Skeletal muscle sodium glucose co-transporters in older adults with type 2 diabetes undergoing resistance training

We examined the expression of the sodium-dependent glucose co-transporter system (hSGLT3) in skeletal muscle of Hispanic older adults with type 2 diabetes. Subjects (65±8 yr) were randomized to resistance training (3x/wk, n=13) or standard of care (controls, n=5) for 16 weeks. Skeletal muscle hSGLT3 and GLUT4 mRNA transcript levels were determined by real time RT-PCR. hSGLT3 transcripts increased by a factor of ten following resistance training compared to control subjects (0.10, P=0.03). There were no differences in GLUT4 mRNA expression levels between groups. Protein expression levels of these transporters were confirmed by immunohistochemistry and Western blotting. hSGLT3 after resistance exercise was found not to be co-localized with the nicotinic acetylcholine receptor. The change in hSGLT3 transcript levels in the vastus lateralis muscle was positively correlated with glucose uptake, as measured by the change in muscle glycogen stores (r=0.53, P=0.02); and with exercise intensity, as measured by the change in muscle strength (r=0.73, P=0.001). Group assignment was be the only independent predictor of hSGLT3 transcript levels, explaining 68% of its variability (P=0.01). Our data show that hSGLT3, but not GLTU4, expression was enhanced in skeletal muscle after 16 weeks of resistance training. This finding suggests that hSGLT3, an insulin-independent glucose transporter, is activated with exercise and it may play a significant role in glycemic control with muscle contraction. The hSGLT3 exact mechanism is not well understood and requires further investigation. However its functional significance regarding a reduction of glucose toxicity and improvement of insulin resistance is the subject of ongoing research

Search for dilepton and lepton+Etmiss resonances at high mass with ATLAS

We present the discovery potential for a heavy new resonance decaying into lepton pairs, or into a high $pT$ lepton and missing $ET$, using the ATLAS detector at the LHC. The dilepton and lepton+$met{}$ final states are robust channels to look for new physics due to their simplicity. The unprecedented center-of-mass energy (c.m.e.) available allows exploring mass regions that are inaccessible to present colliders. The aim of this work is to study prospects for discovering BSM physics with an integrated luminosity in the range between 100 $ipb$ and 10 $ifb$

On the macroion virial contribution to the osmotic pressure in charge-stabilized colloidal suspensions

Our interest goes to the different virial contributions to the equation of state of charged colloidal suspensions. Neglect of surface effects in the computation of the colloidal virial term leads to spurious and paradoxical results. This pitfall is one of the several facets of the danger of a naive implementation of the so called One Component Model, where the micro-ionic degrees of freedom are integrated out to only keep in the description the mesoscopic (colloidal) degrees of freedom. On the other hand, due incorporation of wall induced forces dissolves the paradox brought forth in the naive approach, provides a consistent description, and confirms that for salt-free systems, the colloidal contribution to the pressure is dominated by the micro-ionic one. Much emphasis is put on the no salt case but the situation with added electrolyte is also discussed

Strategies For Multicultural Management: Communication And A Common Set Of Values

In the last 30 years, there has been a shift towards using multicultural strategies. The constant shifts taking place in multi-ethnic, multicultural, and multinational workforces indicate that both administrators of these organizations and higher education practices must evolve to adapt to needs for changing skill sets. In the future, multicultural management practices will continue to impact the way that businesses reach out to various stakeholders. Multicultural management strategies can be effective in creating a unique work environment that embraces various attributes of the culture groups comprising the workforce. To meet these challenges, leaders must be trained and educated to develop flexibility, understanding, and acceptance of alternate values when working in foreign locations or multi-national organizations. Moreover, they should be open to new ideas. Trends indicate that multicultural management strategies will become more common based on a central language, technological enhancements of communication, and establishing new traditions based on a combination of cultural values designed to reduce conflict and increase collaboration

Normalizing Weak Boson Pair Production at the Large Hadron Collider

The production of two weak bosons at the Large Hadron Collider will be one of the most important sources of SM backgrounds for final states with multiple leptons. In this paper we consider several quantities that can help normalize the production of weak boson pairs. Ratios of inclusive cross-sections for production of two weak bosons and Drell-Yan are investigated and the corresponding theoretical errors are evaluated. The possibility of predicting the jet veto survival probability of VV production from Drell-Yan data is also considered. Overall, the theoretical errors on all quantities remain less than 5-20%. The dependence of these quantities on the center of mass energy of the proton-proton collision is also studied.Comment: 11 pages; added references, minor text revisions, version to appear in Phys. Rev.

