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Mittermayer, Andreas. "Generational Diversity and the Conflict of Interpretation." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-43643.
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During the last years, diversity has been a hot topic for both researchers and professionals. In global markets with an increased competition, appropriate management of diversity within an organization might be highly relevant for the success of a company. One kind of diversity is the differences in ages of an organization’s workforce. Today, up to four different generations, each with different characteristics, attitudes, and peculiarities, work together at the workplace. To ensure fruitful, productive, and effective collaboration, cooperation, and cohabitation, leaders are often responsible to manage intergenerational encounters and to delegate tasks in an appropriate way. In fact, leaders and subordinates of different ages and generations have always had to collaborate in organizations. However, especially in today’s times of rising market pressure, increasing complexity and with various increased demands on organizations, a deeper understanding of how leaders might be able to effectively lead their followers and subordinates is of a high value for themselves and organizations.The purpose of this Thesis is it to examine how leaders should behave in intergenerational encounters, i.e. how they should act and communicate to their followers and subordinates of different ages in a way that makes sense to the latter.Within this Thesis, the methodological approach of Grounded Theory is applied. For this purpose, a qualitative research was conducted in which qualitative data was gathered through an examination of the existing literature about leadership, diversity in organizations, and generations. Additionally, eight interviews with leaders, coaches, and professionals from human resource development departments in organizations were conducted. By analyzing those interviews and combining the findings with data from the existing literature, a concept of A Leader’s Generational Intelligence emerged. This concept is composed of the categories Appropriate Behavior Regarding Other Generations, Open Mental Attitude, and Knowledge and Experience. It is assumed that if leaders possess these three elements, they might be able to perform more effectively in intergenerational encounters and might succeed in their attempts to make sense regarding their followers of different ages.The findings of this Thesis may contribute to the discussion about how to appropriately and effectively manage diversity, especially when it comes to generational diversity. For this reason, the outcome of this Thesis might be valuable for future research but also for leaders and professionals.
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Sayers, Roslyn, and roslyn sayers@rmit edu au. "Australia's Changing Workplace: A Generational Perspective." RMIT University. Economics, Finance and Marketing, 2006. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20070122.102821.
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This research investigates generational differences in Australian workers. In particular it focuses on changing trends and influences in the workplace and how different generations view and deal with these changes. The study focuses on Baby Boomers (born 1945-1963), Generation X (born 1964-1977) and Generation Y (born 1978 - 1994) across four industry sectors: Corporate, Education, Government and Not for Profit. The Australian workforce currently consists of four generations - all having distinct characteristics, working styles, needs and expectations. These differences pose challenges and opportunities to workforce management. The first step in managing the generations and their differences is to identify where the differences lie and to understand how best to cope with and exploit these differences. This research, in taking a generational cohort perspective towards analysing the modern workplace, seeks to explore how the different generations view the trends and influences that impact their work; and their attitudes towards technology, communication, work/life balance, organisational loyalty, attraction, engagement and retention. The study uses a multi-phase qualitative approach and includes in-depth interviews with a range of Australian industry experts; discussion groups held with Gen Ys, Gen Xers and Baby Boomer employees, in four organisations across four industry sectors; and in-depth interviews with senior executives in the same four organisations. This research will have significance to all organisations especially those that employ workers from across the generations and who are managing a multigenerational workforce. The findings will have practical application to organisational policy development in areas such as, work/life balance, attraction, engagement and retention of employees, reward and recognition systems, technology in the workplace and training and development. The study adds to the body of knowledge in workforce management, and in particular to the emerging body of knowledge on generational cohort analysis of the workplace in the Australian context. The study found significant generational differences that when harnessed and managed effectively, can contribute to the output and performance of the organisation as a whole.
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McArthur-Grill, Luan. "Generational diversity in a South African corporate: myth or reality? A study investigating the relationship between age and work values." University of the Western Cape, 2011. http://hdl.handle.net/11394/5370.
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Magister Commercii - MComDiversity management in South Africa, post 1994, has increasingly become a focal area when considering strategic human resource issues in the corporate environment. To date "traditional" diversity topics have largely centered around the differences in employees' race, culture, gender, language and disability status, and scores of academic and management text has been produced in this regard since the birth of democracy in this country, sixteen years ago. Whilst change on the political front has been vanguard, resultant societal change has largely been ignored by corporate South Africa. The era of equal opportunity has led to changes in income levels, consumer buying power and demographics and has paved the way for a new breed of human capital in the workplace. One particular breed, having been raised in the New South Africa, has shared experiences and backgrounds which are completely different to that of their parents and their grandparents. Their common location in history has dramatically shaped their belief systems and their expectations of life in general, with work life being a major facet thereof. These generational differences has resulted in tensions in the workplace where it has become evident that employees of varying ages are finding it difficult to 'speak the same language'. The concept of generational diversity has its roots in Generational theory, the underlying hypothesis on which this study rests. This hypothesis, as postulated by American researchers, Strauss and Howe (1993), states that every generation has a common set of beliefs and behaviours, a common location in history and a common perceived membership. These in turn shape the generational group's core values and view on life and work. Authors such as Zemke, Raines & Filipczak (2000), Kupperschmidt (2000), and Lancaster & Stillman (2003) point out that understanding the differences that exist between employees of varying ages can potentially enhance organizational culture, increase productivity and minimize conflict. However, very little academic research on this topic has been undertaken in the South African context, and it is against this backdrop that this exploratory study endeavoured to test the hypothesis in a local context. The study surveyed a national group of employees of varying ages, who work for a large financial services organization, headquartered in the Western Cape. The major aim was to develop a hierarchy of work values, suggesting a relative ranking and ordering of important workplace attributes, per generational cohort to either support or disprove the hypothesis.
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Akwuole, Peter C. "Generational Age Differences and Employee Motivation in the Public Sector." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3739.
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Motivation is rarely used as a diversity management strategy, and as a result, little academic research explores the relationship between generational age differences and motivation in public sector management. Using Deci's intrinsic and extrinsic motivation theory as the foundation, the purpose of this correlational design study was to evaluate the relationship between generational age differences and employee motivation in a Maryland government agency. Data were collected through an online survey using the Work Preference Inventory from 35 of the agency's 5585 employees, born between 1946 and 2000. Data were analyzed using one-way analysis of variance with post-hoc tests to assess the relationship between the intrinsic and extrinsic motivations of Baby Boomers, Generation X, and Generation Y. Findings of the ANOVA revealed that there were no statistically significant associations between the 3 generational cohorts regarding intrinsic or extrinsic motivations suggesting that there are no differences among the 3 generations in terms of preferences. However, an analysis of correlations between intrinsic and extrinsic motivations for both Baby Boomers and Generation X were strongly positive at r = .862 and .602 respectively, but strongly negative for Generation Y at r = -0.856. One of the social change implications stemming from this study is the recommendation for public organizations to explore a blend of intrinsic and extrinsic motivations to attract and enhance the longevity of members of each generational group in the public sector. This provides a more balanced and cost effective approach in sustaining generational diversity in the sector through employee motivation. This will benefit the general public because they could receive efficient services offered with minimal personnel cost.
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Phillips, Lisa. "Staff retention and generational diversity : workplace characteristics that predict affective commitment and turnover intentions /." [St. Lucia, Qld.], 2007. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe20085.pdf.
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Barnes, Nina. "The retention factors of call centre agents at a financial institution in the Western Cape." Thesis, University of the Western Cape, 2013. http://hdl.handle.net/11394/4566.
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Magister Commercii (Industrial Psychology) - MCom(IPS)The aim of the study was to identify the retention variables highlighted as most important by call centre agents at a financial institution in the Western Cape. In addition, to assess which of the independent variables they place more importance on; and to determine whether differences exist between the retention variables highlighted as most important by the respective age and gender groups.
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Bober, Amy L. "A renewed focus on generational issues in the workplace." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 2005. http://www.kutztown.edu/library/services/remote_access.asp.
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Thesis (M.P.A. )--Kutztown University of Pennsylvania, 2005.Source: Masters Abstracts International, Volume: 45-06, page: 2932. Typescript. Abstract precedes thesis as 2 preliminary leaves (iii-iv). Includes bibliographical references ( leaves 91-93 ).
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Misdi, Masita. "Multigenerational Perspectives on Job Satisfaction among Hotel Employees." OpenSIUC, 2019. https://opensiuc.lib.siu.edu/dissertations/1758.
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Previous research has shown that job satisfaction contributed to better employee engagement and intention to stay in organizations. Hotel employees who are satisfied with their job pursue their job tasks in a quality manner which possibly will establish competitive advantage for hotel organizations. This study extended the prior work of intrinsic motivation from the job itself based on Job Characteristics Model by examining: (1) the differences in job satisfaction of chain hotel employees from three generations; Baby Boomers, Generation X, and Millennials, and (2) to compare and contrast the generational perspectives on job satisfaction. The job satisfaction was measured in terms of the core job characteristics, critical psychological states, aspects of the jobs, and feeling of other employees with similar jobs. The Job Diagnostic Survey (JDS) was used in this study with some demographic questions. A purposive sample of 108 chain hotel employees from five hotel chains in three counties in southern Illinois participated in this survey. One way ANOVA and Welch ANOVA were conducted to investigate the differences between groups. The Games-Howell post-hoc test was used to confirm group differences. Overall differences were found between Baby Boomers and Millennials and between Baby Boomers and Generation X. There were no overall differences found between Generation X and Millennials. The findings indicated that Baby Boomers have the most engagement in the workplace and have more intention to stay in hotel organizations.
