Generation of cardiomyocytes from new human embrionic stem cell lines derived from poor-quanlity blastocysts

Human embryonic stem (hES) cells represent a potential source for cell replacement therapy of many degenerative diseases. Most frequently, hES cell lines are derived from surplus embryos from assisted reproduction cycles, independent of their quality or morphology. Here, we show that hES cell lines can be obtained from poor-quality blastocysts with the same efficiency as that obtained from good- or intermediate-quality blastocysts. Furthermore, we show that the self-renewal, pluripotency, and differentiation ability of hES cell lines derived from either source are comparable. Finally, we present a simple and reproducible embryoid body-based protocol for the differentiation of hES cells into functional cardiomyocytes. The five new hES cell lines derived here should widen the spectrum of available resources for investigating the biology of hES cells and advancing toward efficient strategies of regenerative medicine.

Measured and predicted resting metabolic rate in obese and nonobese adolescents.

OBJECTIVES: The validity of equations for the calculation of resting metabolic rate (RMR) were studied and new predictive equations were developed. STUDY DESIGN: The RMR was measured in a sample of 371 10- to 16-year-old prepubertal and postpubertal children. The study group included 193 male (116 nonobese and 77 obese) and 178 female (119 nonobese and 59 obese) subjects; for each group the RMRs predicted from five equations recommended for this age group were compared. The RMR was assessed by indirect calorimetry with a ventilated hood system for 45 minutes after an overnight fast. Body composition was estimated from skin-fold measurements. RESULTS: The mean +/- SD RMR was found to be 5600 +/- 972 kJ/24 hr and 7223 +/- 1220 kJ/24 hr in nonobese and obese boys, and 5112 +/- 632 kJ/24 hr and 6665 +/- 1106 kJ/24 hr in nonobese and obese girls, respectively. All five equations applicable to 10- to 16-year-old children overestimated RMR by 7.5% to 18.1% (p < 0.001 for each equation). Stepwise regression analysis, with independent variables such as age, weight, height, and gender, allowed development of new predictive equations for the calculation of RMR in 10- to 16-year-old boys (RMR = 50.9 Weight (kg) + 25.3 Height (cm) -50.3 Age (yr) + 26.9; R2 = 0.884, p < 0.0001) and girls (RMR = 51.2 Weight (kg) + 24.5 Height (cm) - 207.5 Age (yr) + 1629.8; R2 = 0.824, p < 0.0001). These predictive equations were tested in a second, independent cohort of children (80 male and 61 female subject) and were found to give a reliable estimate of RMR in 10- to 16-year-old obese and nonobese adolescents. CONCLUSIONS: The currently used predictive equations overestimate RMR in 10- to 16-year-old children. The use of the newly developed equations is recommended.

Preliminary results on the postmortem measurement of 3-beta-hydroxybutyrate in liver homogenates.

The concentrations of 3-beta-hydroxybutyrate (3HB) in blood and two liver samples were retrospectively examined in a series of medicolegal autopsies. These cases included diabetic ketoacidosis, nondiabetic individuals presenting moderate to severe decompositional changes and nondiabetic medicolegal cases privy of decompositional changes. 3HB concentrations in liver sample homogenates correlate well with blood values in all examined groups. Additionally, decompositional changes were not associated with increases in blood and liver 3HB levels. These results suggest that 3HB can be reliably measured in liver homogenates when blood is not available at autopsy. Furthermore, they suggest that metabolic disturbances potentially leading or contributing to death may be objectified through liver 3HB determination even in decomposed bodies.

Cost-effectiveness of opportunistic versus organised mammography screening in Switzerland

BACKGROUND: Various centralised mammography screening programmes have shown to reduce breast cancer mortality at reasonable costs. However, mammography screening is not necessarily cost-effective in every situation. Opportunistic screening, the predominant screening modality in several European countries, may under certain circumstances be a cost-effective alternative. In this study, we compared the cost-effectiveness of both screening modalities in Switzerland. METHODS: Using micro-simulation modelling, we predicted the effects and costs of biennial mammography screening for 50-69 years old women between 1999 and 2020, in the Swiss female population aged 30-70 in 1999. A sensitivity analysis on the test sensitivity of opportunistic screening was performed. RESULTS: Organised mammography screening with an 80% participation rate yielded a breast cancer mortality reduction of 13%. Twenty years after the start of screening, the predicted annual breast cancer mortality was 25% lower than in a situation without screening. The 3% discounted cost-effectiveness ratio of organised mammography screening was euro11,512 per life year gained. Opportunistic screening with a similar participation rate was comparably effective, but at twice the costs: euro22,671-24,707 per life year gained. This was mainly related to the high costs of opportunistic mammography and frequent use of imaging diagnostics in combination with an opportunistic mammogram. CONCLUSION: Although data on the performance of opportunistic screening are limited, both opportunistic and organised mammography screening seem effective in reducing breast cancer mortality in Switzerland. However, for opportunistic screening to become equally cost-effective as organised screening, costs and use of additional diagnostics should be reduced.