Terrestrial Movements, Activity Patterns and Habitat Use by Kinosternon Scorpioides (testudines: Kinosternidae) in Palo Verde National Park, Costa Rica

The Scorpion Mud turtle, Kinosternon scorpioides, is a widely distributed, semiaquatic species known to engage in regular terrestrial movement and terrestrial estivation. We studied terrestrial behavior in this species in Palo Verde National Park, northwestern Costa Rica. We determined terrestrial activity patterns by searching for active individuals during transects along 3.4 km of trails. We determined the distance that turtles traveled between the wetlands and estivation sites by fitting 10 terrestrially active individuals with a thread-bobbin tracking device attached to the rear of the carapace. We identified sex and marked and measured every turtle found active. We accumulated 92 observations of K. scorpioides active on land and we identified two behaviors: traveling and nesting. These turtles showed a bimodal activity pattern (χ2 = 18.1, p \u3c 0.02, df = 8) with maximum activity during early morning hours (06:00 to 08:00 h) and twilight and early evening hours (16:00 to 20:00 h). We found 41 turtles estivating in deciduous dry forest at an average distance (±SE) of 156.4 ± 13.7 m (range 20.9–304.9 m) from the wetland border (water´s edge). Adults estivated at greater distances from the wetland than did juvenile turtles, and males estivated at greater distances than females. Turtles found estivating were in three different habitats: leaf litter (85%), rock cavities (10%), and tree buttresses (5%). Kinosternon scorpioides was observed to estivate for at least 84 days in PVNP during the dry season. We recorded several behavioral traits that may account for its ability to withstand desiccation during the estivation period. Our work underscores the need to include terrestrial habitats when considering the conservation needs of semiaquatic turtles

Employee Resistance To Organizational Change

As change management becomes an essential ingredient of organizations’ performance, the body of literature describing successful and unsuccessful change management initiatives continues to expand. Numerous articles and studies provide an insight into the nature of change management and its most common pitfalls. The most recurring themes include resistance to change, readiness for change, leadership effectiveness, employee commitment and participation in change initiatives, and the roles and competencies needed to ensure the success of strategic change. The present article focuses on one of these themes: resistance to change. Understanding of resistance may enable managers to reduce conflict and increase collaboration. To meet these challenges, leaders must be trained and educated to overcome resistance to change. This article points out important types of resistance for organizations to address

Genomic and toxigenic heterogeneity of bacillus cereus sensu lato Isolated from ready-to-eat foods and powdered milk in day care centers in Colombia

Bacillus cereus sensu lato (s.l.) is a group of bacteria commonly found in diverse environments, including foods, with potential to cause emesis and diarrhea. In Colombia, it is one of the main foodborne pathogens. The aim of this study was to determine the genomic and toxigenic heterogeneity of B. cereus s.l. isolated from ready-to-eat foods and powdered milk collected in day care centers of Medellin, Colombia. Of 112 B. cereus s.l. isolates obtained, 94% were beta-hemolytic. Toxigenic heterogeneity was established by the presence of nheABC, hblCDAB, cytK2, entFM, and cesB toxigenic genes. The nheABC operon and entFM gene were most frequently detected in the isolates, whereas the cesB gene was not found. According to the toxin genes content, nine toxigenic profiles were identified. A 44% of isolates had profiles with all genes for nonhemolytic enterotoxin, hemolysin BL, and enterotoxin FM production (profiles II and IV). Pulsed-field gel electrophoresis analysis indicated a high genomic heterogeneity among the B. cereus s.l., with 68 isolates grouping into 16 clusters and 33 placed separately in the dendrogram. This study provides useful information on the safety of ready-to-eat foods and powdered milk in day care centers where children, a susceptible population, are exposed and it should incentive for more studies to understand the distribution of different toxin-encoding genes among B. cereus s.l. isolates, enabling detailed risk assessment

Areas Of Cross-Cultural Difference In The Workplace

In the last 30 years, there has been a shift towards using multicultural management strategies. The constant shifts taking place in multi-ethnic, multicultural, and multinational workforces indicate that both administrators of these organizations and higher education practices must evolve to adapt to needs for changing skill sets. A multicultural workforce offers advantages in that businesses may reach out effectively to various stakeholders. Leaders do well to cultivate an organizational culture that incorporates flexibility, understanding, and acceptance of alternate values, especially when working in foreign locations or multi-national organizations. Understanding of differences in cultural values and customs may reduce conflict and increase collaboration. To meet these challenges, leaders must be trained and educated to develop flexibility, understanding, and acceptance of alternate values when working in foreign locations or multi-national organizations. This article points out important areas of difference for organizations to address