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Cromer Blood Group Systems
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Cromer Blood Group Systems
It can not be disputed that knowledge of blood groups is of paramount importance to effective administration of scientific as well as biological operations. The Cromer blood groups system was discovered in 1965. It was the named after its very first antibody producer who is also erffered to as Mrs. Cromer. At the time of its identification, the relative anibody was thought to be anti-Go. However, after ten years, it was found out that it has a new and different specificity. It was then that the respective antibody was renamed to anti-Gr.
Normally, the constituent blood group antigens of this Cromer system are carried on in a complement regulatory protein that is also a decay accelerating factor. The respective decay accelerating factor gene is usually located at chromosome Iq32. This according to Daniels and Bromiow constitutes one of the group genes that are referred to as the regulators of complement activation. The respective gene has close to 40kb and contains 11 exons. The decay accelerating factor glycoprotein is typically arranged in four different extra-cellular yet short consensus continuous domains. Each repeat domain usually has sixty amino acid remnants or residues. Through the GPI linkage, the amino acid residues are usually attached to a distinct RBC membrane.
The Cromer blood group system comprises of eleven antigens which have two sets of vital antithetical antigens. According to Hiller, eight of the respective antigens tend to be of high incidence while the remaining three are of a low incidence. The very last exon has a distict hydrophobic C terminal domain that is usually replaced by the GPI postranslationally. When in a secreted DAF form, it is agreed that this segment is likely to be more hydrophilic. The respective antigens are documented to be lacking the Inab phenotype, which is also known as the Cromer null phenotype. By now, it is contended that all the amino acids that are essential for expressing all the antigens are determined. Apart from the Dr, all result from just a single change of an amino acid. In the Dr a negative phenotype, the degree of expression of the respective DAF as well as that of the entire Cromer system antigens is reduced significantly. The CR (a negative) phenotype has been identified to be the least rare of all the other negative phenotypes. Current evidence indicates that apart form one Spanish American lady, the remaining individuals with Cr (a negative) RBCs tends to be Black. A significant percentage of the remaining phenotypes tend to be very rare.
With respect to treatment, it is widely recognized that the Cromer antigens tend to be resistant to any treatment of the RBCs by papain, ficin and sialidase. In addition, they are very sensitive to Chymotrypsin and tend to be weakened by 200mm volume of DDT. This information is imperatively important in clinical procedures of different types. The antibodies in this system on the other hand are very reactive, usually 1gG and neither bind nor complement. The respective antibodies usually culminate in a mild delay of transfusion reactions. However, they do not affect HDN in any way. In incidences where antibody of the patient is directed at an antigen of high incidence, Storry and Reid suggest that the siblings need to be tested for compatibility of blood. Such patients should also urged by clinicians to donate blood to be stored for a long term period whenever their clinical or health status allows.
With respect to expression, Cromer antigens are usually expressed on the relative RBCs of the new born babies. The DAF is usually expressed on the apex of trophoblasts and in most instances; it protects the conceptus from the dangers of antibody mediated hemolysis. However, patients with PNH III conditions do not have their DAF expressed on RBCs. Soluble antigens are usually useful when carrying out hemagglutination tests. However, to obtain optimal results, initial concentration is advised.
The decay accelerating factors usually inhibit assembly as well as accelerate the decay of C5 and C3 convertases. This culminates in decreased deposition of the C3 on RBC surfaces. This greatly reduces complement-mediated hemolysis. Usually, five to six individuals that are known to have the rare Inab phenotype that is also referred to as the null serological phenotype tend to suffer from wide ranging intestinal disorders. Nonetheless, no hematological abnormalities have so far been reported. The antibodies that have specificities in this blood group system do not cause any hemolytic diseases to new born babies.
Emergent research regarding the respective alleles indicates that the epitopes of this blood group system reside in different areas of the sequence of their DAF glycoprotein. Most of them have also been identified to culminate from the single nucleotide substitutions that are found in the SCR domains that characterize the DAF. Further research ascertains that the null Inab phenotype occurs when the membrane surface lacks DAF. According to Daniels, Green, Powell and Ward, DAF is also the most common allele.
Bibliography
Daniels, G. Bromiow, I. Essential guide to blood groups. USA: Wiley-Blackwell, 2006.
