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This paper draws from our own experiences of sexism within Business Schools to bring attention to the effects of the operation of a highly masculinised, white, cis gendered, and patriarchal culture whether enacted by men or women and to how we come to be silenced within it. Our work reflects on intersectional issues of race, health (mental and physical), and care-work, using faction built from six paired interviews, to tell a truth we feel unable to tell individually. This piece highlights the real fear of repercussions that still persists for female academics and uses the acts of collecting data and writing differently (Gilmore et al., 2019b; Pullen et al., 2020) to offer the authors a safe space in which to resist both overt and structural sexism in Business Schools. It highlights the need to take seriously those subtleties of sexism that we are often expected to put up with, those difficult to name aspects of our working lives that leave us feeling it would be ‘silly’ to complain and act as a form of micro -coercive control over our lives. We operationalise our collective voice as a form of activism in the academy that is situated within our individual silences.

Numerical solutions to wave-type PDEs utilizing method-of-lines require the ODE solver's stability domain to include a large stretch of the imaginary axis surrounding the origin. We show here that extrapolation based solvers of Gragg-Bulirsch-Stoer (GBS) type can meet this requirement. Extrapolation methods utilize several independent time stepping sequences, making them highly suited for parallel execution. Traditional extrapolation schemes use all time stepping sequences to maximize the method's order of accuracy. The present method instead maintains a desired order of accuracy while employing additional time stepping sequences to shape the resulting stability domain. We optimize the extrapolation coefficients to maximize the stability domain's imaginary axis coverage. This yields a family of explicit schemes that approaches maximal time step size for wave propagation problems. On a computer with several cores we achieve both high order and fast time to solution compared with traditional ODE integrators.

Notas: Un fragmento de papel con los datos de la publicación acompaña al documento., Tipo de publicación: Periódico, Título de la publicación: The Plain Dealer, Periodicidad: Diario

This Article was originally published under NPG's License to Publish, but has now been made available under a [CC BY 4.0] license. The PDF and HTML versions of the Article have been modified accordingly.

Employee engagement is one of the most significant concepts in the management field (Crawford et al 2014; Fletcher et al 2018). Its importance was emphasised in the MacLeod Review (2009) and lead to the voluntary movement, Engage for Success. Tasked by the UK Government to start conversations on issues of employee engagement, the movement focuses on developing our knowledge of engagement through topic specific groups, and our understanding of engagement through regional and national events.\ud \ud In 2016, Engage for Success launched the Line Manager Thought and Action Group (TAG) with the aim of conducting case study research around the role of line managers in developing and sustaining employee engagement initiatives.\ud \ud The following report focuses on research conducted at PFX using semi-structured interviews and focus groups with participants from senior management to front line officers. Participation in the research was voluntary and confidentiality was ensured. As a result, quotes used in this report have been anonymised. \ud \ud Findings are structured around the four enablers to employee engagement highlighted in the MacLeod Review, specifically strategic narrative, engaging manager, employee voice, and organisational integrity.\ud \ud A persistent theme across interviews and focus groups was the need for a collaborative and consistent strategic narrative on employee engagement. As a concept, it is currently considered as a transactional process, or ‘add on’, and is not integrated as a key focus across the organisation. Instead, there is an apparent ‘them and us’ culture, with a strong divide between front line officers and senior management. In addition, there is a lack of training and support on issues of engagement and leadership. Coupled with issues of miscommunication and a lack of employee voice, a negative impact on organisational integrity and trust is apparent. \ud \ud Our research all case study organisations has highlighted that engagement is everyone’s responsibility. Improving levels of engagement requires a series of roles fulfilled by all stakeholders in the organisation: from senior management to front-line staff. Employee engagement is a two-way process and is not something that HR, or line managers, can change in isolation. It needs a strong, consistent and collaborative strategic narrative, engaging managers that have the necessary skills and training, and an employee voice that is heard and enacted upon. \ud \ud Although there are several areas that are contributing to a negative staff experience, there is a strong sense of purpose throughout the organisation at all levels that is commendable.

