Identification of novel non-autonomous CemaT transposable elements and evidence of their mobility within the C. elegans genome

We describe here two new transposable elements, CemaT4 and CemaT5, that were identified within the sequenced genome of Caenorhabditis elegans using homology based searches. Five variants of CemaT4 were found, all non-autonomous and sharing 26 bp inverted terminal repeats (ITRs) and segments (152-367 bp) of sequence with similarity to the CemaT1 transposon of C. elegans. Sixteen copies of a short, 30 bp repetitive sequence, comprised entirely of an inverted repeat of the first 15 bp of CemaT4's ITR, were also found, each flanked by TA dinucleotide duplications, which are hallmarks of target site duplications of mariner-Tc transposon transpositions. The CemaT5 transposable element had no similarity to maT elements, except for sharing identical ITR sequences with CemaT3. We provide evidence that CemaT5 and CemaT3 are capable of excising from the C. elegans genome, despite neither transposon being capable of encoding a functional transposase enzyme. Presumably, these two transposons are cross-mobilised by an autonomous transposon that recognises their shared ITRs. The excisions of these and other non-autonomous elements may provide opportunities for abortive gap repair to create internal deletions and/or insert novel sequence within these transposons. The influence of non-autonomous element mobility and structural diversity on genome variation is discussed.

Tourist motivation of the residents of the Urban Quadrilátero of Minho: a gender analysis

Women are increasingly active in the participation and consumption of tourism, representing a strong and unique market segment. Knowledge of the needs and preferences of female tourists represents a key success factor in the tourism industry. This preliminary study seeks to capture the underlying reasons for the travel decisions of the residents of the Urban Quadrilátero of Minho, investigating their tourist motivations from a gendered perspective. Insight on tourism motivation may be an important policy tool for tourism planners and managers in the development of products and marketing strategies. The empirical analysis is undertaken based on questionnaires administered in 2012 to residents of the Urban Quadrilátero of Minho. Preliminary results do not reveal significant gender differences in the importance that the local residents place on various tourism motivation factors.

Motivation and Benefits of Implementation and Certification according ISO 9001 – the Portuguese Experience

The aim of the research is to analyze the different aspects associated with the motivation and benefits of certified ISO 9001 companies in Portugal. A total of 426 certified Portuguese companies were surveyed. The response rate was equal to 61.03 percent. Our results suggest that the main motivation for certification were “improvement of quality”, “improvement of company image”, “marketing advantage”, “give empowerment to workers / capturing workers knowledge” and “cost reduction”. The main benefits that Portuguese companies have gained from the referred certification have been, among others, the improvement of “procedures”, beneficial effect on the “company’s image”, the improvement of quality products/services, increase of the “customer satisfaction”, improvement of “on-time delivery”; improvement the “morale” of workers’ increase in productivity and decrease of “production costs”, among others. The surveyed firms belong only to the Minho region of the north of Portugal. This paper aims to provide a contribution to the research related to the motivation and benefits associated to the quality management systems. The selection of the motives and benefits were validated through statistical analysis and the relationship between expected and perceived benefits was discussed.

What factors of satisfaction and motivation are affecting the development of the academic career in Portuguese higher education institutions?

An important constituent group and a key resource of higher education institutions (HEIs) is the faculty or academic staff. The centrality of the faculty role makes it a primary sculptor of institutional culture and has implications for the quality of the institution and therefore has a major role in achieving the objectives of the institution. Demand for academic staff in higher education has been increasing and may be expected to continue to increase. Moreover the performance of academic staff as teachers and researchers determines much of the student satisfaction and has an impact on student learning. There are many factors that serve to undermine the commitment of academics to their institutions and careers. Job satisfaction is important in revitalizing staff motivation and in keeping their enthusiasm alive. Well motivated academic staff can, with appropriate support, build a national and international reputation for themselves and the institution in the professional areas, in research and in publishing. This paper aims to identify the issues and their impacts on academic staff job satisfaction and motivation within Portuguese higher education institutions reporting an ongoing study financed by the European Union through the Portuguese Foundation for Science and Technology.

Motivação dos trabalhadores na sociedade do conhecimento

RESUMO: Nas sociedades avançadas da actualidade, aqui denominadas por sociedades do conhecimento, os níveis de responsabilidade e de exigência mental das organizações para com os seus trabalhadores é superior a qualquer outra realidade anterior. É emergente a necessidade de redefinir a estrutura das organizações, para que os reponsáveis e os seus respectivos colaboradores usufruam de condições potenciadoras do seu desempenho profissional. Os perfis ideais dos responsáveis de equipas e , em especial, dos «novos» trabalhadores produtores de conhecimento, incorporam determinadas características fundamentais para favorecerem o processo criativo e o trabalho autónomo. Mas as alterações não estão confinadas à dimensão laboral, pois surgiram igualmente mudanças profundas no seio da sociedade, as quais obrigam à existência de uma nova relação entre a vida pessoal e a vida profissional dos cidadãos. Todas estas transformações resultam na necessidade de uma componente motivacional muito forte por parte dos trabalhadores, os quais dependem apenas de si mesmos para a conseguir obter e manter. A solução desta problemática surge aqui configurada sob a forma de uma mudança de atitude por parte de todos os trabalhadores, a qual deverá fomentar a ocorrência de «Experiências óptimas» provenientes do desenvolvimento da actividade profissional dos mesmos, tal como é sugerido pela Teoria do Fluxo. Esta versão profunda da motivação intrínseca e estável é proposta como modelar e mesmo fulcral para o trabalhador na Sociedade do conhecimento. ABSTRACT: In today’s advanced societies, here referred as Knowledge Societies, the levels of responsibility and mental demanding which organizations require from their workers is higher than ever before. The need to redefine organizations structures is now emerging in order to allow CEO’s and their co-workers having access to encouraging conditions which improve their work performance. The ideal profile for a team leader and especially for the «new» Knowledge production workers, incorporate a defined group of fundamental characteristics to encourage the creative process and the autonomous work. But changes are not confined to the labor dimension. The Society core also suffered profound changes which demand the existence of a new relation between personal and professional life of its citizens. All these changes create the need for the existence of high motivational levels inside all workers, which now have to find their own ways to get and maintain it. The solution for this problem is presented here as a switch in workers attitude, which will increase the occurrence of optimal experiences coming directly from the development of their professional activity like it’s suggested in the flow theory. This version of the deep intrinsic and stable motivation is proposed as a model or even a central solution to the worker in the Knowledge Society.