Daniels, G., Green, C, Powell, R.Ward, T. Hemagglutination inhibition of Cromer blood group antibodies with soluble recombinant decay accelerating factor. Transfusion. 1998; 38 (4): 332-336.
Lublin, D. Review: Cromer and DAF: role in health and Disease. Immunohematology. 2005; 21(2): 39-47.
Hiller, C. Blood banking and transfusion medicine: Basic principles and practice. USA: Churchill Livingstone, 2006.
Hue-Rowe, K et al. Three new high prevalence antigens in the Cromer blood group system. Transfusion. 2007; 49 (9): 1621-1629
Reid, M. Disappearance of antibodies to Cromer blood group system antigens during mid pregnancy. Vox Sang (1996); 71 (1): 48-50.
Reid, M. International women in transfusion award lecture: Selected lessons learnt from blood groups. ISBT Science Series. 2006; 1 (1): 112-119.
Schenkel-Brunner, H. Human blood groups: Chemical and biochemical basis of antigen specificity. USA: Springer, 2000.
Storry, J. Reid, M. The Cromer blood group system: a review. Immunohematology. 2002; 18 (4), 95-103.
Triulzi, D. Blood transfusion therapy: A physician’s handbook pocket. USA: American Association of Blood banks, 2002.
University of Chicago aplication letter
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University of Chicago
Question One
I am currently as student in the Shoreline community college taking Business as my major. Shoreline Community College has played a significant part in my educational life. It has provided me with the principle learning factors in terms of the course I intend to pursue. Shoreline has improved my perspective of business as my course. I therefore cannot complain about the services the school has offered to me up to this point in my life. Despite this, I intend to take my studies to the next level through a recognized university. The University of Chicago provides that opportunity in that it offers the programs that will enhance my career. One of the ways the University of Chicago satisfies my desire for my future education is their quality of education. The school places emphasis on high performance and discipline making it ideal for shaping me to a responsible businessperson. Another factor that sets the school apart from the rest is their principle on the observance of extracurricular activities. These principles not only focus on the educational aspect of the learning. It also ensures that students graduate from school when they are all round making them more marketable in the employment world.
Question Two
As mentioned earlier, the Shoreline University has catered for my educational needs from the time I transferred from Indonesia. This has been ideal for my growth in the new country due to the slower pace of learning. The school has managed to bridge the gap between my previous education skills and my current situation. I have chosen to leave the school so that I can enroll in a more established school in terms of business studies. The transfer is thus one of the steps that I am taking to achieve my overall objective of running my parents company back in Indonesia.
Question five
As a student in college, writing is an essential skill to my performance in school. Writing is a skill that comes naturally or acquired through practice. It does not matter whether it is a natural talent or skill. What matters is the amount of passion the writer has when writing on a particular issue. Good writing is reflective of the way one views a particular notion or argument. The way a person expresses themselves is reflective of their upbringing, values and cultural norms. My writing skills places emphasis on topics that are personal to me and the values I relay. My transfer to the University of Chicago is indented to improve my chances of receiving better opportunities in the future. My main objective is to complete a bachelor’s degree in business so that I can contribute to the growth and sustainability of my country. Apart from my love for business, I also take pride in the Arts. A degree in Art will broaden my prospects and make me a viable candidate in any company that I attempt to join. The reason I made this choice is that most of my reasoning arises from my quality as a social critic.
Society is a significant part of my life in that most of my activities are geared towards the improvement of the community. I come from a country that has experienced a considerable amount of social economic issues over the years. Most of these issues arise from the lack of proper governance. All countries are at one time involves cases of unfair treatment by people in high positions. This creates a gap between the rich and the poor with the poor making a large percentage of the population. It is difficult to change the dynamics of most of the governments due to the inability to speak out. One of the ways that an individual can however influence the rest of the population positively is through writing. Speaking on the social ills that communities experience is critical to the eradication of inequality. Equal treatment and distribution of opportunities is ideal for the proper sustainability of any society. Being a social critic has been dubbed as a radical stance by some governments making people shy away from speaking out. If people fail to air their grievances, they run the risk of being stripped off their rights and privileges.
