Perceptions of environmental risks in Mozambique : implications for the success of adaptation and coping strategies

Policies to promote adaptation climate risks often rely on the willing cooperation of the intended beneficiaries. If these beneficiaries disagree with policy makers and programme managers about the need for adaptation, or the effectiveness of the measures they are being asked to undertake, then implementation of the policies will fail. A case study of a resettlement programme in Mozambique shows this to be the case. Farmers and policy-maker disagreed about the seriousness of climate risks, and the potential negative consequences of proposed adaptive measures. A project to provide more information about climate change to farmers did not change their beliefs. The results highlight the need for active dialog across stakeholder groups, as a necessary condition for formulating policies that can then be successfully implemented.Hazard Risk Management,Environmental Economics&Policies,Climate Change,Population Policies,Rural Poverty Reduction

Demutualization and its Problems

Over the last three decades cooperatives experienced acceleration of institutional innovation with the introduction of many variations to the reference model. It is certainly not surprising that coops changed their organizational structure over time to face the challenges of world. In the United States and in Canada they are commonly referred to as New generation cooperatives, in Italy and Spain as cooperative groups or network of cooperatives. One of the main feature of these new organizational structures is their attempt to take some advantages of the investor oriented firms (above all in capital raising activities) while retaining the mutual/cooperative status. Many of these changes have been undertaken to facilitate the growth of the enterprises both in domestic market and abroad. Due to the wideness of the phenomenon we could name the last three decades the age of hybridization. However in some cases the search for new structures went further and assumed the aspect of conversion of mutuals into stock firms. Our paper will deal with this latter part of the story, focusing on cooperatives that preferred conversion or demutualization to hybridization. The paper describes the chronology and the geography of demutualization and analyses the forces that drove it over the last decades. The main conclusion is that demutualization provided solutions for real problems, as hybridization did, however the choice between these two options seems to have been more a matter of ideology than of efficiency.

Late follow-up after thoracic duct drainage in cadaveric renal transplantation

Thoracic duct drainage was added to conventional immunosuppression with azathioprine, prednisone and, sometimes, antilymphocyte globulin in 83 patients given cadaveric kidneys, including 65 primary graft recipients. The most effective use of thoracic duct drainage was for pretreatment. Optimal conditioning was at least four weeks duration, and when lymph drainage was this long, the incidence of rejection during the first three postoperative months was reduced to 4.5 per cent. Shorter pretreatment or institution of thoracic duct drainage contemporaneous with transplantation were less effective, but the one year results were still better than those with conventional immunosuppression alone. However, the advantage gained with thoracic duct drainage during the first year was diminished in all the treatment groups by graft losses in the second postoperative year. It was concluded that, without better maintenance therapy, the full value of temporary early lymphoid depletion procedures cannot be fully exploited

Progress in and deterrents to orthotopic liver transplantation, with special reference to survival, resistance to hyperacute rejection, and biliary duct reconstruction.

Before I begin, I want to add my own personal reminiscence. I knew Dave Hume for almost 14 years, slightly for the first 4 and well for the last 10. I first talked to him at an elevator entrance at the Greenbrier Hotel in West Virginia, in April, 1959, and for the last time in April, 1973, in the lower lobby of the Century Plaza Hotel in Los Angeles. In May, 1973, I was in the railroad station in Albuquerque, New Mexico, when I learned from my grief-stricken youngest son that Dave was dead. It is strange how the exact details of these and some other memories in between, of the time I spent with Dave Hume, stand out with the same clarity as what I was doing when I learned of the bombing of Pearl Harbor, the assassination of John Kennedy, but very few other things. The most eloquent tribute to Dave Hume I have heard was the briefest, coming from a non-medical friend who told me sadly, “He really was a dynamite guy!

The complement system in renal homograft recipients

The whole serum complement and its components were studied in 24 recipients of 27 renal homografts. In 12 of 13 instances in which homograft rejection was diagnosed, it was accompanied by significant declines in CH50, IA50, C4, and C3 levels, and to a lesser degree in C1 and C2 levels. Fourteen patients had normal graft function during the postoperative course of study, and in 13 of the 14 the complement levels were within the normal range throughout. In two recipients with systemic lupus erythematosus, very low initial complement levels increased to normal levels following removal of the native kidneys, splenectomy, and the provision of a well-functioning homograft. Anticomplement activity and elevated titers of C1 and C3 inactivators were observed in some patients, but these did not correlate with the changes in CH50. The findings confirm that the complement system participates in renal homograft rejection. © 1972

Motivación laboral y su incidencia en el desempeño de los colaboradores del Área de servicios compartivos en la empresa crediscotia financiera s.a.filial cajamarca 2016

El presente trabajo de investigación tiene como objetivo determinar la motivación laboral y su incidencia en el desempeño de los colaboradores del área de servicios compartidos en la financiera CREDISCOTIA S.A filial Cajamarca en el año 2016, así mismo se determinó los factores motivacionales internos, externos, factores influyentes del desempeño laboral y el grado de correlación entre ambas variables. Se trata de un estudio cuantitativo, descriptivo, correlacional, no experimental – transversal, utilizando los siguientes instrumentos: Cuestionario de Motivación para el Trabajo (CMT) (Toro, 1992), el cual mide factores internos y externos de la motivación, los factores que influyen del desempeño dentro del medio laboral, y el Cuestionario de Motivación y Desempeño laboral, el cual se formuló y apoyo en base a los métodos de evaluación de desempeño, escala gráfica de calificación (Dessler & Verela, 2011), utilizando una escala de Likert y poder determinar la correlación. La investigación se realizó en el área de servicios compartidos, los cuestionarios se aplicaron a los 7 colaboradores, 4 colaboradores de la sección de operaciones y 3 de plataforma. Los resultados muestran que la motivación laboral y el desempeño tienen una relación positiva y significante, los factores motivacionales internos con mayor incidencia son la auto-realización y poder y los factores motivacionales externos son la promoción y grupo de trabajo, además los factores con mayor incidencia del desempeño son la aceptación de normas y valores, y aceptación de autoridad.Tesi