 4 HOW?
Performance and
Potential
Development
6. After clarity of purpose and differential as potential
delivery, we follow a constant mapping of all activities
that are part of life, including personal and family.
When the leader performs best in all areas, becomes
more accomplished and enhances performance.
Service
It is very common to absorb the activities that come
up or take advantage of opportunities that require
quick decision.
But which ones are in alignment with
realization and self-realization?
What is the collaborative positioning in the
best alignment with satisfaction?
11
7. For whom?
Our clients are clients who have already
achieved success and want more in moments:
22
in which they take on new challenges
of a change of activity or career
transition
when they identify waste of new
business opportunities
in which they seek to acquire balance and
quality of life due to the several
attributions
8. Why?
It is possible to close the cycle and conquer EVERYTHING!
Live with confidence, satisfaction and fulfillment.
In the sessions the achievements are:
33
Gain of
TIME
Better
PERFORMANCE
Greater
SATISFACTION
AND FULLFILLMENT
New and bigger
achievements with
LESS EFFORT
LESS RISK
decision
making
Balance of areas
of life with
LONG DURATION
9. How?
44
With you, we organize and map activities,
opportunities, assignments and prioritize, analyze
time and return with agility and a clear goal:
What can you change TODAY for a better
performance?
Our good results are in changes and improvements
to be implemented NOW!
10. Required for
the process
1. MAINTAIN CONSTANCE throughout
the process
2. Do different to get result.
3. Take on new vision and positioning
according to your purpose
4. Perform performance tests, action and
result
5. Optimize time with better results
11. Previous professional and personal experiences:
What moves
What inspires
Triggers that directly influence the performance.
We work 360º to:
E X P O N E N T I A L R E S U L T ,
G R O W T H A N D D E V E L O P M E N T .
Method
Remote video call
Iceberg Theory || Purpose
12. I N D A I L Y A C T I V I T I E S W I T H
F O C U S O N P E R F O R M A N C E
A N D R E S U L T S
100%
Personal and
Professional
Achievement
Relevance PositioningHigh impact
Business
structuring
Allocation adjustment
of activities
13. 1 hour remote service every 15 days to
review all proposed activities in line with
personal / professional achievement and self
development.
We will work:
Current Challenges
Activities and positioning evaluated at
each session
Strategic and result overview
Optimized traction and performance:
better dedication and time with
positive impact and result
Service for
your need
15. Strategic
mentoring
Business
structuring
consulting
Extra Expertises
available on
Development of
Leaders Potential
Improved performance, positioning with
strategic and business vision. Make the leader
the expert agent of own future's building.
H O W C O M M I T T E D I S T H E
S T R U C T U R E ?
The plan is to give 200% of our skills to your
process.
Movement
Development
and change of the applications
Whole view
16. We will work on mapping the choices the
leader makes and position the leader
assume to strategically add more
information to the subconscious that will
make performance more favorable to the
results he is seeking.
W E W I L L I M P R O V E R E S U L T S
B Y A C C E S S I N G A N D
M A P P I N G T H E 8 8 %
Subconscious
mind
17. I experienced this process myself and today:
I live of I love doing
I work supporting more than 22 companies directly
I keep myself in a constant state of realization and contemplation
It is not part of my reality:
✦ problem of schedule
✦ lack of time
✦ stress
✦ insecurity
18. Results
Commonly obtained results
Movement and positioning, reduction of
anxiety and of need for accomplishment,
greater confidence, lightness and sense of
accomplishment.
1 M O N T H
Start of changes and results.
Numbers, possibilities and potentialized
opportunities. Feeling of self realization, clarity
of the result of the activities.
3 M O N T H S
More security, self-confidence and the
beginning of the new positioning structure.
Opportunities and Possibilities Potentialized.
5 M O N T H S
Periods of glimps of insights and enhanced
creativity of longer duration. Elimination of
recurring problems. Performance of impact with
exponential results.
7 M O N T H S
19. ✦ Activities in alignment with desire of
achievement
✦ Collaborative positioning best aligned with
satisfaction
✦ Objectivity
✦ Focus on delivery and result
✦ Better performance
✦ Greater clarity of opportunities and possibilities
Results at
FIRST SESSIONS
20. For
Organizations
H u m a n i z e d B u s i n e s s a n d
D e v e l o p m e n t o f H u m a n
P o t e n t i a l f o r B u s i n e s s .
Group and/or individual sessions for clarity of actions
and positioning of employees and leaders according to
the direction of the company, favoring engagement
with goals and objectives, productivity, creativity and
problem solving.
Direction of the company presented with reflection
proposal, case study and problematic with proposal of
a new vision and involvement making room for a new
collaborative positioning with light environment
conducive to glimpsy of insights and creativity.
21. For Organizations
Conquest
Work
with team
Work
with leaders
Base of
Support of
Work
Involvement in
practice with value
proposition and
company solution.
Productivity vision,
priority and better
quality in the delivery of
results.
Better alignment with
clarity, objectivity and
team work on problem
solving.