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Herzig, Anne, and Jessica Treffler. "Cohabitation in Multigenerational Workplaces : Leader-Follower Relationships between Millennials and Baby Boomers." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-74630.
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Due to a demographic change in today’s society, it often occurs that people from different generations cohabitate in workplaces with each other. Due to this change, we observe a re-orientation of society and its beliefs and values, which affects not only organizations themselves, but also the work relationship between younger and older generations and explicitly the relationship between a leader and a follower. Generational diversity evolves, which can have a positive but also a negative impact on the workforce in organizations. The aim of this master thesis is to give an insight of how generations experience their leader-follower relationships in multigenerational workplaces, on the example of Millennials and Baby Boomers. For this purpose, a tendency to an inductive research approach was chosen. Firstly, a theoretical background is comprised, which includes a description of generations as well as leader-follower relationships. Secondly, a qualitative empirical study was pursued, with interview participants of the Millennial as well as Baby Boomer generation, in either leading or following positions. Based on the empirical data, nine areas of experience were discovered. These include open communication connected with honesty, work climate, mindset towards change, learning from each other, appreciating each other, respect, trust, intensity of relationship and preconceptions. The experiences of Millennials and Baby Boomers in leading as well as following positions can be categorised in these areas. The findings shall serve as a contribution for leaders as well as followers who cohabitate with each other in multigenerational workplaces. The study provides an insight of what Millennials and Baby Boomers value and expect in their workplace today, with the help of which a positive work climate can be ensured.
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Erel, Erinc. "Multi-generational Workforce As A User Group: A Study On Office Environments." Master's thesis, METU, 2010. http://etd.lib.metu.edu.tr/upload/12611328/index.pdf.
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Today, as a result of the improvements especially in the area of medical sciences, conditions of life have changed and the work period has been prolonged. Currently more than one generation has been living together, and even working together. In recent years, it is observed that generationally diverse environments and product or services addressing multi-generational user groups have attracted the attention of particularly the marketing sector and this attention to the generational diversity has become a trend in the design field just as it has in many other areas.
This study analyses the design assets of the office environments from the perspective of the important characteristic of the workforce, namely the generational diversity. Designing the office environment by taking only the current and future generations into consideration is not a sufficient way anymore. So, office designers are expected to consider also the older generations existing at the same environment. This trend towards generational diversity has started with the designs and arrangements of home environmentslater, due to the advantages it has provided for the organizations&rsquo
success, it has gradually spread towards the designs of office environments. In this study, the work habits of generations have been analyzed initially and then it has been related to the office environments and work cultures. At the end of the study, the effects of multi-generational workforce on the office environment design assets have been discussed.
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Espinoza, Chip. "Millennial Integration: Challenges Millennials Face in the Workplace and What They Can Do About Them." Antioch University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1354553875.
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Swearingen, Sandra. "NURSING LEADERSHIP CHARACTERISTICS: EFFECT ON NURSING JOB SATISFACTIO." Doctoral diss., University of Central Florida, 2004. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4092.
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ABSTRACT The purpose of this research is to determine the degree to which a positive experience with nursing leadership increases nurse's job satisfaction. The different values and norms of the generational cohorts result in each cohort perceiving leadership characteristics differently. Factors such as length of exposure to leadership, location, shift worked, clinical versus non-clinical positions and the presence or absence of Servant-Leadership, all have the potential to impact nursing satisfaction. Nursing satisfaction, or dissatisfaction impacts retention, further modifying nursing leadership practices. Conflict, Cohort, Servant-Leadership, and Self-Discrepancy theories were utilized to identify the relationships of generations to each other and to the leadership characteristics existing in their organizations. Two Central Florida healthcare organizations were utilized to obtain data regarding leadership characteristics, generational cohort and nursing satisfaction indicators. A total of 440 survey questionnaires were distributed, 182 were returned, a response rate of 41%. Factor Analysis utilizing principal component analysis was performed to reduce the 57 variables contained within questionnaires to one construct that represented a leadership characteristics variable. This variable was utilized to test 3 of the hypotheses. Principal component analysis was utilized to reduce 10 characteristics of Servant-Leadership, to a construct that represented a Servant-Leadership variable. Qualitative data was collected from 25 interviewees and was used to enrich and supplement the quantitative data from the survey questionnaires. Nursing leadership characteristics affect nursing satisfaction as demonstrated by this research. The more positive the perception or experience of nurses in relation to nursing leadership, the more job satisfaction increases. Even though literature states that Generation X employees exhibit less job satisfaction, due to generational specific values and norms, generational cohort did not demonstrate significance in this study. A positive perception of nursing leadership characteristics demonstrated a positive impact on nursing retention within an organization. Nurses who are satisfied with leadership characteristics tend to stay with that organization. The presence of Servant-Leadership characteristics also demonstrated a positive impact on nursing job satisfaction and retention. Leaders that demonstrate Servant-Leadership characteristics engender increased job satisfaction for their employees and increased retention of nurses for their organizations.Ph.D.
Department of Health Professions
Health and Public Affairs
Public Affairs: Ph.D.
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Fekete, Krisztína. "Work-life balance and its role in organizations." Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-191709.
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This thesis analyses the Diversity and Inclusion (D&I) practices in international organizations, especially in the Hilti Group with a special focus on the Czech and Slovak market organizations. The goal is to develop recommendations for the improvement of Hilti's existing practice in gender, generational, global diversity and inclusion. The theoretical part provides an overview of the academic background of D&I, its management, evolution and trends with a special focus on gender and generational diversity. It is followed by best case practices for selected D&I benefits. As a next step, in cooperation with Hilti, a thorough analysis of gender, generational, global diversity and inclusion was conducted with the purpose of comparing global, regional and local outcomes. Moreover, this empirical part aims to get a deeper understanding of the current situation regarding D&I for the market organizations in the Czech and Slovak Republics. The hypothesis that Hilti has developed appropriate initiatives to further implement D&I into its culture, has been confirmed. For further improvement, some suggestions have been proposed. The recommendations for each diversity dimension (gender, generations, global) are based on the literature described in the theoretical part of this paper, best case practices, and also the own ideas of the author.
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Gildenhuys, Annelie. "Leadership style as a component of diversity management experience / Annelie Gildenhuys." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2006.
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Kramb, Michael. "How to Navigate in a Generationally Diverse Workforce: A Multi-Case Study on Leaders Who Manage a Multigenerational Team." Ashland University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=ashland1612517688539311.
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Lasten, Yamil Walid. "Strategies for Managing an Age-Diverse Workforce in Curaçao." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3043.
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Some business leaders find it challenging to manage individuals from different age groups; this is an issue, as organizations in many developed countries become more age-diverse. The purpose of this single case study was to provide business leaders with information about strategies top-level business executives and team leaders at a large company in Curaçao (a developed island nation in the Caribbean) use for enhancing productivity of an age-diverse workforce. The conceptual framework of this study consisted of generational theory of Mannheim. A key tenet of the generational theory includes that belonging to the same generational unit, generational location, and generational actuality shapes the beliefs, values, and attitudes of members of a generational cohort collectively. Data from interviews and company documentation that included an annual report, business guide, and performance management documentation were coded and analyzed using NVivo software, and member checking was used to enhance the trustworthiness of interpretations. Key themes that emerged from data analysis include the need to use communication strategies, foster equal treatment of employees, implement employee development plans, and adopt a structured approach for addressing issues related to age-diversity. Implementation of the different strategies and recommendations identified in this study might aid business leaders in their effort to manage an age-diverse workforce and increase workplace productivity. Implications for social change include the potential to improve empathy and relations between individuals from different generations and the cultivation of a more cohesive society.
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Hayat, Hassan. "Polar vortex and generation fuel diversity." Kansas State University, 2015. http://hdl.handle.net/2097/19094.
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Master of ScienceDepartment of Electrical and Computer Engineering
Anil Pahwa
The unusual weather events during the polar vortex of 2014 illuminated the needs for fuel diversity for power generation in order to allow reliable operation of the electricity grid. A system wide reliability assessment for winter months should be undertaken in addition to the summer months to ensure reliable operation of the electricity grid throughout the year. Severe weather conditions that lead to equipment malfunction during the polar vortex should be thoroughly investigated and remediations to ensure satisfactory future performance of the grid must be undertaken. Environmentally unfriendly emissions from power plants must be minimized but diversity of generation fuel must be maintained. Future energy policies must be formulated with consideration that approximately 14 GW of coal generation in Pennsylvania Jersey Maryland Regional Transmission Organization’s control area available during the polar vortex will be retired by 2015 and replaced with plants that utilize fuel types other than coal.
