87,341 research outputs found
Caratterizzazione genomica delle razze bovine autoctone italiane
No full textNegli ultimi cinquant'anni, a causa della sostituzione con le razze cosmopolite, le razze zootecniche locali hanno subito una forte contrazione numerica. Tuttavia, esse rappresentano un’importante patrimonio, in grado, tra le altre cose, di valorizzare ambienti marginali. Sono spesso legate anche a produzioni tipiche di alta qualità. La loro caratterizzazione rappresenta un passo essenziale verso eventuali piani di recupero, conservazione e valorizzazione. Il presente studio è stato condotto al fine di caratterizzare a livello genomico le razze bovine locali allevate in Italia.
Sono stati campionati un totale di 814 animali appartenenti a 30 razze italiane e a 2 razze cosmopolite (Charolais e Limousin) (Tabella 1). Gli animali sono stati genotipizzati utilizzando l’ Illumina BovineSNP50 v2 (54.609 marcatori). I dati, prima di essere utilizzati, sono stati sottoposti al controllo qualità. Sono stati stimati alcuni indici di diversità genetica: eterozigosità osservata e attesa (Ho e He) ed il coefficiente di consanguineità (FHOM). È stata costruita una matrice di distanze genetiche rappresentata tramite multidimensional scaling (MDS), ed è stata valutata la presenza di sottostrutture.
I parametri di diversità genetica sono riportati nella Tabella 1. Le razze Mucca Pisa e Pontremolese hanno mostrato i valori più bassi, mentre la razza Sarda ha mostrato i valori più alti. Le razze a più ampia diffusione (Frisona Italiana, Bruna Italiana, Pezzata Rossa Italiana, Limousin e Charolaise) hanno mostrato livelli moderati. Alcune razze locali (Siciliana Rossa, Sardo-Bruna, Sardo-Modicana, Agerolese), nonostante la ridotta dimensione effettiva della popolazione, hanno evidenziato sufficienti livelli di diversità genetica, probabilmente a causa delle loro origini o di eventuali incroci con altre razze.
Il MDS (C1) separava le razze in base alla loro origine e/o vicinanza geografica, fenomeno che facilita il flusso genico tra di esse. In particolare, le tre razze siciliane (Cinisara, Rossa Siciliana, Modicana) e le cinque razze di origine Podoliana (Romagnola, Marchigiana, Chianina, Maremmana e Podolica) si separavano dalle razze del Nord e del Centro-Nord (Figura 1). Queste, a loro volta, mostravano segni di mescolanza. K = 24 è stato assunto come il più probabile numero di popolazioni. La rappresentazione grafica della struttura genetica delle razze è riportata nella Figura 2. Nonostante i probabili flussi genici ed incroci, molte delle razze bovine italiane hanno conservato la propria identità genetica e sono altamente differenziate. Pertanto, considerando che alcune di esse evidenziano critici stati di conservazione, si dovrebbe prestare attenzione alla loro gestione. In questo contesto l'informazione genomica può svolgere un ruolo cruciale
Biologia molecolare e miglioramento genetico delle caratteristiche quali-quantitative del latte ovi-caprino.