Alignment of work
with own purpose
Positioning, productivity
relation with the result
Activities, productivity
vs. time and result ratio
High performance
tactical vision and focus
on results
Practical vision with
high performance and
focus on results
Greaterinvolvementwithcompany
goalsandachievements.
Clarity about the macro
strategy
Market Proposal
Engagement
Internalization of
business vision
22. There are 06 vacancies in simultaneous attendance.
Freedom to initiate, pause and end at any time
Important be clear that average customers identify
tangible results after the third month
During this period 15 day constancy is crucial for
better traction and optimal results.
Pause or closure must be communicated by message
prior 15 days before renewal
If there is a break or closing the vacancy * will be made
available and filled by the next interested
For High Level Leaders, C-Level,
Directors and Superintendents
$ 3 . 5 0 0 / M O N T H
04 last vacancies
The sessions are remote 1 hour
every 15 days, with monthly
payment.
Important commitment of at least 03 months
to start and thus obtain greater use of the
investment.
23. For Managers and Staff
P U N C T U A L
S E S S I O N S A N D I N V E S T M E N T S P E R M O N T H
Lecture 30 minutes * $6.200
Congresses and conventions | investment
per group of up to 15 people | 1.5 hours $12.500
up to 2 leaders
up to 5 people
2 leaders
up to 10 people
4 leaders
up to 15 people
6 leaders
up to 20 people
8 leaders
1 hour group
30 minutes times 2
per leader
$5.300
1 hour in group
45 minutes times 2
per leader
$7.100
2 hours in group
45 minutes times 2
per leader
$10.700
2 hours in group
7 persons/group
45 minutes times 2
per leader
$12.500 $15.200
2 hours in group
10 persons/group
45 minutes times 2
per leader
* For teams of more than 20 people, it is recommended to include a 30-minute lecture in the deployment.
Optimized investment and minimum period of 3 months Extra 30 minutes remote calls $ 1,070.00.
Exponential Results by Greater Engagement and Commitment.
Collaborative strategic alignment of activities with clear definition of direction.
$1.014 per person $764 per person $595 per person $543 per person
24. Story making
"Today we have the clarity and
the ability to quintuple our artist
roster and know that our engine
will work the way it is. This is
great because it has moaned
security for investors and
everyone involved in the process
including the artists themselves!”
Rafael Brahma
Director of K2L
It was crucial to work with
Thais. The clarity of purpose
my work has for myself has
resulted in a path of greater
fulfillment. The work on our
positioning and business
modeling redesign was
crucial to our performance. ”
Kel Boaretto
Founder of SABEDORAMA
25. “The meetings with Thais are a
sequence of discovery, exploitation
and appreciation of my potential.
Looking and managing my business
becomes a pleasant and safer
journey where I deliver more than
expected and get results effortlessly.
Extremely creative, competent
professional with a great strategic
vision in business and human
potential. It can unleash my potential
without letting me lose my
entrepreneurial essence. ”
Leo Ferrada
Founder, We Consulting, ChoGlobal
Talent ck Partner and Development
Manager at FYI Brasil
“I am more comfortable investing in
the company knowing Thais will
continue to be involved.”
Paulo Torre
Investor
“It's been a year of countless
achievements, opportunities and
innovation since Thais's sessions.
GERMAN BUSINESS has grown into
something much bigger since I
incorporated purpose into the
business. A joyful journey of personal
and professional satisfaction as I see
my potential turn into a result every
day for my clients, the company and
myself.”
Isys German
Founder of German Business
26. WORLD
Years of Human Potential development experience have
resulted in a premium network ready to give traction, fast
results and effectiveness to your decision-making toward
achievement and quality of life.
YOU always step up, simple
and effortless.
Better performance
with less effort.
27. Training
Technology
Pro-Natura Channel - Solution for Audio-Visual and
Content Delivery for the balance of the planet.
bairro
VIVA Community engagement with
neighborhood values.
Textile waste solution HUB with opportunity
and therapy for homeless people.
Premium
Concierge
Administrative
Outsourcing
Work space
APPLICATION OF MASS
DEVELOPMENT, CAPILARITY.
STRATEGIC STRUCTURE FOR VISIBILITY AND
NOTORITY OF THE ENTIRE NETWORK.
ACTIVITIES DIRECTION STRUCTURE.
NEW INVESTMENT
STRUCTURE
Financial management
Connections and
Business
Investment
Opportunities USA
Investment
Opportunities in Asia
STRUCTURE FOR EXISTING BUSINESS
OR NEW BUSINESS.
US Company
Expansion
Company
Expansion in Asia
Company
Expansion in
Europe
SOLUTION ON SALES, SPONSORSHIP OR CAPITAL ACQUISITION.
Tração para conexões
Premium e Patrocínios
ÁGUIAS Traction for premium connections and sponsorships.
Group
training
28. My company
is interested
Offered by:
It is an honor to have the opportunity to collaborate with
human performance for the sake of your company's
results. Request a meeting via Whatsapp and together we
will understand the best service model.
Marina Ribeiro | Gestora Geral
+55 11 989262 2113
mr@hmzbiz.com
Hmzbiz.fyi.to/improve
São Paulo - Miami
Customized for your institution needs.
TCP