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Andersson, Erik W. "Gain and diversity in multi-generation breeding programs /." Umeå : Swedish Univ. of Agricultural Sciences (Sveriges lantbruksuniv.), 1999. http://epsilon.slu.se/avh/1999/91-576-5629-0.pdf.
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Weinstein, Kathryn Elizabeth. "Generation of Diversity During the Survival of Streptococcus pyogenes." Diss., Temple University Libraries, 2010. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/105846.
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Microbiology and ImmunologyPh.D.
Streptococcus pyogenes is a human-specific pathogen that can cause a wide variety of diseases. These diseases range from the relatively mild pharyngitis and impetigo to invasive diseases such as necrotizing fasciitis to post-streptococcal sequelae such as rheumatic heart disease. The bacteria are frequently carried asymptomatically and may cause recurrent disease. Corresponding with their etiologic variation amongst diseases, clinical isolates demonstrate diverse virulence factor expression and random genetic mutations. In these studies, we examine the role of intracellular residence during survival as a niche for the diversification of S. pyogenes. Survival was previously studied using two in vitro systems: long-term stationary phase survival in culture and survival within epithelial cells in the presence of extracellular antibiotics. The surviving populations diversified, giving rise to stable strains with alternate colony morphologies, distinct proteomes, and altered metabolic properties. Further analysis in these studies showed that alterations in colony morphology were not solely observed during survival, but could also be induced in models mimicking acute infection. However, diversification in certain metabolic pathways occurred only during survival, and this metabolic diversification was observed at the transcriptional level. Further, one of three clinical isolates from patients with recurrent pharyngitis was altered in its metabolic profile, suggesting metabolic diversification may be occurring in vivo. The survivor strains had varied transcriptional changes in the genes encoding the virulence factors emm, slo, and speB. All of the stationary phase-derived survivor strains and two intracellular survival-derived strains had attenuated virulence in zebrafish. Most of the attenuated strains disseminated to the spleen and were cleared within three days. A whole blood killing assay showed a strong correlation between bacterial killing and emm expression. While the diversification appeared random, these strains retained their multilocus sequence type (MLST). These results suggest S. pyogenes strains with the same MLST, but diverse virulence properties, may arise during survival in the host.
Temple University--Theses
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Emelianova, Katie. "Using next generation sequencing to investigate the generation of diversity in the genus Begonia." Thesis, University of Edinburgh, 2017. http://hdl.handle.net/1842/29584.
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Begonia is one of the most diverse genera on the planet, with a species count approaching 2000 and a distribution across tropics in South America, Africa and South East Asia. The genus has occupied a vast range of niches; many highly variable growth forms can be found across the distribution, and species exhibit very diverse morphologies, even in closely related species. A recent study has revealed a putative whole genome duplication (WGD) event in the evolutionary history of Begonia, which has prompted an interest in investigating the impact gene and genome duplication has had on the diversification of Begonia. To answer questions about phenotypic and ecological diversification in Begonia, two species from South America, B. conchifolia and B. plebeja were chosen as study species based on their close phylogenetic relationship and divergent ecology and phenotype. RNA-seq data for six tissues from B. conchifolia and B. plebeja was generated using the Illumina sequencing platform, and normalised relative expression data was obtained by mapping reads to transcripts predicted from the B. conchifolia draft genome. A bioinformatics pipeline was devised to compare expression profiles across 6 different tissues between duplicated gene pairs shared between B. conchifolia and B. plebeja. Gene duplicate pairs were selected as candidates if they showed divergent expression in one species but not in another. Such duplicate pairs are suggestive of neofunctionalization in one species, providing evidence of a potential basis for phenotypic divergence and diversification between B. conchifolia and B. plebeja. Two duplicate pairs were identified as showing such divergent expression patterns as well as being functionally ecologically relevant, Chalcone Synthase and 3-Ketoacyl-CoA synthase, involved in anthocyanin biosynthesis and wax biosynthesis respectively. Investigation of expression and duplication patterns in both gene families showed the candidate gene families to be strikingly different. While 3-Ketoacyl-CoA synthase showed deeper duplications shared with outgroup taxa, Chalcone Synthase appeared to be expanded very recently, with a burst of duplications specific to the genus. 3-Ketoacyl-CoA synthase showed examples of partitioned expression by tissue for different gene family members, with at least five members of the gene family being highly expressed in one or two tissues only. Chalcone Synthase, however, showed dominance of one basal gene family member. Other Chalcone Synthase members, though expressed at lower levels, showed some evidence of reciprocal silencing in B. plebeja, though this pattern was not observed in B. conchifolia. Further investigation of the Chalcone Synthase gene family revealed lineage specific duplication in B. plebeja, and more extensive differential duplication patterns were found across other South American Begonias. Additionally, signals of positive selection were found in two branches on the Chalcone Synthase phylogeny.
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Rosander, Rebecca. "Generation X och Y- deras behov av ledarskap i arbetslivet." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-25016.
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På arbetsmarknaden finns det åtminstone tre olika generationer. Då alla generationer fostras på olika sätt beroende på när de är uppväxta kan det skapas svårigheter kring samarbete, ledarskap och lojalitet i arbetslivet. Vissa menar att dessa generationer är väldigt olika och att de behöver olika typer av ledarskap. Denna studie behandlar skillnader och likheter mellan generation X och Y och hur de ser på hur deras närmsta chef och hur organisationen bör vara. Resultaten av denna kvalitativa intervjustudie med totalt åtta respondenter visar att det finns indikationer på en skillnad mellan generation X och Y då de beskrivit att de har olika behov och uppskattar olika typer av ledare. När så pass många och olika generationer finns på arbetsmarknaden samtidigt kan det vara svårt för cheferna att möta varje enskild generation med en anpassad ledarskapsstil. Det vore istället att föredra om cheferna skapade en ledarskapsstil som fungerade oberoende av generation.
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Zarif, Saffari Amin. "Exploring the diversity of unmapped reads from human deep sequencing." Thesis, Uppsala universitet, Institutionen för biologisk grundutbildning, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-194782.
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currently DNA and RNA sequencing are performed as standard parts of many scientific experiments. While the majority of the reads produced in these experiments do map to the genome of the organism of interest there are a significant fraction that do not. These reads have often been viewed as uninteresting and thus discarded, sometimes explained as errors created in the sequencing process. However, there may be a real possibility that these reads actually contain genomic sequences belonging to, but not currently in the genome ofthe organism investigated, as well as information about other organisms which live and thrivein the sample material. Considering this, it is of great interest to investigate these reads to see if they contain any usable information. In this project the unmapped reads from SOLiD sequencing of blood and saliva from a twin pair were assembled. The assembled parts were thencompared to different blast databases to investigate if similar genomic regions are reported inother species. We can conclude that indeed a large fraction of the contigs found in this assemblyhave homology to bacterial genes while other contigs share similarity to genomic regions foundin apes and other species closely related to us. All in all the results show that there is more to the unmapped reads than just sequencing errors.
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Milligan, Rodney S. "Conflict and Diversity Associated with Four Generations in the Workforce." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2222.
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Four generations of workers share the workforce for the first time in history. Business leaders' failure to address generational conflict may lead to low productivity, high turnover rates, employee frustration, and reduced profits. The purpose of this phenomenological study was to explore the experiences of business leaders, managers, and supervisors in leading a multigenerational workforce within their companies. The conceptual framework was based on McClelland's theory, identifying key motivators that drive characteristics of people, including affiliation. A purposive sample of 20 local employees, spanning 4 generations from the retail grocery industry in Hampton Roads, Virginia, were interviewed to explore general characteristics, attitudes, values, and behaviors at work. Transcribed interview data were divided into categories to find shared phenomenon and identify themes based on the participants' perceptions. The findings were categorized and coded, patterns were established, and themes were generated to answer the central research question. Trustworthiness of the interpretations was achieved through member checking. The findings from this study revealed that the employees perceived that business leaders, managers, and supervisors lacked sufficient knowledge to successfully communicate with their employees or peers from different generations in the workplace. The employees perceived that those communication failures and lack of interaction between the different generations generated conflict. The implications for positive social change include the potential to bridge the gap between younger and older workers and minimize conflict resulting from miscommunication among the different age groups.
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Stifani, Nicolas. "Generation of motor neuron diversity in the cervical spinal cord." Thesis, McGill University, 2012. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=106433.
