APARATO DE GOLGI & MUCOLIPDOSIS TYPE II.

El aparato de Golgi es un orgánulo de tamano medio que se encuentra en las células eucariotas cerca del núcleo, forma parte del sistema endomembranoso y su principal función es recibir las macromoléculas que le llegan desde el retículo endoplasmico, modificarlas, marcarlas y empaquetarlas en vesículas para enviarlas a su destino. (Era7 Information Technologies S.L.U, 2007).

De acuerdo a Le (2011) es considerado como el centro de distribución de proteínas y lípidos desde el retículo endoplasmico a la membrana plasmática, los lisosomas y las vesículas secretorias.

Tiene dentro de sus funciones modificar el N-oligosacárido de la asparagina, añadir O-oligosacáridos a los residuos de serine y treonine, también se encarga de unir la mannosa 6 fosfato a la proteína lisosomal especifica, ensamblar el proteoglicano a partir del núcleo de las proteínas, además de la sulfatación de la azúcar en el proteoglican y en tirosina seleccionada en la proteína. (Le, Bhushan, & Grimm, 2011).

El fallo en la adicción de la mannosa 6 fosfato a la proteína lisosomal conllevara a un desorden hereditario relacionado con el almacenamiento lisosomal, denominado (I-cell disease)  enfermedad de inclusión celular  (Dierks , et al., 2009), caracterizado según Le (2011) por rasgos faciales toscos, corneas nubladas, restricción de los movimientos articulares, con niveles de enzima lisosomal elevados en plasma; todo lo cual resulta frecuentemente fatal en la infancia.

El tratamiento para la enfermedad de inclusión celular sigue siendo limitado, se habla del trasplante de médula ósea, intentado en un pequeño número de pacientes, con datos  muy limitados, aunque se informa de una normalización de los niveles de la enzima lisosomal después del trasplante por lo menos en un caso (Krivan, Timar, & Goda , 1998).

Los esfuerzos en el tratamiento deben ser dirigidos a maximizar el mantenimiento de la salud en general, los suplementos nutricionales pueden ser beneficiosos, esta recomendado tratar oportunamente las infecciones respiratorias recurrentes con antibióticos (Roth, 2009).

Bibliography

Dierks , T., Schlotawa, L., Frese, M., Radhakrishnan, K., von Fugura, K., & Schmidt, B. (2009, april). molecular basis of multiple sulfatase deficiency, mucolipidosis II/III and Nieman-Pick C1 disease-Lysosomal storage disordes caused by defect on non-lysosomal proteins. Biochim Biophys Acta, 1793(4):710-25.

Era7 Information Technologies S.L.U. (2007, 11 6). medicina molecular. Retrieved from medmol.es: http://www.medmol.es/glosario/41/

Krivan, G., Timar, L., & Goda , V. (1998). Bone marrow trnsplantation in non-malignant disorders. Bone Marrow Transplant, Dec; 22 suppl 4: SBO-3.

Le, T., Bhushan, V., & Grimm, L. (2011). Firt AID for the USMLE STEP 1. USA: McGraw Hill.

Roth, K. (2009, sept 1). medscape.com. Retrieved from I-Cell disease (Mucolipidosis Type II) Treatment & Management: http://emedicine.medscape.com/article/945460-treatment

Relationship between Organizational Behavior (OB) and Organizational Development (OD).

      Organization Behavior is defined as the study and application of knowledge about how people, individuals, and groups act in organizations. That is, it interprets people-organization relationships in terms of the whole person, whole group, whole organization, and whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives. (Clar, 1998).

      In business science is the study of the way people interact within group ( (Investopedia ULC, 2011). Normally it is applied in an attempt to create more efficient business organizations. The central idea of the study of OB is that a scientific approach can be applied to the management of workers. These theories are used for human resource purpose to maximize the output from individual group of members.

      On the other hand Neilsen, pointed:

      Organizational Development is the attempt to influence the members of an organization  to expand their candidness with each other about their views of the organization and their experience in it, and to take greater responsibility for their own actions as organization members. The assumption behind OD is that when people pursue both of these objectives simultaneously, they are likely to discover new ways of working together that they experience as more effective for achieving their own and their shared goals, and that when this does not happen, such activity helps them to understand why and to make meaningful choices about what to do in light of this understanding. (1984).