No full textIn questi ultimi anni le richieste sia dei consumatori che dell’industria di trasformazione dei prodotti di origine animale si sono orientate sempre più a favore della qualità. La crescente consapevolezza del legame esistente tra dieta e salute ha determinato una sempre maggiore richiesta di cibi con migliori caratteristiche nutrizionali soprattutto per quanto riguarda la frazione lipidica e quella proteica. Il miglioramento genetico degli animali in produzione
zootecnica si è dovuto, quindi, necessariamente adeguarsi a queste esigenze, includendo fra gli obiettivi di selezione, oltre al miglioramento quantitativo, anche quello delle caratteristiche qualitative dei prodotti. Le recenti acquisizioni nel campo della genetica molecolare
hanno reso possibile l’individuazione sia di singoli geni che di regioni cromosomiche, la cui variabilità è associata o responsabile di una quota rilevante della variabilità di caratteri di interesse economico. Ciò ha aperto nuove prospettive anche nel settore del miglioramento
genetico dei caratteri connessi sia al contenuto di proteine
che al tenore in grasso del latte, finora in larga misura basato sui classici metodi della genetica quantitativ
The carpal tunnel syndrome in children
No full textIntroduction: Carpal tunnel syndrome (CTS) in children represents a complex challenge for the hand surgeon because of its rarity, poor patient cooperation, frequently associated malformation syndromes and mental retard, atypical symptoms and nuanced and poor sensitivity of instrumental tests. The most frequently associated causes with the CTS in children are rare congenital malformations and diseases, requiring an overall assessment of the young patient and a high degree of suspicion for the potentially associated canalicular syndrome. On the other hand, the associated syndromes may be the main ally for a diagnosis that starts from the knowledge of the literature and the surgeon's suspicion by observing the child wailing. Early diagnosis and decompression treatment is mandatory. Materials and methods: The authors report a case series of 26 children and analyze the etiology and diagnostic algorithms. Patient assessment was based on complete clinical examination and medical history collection of these young patients with the involvement of the family and educators. Results: In all 26 patients treated, along an average period of 23 months (minimum 12, maximum 30), no signs of recurrence or persistence of median nerve disturbances were recorded. Conclusions: In conclusion, we believe that anamnesis, a careful physical examination and analysis of instrumental examinations, should be accompanied by a thorough knowledge of rare diseases in the context of congenital malformations. The carpal tunnel syndrome, while well known and treated by each orthopedic surgeon, reveals a mysterious aspect in the context of the "fabulous" world of childhood illnesses, even more difficult than rare congenital diseases
Application of influence diagrams for well contamination risk management: a case study in the Po plain, northern Italy
No full textThe aquifer of the Oltrepo' Pavese plain (northern Italy) is affected by paleo-saltwater intrusions that pose a contamination risk to water wells. The report first briefly describes how the presence of saline water can be predicted using geophysical investigations(electrical resistivity tomography or electromagnetic surveys) and a machine-learning tool specifically developed for the investigated area. Then, a probabilistic graphical model for addressing the risk of well contamination is presented. The model, a so called ‘influence diagram’, allows researchers to compute the conditional probability that groundwater is unsuitable for use taking into account the results of the geophysical surveys, the predictions of the machine-learning software, the related uncertainties and the prior probability of contamination in different sectors of the plain. The model, in addition, allows for calculation and comparison of the expected utility of alternative decisions (drilling or not drilling the well, or using another water source).The model is designed for use in ordinary decision situations and, although conceived for a specific area, provides an example that may be adapted to other cases. Some adaptations and generalizations of the model are also discussed
Application of statistical classification methods for predicting the acceptability of well-water quality
No full textThe application of statistical classification methods is investigated—in comparison also to spatial interpolation methods—for predicting the acceptability of well-water quality in a situation where an effective quantitative model of the hydrogeological system under consideration cannot be developed. In the example area in northern Italy, in particular, the aquifer is locally affected by saline water and the concentration of chloride is the main indicator of both saltwater occurrence and groundwater quality. The goal is to predict if the chloride concentration in a water well will exceed the allowable concentration so that the water is unfit for the intended use. A statistical classification algorithm achieved the best predictive performances and the results of the study show that statistical classification methods provide further tools for dealing with groundwater quality problems concerning hydrogeological systems that are too difficult to describe analytically or to simulate effectivel
Framework for transition management of the knowledge workforce in the U.S. aerospace and defense industry
No full textScholarly literature indicates an impending shortfall of the knowledge workforce in the U.S. aerospace and defense industry, part of which is attributable to workforce attrition during disruptive organizational changes. Scholarly findings also emphasized an immediate need for developing transition management strategies for minimizing the impact of workforce attrition, and nurturing the employees' skills base. This study developed a useable change management framework for knowledge workforce transition, during disruptive program changes, in the aerospace and defense industry.
The study employed an evidence based research methodology and explored the content of a comprehensive body of scholarly work, developing and validating a set of five new propositions that outlined an integrated change management framework for knowledge workers. It was demonstrated that successful knowledge workforce transition can be achieved by applying Lewin's force-field concept to address the people, processes, and organizational culture to manage the change. As enablers of change, leaders and followers are "typed" based on their traits and their behavior modeled on the dimensions of their power and relational motivation, orientation, and regulatory focus. This study demonstrated that leader-follower alignment, which can be attained through transformational leadership processes, is the key to gaining follower alliance. Follower alliance is a measure of employees' capacity , commitment , and collaboration during an organizational transition, and is found to be essential for successful workforce transition management.