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Motor neurons are important neuronal cell types in charge of controlling the contraction of effector muscles. In order to be able to generate complex movements specific groups of motor neurons (termed pools) must form precise connections with the muscles they innervate. Spinal cord motor neuron identities are specified by the coordination of extrinsic signals and intrinsic sets of transcription factors expressed by undifferentiated progenitors and maturing neurons. In an effort to elucidate the intrinsic mechanisms that control the formation of defined motor neuron pools, the detailed expression pattern of the runt-related transcription factor 1 (Runx1) was characterized. Runx1 is expressed in restricted populations of spinal motor neurons in the cervical segments during their post-mitotic development. Therefore, the expression of Runx1 enlightens the identity of specific motor neuron populations during their development. Loss of Runx1 function does not affect the survival of these motor neurons but results in a loss of expression of motor neuron-specific genes and a concomitant activation of interneuron-specific genes. Conversely, ectopic expression of Runx1 in the spinal cord of developing chick embryos suppresses interneuron gene expression and promotes motor-neuron differentiation programs. These results suggest that Runx1 is both necessary and sufficient to suppress interneuron-specific developmental programs and promote maintenance of motor neuron characteristics. These findings identify Runx1 as an important factor during the consolidation of selected spinal motor-neuron identities. As a result of these findings, this thesis provides an accurate description of spinal motor neuron identities during the period of their formation. Furthermore, these results suggest that maturing motor neurons must ensure the persistence of their motor identity throughout embryonic life by dynamically maintaining motor neuron gene expression and persistently suppressing interneuron developmental program.Les motoneurones sont des cellules nerveuses qui ont un rôle primordial : le contrôle de la contraction des muscles. Afin de réaliser des mouvements complexes, les motoneurones doivent conserver l'identité des muscles qu'ils innervent. L'identité des motoneurones de la moelle épinière s'acquière par l'action conjointe et coordonnée de signaux extrinsèques et de facteurs de transcription intracellulaires. Dans ce contexte, l'expression du facteur de transcription, runt-related transcription factor 1 (Runx1), a été étudié. Runx1 est exprimé de façon transitoire durant le développement post-mitotique embryonnaire de certaines populations spécifiques de motoneurones limités aux segments cervicaux de la moelle épinière. L'inactivation de la fonction de Runx1 n'affecte pas la survie de ces motoneurones mais résulte en une diminution de l'expression de certains gènes impliqués spécifiquement dans le développement des motoneurones ainsi qu'à une activation concomitante de l'expression de gènes impliqués exclusivement dans le programme de développement des inter-neurones. À l'inverse l'expression ectopique de Runx1 dans la moelle épinière d'embryons de poulet réprime l'expression de gènes spécifiques aux inter-neurones et stimule le programme de différentiation des motoneurones. L'ensemble de ces résultats suggère que Runx1 est non seulement nécessaire mais également suffisant pour supprimer le programme de différentiation des inter-neurones et promouvoir la maintenance de caractéristiques propres aux motoneurones. Cette thèse fournit une description précise de l'identité des motoneurones durant leur développement. Ces résultats présentent Runx1 comme un acteur important dans la consolidation de l'identité des motoneurones de la moelle épinière et suggèrent que les motoneurones en développement doivent maintenir la répression de l'expression de gènes impliqués dans développement des inter-neurones afin de conserver l'intégrité de leur identité.
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Abu, Bakar Suhaili. "Generation of diversity at the human beta-defensin copy number." Thesis, University of Nottingham, 2010. http://eprints.nottingham.ac.uk/11553/.
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Submicroscopic structural genomic variation includes copy number variation (CNV) that can result changes in DNA dosage, and the impacts can be observed on common disease, metabolism, and heritable traits such as colour vision and rhesus blood group. Human beta-defensins form a cluster of at least seven genes on human chromosome 8p23.1, with a diploid copy number commonly ranging between 2 and 7 copies. They encode small secreted antimicrobial peptides with cytokine-like properties which are found expressed at high levels in psoriasis patients, and copy number at this locus has been found to be associated with inflammatory bowel disease, particularly colonic Crohn’s disease. The focus of this thesis has been divided into two studies; looking for the origin of diversity at the human beta-defensins copy number, and development of a multiplex PRT measurement system for accurately typing the beta-defensin region in large case association study. The origin of diversity at the human beta-defensin copy number has been followed by using segregation in CEPH families. Three out of 416 meiotic transmissions changed the copy number by simple allelic recombination between two distinct loci for these genes. Deducing haplotype copy number from microsatellite and multiallelic length polymorphism have allowed this study to map the beta-defensin repeats in two locations at the original location distally REPD and about 5 Mb away at proximally REPP. We have demonstrated our multiplex PRT system is a powerful technique to determine the association of the beta-defensin genes in Crohn’s disease even though we did not produce any convincing support for associations reported from previous studies.
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Thrush, Mariah A. "Analyzing Algal Diversity in Aquatic Systems Using Next Generation Sequencing." Ohio University Honors Tutorial College / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=ouhonors1366807717.
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Buys, Karina. "Networking practices among diverse cultures and generations at a Gauteng mine / Karina Buys." Thesis, North-West University, 2011. http://hdl.handle.net/10394/6922.
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Business management is characterised by fast and ever–expanding development. Culture and generation play an increasingly important role in the management of businesses worldwide. Although studies have been conducted on the subjects of culture and generation, little attention has been paid to culture and generation as a combination of diversity characteristics. As more managers are realising the challenges that arise when managing diverse work environments, the modern manager must question old assumptions about how diverse people work together. In this modern age, it is important to understand diversity issues on all levels of management. Networks are based on people's backgrounds, and understanding the link between networking and diversity is becoming increasingly important. In a culturally complex country such as South Africa, experiencing the impact of diversity on a daily basis can be anticipated. Culture and generation are two terms that encompass all dimensions of diversity. This study investigates the different networking practices found among diverse cultural and generational groups at a Gauteng mine. The generational classification used in this study is based on the fact that generations differ from country to country; therefore, the classification used in this study is relevant to South African generations. Seven hypotheses were formulated pertaining to differences among cultural and generational groups with regard to networking practices. Furthermore, four cultural–generational groups were identified, namely Black Generation X'ers, Black Baby Boomers, White Generation X'ers and White Baby Boomers. Data was collected from Kusasalethu mine employees. The original sample frame comprised 3630 employees from which a sample was chosen that complied with the criteria for culture, age / generation and education. A total of 1046 employees remained from which the sample elements were chosen by making use of probability, systematic proportionate stratified sampling. Self–completion questionnaires were used for collecting the data. A total of 289 questionnaires were completed which constituted a 100% response rate. The questionnaire used was intended to obtain feedback from respondents regarding their cultural and generational diversity, as well as preferences pertaining to their networking practices. The results from the survey were used to determine the differences between diverse cultures and generations with regards to networking practices.
The findings, supported by the rejection of the first null–hypothesis, indicated that there are indeed a number of salient differences between Black Generation X'ers, Black Baby Boomers, White Generation X'ers and White Baby Boomers. Specifically, the results indicated that White Baby Boomers incline to rarely use the medium of SMS when networking while this group also makes use of telephones when networking more often than Black Generation X'ers. Furthermore, Black Baby Boomers more frequently use e–mails when networking while Black Generation X'ers indicated that they rarely use e–mail as network medium. It was found that White Baby Boomers make use of one–on–one face–to–face methods more often when networking than Black Generation X'ers and White Generation X'ers. The largest number of differences was between Black Generation X'ers and White Baby Boomers. The respondents all indicated that they incline to value good relationships at work highly, that they agree that informal work environments are conducive to more effective networking practices, that they frequently have good influences on their families and that they network more during spare time than at work. The results also indicated that the mediums that are used most often when networking include the cell phone and one–on–one face–to–face methods. Respondents tended to rate sharing experiences and exchanging work ideas as very important aims for networking. By dividing diverse workforces into smaller, more manageable units or homogeneous groups, diversity management can be simplified. This is an ability for which managers can be trained and which should be applied correctly within a business environment. In view of the results, it is recommended that managers of diverse workforces should identify different generations and cultures as a way to manage them more effectively. Furthermore, managers should ensure that work environments that are conducive to good relationship building and informality need to be created. Additionally, conflict between Black Generation X'ers and White Baby Boomers should be handled cautiously with a view to ensure that effective solutions are achieved to such conflicts. Preferences with regard to network mediums should be noted, as such awareness may lead to more effective networking / communication within businesses. Management's approach to meetings needs to be reviewed for each group, because differences exist in terms of preferences in this regard. A working environment conducive to exchanging ideas and experiences should be created. Lastly, as all groups value good relationships at work, a climate that encourages openness and conflict resolution should be created.Thesis (M.Com. (Business Management))--North-West University, Potchefstroom Campus, 2012.
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Parnell, Nicholas Francis. "The generation and maintenance of diversity in a rapid adaptive radiation." Diss., Georgia Institute of Technology, 2011. http://hdl.handle.net/1853/42743.
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The Lake Malawi cichlid fishes are a pre-eminent example of adaptive evolutionary radiation. The diversity of species (nearly 1000 extant) is mirrored by an array of variation in dozens of phenotypes (e.g. trophic morphology, tooth shape, color patterns, behavior, development). The unique characteristics of this system have produced unparalleled diversity with very little genetic differentiation between species. This dissertation is composed of four studies addressing different aspects of the variation in the LM cichlids and the mechanisms generating and maintaining this level of diversity at multiple biological levels.