     Based on the foregoing, and in revised the texts mentioned we can see the strongly relationship between both OD and OB, where  the   principal mission to improve the organization as a whole and to increase the capacity of the human being  to be productive, proactive and serve as an active component of the positive results of the organization. Work like teams is vital to the functioning of modern organizations. Members of teams bring different strings to the group such as leader, investigator, motivator, finisher, coordinator, thinker, negotiator or politician.   These roles are used at different stages of production when such role play becomes essential in the groups work. Teams take over from hierarchical systems where individuals are assumed to know everything depending on their level in the authority ladder. This system denies the organization the cumulative advantage of skills and strengths in different individuals.

      As shown us Wamwangi (2003) the Organizational Development is a change management strategy which has been in operation for the last forty years. It is based on the understanding of behavioral sciences and is concerned with how people and organizations function and how they can be made to function better through effective use of human and social process.

       Human behavior in organizations is unpredictable because it originates in needs and value systems deeply rooted in people. (Davis, 1999).There is no simple formulas and practices for working with people, nor is there an ideal solution to the problems of the organization. All we can do is to increase understanding and capacities to raise the quality of human relations at work. The goals are difficult to achieve, but are of great value. If you are willing to think of people as human beings can work effectively with them.

      In the today’s economic situation, the turbulence facing the modern man and organization is at a level that may not have been experienced before in human history, the modern change has changed in speed, depth and complexity bringing with it a new phenomenon in technological, social, political and economic pace adaptation to which becomes a fundamental condition of survival for individuals and organizations, that is why a change in approach and understanding of the behavior of individual, group or organization is vital to business development in these current conditions, where the participation of each other can help achieve the objectives of the company.

References:

Clar, D. (1998, march 19). Retrieved from Big Dog and Little Dog's Bowl of biscuits. Retrieved from http://www.nwlink.com/donclark/leader/leadod.html

Davis, K. &. (1999). Comportamiento Humano en el trabajo: comportamiento organizacional. Mexico city, Mx: McGraw-Hill companies.

Investopedia ULC. (2011, november 14). investopedia.com. Retrieved from

http:investopedia.com/terms/o/organizational-behavior.asp#axzz1dh9DFu1

Neilsen, E. (1984).Becoming an OD Practitioner. Englewood Cliffs, CA: Prentice Hall.

Wamwangi, K. (2003, October 21). info.worldbank.org. Retrieved from http://info.worldbank.org/etools/docs/library/114925/eum/docs/eum/tanzania/MODULEIIORGANIZATIONALDEVELOPMENTKINUTHIA.pdf

    

     

THANKS GIVING DAY:

In 1621, the Plymouth colonists and Wampanoag Indians shared an autumn harvest feast that is acknowledged today as one of the first Thanksgiving celebrations in the colonies. Governor William Bradford organized a celebratory feast and invited a group of the fledgling colony’s Native American allies, including the Wampanoag chief Massasoit. Now remembered as American’s “first Thanksgiving”—although the Pilgrims themselves may not have used the term at the time—the festival lasted for three days. While no record exists of the historic banquet’s exact menu, the Pilgrim chronicler Edward Winslow wrote in his journal that Governor Bradford sent four men on a “fowling” mission in preparation for the event, and that the Wampanoag guests arrived bearing five deer. Historians have suggested that many of the dishes were likely prepared using traditional Native American spices and cooking methods. Because the Pilgrims had no oven and the Mayflower’s sugar supply had dwindled by the fall of 1621, the meal did not feature pies, cakes or other desserts, which have become a hallmark of contemporary celebrations. For more than two centuries, days of thanksgiving were celebrated by individual colonies and states. It wasn't until 1863, in the midst of the Civil War, that President Abraham Lincoln proclaimed a national Thanksgiving Day to be held each November.[1]

 For many of us who do not know the tradition, no matter what the history, it is important that we practice gratitude every day, and in every aspect of our lives. Many references are found for "Thank" referred to the natural gift that makes it pleasant to anyone who has, or the expression of gratitude for the benefits, giving thanks is synonymous to recognize that something or someone has done a favor, someone provided us a benefit. The word "Thank" strengthens to who emitted it, whenever he expresses it with sincerity. Gratitude is the memory of the heart.[2]

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[1] (A&E Television Networks, LLC, 2011)

[2] (Guindi Lopata, 2011)