Genetic developments in breast cancer

In this paper I have reviewed the current literature on the genetic mutations found in association with breast cancer. More emphasis has been given to BRCA1 because of the excitement generated with the cloning of this breast cancer susceptibility gene. A number of somatic mutations have been described (loss of heterozygosity, overexpression, and other mutations) in breast cancers. While strides have been made in unraveling the genetic basis of hereditary breast cancer (10 to 15 percent of all breast cancers), the genetic causes of most sporadic breast cancer (which comprise 85 to 90 percent) have yet to be discovered but they are likely the result of a step wise progression of cumulative genetic events, similar to those seen in colon cancer.     

The California Nurse Mentor Project: every nurse deserves a mentor

In the rush to fill positions, newly hired and transitioning RNs are increasingly put into demanding roles without adequate clinical or organizational preparation. One approach that has shown promising preliminary success in enhancing nursing job satisfaction and increasing long-term retention is the use of trained nurse mentors who are paired with newly hired or new graduate nurses to provide ongoing support, guidance, and assistance. The California Nurse Mentor Project was a 3-year pilot project whose goal was to create a replicable program designed to improve the quality, sensitivity, and effectiveness of patient care through enhanced retention of nurses, including multicultural, multilingual, and male nurses. The pilot implementation of the California Nurse Mentor project has been extremely successful. Attrition rates are lower for nurses who are enrolled in the program than those who did not. Both mentors and mentees report that the program has impacted several areas, including their job satisfaction and professional confidence. Preceptor training, according to participant feedback, shows lasting effects on their pedagogy even a year after attending the training.     

中国走新型工业化道路的理论依据及对策

1 引言 中国如何走出一条新型的工业化道路,从而实现增长方式的转变?这就需要转变在传统工业化模式下形成的思维定势;建立能激励科学研究和技术在生产中运用的制度和机制,加快技术进步;     

基于期货与期权的套期保值策略

人们在交易现货时,时刻受到价格风险的冲击,使用套期保值策略可以有效地规避这种现货价格风险.套期保值策略是使用期货工具对将来交易现货的价格风险进行对冲,或者使用期权工具改变将来交易现货时出现的不利局面.人们以期货作为工具进行套期保值研究较多,1979年Ederington提出了最小方差法.近年来国内学者又提出了最大效用套期保值和组合套期保值.然而,对使用期权作为工具进行套期保值的研究比较少.本文研究同时使用期货和期权两种工具共同对现货进行套期保值,规避在将来进行现货交易时所遇到的现货价格风险.     

浅论中国走新型工业化道路的策略

本文通过对世界南北方经济格局分析，给出了中国走新型工业化道路的思路，提出了中国只有走新型工业化道路才能促进经济发展的具体策略和对策建议。     

快速发展中的快速消费品市场——AC尼尔森《放眼中国市场》报告

据AC尼尔森近期发布的2005年《放眼中国市场》报告显示:2004年中国快速消费品市场整体增长了7个百分点,30 个主要品类当中有20个呈正增长,其中10个品类的增长率达到了两位数。每年一度的《放眼中国市场》报告结合了AC尼尔森的零     

The competitive imperative of learning

Most executives believe that relentless execution--efficient, timely, consistent production and delivery of goods or services--is the surefire path to customer satisfaction and positive financial results. But this is a myth in the knowledge economy, argues Edmondson, a Harvard Business School professor. She points to General Motors, which for years has remained wedded to a well-developed competency in centralized controls and efficient execution but has steadily lost ground, posting a record $38.7 billion loss in 2007. Such an execution-as-efficiency model results in employees who are exceedingly reluctant to offer ideas or voice questions and concerns. Placing value only on getting things right the first time, organizations are unable to take the risks necessary to improve and evolve. By contrast, firms that put a premium on what Edmondson calls execution-as-learning focus not so much on how a process should be carried out as on how it should evolve. Since 1980 General Electric, for instance, has continued to reinvent itself in every field from wind energy to medical diagnostics; and it enjoyed a $22.5 billion profit in 2007. Organizations that foster execution-as-learning provide employees with psychological safety. No one is penalized for asking for help or making a mistake. These companies also employ four distinct approaches to day-to-day work: They use the best available knowledge (which is understood to be a moving target) to inform the design of specific process guidelines. They encourage employee collaboration by making information available when and where it's needed. They routinely capture data on processes to discover how work really happens. Finally, they study these data in an effort to find ways to improve execution. Taken together, these practices form the basis of a learning infrastructure that makes continual learning part of business as usual.     

论高等教育主客体评价观的对立与统一

评价主客体的价值观是影响高等教育评价效果的重要因素,评价主客体之间的价值差异是＂工具理性＂与＂价值理性＂的差异。但是,这种差异能在共同利益的基础上实现统一。当高等教育评价主客体间达成价值认同时,在评价过程中,主客体将会在价值理性的引领下,重新审视自己的评价观,不断地在利益博弈中调整、取舍,在保证价值理性的基础上实现自身利益的最大化。于是,减少以至消弭了评价过程中主客体间的价值冲突和利益对立与行为相左,形成了一个健康、公正、有序、有效的高等教育评价环境。