Community-level diversity is investigated using null model analysis of species co-occurrence data. We detect signals of non-random community assembly at only the broadest and finest spatial scales. Based on the unique ecological and evolutionary characteristics of this assemblage we suggest that different mechanisms are responsible for these patterns. A core‟ group of species is posited to act as a foundation on which these diverse communities are created as a result of fine-scale species interactions. We identify both positive and negative depth-based correlations between species and suggest these interactions play an important role in species diversity in these fish.
The Lake Malawi cichlids exhibit an array of trophic morphologies which may play a role in the fine-scale species interactions described in chapter one. In the second chapter we build a genetic model to predict the evolution of jaw morphology and a complex functional jaw trait. We use a complex biomechanical system, the 4-bar jaw linkage, to simulate trait evolution during interspecific hybridizations. We find rampant transgression (trait values beyond parental distributions) in jaw function in a large proportion of potential crosses. This result is characterized by a lack of novel morphological components but rather is the result of recombinations of existing component traits thus producing functional novelty. In the third chapter we create a laboratory cross of one of the parental combinations suggested from the genetic model. The results of this study serve as a proof of principle to the simulations as we observe a large proportion of transgressive 4-bar function in the F2. As predicted this diversity is produced in the absence of transgressive morphology. We contrast these results between this complex system and data generated from several simple jaw lever traits and report differences in the patterns. Using quantitative trait locus (QTL) mapping approaches we examine the genetic basis for complex and simple jaw traits and discuss correlative patterns within and between systems.
Finally we examine the genetic architecture of sex-determination and color morphs in this hybrid cross. We find both ZW and XY sex systems segregating as well as linkage to sex-specific color patterns. Several loci and epistatic interactions are associated with sex-determination and color morphs in this cross. The orange-blotch (OB) color is found associated with ZW as predicted from previous work but a previously undescribed (in these species) male nuptial color (blue) is found associated with both ZW and XY genetic systems as well as other loci segregating for sex-determination. These results are discussed in the context of models of sex chromosome evolution as a result of sexual conflict and the potential importance of sexual selection in the diversification of Lake Malawi cichlids.
Overall we observe various mechanisms generating and maintaining diversity at different levels of biological organization. We use community co-occurrence analyses, genetic simulation, and QTL analysis of an F2 hybrid population to examine these mechanisms in this rapidly radiating assemblage. These results bolster our understanding of the origins of diversity and the interplay between variation and aspects of evolution in all biological systems.
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Schuldt, Alison Jean. "The generation of cellular diversity in the Drosophila central nervous system." Thesis, University of Cambridge, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.624291.
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Chiarello, Marlène. "Biodiversité du microbiome cutané des organismes marins : variabilité, déterminants et importance dans l’écosystème." Thesis, Montpellier, 2017. http://www.theses.fr/2017MONTT092/document.
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Les milliers d’espèces de microorganismes présentes dans les océans sont essentiellement connus pour être planctoniques ou benthiques. Moins décrits, de nombreux micro-organismes colonisent également la surface et le tube digestif des macro-organismes marins, formant des communautés appelées microbiomes. Ces microbiomes ont des conséquences cruciales sur la fitness de leur hôte. Les récents progrès en biologie moléculaire ont ouvert la voie à une caractérisation des différentes facettes de sa biodiversité, à la fois taxonomique, phylogénétique, et fonctionnelle. L’objectif de cette thèse est donc de caractériser la biodiversité des microbiomes cutanés des organismes marins, d’identifier ses échelles de variabilité, ses déterminants, et son importance à l’échelle de l’écosystème. Dans un premier temps j’ai mesuré l’efficacité d’indices de biodiversité à détecter des signaux écologiques dans le cas spécifique de communautés microbiennes. Puis, j’ai décrit le microbiome cutané des principaux grands clades d’animaux marins (poissons téléostéens, cétacés et invertébrés de plusieurs classes). J’ai démontré que le microbiome cutané était très différent des communautés présentes dans l’eau environnante. J’ai aussi montré qu’il était variable, à la fois entre individus et entre espèces, mais ne présentait pas de patron de phylosymbiose. Enfin, j’ai évalué la contribution de la diversité des microbiomes cutanés à la diversité de la communauté microbienne globale d’un écosystème corallien. J’ai ainsi démontré que les animaux marins hébergent collectivement une richesse microbienne presque vingt fois supérieure à celle de l’eau les environnant, et 75% de la richesse phylogénétique à l’échelle de l’écosystème. Dans un contexte d’érosion massive de la diversité des macro-organismes marins, ces résultats soulignent la nécessité d’évaluer plus exhaustivement la biodiversité microbienne marine et sa vulnérabilité face aux pressions anthropiquesOceans contain thousands of microbial species playing crucial roles for the functioning of the marine ecosystem. These microorganisms are present everywhere in the water column. Some microorganisms also colonize the surface and the digestive tract of marine macro-organisms, forming communities called microbiomes. These microbiomes have positive effects for their host’s fitness. The diversity of these marine animal surface microbiome is still largely understudied, despite recent progress in molecular biology that now permits to fully assess its different facets of biodiversity, i.e. taxonomic, phylogenetic and functional. The goal of this thesis is therefore to describe the diversity of the surface microbiome of marine animals, to assess its variability at different levels, as well as its determinants, and the significance of such diversity at the ecosystem’s scale. Firstly, I have assessed the efficiency of various diversity indices to detect ecological signals in the specific case of microbial communities. Secondly, I have described the surface microbiome of major marine animal clades (teleostean fishes, cetaceans and several classes of invertebrates). I found that these microbiomes are highly distinct from the surrounding planktonic communities. I demonstrated that these microbiomes are variable both between individuals from the same species and between species, but do not show a phylosymbiosis pattern. Last, I assessed the contribution of surface microbiomes to the global microbial community at the scale of a coral reef ecosystem. I demonstrated that marine animal surfaces host almost twenty times more microbial species than the water column, and 75% of the phylogenetic richness present in the ecosystem. In a context of massive erosion of marine macroscopic organisms, it is therefore urgent to exhaustively assess marine microbial biodiversity and its vulnerability facing anthropic pressures
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Uribeetxeberria, Roberto. "Adaptive space diversity and ring coding for multicarrier CDMA over mobile radio channels." Thesis, Staffordshire University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.343385.
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Villemin, Aurore. "Generation of transgenic vectors encoding human immunoglobulins, functionality assays and transgenesis in mice." Thesis, Strasbourg, 2014. http://www.theses.fr/2014STRAJ018/document.