The 'integrated framework for transition management of the knowledge workforce,' developed in this study, is expected to be of great value to the U.S. aerospace and defense industry, for steering the workforce safely through disruptive organizational changes.A Framework for Transition Management of the Knowledge Workforce
in the U.S. Aerospace and Defense Industry
by
Satya Pilla
A Thesis Submitted to the
Graduate Faculty
of
University of Maryland University College
in Partial Fulfillment of
The Requirements for the Degree
of
Doctor of Management
Dissertation Committee:
Kathleen F. Edwards, Ph.D.
James P. Gelatt, Ph.D.
July 03, 2011
2
Abstract
Scholarly literature indicates an impending shortfall of the knowledge workforce in the U.S. aerospace and defense industry, part of which is attributable to workforce attrition during disruptive organizational changes. Scholarly findings also emphasized an immediate need for developing transition management strategies for minimizing the impact of workforce attrition, and nurturing the employees‘ skills base. This study developed a useable change management framework for knowledge workforce transition, during disruptive program changes, in the aerospace and defense industry.
The study employed an evidence based research methodology and explored the content of a comprehensive body of scholarly work, developing and validating a set of five new propositions that outlined an integrated change management framework for knowledge workers. It was demonstrated that successful knowledge workforce transition can be achieved by applying Lewin‘s force-field concept to address the people, processes, and organizational culture to manage the change. As enablers of change, leaders and followers are ―typed‖ based on their traits and their behavior modeled on the dimensions of their power and relational motivation, orientation, and regulatory focus. This study demonstrated that leader-follower alignment, which can be attained through transformational leadership processes, is the key to gaining follower alliance. Follower alliance is a measure of employees‘ capacity, commitment, and collaboration during an organizational transition, and is found to be essential for successful workforce transition management.
The ‗integrated framework for transition management of the knowledge workforce,‘ developed in this study, is expected to be of great value to the U.S. aerospace and defense industry, for steering the workforce safely through disruptive organizational changes. 3
Table of Contents
Abstract .......................................................................................................................................... 2
List of Figures ................................................................................................................................ 6
List of Tables .................................................................................................................................. 6
Dedication…………………………………………………………………………………………7
Acknowledgements ......................................................................................................................... 9
Chapter 1. Introduction ................................................................................................................... 9
Statement and Significance of the Problem ................................................................................ 9
Importance to Management ...................................................................................................... 10
Background of the Study .......................................................................................................... 13
Scope of Study and Definition of Terms ................................................................................... 15
Definition of Terms ................................................................................................................... 17
Organization of the Dissertation ............................................................................................... 19
Chapter 2. Literature Review ........................................................................................................ 20
Change Management ................................................................................................................ 20
Theoretical Lens: Change Management ................................................................................... 26
Proposition 1. ........................................................................................................................ 27
Knowledge Workers .................................................................................................................. 30
Leadership and Followership .................................................................................................... 31
Leadership ............................................................................................................................. 31
Followership ......................................................................................................................... 34
Theoretical Lens: Leadership and Followership ....................................................................... 38
Proposition 2 ......................................................................................................................... 39 4
Proposition 3 ......................................................................................................................... 39
Self-Concept, Social Identity, and Leader-Follower Alignment ............................................... 40
Theoretical Lens: Self-Concept, Social Identity, and Leader-Follower Alignment .................. 44
Proposition 4……………………………………………………….………………………..45
Change Strategies……………………………………………………….…………………….45
Theoretical Lens: Change Strategies………………………………………………………….48
Proposition 5………………………………………………………………………………..48
Chapter 3. Conceptual Framework ............................................................................................... 50
Overview of the Conceptual Framework .................................................................................. 50
Graphical Analysis and Synthesis ............................................................................................. 50
Force-Field in an Episodic Organizational Change .............................................................. 50
Leader-follower Engagement for Addressing the Organizational Change ............................... 54
Leader-Follower Typology Alignment in a Change Scenario .................................................. 56
