Internet-based Multiagent Architecture

Research in intelligent agents and multiagent systems that run on the Internet has received increased attention and importance in recent years. Since the Internet continues to grow, intelligent agent technology is progressively being introduced to many Internet-based applications for communications between different applications. The aim of this paper is to present an Internet-based architecture for multiagent systems which offers a communication infrastructure and coordination services for agents to achieve their goals. A structured architecture is proposed to support communication facilities among several agents and coordinate agent activities in distributed environments such as the Internet and Intranets. The architecture consists of 1) Application agents, 2) Communication handler, 3) Knowledge manager, and 4) Repository. (Yuen, et al. 1999; Leung, et al. 1999). These four layers cooperate together and provide common facilities necessary for typical multiagent systems or agent-based applications with various choices. An Internet-based prototype for auditing and detecting unauthorized transactions within an organization over the Internet or an Intranet is implemented to demonstrate the practicability and feasibility of the proposed Internet-based architecture for multiagent systems

The mitochondrial genome of the thermal dimorphic fungus Penicillium marneffei is more closely related to those of molds than yeasts

AbstractWe report the complete sequence of the mitochondrial genome of Penicillium marneffei, the first complete mitochondrial DNA sequence of a thermal dimorphic fungus. This 35 kb mitochondrial genome contains the genes encoding ATP synthase subunits 6, 8, and 9 (atp6, atp8, and atp9), cytochrome oxidase subunits I, II, and III (cox1, cox2, and cox3), apocytochrome b (cob), reduced nicotinamide adenine dinucleotide ubiquinone oxireductase subunits (nad1, nad2, nad3, nad4, nad4L, nad5, and nad6), ribosomal protein of the small ribosomal subunit (rps), 28 tRNAs, and small and large ribosomal RNAs. Analysis of gene contents, gene orders, and gene sequences revealed that the mitochondrial genome of P. marneffei is more closely related to those of molds than yeasts

Mutations of the BRAF gene in human cancer

Cancers arise owing to the accumulation of mutations in critical genes that alter normal programmes of cell proliferation, differentiation and death. As the first stage of a systematic genome-wide screen for these genes, we have prioritized for analysis signalling pathways in which at least one gene is mutated in human cancer. The RAS RAF MEK ERK MAP kinase pathway mediates cellular responses to growth signals. RAS is mutated to an oncogenic form in about 15% of human cancer. The three RAF genes code for cytoplasmic serine/threonine kinases that are regulated by binding RAS. Here we report BRAF somatic missense mutations in 66% of malignant melanomas and at lower frequency in a wide range of human cancers. All mutations are within the kinase domain, with a single substitution (V599E) accounting for 80%. Mutated BRAF proteins have elevated kinase activity and are transforming in NIH3T3 cells. Furthermore, RAS function is not required for the growth of cancer cell lines with the V599E mutation. As BRAF is a serine/threonine kinase that is commonly activated by somatic point mutation in human cancer, it may provide new therapeutic opportunities in malignant melanoma

A Gestão Estratégica dos Recursos Humanos nas Autarquias Locais: estudo de caso na Câmara Municipal de Cantanhede