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Dans le but de générer une souris transgénique produisant des anticorps humains, les trois loci humains (HC, LCκ et LCλ) ont été reconstitués sous forme de YAC circulaires. Puis, pour simplifier la manipulation des gènes codant pour la chaîne lourde, quatre vecteurs plasmidiques qui résument l’information génétique contenue dans le locus humain de la chaîne lourde ont été réalisés. La construction HC Minilocus (78 kbp) est donc composée des 13 segments V sélectionnés, de la région D-J synthétisée et des gènes codant pour les parties constantes de type μ, ɣ3 et ɣ1. Trois autres constructions (~22 kbp) ont été dérivées des étapes intermédiaires de clonage. Elles sont basées sur 7 segments V et la région D-J synthétisée. Le HC Microlocus Classic (22 kb) a été obtenu après clonage du gène codant pour la partie constante ɣ1 en 3’ des éléments V, D et J précédemment cités; cette construction code pour des chaînes lourdes d’IgG1 (ɣ1 HC). De la même façon, le HC Microlocus Light (21.5 kb) contient le gène codant pour ɣ1 CH1-, cette construction code donc pour des chaînes lourdes IgG sans domaine CH1 (ɣ1 HC CH1-). Les chaînes lourdes de ce type sont exprimées sans être associées à des chaînes légères, à l’image de ce qui est observé chez les camélidés (Heavy Chain only antibodies). Enfin le HC Microlocus Light shRNA (22 kbp) est une construction basée sur le Microlocus Light à laquelle a été ajoutée une séquence codant pour quatre shRNA (small hairpin RNA) visant à réprimer l’expression d’IgM murin. Ce locus est destiné à être injecté dans des souris natives (wilde type, WT). La fonctionnalité de ces quatre vecteurs a été évaluée par transfection dans la lignée cellulaire 300-19, des lymphocytes pro B d’origine murine pouvant progresser du stade pro B au stade de cellule B mature, lorsqu’elles sont maintenues en culture. Pour les quatre constructions, plusieurs réarrangements DJ et VDJ ont été identifiés, montrant une grande diversité combinatoire et jonctionelle. Par cytométrie en flux (FACS), des chaînes lourdes humaines ont été identifiées dans le cytoplasme et à la surface des cellules transfectées avec les trois constructions intermédiaires. Les cellules exprimant des chaînes lourdes en surface ont été enrichies par FACS. Par la suite, en utilisant des méthodes immuno-enzymatiques (ELISA et ELISPOT), il a été prouvé que les chaines lourdes d’anticorps humains étaient secrétées dans le milieu extracellulaire. La transgénèse avec les constructions HC Microlocus Light et HC Microlocus Light shRNA s’est révélée efficace puisque nous avons obtenu plusieurs animaux transgéniques. Aucune cellule B n’a été détectée dans les souris HC Microlocus Light (background HC KO); alors que cette même construction associée à un shRNA (HC Microlocus Light shRNA) dans une souris transgénique au système immunitaire humoral intact, montre l’expression de chaînes lourdes d’anticorps humains dans le cytoplasme et à la surface des cellules B. La chaine lourde humaine est exprimée en parallèle des immunoglobulines endogènes à la surface des cellules pre-B, ainsi que dans les cellules B immatures et maturesIn order to generate a transgenic mouse producing human antibodies, three human loci (HC, LCκ et LCλ) were reconstituted in the form of circular YAC. Then, to simplify the manipulation of genes encoding the heavy chain, four vectors summarizing the genetic information contained in the human heavy chain locus were designed and cloned. The HC Minilocus (78 kbp) is composed of 13 V segments, a synthetic DJ cluster and the genes encoding the constant parts Cμ, Cɣ3 and Cɣ1. Three other constructions (~22 kbp) were derived from the intermediate cloning steps. They are based on 7 V segments and a DJ region synthesized. The HC Microlocus Classic (22 kbp) was obtained after cloning of the gene encoding the constant part ɣ1 in 3' of the V , D and J elements mentioned above; this construct encodes the heavy chain of IgG1 (ɣ1 HC). The HC Microlocus Light (21.5 kb) contains the gene encoding ɣ1 CH1-, therefore, this construction encodes IgG1 HC without CH1 domain (ɣ1HC CH1-). Such HC are expressed without being associated with light chain (Heavy Chain only antibodies). Finally, the HC Microlocus Light shRNA (22 kb) is based on the HC Microlocus Light to which was added a sequence encoding four shRNA (small hairpin RNA) to repress the murine IgM expression. This locus is designed to be injected into wild type mouse. The functionality of the four reduced human HC constructs was assessed in mouse cells. The 300-19 cell line was used because is a pro-B cell line able to rearrange endogenous or transgenic Ig genes and to express the rearranged genes as Ig proteins. 300-19 cells were transduced with the four reduced human HC constructs and the expression of the transgenic Ig genes was investigated in detail. Indeed, DJ and VDJ rearrangement, recombinatory diversity, junctional diversity, transcription, mRNA maturation, alternative splicing, Ig surface expression and secretion were assessed. The data demonstrated that these constructs undergo editing and processing in murine cells and give rise to a large diversity of human heavy chains. The HC Microlocus Light was injected in HC knock out mouse oocytes and the HC Microlocus Light shRNA (which is exactly identical to the Microlocus Light concerning the antibody gene part) in wild type mouse oocytes. Injection in wild type mice led to human γ1 HC expression, whereas injections in HC KO mice did not show any B cell population reconstitution and consequently no human HC γ1 expression. Transgenic human ɣ1 HC and endogenous mouse IgM are co-expressed at the surface of progenitor-, immature- and mature B cells
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Magnuson-Ford, Karen. "Exploring the relationship between trait evolution and the generation of species diversity." Thesis, University of British Columbia, 2011. http://hdl.handle.net/2429/39811.
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Macroevolutionary questions, such as "why do some lineages diversify faster than others?", are often studied by investigating key traits related to species’ ecology and life-history. Many traits have been hypothesized to affect rates of diversification and often it is these traits that are used to address another macroevolutionary question: "do traits evolve gradually over time or in punctuated bursts during speciation?" Using phylogenetic data and species’ present-day trait information, I present a novel approach to assess the mode of character change while accounting for state-dependent speciation and extinction. The model, Binary-State Speciation and Extinction - node enhanced state shift (BiSSE-ness), estimates both the rate of change occurring along lineages and the probability of change occurring during speciation, while simultaneously estimating the speciation and extinction rates for each character state. Using simulations, I found BiSSE-ness is able to distinguish along-lineage and speciational change and precisely estimate the parameters associated with character change and diversification rates. I applied BiSSE-ness to an empirical primate data set examining five traits related to ecology, behaviour, and reproduction. I provide evidence that changes in primate habitat type may be associated with speciation, whereas changes in social behaviour and mating system occur mainly along lineages. The BiSSE-ness model is flexible in that it may be used to address questions regarding species diversification, regardless of whether the trait changes in a manner that is proportional to time or to the number of speciation events. However, in cases where the trait is linked to the speciation process itself, such as niche-related traits, BiSSE-ness provides a suitable framework in which to simultaneously address questions regarding species’ diversification and character change.
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Rafati, Nima. "Exploring genetic diversity in natural and domestic populations through next generation sequencing." Doctoral thesis, Uppsala universitet, Institutionen för medicinsk biokemi och mikrobiologi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-315032.
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Studying genetic diversity in natural and domestic populations is of major importance in evolutionary biology. The recent advent of next generation sequencing (NGS) technologies has dramatically changed the scope of these studies, enabling researchers to study genetic diversity in a whole-genome context. This thesis details examples of studies using NGS data to: (i) characterize evolutionary forces shaping the genome of the Atlantic herring, (ii) detect the genetic basis of speciation and domestication in the rabbit, and, (iii) identify mutations associated with skeletal atavism in Shetland ponies. The Atlantic herring (Clupea harengus) is the most abundant teleost species inhabiting the North Atlantic. Herring has seasonal reproduction and is adapted to a wide range of salinity (3-35‰) throughout the Baltic Sea and Atlantic Ocean. By using NGS data and whole-genome screening of 20 populations, we revealed the underlying genetic architecture for both adaptive features. Our results demonstrated that differentiated genomic regions have evolved by natural selection and genetic drift has played a subordinate role. The European rabbit (Oryctolagus cuniculus) is native to the Iberian Peninsula, where two rabbit subspecies with partial reproductive isolation have evolved. We performed whole genome sequencing to characterize regions of reduced introgression. Our results suggest key role of gene regulation in triggering genetic incompatibilities in the early stages of reproductive isolation. Moreover, we studied gene expression in testis and found misregulation of many genes in backcross progenies that often show impaired male fertility. We also scanned whole genome of wild and domestic populations and identified differentiated regions that were enriched for non-coding conserved elements. Our results indicated that selection has acted on standing genetic variation, particularly targeting genes expressed in the central nervous system. This finding is consistent with the tame behavior present in domestic rabbits, which allows them to survive and reproduce under the stressful non-natural rearing conditions provided by humans. In Shetland ponies, abnormally developed ulnae and fibulae characterize a skeletal deformity known as skeletal atavism. To explore the genetic basis of this disease, we scanned the genome using whole genome resequencing data. We identified two partially overlapping large deletions in the pseudoautosomal region (PAR) of the sex chromosomes that remove the entire coding sequence of the SHOX gene and part of CRLF2 gene. Based on this finding, we developed a diagnostic test that can be used as a tool to eradicate this inherited disease in horses.
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Bridges, Jessica. ""Do You Comb Your Hair?”: Detangling First-Generation Black Student Experiences in Internships." Thesis, Boston College, 2020. http://hdl.handle.net/2345/bc-ir:108770.
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Thesis advisor: Deborah PiatelliThis study contributes to the growing literature on the effectiveness of diversity and inclusion efforts in organizations. Previous studies focus on D&I efforts for full-time staff and employees. This qualitative and intersectional study examined first-generation black students in corporatized organizations that are predominantly white through interviews where they could share their experiences with organizational structures and cultures to determine the impact that it has on the performance and identity of black interns. This study assessed organizational cultures of three kinds: exclusive, transitional, and inclusive. Using these organizational cultures, the study determined the way that racism and whiteness culture affects the intern experience. The participants had various relationships with recruitment strategies, diversity discussions, navigating professional and personal networking, negotiating working identity and imposter syndrome, stereotype threat, microaggressions, and professional development. Overall, organizations are engaging in practices that alienate and suppress black student interns while encouraging assimilation. In inclusive organizations, black interns feel like they can be their authentic selves and progress more successfully because of the acceptance of their identity and their ability to share their experiences with that identity
Thesis (BA) — Boston College, 2020
Submitted to: Boston College. College of Arts and Sciences
Discipline:
Discipline: Departmental Honors
Discipline: Sociology
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Lorentzen, Marc. "Diversity and genomic characteristics of Oenococcus oeni." Thesis, Bordeaux, 2018. http://www.theses.fr/2018BORD0428.