Other Factors Influencing the Model ........................................................................................ 60
Integrated Change Management Framework for Transitioning Knowledge Workforce .......... 60
Integration of Scholarship into the Framework ........................................................................ 63
Chapter 4. Methodology ............................................................................................................... 67
Evidence-based Research ......................................................................................................... 67
Evidence-based Research on the Transition Management of Knowledge Workforce .............. 69
Selection of Scholarly Literature……………………………………………………………..70
Expert Panel Support for the Evidence on the Transition Management of Knowledge Workforce ................................................................................................................................ 73
Summary of Methodology ........................................................................................................ 74 5
Chapter 5. Analysis and Discussion .............................................................................................. 76
Introduction ............................................................................................................................... 76
Findings Regarding Episodic Change Management and Force-Field ..................................... 78
Findings Regarding Leadership and Followership Types ......................................................... 79
Findings Regarding Leadership Strategies in Organizational Transformation Situations ........ 80
Alternative Points of View Pertaining to Change Management of Knowledge Workforce ..... 84
Summary of Analysis and Discussion ...................................................................................... 85
Chapter 6. Conclusions, Implications and Trends……………………………………………….86
Overall Conclusions…………………………………………………….…………………….86
Implications for Management……………………………………………….………………..88
Implications of Trends……………………………………………………….……………….90
Limitations and Areas for Future Research……………….…………………………………..93
Summary of Conclusions, Implications and Trends………………………………………….94
References .................................................................................................................................... 96
6
List of Figures
Figure 1. Force-field for transition management of the knowledge workforce in the U.S. aerospace and defense industry ..................................................................................................... 50
Figure 2. Leader-follower engagement in the transition management of the knowledge workforce...................................................................................................................................................... 55
Figure 3. Leader‘s typology model from behavioral dimensions ................................................. 57
Figure 4. Follower's typology model from behavioral dimensions .............................................. 58
Figure 5. Leader/Follower alignment. .......................................................................................... 59
Figure 6. Concept model for transitioning knowledge workforce ................................................ 60
Figure 7. Integrated change management framework for transitioning the knowledge workforce………………………………………………………………………………………...61
List of Tables
Table 1. ......................................................................................................................................... 70
Table 2. ......................................................................................................................................... 71
7
Dedication
I dedicate this dissertation to the fond memories of my father, Late Prakasa Rao Pilla, who instilled the value of education, and the joy of learning in me at an early age.
8
Acknowledgements
I would like to express my gratitude to the Boeing Company for supporting my education through the Learning Together program, and making this scholarly pursuit possible. I would like to extend my special thanks to Dr. Kathleen Edwards, and Dr. Michael Evanchik for their valuable guidance and mentoring through the journey that helped me to shape this dissertation into the final form.
I would like to extend a very special thanks to the University of Maryland University College (UMUC) and to the two individuals, whose guidance has great influence in the development of this dissertation. To Dr. John Sherlock, I thank you for providing me the insights to help me sharpen my critical thinking skills during the literature review exercises of DMGT 810, and to Mr. Robert Johnson for providing outstanding critical review of this dissertation by a cohort during DMGT 891.
I would like to extend my thanks to the Expert Panel, whose members included Dr. Brent Smith from Rice University, Dr. Sridhar Madala, from Indus Instruments, and Mr. Bo Bejmuk from NASA Johnson Space Center. Their insights have significantly enriched the content and improved the quality of this work.
I am highly thankful to my cohort group, my colleagues, and my friends, whose encouragement, support, and challenge that I got from time to time immensely helped me in this scholarly pursuit. And finally, a very special thanks to my wife Anitha, and my daughters Pratyusha and Prarthana, who have helped me through the journey in various ways. 9
Chapter 1. Introduction
Statement and Significance of the Problem
The knowledge workforce is considered the engine of growth of the new economy and the key strategic and competitive resource of today‘s organizations (Drucker, 1999; O‘Neill and Adya, 2007). According to Nonaka (1991), the capacity to generate, renew, and use knowledge constitutes an important strategic source for driving organizations towards attaining sustainable competitive advantage (Nonaka, 1991). In technologically complex industries, the tacit knowledge residing within workers is the chief asset as well as the strategic advantage for organizations. Thus, ensuring the productivity of the knowledge workforce is the greatest challenge of the twenty-first century (Drucker, 1999). In the new economy, it has become the top priority for leadership to retain the knowledge workforce and nurture its continued commitment and loyalty to the organization. This is especially the case for industries such as aerospace and defense, which deal with cutting-edge technologies and large-scale systems, with significant complexity.
