Mentoring is important for developing the next generation of pharmaceutical R&D experts in India. Fresh graduates face challenges adapting to their new roles and environments in clinical research. Finding an experienced career mentor can help graduates overcome challenges, provide insights into cutting-edge research and proper techniques for managing stress and conflicts. While talents and skills are real, they can also be developed through continuous learning and cross-training. India's pharmaceutical industry has made progress in clinical research efficiency and now has the potential to become one of the top five global pharmaceutical markets through sustained R&D investments and successful mentorship of young scientists.
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Tom Selleck, an enduring figure in Hollywood. has captivated audiences for decades with his rugged charm, iconic moustache. and memorable roles in television and film. From his breakout role as Thomas Magnum in Magnum P.I. to his current portrayal of Frank Reagan in Blue Bloods. Selleck's career has spanned over 50 years. But beyond his professional achievements. fans have often been curious about Tom Selleck Health. especially as he has aged in the public eye.
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Introduction
Many have been interested in Tom Selleck health. not only because of his enduring presence on screen but also because of the challenges. and lifestyle choices he has faced and made over the years. This article delves into the various aspects of Tom Selleck health. exploring his fitness regimen, diet, mental health. and the challenges he has encountered as he ages. We'll look at how he maintains his well-being. the health issues he has faced, and his approach to ageing .
Early Life and Career
Childhood and Athletic Beginnings
Tom Selleck was born on January 29, 1945, in Detroit, Michigan, and grew up in Sherman Oaks, California. From an early age, he was involved in sports, particularly basketball. which played a significant role in his physical development. His athletic pursuits continued into college. where he attended the University of Southern California (USC) on a basketball scholarship. This early involvement in sports laid a strong foundation for his physical health and disciplined lifestyle.
Transition to Acting
Selleck's transition from an athlete to an actor came with its physical demands. His first significant role in "Magnum P.I." required him to perform various stunts and maintain a fit appearance. This role, which he played from 1980 to 1988. necessitated a rigorous fitness routine to meet the show's demands. setting the stage for his long-term commitment to health and wellness.
Fitness Regimen
Workout Routine
Tom Selleck health and fitness regimen has evolved. adapting to his changing roles and age. During his "Magnum, P.I." days. Selleck's workouts were intense and focused on building and maintaining muscle mass. His routine included weightlifting, cardiovascular exercises. and specific training for the stunts he performed on the show.
Selleck adjusted his fitness routine as he aged to suit his body's needs. Today, his workouts focus on maintaining flexibility, strength, and cardiovascular health. He incorporates low-impact exercises such as swimming, walking, and light weightlifting. This balanced approach helps him stay fit without putting undue strain on his joints and muscles.
Importance of Flexibility and Mobility
In recent years, Selleck has emphasized the importance of flexibility and mobility in his fitness regimen. Understanding the natural decline in muscle mass and joint flexibility with age. he includes stretching and yoga in his routine. These practices help prevent injuries, improve posture, and maintain mobilit
Title: Sense of Taste
Presenter: Dr. Faiza, Assistant Professor of Physiology
Qualifications:
MBBS (Best Graduate, AIMC Lahore)
FCPS Physiology
ICMT, CHPE, DHPE (STMU)
MPH (GC University, Faisalabad)
MBA (Virtual University of Pakistan)
Learning Objectives:
Describe the structure and function of taste buds.
Describe the relationship between the taste threshold and taste index of common substances.
Explain the chemical basis and signal transduction of taste perception for each type of primary taste sensation.
Recognize different abnormalities of taste perception and their causes.