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Oenococcus oeni est une espèce de bactérie lactique adaptée à l'environnement hostile de la fermentation du vin. Elle montre un degré de spécialisation remarquable face au stress provoqué par le faible pH et la forte teneur en éthanol, ce qui lui permet de proliférer là où la plupart des bactéries ne survivent pas. Cette bactérie est très importante dans la production de vin, car elle réalise la fermentation malolactique, qui se produit après la fermentation alcoolique, et au cours de laquelle l'acide malique est métabolisé en acide lactique et où le vin est désacidifié. L'espèce accumule des mutations plus vite que les autres espèces de bactéries lactiques, ce qui a probablement accéléré le processus de domestication. Son degré de spécialisation a été démontré par la présence de populations spécifiques adaptées aux vins rouges ou aux vins blancs dans la même région. Dans cette étude, nous avons utilisé des approches de séquençage haut débit et de génomique pour élucider la diversité des souches d’O. oeni, identifier leurs caractéristiques génomiques et mesurer leur dispersion dans différents environnements ainsi que leur dynamique au cours des fermentations. En raison de son importance pour la vinification, plusieurs centaines de souches ont été isolées et séquencées. Dans ce travail, nous avons augmenté la collection de génomes en séquençant des souches de cidre et de kombucha et en effectuant des analyses phylogénétiques afin de clarifier la structure de la population de l'espèce. En calculant un pangénome à l'échelle de l'espèce, nous avons effectué une analyse génomique comparative afin d'explorer des gènes spécifiques à une ou plusieurs sous-populations. Avec le séquençage de nouvelle génération, nous avons produit des génomes entièrement circularisés à partir des principales sous-populations et analysé leurs arrangements génomiques. Ces nouveaux génomes ont été annotés avec de nouveaux pipelines automatiques et une curation manuelle pour la première fois depuis la publication du génome de référence PSU-1. L’évolution des communautés bactériennes au cours de la fermentation, du moût de raisin au vin fini, a été examinée par le séquençage de fragments 16S dans quatre exploitations du bordelais. À l’aide d’amorces universelles et spécifiques, nous avons comparé la biodiversité des espèces dans des vins issus d’agriculture biologique ou conventionnelle. De plus, en se basant sur les groupes phylogénétiques de souches d’O. oeni nouvellement définis, nous avons développé une méthode de qPCR pour analyser la dispersion des groupes de souches d’O. oeni et leur dynamique au cours des fermentations. Cette nouvelle méthode a également été utilisée pour analyser la diversité des souches d’O. oeni dans les vins de base de Cognac et au cours de la production de cidre, deux produits qui se distinguent des productions de vins traditionnels par la non-utilisation de sulfites. Les deux autres espèces du genre Oenococcus, O. kitaharae et O. alcoholitolerans, se retrouvent également dans les environnements de boissons fermentées. O. kitaharae ne possède pas de gène malolactique fonctionnel, mais O. alcoholitolerans, découvert plus récemment, serait capable de réaliser la réaction malolactique. Nous l’avons caractérisée, ainsi que sa tolérance aux facteurs de stress de l'environnement vin. Constatant qu'elle était incapable de survivre dans le vin, nous avons produit un génome entièrement circularisé d'O. alcoholitolerans et effectué une analyse de génomique comparative afin d'identifier les gènes d'O. oeni lui permettant de tolérer le pH et l'éthanol, ce qui manque à O. alcoholitolerans et à O. kitaharae. En conclusion, nous avons utilisé les nouvelles technologies de séquençage de nouvelle génération pour produire des génomes de haute qualité et effectuer des analyses comparatives approfondies à l’échelle de l’espèce qui nous ont permis d’identifier des gènes susceptibles d’expliquer l’adaptation d’O. oeni à l’environnementOenococcus oeni is a lactic acid bacteria species adapted to the inhospitable environment of fermenting wine, where it shows a remarkable degree of specialization to the stress of low pH and high ethanol that allows it to proliferate where most bacteria fail to survive. The bacteria is supremely important in wine production, because it carries out malolactic fermentation, a process that occurs after alcoholic fermentation, where malic acid is metabolised into lactic acid and the pH of the wine is raised. The species has only a small genome and accumulates mutations several orders of magnitude faster than other lactic acid bacteria due to a loss of DNA mismatch repair genes. This has likely sped up the process of domestication to wine. The degree of specialization has been demonstrated by finding specific populations adapted to red or white wines in the same region. In this study, we used high throughput sequencing and genomics approaches to elucidate the diversity of O. oeni strains, to identify their genomic characteristics and measure their dispersion in different environments as well as their dynamics during fermentation. Because of its importance to wine-making, several hundred strains have been isolated and sequenced. In this work, we have expanded upon the collection of genomes by sequencing strains from cider and kombucha and performing phylogenetic analyses to clarify the population structure of the species. By calculating a species-wide pangenome, we performed comparative genomics to explore gene clusters that were specific to one or more sub-populations. With next generation sequencing, we produced fully circularized genomes from the major sub-populations and analysed their genomic arrangements. These new genomes were annotated with new, automatic pipelines and manual curation for the first time since the publication of the reference genome PSU-1. The evolution of bacterial communities over the course of fermentation, from grape must to finished wine, was examined with 16S amplicon sequencing in four Bordeaux wineries. Using a universal and a specific primer-set, we compared the biodiversity in wines resulting from organic or conventional farming practices. In addition, with the newly defined phylogenetic groups, we developed a qPCR experiment to detail the composition of O. oeni in the fermentations and cemented the dispersal of even rarely isolated strain sub-populations in grape must. This new method was also used to analyse the diversity of O. oeni strains in the base wines of Cognac and during the production of cider, two products that are distinguished from traditional wine production by not using sulfite. The two other species in the Oenococcus genus, kitaharae and alcoholitolerans, are also found in the environments of fermenting beverages. O. kitaharae does not have a functional malolactic gene, but the more recently discovered O. alcoholitolerans was thought capable of performing the malolactic reaction. We characterized this, as well as the species tolerance for the stressors of the wine environment. Finding it unable to survive in wine, we produced a fully circularized genome of O. alcoholitolerans and performed a comparative genomics analysis to identify the O. oeni genes that enable it to tolerate the pH and ethanol, which O. alcoholitolerans and O. kitaharae lacks. In conclusion, we have used the new technologies of next generation sequencing to produce high-quality genomes and performed extensive, species-wide comparative analyses that allowed us to identify patterns in gene presence that provide likely explanations for environmental adaptation
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Madan, Monika Krishna. "VH-gene replacement and the generation of diversity in the quasi-monoclonal mouse." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0007/MQ46025.pdf.
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Bayraktar, Omer. "Temporal Patterning and Generation of Neural Diversity in Drosophila Type II Neuroblast Lineages." Thesis, University of Oregon, 2013. http://hdl.handle.net/1794/13320.
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The central nervous system (CNS) has an astonishing diversity of neurons and glia. The diversity of cell types in the CNS has greatly increased throughout evolution and underlies our unique cognitive abilities. The diverse neurons and glia in the CNS are made from a relatively small pool of neural stem cells and progenitors. Understanding the developmental mechanisms that generate diverse cell types from neural progenitors will provide insight into the complexity of the mammalian CNS and guide stem cell based therapies for brain repair. Temporal patterning, during which individual neural progenitors change over time to make different neurons and a glia, is essential for the generation of neural diversity. However, the regulation of temporal patterning is poorly understood.
Human outer subventricular zone (OSVZ) neural stem cells and Drosophila type II neural stem cells (called neuroblasts) both generate transit-amplifying intermediate neural progenitors (INPs). INPs undergo additional rounds of cell division to increase the number of neurons and glia generated in neural stem cell lineages. However, it is unknown whether INPs simply expand the numbers of a particular cell type or make diverse neural progeny. In this dissertation, I show that type II neuroblast lineages give rise to extraordinary neural diversity in the Drosophila adult brain and contribute diverse neurons to a major brain structure, the central complex. I find that INPs undergo temporal patterning to expand neural diversity in type II lineages. I show that INPs sequentially generate distinct neural subtypes; that INPs sequentially express Dichaete, Grainyhead, and Eyeless transcription factors; and that these transcription factors are required for the production of distinct neural subtypes. Moreover, I find that parental type II neuroblasts also sequentially express transcription factors and generate different neuronal/glial progeny over time, providing a second temporal identity axis. I conclude that neuroblast and INP temporal patterning axes act combinatorially to specify diverse neural cell types within adult central complex; OSVZ neural stem cells may use similar mechanisms to increase neural diversity in the human brain.
This dissertation includes previously published co-authored material.
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Artman, Josefine, and Evelina Rentorp. "Vilka attityder har nästa generations arbetskraft till etnisk mångfald? : En kvalitativ studie av högskolestudenter." Thesis, Högskolan i Jönköping, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-45617.
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Syftet med studien var att undersöka vilka attityder högskolestudenter har till etnisk mångfald. Studien var kvalitativ och underlaget utgjordes av semistrukturerade intervjuer. Ett bekvämlighetsurval tillämpades och totalt deltog 17 respondenter (n=17). Det insamlade materialet analyserades genom en tematisk analys som resulterade i tre huvudteman: rädsla, samhörighet och den etniska mångfaldens inverkan för organisationer. Studiens resultat visade att samtliga respondenter hade en positiv attityd till etnisk mångfald. Samtliga respondenter ansåg att mångfald bör främjas inom svenska organisationer för att organisationerna ska kunna bli innovationsrika, konkurrenskraftiga och tillfredsställa en bredare marknad samt tillvarata den kompetens som mångfalden innebär.