The aerospace and defense industry in the U.S. has a unique and talented workforce that includes a variety of technical specialties and has the ability to build very large-scale systems (America‘s Aerospace, 2005), tackling both complex technology and highly sophisticated acquisition and product development processes (Weidenbaum, 2003). The aerospace and defense programs are essentially funded by the United States government and seemingly enjoy a stable financial platform; however, it is not uncommon to have significant changes in the program portfolio due to a variety of reasons—changing priorities in government acquisition, change in policy, and mergers and acquisitions in industry. While products, technologies, and programs can undergo major changes during these upheavals, it is the management of the knowledge 10
workforce that offers the most challenge in the areas of productivity, employee engagement, and retention of critical skills during workforce transitions (Kotnour & Bollo, 2007). Thus, it is critically important to understand the mechanics of the organizational transition process and how the knowledge workforce, consisting of the leaders and followers, responds to it. It is argued that such an understanding would facilitate the leadership to strategically shape the planning, executing, and stabilizing of the knowledge workforce during major transitions.
This study examines the leadership and followership behaviors for effective transition management of the knowledge workforce by advocating both to work in unison. In effect, this study contributes to creating an environment to nurture and retain the knowledge workforce during transitions by aligning the leadership‘s actions from the change agent perspective, as well as from the followers‘ perspective. The outcome from this paper is expected to benefit U.S. leadership strategies in the context of transitioning the knowledge workforce by providing a comprehensive change management framework for knowledge workers, which can be applied in the domestic as well as in the global arena. In effect, the outcome from the study will help in reducing workforce attrition and the loss of skills base while improving employee engagement, during organizational transitions. The study specifically focuses on the knowledge workforce in the U.S. aerospace and defense industry in the context of organizational transitions.
Importance to Management
The importance of maintaining a stable and motivated knowledge workforce in the U.S. aerospace and defense industry cannot be over emphasized. The 2001 report from the United States Commission on ―National Security in the Twenty-first Century‖ has concluded that the current U.S. need for the highest quality workforce in science, mathematics and engineering is not being met due to the low participation rate in education and research (Logsdon, 2006). The 11
Aviation Week’s workforce study in 2008 revealed that young professionals, defined as those with seven years or fewer experience, are leaving the industry voluntarily at a higher rate of 14% compared to the overall attrition rate of 10% in the aerospace and defense industry (Hedden, 2008). Also, due to the evolving complexity of knowledge work, the future projections point to the increasing need for ―deep generalists,‖ who have both breadth and depth of domain knowledge (McMasters & Cummings, 2004). As such, it is difficult to rapidly replenish the lost abilities due to workforce attrition. Given the divergence between the supply and demand of the knowledge workforce, it is argued that the current workforce attrition, if not properly mitigated, could potentially compromise the future needs of national security. Another compelling reason for nurturing a motivated skill-base of the knowledge workforce is the rising trend of U.S. exports in the aerospace and defense product lines. According to the U.S. Government Accountability Office (GAO), these exports will help the nation‘s balance of trade with foreign countries. The U.S. export of arms currently accounts for nearly 50% of all of the global arms sales. In addition, U.S. Foreign Military Sales (FMS) agreements have increased from 36 billion in 2008. The FMS deliveries have totaled about $11 billion in 2008, and they are likely to rise sharply in the coming years (Schroeder, 2009). This rising demand for U.S. exports can be met only by taking appropriate steps for growing the knowledge workforce, and nurturing the domestic skills base. Thus, it is argued that it is imperative to establish effective workforce transition management initiatives between program discontinuities to mitigate attrition and nurture a strong knowledge workforce for the U.S. aerospace and defense industry.