Key Topics:
Significance of Taste Sensation:
Differentiation between pleasant and harmful food
Influence on behavior
Selection of food based on metabolic needs
Receptors of Taste:
Taste buds on the tongue
Influence of sense of smell, texture of food, and pain stimulation (e.g., by pepper)
Primary and Secondary Taste Sensations:
Primary taste sensations: Sweet, Sour, Salty, Bitter, Umami
Chemical basis and signal transduction mechanisms for each taste
Taste Threshold and Index:
Taste threshold values for Sweet (sucrose), Salty (NaCl), Sour (HCl), and Bitter (Quinine)
Taste index relationship: Inversely proportional to taste threshold
Taste Blindness:
Inability to taste certain substances, particularly thiourea compounds
Example: Phenylthiocarbamide
Structure and Function of Taste Buds:
Composition: Epithelial cells, Sustentacular/Supporting cells, Taste cells, Basal cells
Features: Taste pores, Taste hairs/microvilli, and Taste nerve fibers
Location of Taste Buds:
Found in papillae of the tongue (Fungiform, Circumvallate, Foliate)
Also present on the palate, tonsillar pillars, epiglottis, and proximal esophagus
Mechanism of Taste Stimulation:
Interaction of taste substances with receptors on microvilli
Signal transduction pathways for Umami, Sweet, Bitter, Sour, and Salty tastes
Taste Sensitivity and Adaptation:
Decrease in sensitivity with age
Rapid adaptation of taste sensation
Role of Saliva in Taste:
Dissolution of tastants to reach receptors
Washing away the stimulus
Taste Preferences and Aversions:
Mechanisms behind taste preference and aversion
Influence of receptors and neural pathways
Impact of Sensory Nerve Damage:
Degeneration of taste buds if the sensory nerve fiber is cut
Abnormalities of Taste Detection:
Conditions: Ageusia, Hypogeusia, Dysgeusia (parageusia)
Causes: Nerve damage, neurological disorders, infections, poor oral hygiene, adverse drug effects, deficiencies, aging, tobacco use, altered neurotransmitter levels
Neurotransmitters and Taste Threshold:
Effects of serotonin (5-HT) and norepinephrine (NE) on taste sensitivity
Supertasters:
25% of the population with heightened sensitivity to taste, especially bitterness
Increased number of fungiform papillae
New Drug Discovery and Development .....NEHA GUPTA
The "New Drug Discovery and Development" process involves the identification, design, testing, and manufacturing of novel pharmaceutical compounds with the aim of introducing new and improved treatments for various medical conditions. This comprehensive endeavor encompasses various stages, including target identification, preclinical studies, clinical trials, regulatory approval, and post-market surveillance. It involves multidisciplinary collaboration among scientists, researchers, clinicians, regulatory experts, and pharmaceutical companies to bring innovative therapies to market and address unmet medical needs.
- Video recording of this lecture in English language: https://youtu.be/lK81BzxMqdo
- Video recording of this lecture in Arabic language: https://youtu.be/Ve4P0COk9OI
- Link to download the book free: https://nephrotube.blogspot.com/p/nephrotube-nephrology-books.html
- Link to NephroTube website: www.NephroTube.com
- Link to NephroTube social media accounts: https://nephrotube.blogspot.com/p/join-nephrotube-on-social-media.html
Recomendações da OMS sobre cuidados maternos e neonatais para uma experiência pós-natal positiva.
Em consonância com os ODS – Objetivos do Desenvolvimento Sustentável e a Estratégia Global para a Saúde das Mulheres, Crianças e Adolescentes, e aplicando uma abordagem baseada nos direitos humanos, os esforços de cuidados pós-natais devem expandir-se para além da cobertura e da simples sobrevivência, de modo a incluir cuidados de qualidade.
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Uma “experiência pós-natal positiva” é um resultado importante para todas as mulheres que dão à luz e para os seus recém-nascidos, estabelecendo as bases para a melhoria da saúde e do bem-estar a curto e longo prazo. Uma experiência pós-natal positiva é definida como aquela em que as mulheres, pessoas que gestam, os recém-nascidos, os casais, os pais, os cuidadores e as famílias recebem informação consistente, garantia e apoio de profissionais de saúde motivados; e onde um sistema de saúde flexível e com recursos reconheça as necessidades das mulheres e dos bebês e respeite o seu contexto cultural.
Estas diretrizes consolidadas apresentam algumas recomendações novas e já bem fundamentadas sobre cuidados pós-natais de rotina para mulheres e neonatos que recebem cuidados no pós-parto em unidades de saúde ou na comunidade, independentemente dos recursos disponíveis.
É fornecido um conjunto abrangente de recomendações para cuidados durante o período puerperal, com ênfase nos cuidados essenciais que todas as mulheres e recém-nascidos devem receber, e com a devida atenção à qualidade dos cuidados; isto é, a entrega e a experiência do cuidado recebido. Estas diretrizes atualizam e ampliam as recomendações da OMS de 2014 sobre cuidados pós-natais da mãe e do recém-nascido e complementam as atuais diretrizes da OMS sobre a gestão de complicações pós-natais.
O estabelecimento da amamentação e o manejo das principais intercorrências é contemplada.
Recomendamos muito.
Vamos discutir essas recomendações no nosso curso de pós-graduação em Aleitamento no Instituto Ciclos.
Esta publicação só está disponível em inglês até o momento.
Prof. Marcus Renato de Carvalho
www.agostodourado.com
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Associate Division Director for Ambulatory Operations
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Target Audience
Hematology/oncology fellows, attending faculty, and other health care professionals involved in the treatment of patients with mantle cell lymphoma (MCL).