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ZHAO, TIANYU. "Utterance Abstraction and Response Diversity for Open-Domain Dialogue Systems." Kyoto University, 2020. http://hdl.handle.net/2433/259067.
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Adenyo, Christopher. "Genetic diversity studies of grasscutter (Thryonomys swinderianus) in Ghana by microsatellite and mitochondrial markers." 京都大学 (Kyoto University), 2014. http://hdl.handle.net/2433/188533.
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Ito, Hideyuki. "Genetic diversity studies of endangered Grevy’s zebra (Equus grevyi) in the captivity." 京都大学 (Kyoto University), 2016. http://hdl.handle.net/2433/215371.
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Krätli, Saverio. "Cows who choose domestication : generation and management of domestic animal diversity by WoDaaBe pastoralists (Niger)." Thesis, University of Sussex, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.444014.
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Nakadai, Ryosuke. "Generation and maintenance of species diversity in leaf cone moths (Caloptilia) feeding on maples (Acer)." 京都大学 (Kyoto University), 2017. http://hdl.handle.net/2433/225439.
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Hollis, Christa. "Developing Generation Z Fast Food Service Industry Leaders Through Training." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4451.
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The labor force consists of 4 generations including Generation Z with an estimated 25 million Baby Boomers leaving the workforce between the year 2010 and 2020. Franchise fast food service managers desire competent leadership in the workplace inclusive of Generation Z. Yet, many franchise fast food service managers do not have training programs to develop Generation Z's leadership behaviors. Based on Vroom's expectancy theory and Blau's social theory, the purpose of this single-case study was to explore the training programs franchise fast food service managers could implement to develop Generation Z's leadership behaviors. Data collection consisted of direct observation and semistructured interviews of 5 purposely selected franchise fast food service managers at a franchise fast food organization in the southern region of Georgia. Data analysis included coding the transcribed interviews to identify relevant themes, and member checking to strengthen the reliability and validity of the interpretations of participants' responses. The 6 main themes revealed were leadership training, leadership skills, leadership behaviors, training barriers, human capital development, and on-the-job training, which affects employees' performance and organizational effectiveness. Business leaders in organizations may use the findings of this study to develop effective training programs for evolving Generation Z's leadership skills, which could improve the U.S. food service industry turnover rates. Social change implications include the importance of the need for succession planning strategies to promote growth and sustainability within the fast food service industry.
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Walter, Christiane [Verfasser], and Dirk [Akademischer Betreuer] Reinhardt. "Deciphering the genetic diversity of pediatric AML using Next Generation Sequencing tools / Christiane Walter ; Betreuer: Dirk Reinhardt." Duisburg, 2020. http://d-nb.info/1215032323/34.
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Dulin, Linda. "Leadership preferences of a Generation Y cohort: A mixed methods study." Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4735/.
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Presently there are four generational cohorts in the workplace. Born from 1977 to 1997, the youngest cohort group, referred to as Generation Y (or Gen Y) in this study, has 81 million members, of whom over 29 million are already in the workplace. The importance of leader-subordinate relationships in the workplace has been confirmed; in recognizing this, leaders must identify and adapt to the changing era-shaped needs of employees, who cannot fully participate in organizational life if their most urgent needs are not being met. Because Gen Y employees are only now entering the workforce, little is actually known about the workplace needs of this cohort group. This study attempted to determine leadership needs of a Gen Y cohort as a means to enhance workplace relationships in the 21st century organization. A sequential, mixed methods study was employed to explore leadership preferences of a Gen Y cohort. Initially, focus group interviews were used to generate leadership themes. Based on these themes, an instrument was designed, and Gen Y business students from three higher education institutions were surveyed. Confirmatory factor analysis using LISREL software was used to test the themes. The driving force behind this research design was to build a foundation of understanding through inductive research (qualitative) and to test and enrich the foundation through deductive means (quantitative).
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Sternegård, Alma, and Felicia Karlsson. "Mångfald i företagsledningen : En studie utifrån vd:s, styrelseordförandens och styrelsens generationstillhörighet i svenska börsnoterade företag." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-86084.
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Bakgrund och problem: Bakgrunden till denna studie ligger i bristen av mångfald i svenska företagsledningar. För att skapa en större förståelse för rekryteringen av individer till företagsledningen, kan det således vara av betydelse att studera de individer som tillsätter ledningen, det vill säga vd, styrelseordförande och styrelsen. Dessa ledande positioner förväntas påverkas av betydande händelser och erfarenheter i deras formativa år, och således bilda unika värderingar vilket kan påverka deras val av individer till företagsledningen. Det är därmed intressant att förstå om och i så fall hur ledande positioners generationstillhörighet kan förklara mångfalden i företagsledningen. Syfte: Studiens syfte är att förklara om och hur ledande positioner såsom vd:s, styrelseordförandens samt styrelseledamöters generationstillhörighet kan förklara mångfalden i företagsledningen. Metod: Undersökningen utgår från befintlig teori och har en deduktiv ansats, med en teoretisk grund utifrån gruppkonfliktsteorin, sociala identitetsteorin, homosocial reproduktion, legitimitetsteorin och institutionella teorin. Hypoteser formuleras utifrån vd:s, styrelseordförandens och styrelsens generationstillhörighet för att studera om olika generationer har skilda värderingar som i sin tur kan förklara mångfalden i företagsledningen. Uppsatsen är kvantitativ och studerar samtliga svenska börsnoterade företag på large-, mid- och small cap för åren 2007 respektive 2017. Resultat och slutsats: Det kan konstateras att ledande positioners generationstillhörighet inte kan förklara mångfalden i företagsledningen. Denna studie ser istället tendenser av homosocial reproduktion vid rekrytering av individer till företagsledningen.Background and problem: The background to this study lies in the lack of diversity in Swedish top management teams. In order to create a greater understanding of the recruitment of individuals to the top management team, it can thus be of importance to study the individuals who appoint the management, that is, the CEO, the chairman of the board and the board. These leading positions are expected to be influenced by significant events and experiences in their formative years, thus forming unique values which can affect their choice of individuals to the top management team. It is therefore interesting to understand whether and, if so, how leading positions' generation affiliation can explain the diversity in top management teams. Purpose: Our purpose is to explain whether and how leading positions such as the CEO's, the Chairman’s of the Board and the Board of Directors generation affiliation can explain the diversity in top management teams. Method: The study is based on existing theory and has a deductive approach, with a theoretical basis based on group conflict theory, social identity theory, homosocial reproduction, legitimacy theory and institutional theory. Hypotheses are formulated on the basis of the CEO's, the Chairman's and the Board's generation affiliation in order to study whether different generations have different values which in turn can explain the diversity of the top management team. The thesis is quantitative and studies all Swedish listed companies on large, mid and small cap for the years 2007 and 2017. Results and conclusion: It can be concluded that the leading positions generation affiliation can not explain the diversity in top management teams. Instead, this study sees tendencies of homosocial reproduction when recruiting individuals to top management teams.
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Linares, Carlos. "A Phenomenological Approach to First-Generation Latino Immigrants' Experiences of Cultural Diversity and Inclusion Initiatives in the Workplace." Thesis, Sullivan University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3739667.
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The purpose of this phenomenological study was to explore the work experiences of foreign-born, first-generation Latino immigrants with regard to cultural diversity and inclusion initiatives to obtain a holistic understanding of their experiences and facilitate their achievements in the organization. Based upon the review of the existing literature regarding Latinos and the outcomes of interviewing 24 participants (13 females and 11 males) in this research study, there are ample opportunities to conduct future empirical studies. The results of this study show the challenges first-generation Latino immigrants faced in the workplace and the importance for organizations with a diverse workforce to foster a more inclusive work environment for Latino immigrants. There is growing evidence that diversity and inclusion initiatives are critical for multicultural organizations. However, the results organizations have achieved and their efforts to create an inclusive workplace for Latino immigrants have been dissatisfactory thus far (Cox Jr., 2011). The methodology applied in this study was a qualitative approach to reflect the essence of the phenomenon studied. Results from this research found 14 family units and four major themes. These themes described how first-generation Latino immigrants understood and defined diversity and inclusion, their positive and negatives perceptions in the work environment, workplace challenges they faced, and their insights on organizational development. Additionally, this research discovered how interviewed participants were excluded by others and by themselves in the workplace. Lastly, this research study contributes to the literature and to the field by offering information that would eventually promote a better understanding of Latino immigrants and a more inclusive environment that encourages belongingness, uniqueness, and a constructive work experience for Latino immigrants.
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Ruff, Anna Joëlle [Verfasser]. "Advances in directed monooxygenase evolution : from diversity generation and flow cytometry screening to tailor-made monooxygenases / Anna Joëlle Ruff." Aachen : Hochschulbibliothek der Rheinisch-Westfälischen Technischen Hochschule Aachen, 2013. http://d-nb.info/1031116346/34.
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