Os Recursos Humanos são fundamentais para o prosseguimento da missão e dos objetivos de qualquer organização. A Gestão Estratégica dos Recursos Humanos, permite que uma organização alcance os seus objetivos, através do aumento da probabilidade de realização dos mesmos. Esta lógica de Gestão dos Recursos Humanos, revela-se como uma promessa explícita de eficácia organizacional, que pode ser alcançada pelo desenvolvimento do conjunto de práticas de RH internamente consistentes e adequadas aos contextos organizacionais. O concretizar de uma Gestão Estratégica dos Recursos Humanos nas organizações da Administração Pública, considerando a complexidade humana e o valor inerente, é uma via para o desenvolvimento a todos os níveis. Nas Câmaras Municipais, enquanto órgãos executivos de uma das formas de Autarquias Locais que é o Município, a Gestão Estratégica dos Recursos Humanos torna-se um investimento necessário para a melhoria contínua na prestação de serviços públicos. Isso, tendo em conta que a descentralização de competências da Administração Pública Central, para as Autarquias Locais, acarreta um aumento de responsabilidades e requer maior capacidade de resposta às demandas sociais. É no contexto da Administração Pública, em particular das Autarquias Locais, que se realiza o estudo de caso na Câmara Municipal de Cantanhede. O objetivo desta investigação é compreender a dinâmica do sector dos Recursos Humanos nas Autarquias Locais, sob a perspetiva da Gestão Estratégica dos Recursos Humanos, e perceber a importância que esta tem no desempenho global dessas organizações. O tipo de pesquisa que se materializa é qualitativo e exploratório, com a realização de observação direta, análise documental e entrevistas semiestruturadas. Verifica-se com este estudo, que é preocupação da Câmara Municipal de Cantanhede e do sector dos Recursos Humanos, desenvolver procedimentos estratégicos de Gestão dos Recursos Humanos. Apesar de ser um processo limitado pelos problemas relativos à atualização das carreiras, baixa remuneração, ausência de compensações e prémio de desempenho. Para que a Gestão Estratégica dos Recursos Humanos tenha efetivamente campo de ação, é preciso que a Gestão dos Recursos Humanos seja desmistificada enquanto conceito e experienciada de forma expressiva nas Autarquias Locais, em conjunto com o reforço da autonomia dessas organizações. / Human Resources are fundamental for the pursuit of the mission and goals of any organization. The Strategic Management of Human Resources allows an organization to achieve its objectives by increasing the probability of achieving them. This Human Resource Management logic is an explicit promise of organizational effectiveness that can be achieved by developing a set of HR practices that are internally consistent and appropriate to organizational contexts. The realization of a Strategic Management of Human Resources in Public Administration organizations, considering the human complexity and the inherent value, is a way for development at all levels. In the Municipal Councils, as an executive bodies of one of the forms of Local Authorities that is the Municipality, the Strategic Management of Human Resources becomes a necessary investment for the continuous improvement in the provision of public services. This, taking into account that the decentralization of competences of the Central Public Administration, for Local Authorities, entails an increase in responsibilities and requires greater capacity to respond to social demands. It is in the context of the Public Administration, in particular the Local Authorities, that the case study is carried out in Cantanhede Town Hall. The objective of this research is to understand the dynamics of the Human Resources sector in Local Authorities, from the perspective of the Strategic Management of Human Resources, and realize the importance it has in the overall performance of these organizations. The type of research that materializes is qualitative and exploratory, with direct observation, documental analysis and semi-structured interviews. It is verified with this study, that is concern of the Cantanhede Town Hall and of the Human Resources sector to develop strategic human resources management procedures. Although it is a process limited by the problems related to the updating of the careers, low remuneration, absence of compensations and performance bonus. In order for the Strategic Management of Human Resources to have an effective field of action, it is necessary that the Human Resources Management be demystified as a concept and experienced in an expressive way in Local Authorities, together with the reinforcement of the autonomy of these organizations

The performance of the jet trigger for the ATLAS detector during 2011 data taking

The performance of the jet trigger for the ATLAS detector at the LHC during the 2011 data taking period is described. During 2011 the LHC provided proton–proton collisions with a centre-of-mass energy of 7 TeV and heavy ion collisions with a 2.76 TeV per nucleon–nucleon collision energy. The ATLAS trigger is a three level system designed to reduce the rate of events from the 40 MHz nominal maximum bunch crossing rate to the approximate 400 Hz which can be written to offline storage. The ATLAS jet trigger is the primary means for the online selection of events containing jets. Events are accepted by the trigger if they contain one or more jets above some transverse energy threshold. During 2011 data taking the jet trigger was fully efficient for jets with transverse energy above 25 GeV for triggers seeded randomly at Level 1. For triggers which require a jet to be identified at each of the three trigger levels, full efficiency is reached for offline jets with transverse energy above 60 GeV. Jets reconstructed in the final trigger level and corresponding to offline jets with transverse energy greater than 60 GeV, are reconstructed with a resolution in transverse energy with respect to offline jets, of better than 4 % in the central region and better than 2.5 % in the forward direction