Yhden kuvantamisyksikön henkilöstön työtyytyväisyys ja työssä vaikuttamisen mahdollisuudet

Työtyytyväisyys syntyy siitä, että työntekijä kokee työnsä vastaavan niitä vaatimuksia, joita hän on asettanut sen suhteen, eli se on onnistuneen toiminnan tulos (Pöyhönen 1987: 127-128). Työntekijöiden tyytyväisyys työhön vaikuttaa terveydenhuollossa myös asiakkaan kohtaamiseen ja palvelun laatuun, puhumattakaan työntekijän työmotivaatiosta ja siitä, onko töissä mukava olla. Työtyytyväisyyden tutkiminen onkin erityisen tärkeää, jotta mahdolliset ongelmat työyhteisön sisällä tiedostettaisiin ja niihin voitaisiin puuttua ja etsiä ratkaisuja. Yhden kuvantamisyksikön henkilöstö osallistui henkilöstökyselyyn, joka liittyy työn organisointi ja työnjako röntgenosastoilla -hankkeeseen. Työn tarkoituksena oli analysoida kuvantamisyksikön henkilöstön työtyytyväisyyttä sekä työssä vaikuttamisen mahdollisuuksia käsitelleet kyselyn osat sekä kuvata, miten ikä ja työkokemus terveysalalla ovat yhteydessä niihin. Kyselyn aineisto kerättiin keväällä 2005 webbikyselynä (Grönroos 2006). Kuvantamisyksikön henkilöstö oli erittäin tyytyväinen työnsä sisältöön. Työntekijät kokivat, että he olivat kehittyneet ja kasvaneet työssään ja he olivat saavuttaneet jotakin merkittävää. He kokivat myös, että heillä oli mahdollisuuksia ajatella ja toimia haasteellisessa työympäristössä. He olivat erittäin tyytyväisiä työhönsä, eikä moni ollut harkinnut eroavansa työstään. Nuoremmat työntekijät tuntuivat suhtautuvan hieman kriittisemmin työhönsä kuin vanhemmat työntekijät, jotka olivat tyytyväisempiä työhönsä. Työntekijät tunsivat, että heillä on vain vähän mahdollisuuksia vaikuttaa työpaikkansa asioihin. Niukka enemmistö henkilöstöstä uskoi voivansa vaikuttaa paljon ainoastaan työmenetelmiinsä. Työntekijät tunsivat, että he voivat vaikuttaa työtehtäviinsä tai niiden tekojärjestykseen, työtahtiinsa, työnjakoon ja työtovereihin liittyviin asioihin vain vähän. Työntekijät tunsivat voivansa vaikuttaa vain vähän laitehankintoihin, henkilöstökoulutuksen sisältöön ja siihen, kuka koulutukseen osallistuu. Vanhemmat työntekijät tunsivat voivansa vaikuttaa jonkin verran enemmän asioihin työpaikalla kuin nuoremmat. Kuvantamisyksikössä tulisi lisätä työssä vaikuttamisen mahdollisuuksia. Vaihtoehtoisten työskentelytapojen etsimiseen ja löytämiseen tulisi rohkaista. Uusia työntekijöitä tulisi mahdollisuuksien mukaan palkata.

Småarbetet med socialdemokraterna inleddes (tal den 22.1.1951 i Kuopio)

Puhe

A influência dos líderes no processo de mudança organizacional: um estudo de caso

Esta dissertação tem por objectivo avaliar a eficácia do processo de mudança organizacional, através das acções dos líderes, da empresa que lidera o mercado de telecomunicações em Cabo Verde, que foi objecto de um processo de reestruturação, que consistiu essencialmente na implementação de um Sistema de Gestão da Qualidade (SGQ). A implementação do referido sistema é entendida, nesta dissertação, como um modelo de mudança organizacional. Para atingir os objectivos preconizados, foi realizado um estudo de caso que contempla uma análise qualitativa dos documentos da empresa e de dados recolhidos através de entrevistas realizadas no período compreendido entre Fevereiro e Agosto de 2010. O estudo procurou compreender o contributo das práticas de liderança para a eficácia da gestão da qualidade. Nesta perspectiva, importa salientar que o tipo de liderança identificado neste estudo de caso é a liderança transformacional, que tecnicamente é o adequado quando se pretende implementar mudanças profundas e que implicam uma redefinição da missão, visão e valores da organização. Importa referir ainda que vários estudos empíricos têm demonstrado de forma consistente, uma relação positiva entre a liderança transformacional e os indicadores de eficiência no trabalho. Procurou-se entender ainda se os líderes na condução do processo de mudança organizacional da empresa estudada, seguiram o modelo proposto por John P. Kotter para a implementação eficaz de mudanças nas organizações, comparando os oito passos propostos pelo autor com os ocorridos na empresa. A avaliação deste estudo de caso permitiu concluir que a essência do modelo foi aplicado. This paper intended to assess the effectiveness of the process of organizational change, through the actions of the leaders of the company that leads the telecommunications market in Cape Verde, which was involved in a restructuration process, covering mainly the implementation of a Quality Management System (QMS). The implementation of this system is understood in this case, as a model of organizational change. To achieve the proposed goals, we performed a case study based on a qualitative analysis of corporate documents and data collected through interviews conducted between February 2010 and August 2010. This study tried to understand the role of leadership practices for the effectiveness of the quality management. In this perspective, it should be noted that the type of leadership identified in this case study is the transformational one, which, technically, is the appropriate when trying to implement significant change, which imply a redefinition of the mission, vision and values of the organization. It should be noted also that several empirical studies have consistently demonstrated a positive relationship between transformational leadership and the performance indicators in the workplace. We also tried to understand if the leaders, in driving the process of organizational change in the company studied, followed the model proposed by John P. Kotter for implementing effective change in organizations, by comparing the eight steps proposed by the author with those verified in the company. The assessment of this case study allowed us to conclude that the essence of the model is applicable to this case.