Multi-locus phylogeny and species delimitation of Australo-Papuan blacksnakes (Pseudechis Wagler, 1830: Elapidae: Serpentes)

Genetic analyses of Australasian organisms have resulted in the identification of extensive cryptic diversity across the continent. The venomous elapid snakes are among the best-studied organismal groups in this region, but many knowledge gaps persist: for instance, despite their iconic status, the species-level diversity among Australo-Papuan blacksnakes (Pseudechis) has remained poorly understood due to the existence of a group of cryptic species within the P. australis species complex, collectively termed ‘‘pygmy mulga snakes”. Using two mitochondrial and three nuclear loci we assess species boundaries within the genus using Bayesian species delimitation methods and reconstruct their phylogenetic history using multispecies coalescent approaches. Our analyses support the recognition of 10 species, including all of the currently described pygmy mulga snakes and one undescribed species from the Northern Territory of Australia. Phylogenetic relationships within the genus are broadly consistent with previous work, with the recognition of three major groups, the viviparous red-bellied black snake P. porphyriacus forming the sister species to two clades consisting of ovoviviparous specie

'In search of the structure that reflects': Promoting organizational reflection practices in a UK Health Authority

In recent times, a growing number of authors have emphasized the role of public reflection as the basis for learning and change at all levels in organizations (Reynolds, 1998; Siebert and Daudelin, 1999; Moon, 2000; Raelin, 2001; 2002; Smith, 2001). These authors take the view that the shift from reflection on action towards reflection in action, constitutes a particularly important locus of learning in modem organizations. They identify critical locations where learning at individual, group and organizational levels feed and sustain each other. They also note, however, that current reflections on \u2018reflection\u2019, at least in organizational and management studies, have two main limits. Firstly, they often elaborate on the theory and principles of organizational reflection without addressing how this notion can be put to work in practice. Secondly, even when they are practically oriented, these authors often describe experiences that focus on reflection at the individual level rather than at the organizational level. Reynolds (1998) notes that these two limitations tend to reinforce each other. The meaning of reflection is often restricted by an individualised perspective within individual problem-solving activity. However, the reality is that in most situations the individual alone cannot address or solve meta-organizational problems. Such a restricted view of reflection, however, neutralises its capacity to produce learning and change. Individualized, private reflection is incapable of reaching, exposing and affecting the institutionalized assumptions and logic that regulates organizational action, and it is also at risk of being a sterile effort, given that individuals alone are seldom in positions to make substantial organizational changes. (Raelin, 2001; Vince, 2002a). Reflection can become an opportunity for personal growth and organizational transformation only to the extent that it is public, sanctioned, participative and authorized. Effective reflection and questioning organizational assumptions work well when it is a legitimated organizational process and an \u2018integral part to organizing, rather than the province of individuals\u2019 (Vince, 2002a, p. 67). Certain organizational conditions have to be put in place for the sum of individual reflection practices to become a trigger for wider organizational change

In search of the structure that reflects. Promoting organizational reflection in a UK Health Authority

The chapter presents a case where organizational reflection has been promoted through the use of a systemic involvement of the organization, through an Action Learning methodology and a constant attention to the practitioners' working practices. The study focuses on an healthcare context

Heterotypic recognition of recombinant FMDV proteins by bovine T-cells: The polymerase (P3Dpol) as an immunodominant immunogen

In this study we have examined the recognition of VP0, VP1, VP2, VP3 and P3D(pol) by PBMC and CD4(+) T-cells from infected, vaccinated-challenged, and multiply-vaccinated (O1, A24, C1 or ASIA1) cattle using recombinant proteins of an O1 serotype virus. The structural protein VPI was recognised in an homotypic context whereas VP2, VP3, VP4 and P3D(pol) were also recognised by T-cells from animals exposed to heterotypic viruses. Only the non-structural protein P3D(pol) was consistently recognised by T-cells from the majority of animals examined and heterotypic recognition correlated with the presence of serologically detectable P3D(pol) ii: purified virus. Thus, P3D(pol) is a major cross-reactive immunodeterminant of FMDV, eliciting heterotypic T-cell responses and, therefore, with possible potential for inclusion in a subunit vaccine. (C) 1998 Elsevier Science B.V. All rights reserved.</p