Learning Objectives
1.) Identify clinical and biological prognostic factors that can guide treatment decision making for older adults with MCL
2.) Evaluate emerging data on targeted therapeutic approaches for treatment-naive and relapsed/refractory MCL and their applicability to older adults
3.) Assess mechanisms of resistance to targeted therapies for MCL and their implications for treatment selection
New Directions in Targeted Therapeutic Approaches for Older Adults With Mantl...
Mentoring and developing next generation of pharma r&d experts
1. 1
Mentoring and Developing Next Generation of Pharma R&D Experts
Dr. Bhaswat S. Chakraborty
Sr. Vice President, Research & Development,
Cadila Pharmaceuticals Ltd., Ahmedabad
Characterizing Pharma R&D Scientists: Next Gen
Pharmaceutical scientists come from a vast array of specializations within health sciences, chemistry and
biotechnology majors. Specializations can be very refined and narrowly focused these days, as research
knowledge has exploded since 1980s. A few of the research and development (R&D) functional areas in
pharmaceuticals discovery and manufacturing are worth mentioning, e.g., pharmacology, medicine,
pharmaceutics, pharmaceutical and medicinal chemistry, immunology, microbiology, biostatistics and
epidemiology. In addition, management and resource specializations contribute to these activities for
which talents come from different but very significant dimensions.
Most of the pharmaceutical scientists have had a post graduate training from a recognized academic
institution in their respective fields. About 10% of these individuals are PhD and MD degree holders.
While their academic accomplishments mark their basic qualifications these days, other characteristics
include high IQ, goal setting, problem solving and team playing skills. A fraction of these individuals can
also be gifted with a high EQ. Also, an eye for details and writing expressly in technical English or any
other vernacular characterizes a great majority of scientists. Interestingly, many of them are also very
conscious about their intellectual and other gifts.
2. 2
Adaptation of a Fresh Graduate in his Functional Roles
By and large, R&D scientists are concentrated in private sector pharma business companies and some
academic institutions. The total number of pharma, biotech and medical devices R&D scientists are
estimated to be in excess of 400,000 people globally. Except for a few privileged ones, the vast majority
get a job orientation following their graduation from academia and only after joining their employment.
The theoretically oriented scholar can sometimes get surprised as they get a formal training in on-going
projects and SOPs by the minute stepwise descriptions of processes and rigidity of specifications. The
hierarchy of reporting and the reality of owning the responsibilities are also strikingly novel for most of
the entry level scientists. A suitable mentor can hold the hands of a fresh graduate during these
bewildering times.
While fresh graduates of all disciplines undergo adaptation in this new environment, perhaps one of the
steepest adjustments lies there for a medical graduate entering pharma clinical R&D. She often has to
work as a part of large multidisciplinary drug development teams because the clinical R&D department
of a large company engages in R&D of many therapeutic areas. These physicians have to bring a clinical
perspective to all research and development activities there. Scholarly oriented PhD scientists in
pharmacy or other health sciences also face challenges of general co-ordination and focus on eventual
commercial success of their projects.
Preclinical drug discovery and development offer numerous opportunities for well trained life
scientists. For any drug it is important to establish that it works, is safe for patients to take, and
a working knowledge of how a human body is going to handle it. Broadly these are the areas of
discovery biology, drug safety R&D (DSRD) and pharmacokinetics, dynamics and metabolism
(PDM). Entry to careers in these departments is possible at a number of levels, from school
leaver to graduate to PhD, and at more senior levels. Veterinary physicians and pharmacy and
toxicology graduates contribute highly in preclinical drug discovery and development.
3. 3
For graduate entry level positions a usual requirement is adequate academic qualifications with
some practical experience. Occasionally vacancies will arise for experienced graduates with
transferable skills and a flexible attitude. Factors affecting availability of these positions will be
the structure of the individual company and where and how it does its research. One can find a
suitable job directly or work through an intermediary agency.1
Development of Team Playing Skills
All pharma R&D activities are carried out in “team” set up these days. Teams could be mainly of three
types: management, operational and expertise. Management teams have the roles of leading and co-
ordinating, while operational teams consist of actual delivery of projects and problem solving oriented
team players. Experts give critical input and also provide depth expertise wherever needed. Regardless
of what one’s role is, the mentoring process should establish an equal dignity and importance of all roles
such that there is no artificial competition and dissatisfaction in one’s mind regarding her role. If
mentoring (in the sense of preparing the mind of the protégé[e]) is not done properly and adequately,
roles remain unclear, domineering and put-down behaviours by certain role players become rampant at
the cost of others.
Clear SOPs should be written up for the development of team playing skills. There is a myth in some
organizations that soft skills (mentoring included or implied) cannot be written as procedures. This is not
true. Mentoring objectives and essentials of the processes must be written down to enhance clarity.