Despite the growth in demand for innovative products and services of aerospace and defense suppliers, the industry experienced major organizational and program disruptions in the 12
past decades. According to Weidenbaum (2003), the aerospace and defense industry in the post- Cold War era is propelled by the novelty of threats to the national security, as well as a variety of civilian-oriented business trends. These disruptions created unprecedented patterns of mergers, acquisitions, and sell-offs. In addition to these mergers and acquisitions, the new joint ventures and global partnering also contributed to the volatility in the industry (Weidenbaum, 2003). Emphasizing the need to safeguard the knowledge workforce during program disruptions and volatility, Kotnour and Bollo (2007) recommended that whenever complex program transitions occur, it is essential to roll out well thought out scenario planning, organizational roadmaps, and integrated objectives and measures. From the study on the major workforce transition occurring at the NASA Kennedy Space Center, the authors identified that the lack of systematic human resource strategy resulted in a high rate of employee attrition. This further resulted in a loss of institutional memory, loss of skills base, a decrease in quality, and employee burnout (Kotnour & Bollo, 2007). Also emphasizing the human side of workforce transitions, Tetenbaum‘s (1999) studies advocated that leadership should focus on creating an integrated culture to deal with major organizational transitions. She advocated the need for planned integration of human components during transitions by properly addressing the cultural compatibility of work groups to make the workforce transition a success.
It is argued that the transition management of knowledge workforce during major organization changes is a very important topic within the body of knowledge of management studies. This argument originates from the literature that (1) the U.S. economic growth and sustainability is shaped by its knowledge workforce (
Signatures of selection identify loci associated with fat tail in sheep
No full textIdentification of genomic regions that have been targets of selection for phenotypic traits is one of the most challenging applications of dense marker panels in animal genetics. In this study, a genomewide scan using approximately 50,000 SNP was performed in an attempt to identify genomic regions associated with fat deposition in sheep, the importance of this not only being limited to livestock facing future climate changes but also for elucidating the physiology of lipid metabolism. The genotyping results obtained with the Ovine SNP50K BeadChip in 2 fat tail breeds were compared with those obtained in 13 thin tail breeds. Direct sequencing of the annotated genes located in proximity to the markers with opposite allele frequency in thin tail vs. fat tail sheep gave additional SNP of interest. To further confirm the results of the genomewide scan, we genotyped the SNP within these genes in the 2 groups of sheep. A missense mutation in the BMP2 gene, with different allele frequency in the 2 groups, was detected. The results indicated BMP2 and VNRT as the most probable genes involved in the fat tail phenotype
Selection signatures of fat tail in sheep
No full textThe investigation of the genes with a role in lipid metabolism enjoy considerable scientific and commercial interest because of the strong correlations between fat deposition and the risk of cardiovascular disease. The fat tail characteristic of sheep is the adaptive response to harsh environment, and beyond representing a valuable energy reserve for facing future climate changes provides clues for elucidating the physiology of fat deposition. Studies on various sheep populations detected fat-tail signatures on chromosomes 2, 3, 5, 6, 7 and 13. Fat-tailed sheep represent about 25% of the world’s sheep population, and the genes with a role in this phenotype are likely not the same for every breed, since the wild ancestor of sheep had a thin tail, and the fat tail was selected by humans in longstanding husbandry practices in different regions. In the present work, a genome-wide scan using ~50,000 Single Nucleotide Polymorphisms was performed to identify selection signatures for the f at tail in the Barbaresca sheep, an Italian breed originating from North Africa. Fst values of differentiation, and χ2 test of significance of allele frequency were calculated, for each marker, between the Barbaresca and each of 13 Italian thin-tailed breeds. Strong signals of selection were detected for all 13 breeds on chromosome 6, in a region encoding the SLIT homolog 2 gene, this gene acting as a molecular guidance cue in cellular migration. The signature on chromosome 7 was very strong only in some of the breeds used for comparison: the detected signal was located in proximity of the Vertnin gene, a candidate for variation in vertebral number, and was already revealed in Iranian and Mediterranean fat-tailed breeds, but not in the Chinese sheep, so confirming the complexity of the fat-tail phenotype, which is associated in some breeds to long and pendulous tail, while, in other breeds, to the short tail
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