Issues of employee engagement have traditionally landed at the door of HR, tasked with undertaking annual employee engagement surveys and responding with initiatives devolved to line managers. However, recent research conducted on behalf of Engage for Success has highlighted that engagement is everyone's responsibility. Improving levels of engagement requires a series of roles fulfilled by all stakeholders in the organisation: from senior management to front-line staff. Employee engagement is a two-way process and is not something that HR, or line managers, can change in isolation. To coin a well-known phrase, when it comes to employee engagement, it is 'all for one and one for all'.

© 2018 Macmillan Publishers Limited, part of Springer Nature. All rights reserved. Despite decades of research, the pathophysiology of bipolar disorder (BD) is still not well understood. Structural brain differences have been associated with BD, but results from neuroimaging studies have been inconsistent. To address this, we performed the largest study to date of cortical gray matter thickness and surface area measures from brain magnetic resonance imaging scans of 6503 individuals including 1837 unrelated adults with BD and 2582 unrelated healthy controls for group differences while also examining the effects of commonly prescribed medications, age of illness onset, history of psychosis, mood state, age and sex differences on cortical regions. In BD, cortical gray matter was thinner in frontal, temporal and parietal regions of both brain hemispheres. BD had the strongest effects on left pars opercularis (Cohen's d='0.293; P=1.71 × 10 '21), left fusiform gyrus (d='0.288; P=8.25 × 10 '21) and left rostral middle frontal cortex (d='0.276; P=2.99 × 10 '19). Longer duration of illness (after accounting for age at the time of scanning) was associated with reduced cortical thickness in frontal, medial parietal and occipital regions. We found that several commonly prescribed medications, including lithium, antiepileptic and antipsychotic treatment showed significant associations with cortical thickness and surface area, even after accounting for patients who received multiple medications. We found evidence of reduced cortical surface area associated with a history of psychosis but no associations with mood state at the time of scanning. Our analysis revealed previously undetected associations and provides an extensive analysis of potential confounding variables in neuroimaging studies of BD.

Regions of diminished ventilation are often evident during functional pulmonary imaging studies, including hyperpolarized gas magnetic resonance imaging (MRI), positron emission tomography, and computed tomography (CT). The objective of this study was to characterize the hypointense regions observed via (3)He MRI in a murine model of acute lung injury. LPS at doses ranging from 15-50 μg was intratracheally administered to C57BL/6 mice under anesthesia. Four hours after exposure to either LPS or saline vehicle, mice were imaged via hyperpolarized (3)He MRI. All images were evaluated to identify regions of hypointense signals. Lungs were then characterized by conventional histology, or used to obtain tissue samples from regions of normal and hypointense (3)He signals and analyzed for cytokine content. The characterization of (3)He MRI images identified three distinct types of hypointense patterns: persistent defects, atelectatic defects, and dorsal lucencies. Persistent defects were associated with the administration of LPS. The number of persistent defects depended on the dose of LPS, with a significant increase in mean number of defects in 30-50-μg LPS-dosed mice versus saline-treated control mice. Atelectatic defects predominated in LPS-dosed mice under conditions of low-volume ventilation, and could be reversed with deep inspiration. Dorsal lucencies were present in nearly all mice studied, regardless of the experimental conditions, including control animals that did not receive LPS. A comparison of (3)He MRI with histopathology did not identify tissue abnormalities in regions of low (3)He signal, with the exception of a single region of atelectasis in one mouse. Furthermore, no statistically significant differences were evident in concentrations of IL-1β, IL-6, macrophage inflammatory protein (MIP)-1α, MIP-2, chemokine (C-X-C motif) ligand 1 (KC), TNFα, and monocyte chemotactic protein (MCP)-1 between hypointense and normally ventilated lung regions in LPS-dosed mice. Thus, this study defines the anatomic, functional, and biochemical characteristics of ventilation defects associated with the administration of LPS in a murine model of acute lung injury.