Especially SOP for developing team skills warrant written procedures because the roles are diverse and
skills required are unique. For example, a leadership role should be encouraged to use his authority in a
positive whereas an implementer ought to be mentored for delivering projects on time and building
quality in those projects. Both of them may be utilizing the skills of a common larger team.
Finding a Career Mentor
Mentor in Sanskrit is “Mantradata” or giver of knowledge. The most famous examples of mentor-
protégé In India are Krishna-Arjuna (ancient) and Gandhi-Neheru. Mentor in Greek mythology, however,
was a friend of Odysseus who placed Mentor and Odysseus' foster-brother Eumaeus in charge of his son
4. 4
Telemachus, and of Odysseus' palace, when Odysseus left for the Trojan War. Since then, the personal
name Mentor has been adopted in English as a term meaning someone who imparts wisdom to a less
experienced colleague.2
Sir Humphry Davy was a mentor to Michael Faraday. And we know what a stupendous pupil the latter
turned out. While the character mentors impart spiritual and life skills to their younger counterparts, an
R&D mentor can inspire and give insight in many career related issues. For example, a mentor can
explain difficult scientific concepts, which can lay foundation of the mentee’s understanding and save a
great deal of time and energy. He can also help the young scientist to design a difficult clinical trial or
experiment and solve problems that the latter is encountering. In addition, the mentor can help the
protégé learn more about the cutting-edge research in the field, i.e. the research that has not yet been
published but is still important to know for your own project. Correct interpretation and scope of new
FDA guidances is another insight that a mentor can give.
Perhaps, one of the most significant contributions of a mentor lies in teaching proper conflict resolution
and pressure diffusing techniques beyond fight and flight. The arts of stress management can be added
5. 5
to this category. In fact, a mentor can impart knowledge of many vital life skills to his endeared
protégé(e). The list of probable facilitation and insightfulness of overall mentoring items cannot be
exhausted.
Talent Grades: Fact or Fiction?
Talents are real – there is no doubt about that. In extension, grades of the same talent (sometimes
similar), for example, mastery in research problem solving, are also real, at least pragmatically. Talents
are natural inclinations in many cases. Geniuses are extreme (highest ranked) in this regard. However,
even those who are not genius may be highly talented and stably talented. Genuine R&D talents are
often consistent in their performance and productivity and show excellence in their approach to work.
However, talents can be developed, improved or both. Continuous development in the area one is
trained is not only desirable but is an organizational necessity these days. Cross-disciplinary talents are
also highly sought after since last two decades as majority of R&D projects are cross-disciplinary in
nature. A young scientist, trained in bioanalytical methods, can be developed to carry out an entire
Phase I clinical trial. An organic chemist, trained only in a specialized area of organic chemistry, can
develop his skills to the point that he becomes the master-mind of a very prolific biotech discovery
program.
Where are We Now in India?
Since 1995, relevant industry in India is going through a radical change in its pharmaceutical R&D
programs. The API and manufacturing aspects of the industry had already caught up with international
rigors during 80’s and early nineties. Ever since, the pre-clinical and clinical developments are gaining
efficiency. For example, in clinical trials, following a steep learning curve in the 1990’s, most of the
pharmaceutical giants and CROs now have systems in place to capture the benefits of large,
multinational studies while minimizing the problems. These include Hardware and IT infrastructure
harmony, support in multiple languages and responding to regulators’ queries from several countries at
the same time. Some aspects of successful management of large, multinational clinical studies have
become mature through repetition and experience, such as training and support, while others, often
critical processes, require constant oversight to avoid serious mistakes.3
6. 6
This has been largely possible owing to the dedicated contributions from pharma R&D scientists in this
country. The young generation of scientists are worthy of repeated mention here.
The Glory Forward
The author is highly optimistic about the current and future glory of Indian pharma R&D scientists. The
readers should not forget that approximately one out of six pharma scientists in the US is of Indian
origin. Their contributions to global pharma and biotech industries go without saying. A portion of
these scientists are now transferring their scientific and mentoring knowledge back to India.
The combined value of pharma and biotech in India is about US$ 20 billion. If we can sustain the R&D
and other outsourcing activities from overseas and continue to grow, we shall be one of the top 5 global
markets in value. The key to this success is also the successful nurturing and mentoring of our scientists.
Let the experienced mentors hope that we never falter in this important national goal.
References
1. Loftus J., Edwards M. (2013). Clinical Discovery.
http://www.clinicaldiscovery.com/readArticle.aspx?articleId=46
2. Wikipedia. http://en.wikipedia.org/wiki/Mentor.
3. Chakraborty B. (2012). A Story of Drug Development: from Conception of the Molecule till Market
Approval. Pharma Tech, May-June, 22-26.