Florensis: More Catholic than the Pope?

The beauty of a family business is that it always keeps an eye on the continuity of the business. For a family business nothing is more important than long-term continuity and harmony. A good balance between family and business interests is essential24. In any case, the focus is on the long term25. How can Florensis ensure that the fifth and sixth generations and the numerous employees can still enjoy the benefits of this beautiful company. The Calvinist and Christian roots of Florensis ensured from the outset that the human factor was central and key. Without this people orientation quality production would not have been possible and without production no product and no customers could enjoy that beautiful living and green product. The call for a greener company when it comes to production ánd products becomes louder and louder. And is heard. Although the fourth generation is currently active at Florensis and the fact that there is no doubt about Florensis’ ambition to act responsibly in everything they do major challenges ahead are piling up according to Van der Bijl. They might even prevent Florensis realizing its great mission to become greener in the future

ROBOTICS: The Ponderings of an Hospital CEO in The Netherlands

A CEO of a Dutch public hospital contemplates about what he just read. This is disrupting news! It will have major consequences when this way of surgery becomes common good. It requires not only surgeons to rethink their profession but what is more important it requires a total new vision on healthcare in particular. The speed of development in the healthcare robot industry is impressive. How much longer does it take before developers find a way to transform robotic systems from being dependent to semi-autonomous to eventually, fully autonomous systems, like what he just read

Replacing the Z-phenyl Ring in Tamoxifen® with a para-Connected NCN Pincer-Pt-Cl Grouping by Post-Modification

Post-modification of a series of NCN-pincer platinum(II) complexes [PtX(NCN-R-4)] (NCN = [C6H2(CH2NMe2)2-2,6]–, R = C(O)H, C(O)Me and C(O)Et), X = Cl– or Br–) at the para-position using the McMurry reaction was studied. The synthetic route towards two new [PtCl(NCN-R-4)] (R = C(O)Me and C(O)Et) complexes used above is likewise described. The utility and limitations of the McMurry reaction involving these pincer complexes was systematically evaluated. The predicted “homo-coupling” reaction of [PtBr(NCN-C(O)H-4)] led to the unexpected formation of 3,3′,5,5′-tetra[(dimethylamino)methyl]-4,4′-bis(platinum halide)-benzophenone (halide = Br or Cl), referred to hereafter as the bispincer-benzophenone complex 13. This material was further characterized using X-ray crystal structure determination. The applicability of the pincer complexes in the McMurry reaction is shown to open a route towards the synthesis of tamoxifen-type derivatives of which one phenyl ring of Tamoxifen® itself is replaced by an NCN arylplatinum pincer fragment. The newly synthesized derivatives can be used as potential candidates in anti-cancer drug screening protocols. Two NCN-arylpincer platinum tamoxifen type derivatives, 5 and 6, were successfully synthesized and of 5 the separation of the diastereomeric E-/Z-forms was achieved. Compound 6, which is the pivaloyl protected NCN pincer platinum hydroxy-Tamoxifen® derivative, was obtained as a mixture of E-/Z-isomers. The new derivatives were further analyzed and characterized with 1H-, 13C{1H}- and 195Pt{1H}-NMR, IR, exact mass MS and elemental analysis.This research was partly funded by the Council for Chemical Sciences of the Netherlands Organization for Scientific Research (NWO/CW) G.D.B., M.L

Advantages and disadvantages of an objective selection process for early intervention in employees at risk for sickness absence

<p>Abstract</p> <p>Background</p> <p>It is unclear if objective selection of employees, for an intervention to prevent sickness absence, is more effective than subjective 'personal enlistment'. We hypothesize that objectively selected employees are 'at risk' for sickness absence and eligible to participate in the intervention program.</p> <p>Methods</p> <p>The dispatch of 8603 screening instruments forms the starting point of the objective selection process. Different stages of this process, throughout which employees either dropped out or were excluded, were described and compared with the subjective selection process. Characteristics of ineligible and ultimately selected employees, for a randomized trial, were described and quantified using sickness absence data.</p> <p>Results</p> <p>Overall response rate on the screening instrument was 42.0%. Response bias was found for the parameters sex and age, but not for sickness absence. Sickness absence was higher in the 'at risk' (N = 212) group (42%) compared to the 'not at risk' (N = 2503) group (25%) (OR 2.17 CI 1.63–2.89; p = 0.000). The selection process ended with the successful inclusion of 151 eligible, i.e. 2% of the approached employees in the trial.</p> <p>Conclusion</p> <p>The study shows that objective selection of employees for early intervention is effective. Despite methodological and practical problems, selected employees are actually those at risk for sickness absence, who will probably benefit more from the intervention program than others.</p