Criticizing the behavior of authoritative figures and companies can be done in a more decent way. People now have a chance to use technology so as to communicate with their peers and counterparts. This can be done using the blogs, social networks or traditional methods such as books. One of the factors to observe when carrying out these activities is the respect of all parties involved. Most countries have a long way to in terms of achieving a fair society. One of the ways that this can be enhanced is through the acquiring of an education. My choice to join the University of Chicago is not only business oriented. It is one of the steps I have taken to empower myself so that I can empower people around me. This will as a result improve the living conditions of not only my family but the environment as a whole
Unhappy Employees are Very Productive
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Unhappy Employees are Very Productive
Introduction
Various organizations and professionals across the globe have been trying to determine and embrace strategies that could result in excellent performance of their businesses. Precisely, productivity of employees has been a major aspect of concern because profitability and success of a firm depends primarily on the efforts of their workforce. As such, interested parties and scholars have conducted varied researches and experiments in attempt to determine if satisfied and happy employees perform better their dissatisfied and unhappy counterparts. Even so, the effects of faulty intuitions could adversely impact on the quality of conclusions that such researchers make.
Thesis
Unhappy employees are not always unproductive because some of them could perform exceptionally well like their happy counterparts.
Literature Review
Existing literature suggests that happy employees are good performers. Cropanzano and Wright (194) claim that depression among unhappy employees attracts unpleasantness which leads to poor activation. In other words, Cropanzano and Wright support the thesis that happy employees exhibit high performance. Besides, Zelenski, Murphy and Jenkins assert that even high level executive officers in private and public sectors demonstrate high performance when they are happy (533). Likewise, Fogaça andCoelho Junior claim that wellbeing, job satisfaction and suitable organizational structure are among crucial aspects that encourage high performance among employees (156). Also, Sageer, Rafat, andAgarwal suggest that happy employees demonstrate moral behaviors that encourage customer attraction and retention (39). Still, Friedman and Lobel claim that happy workaholic employees are crucial workforce for an organization because they strive to satisfy their needs as well as those of their firms (406). Thus, “the Happy Workaholic executive realizes that part of the leadership responsibility is to help employees align their values and actions (Friedman and Lobel 406).” Nonetheless, Saari and Judge claim that the link between happiness, or attitude and employee’s job satisfaction and performance is yet to be established (404). Therefore, further studies should be conducted to unravel if the widespread assumption that happy employees are productive workers is a faulty intuition or not.
Research Method
A qualitative research method would be employed in the study due to the focus on non-quantifiable elements. Besides, secondary sources of data would be used.
Findings and Discussions
Although some studies show that happy employees are highly productive, unhappy workers could perform exceptionally well. Specifically, unhappy employees could demonstrate high levels of attention and caution while handling their duties and responsibilities. As a result, unhappy people could make relatively few mistakes and errors unlike their happy counterparts who may not pay adequate attention and care on their jobs.
Unhappy employees are probably working under certain levels of stress. As such, they have relatively high degrees of efforts and capabilities because they are trying to attain specific goals and objectives that could have been dictated by their employers. Thus, unhappy employees could assume that their only source of happiness is satisfactory accomplishment of their roles. For example, an employee could be happier on attaining or exceeding set targets concerning their job performance.
Behaviors of workers play a crucial role in dictating their performance. As such, unhappy employees could demonstrate satisfactory productivity if they exhibit appropriate workplace behaviors. For instance, Leblebici asserts that “while the employees are unhappy with the physical conditions of the workplace, they have remarkable satisfaction with the workplace by having strong behavioral workplace conditions (47).” Thus, a workforce could perform exceptionally well despite the presence of unfavorable work conditions that are perceived to adversely impact on a worker’s productivity.
Additionally, unhappy staff could exhibit satisfactory performance and low-turnover rates. In with that line, a study by Zenger and Folkman shows that middle-level managers act as the dissatisfied category of employees, yet they exhibit high productivity, no absenteeism and work for extended durations in their organizations (3). Since workers understand that they have an obligation to handle their roles and responsibilities effectively, the concept of happiness could have insignificant impacts on their performance.
Conclusion
Overall, unhappy workers could perform exceptionally well compared to their happy counterparts. Since unhappy employees are working under certain levels of stress and pressures, they tend to be more keen and careful while handling their duties. As such, happiness of such types of employees would come after attaining satisfactory performances. Hence, the popular notion that happy employees are more productive could signify how faulty intuitions adversely affect humans.
Works Cited
Cropanzano, Russell, and Thomas A. Wright. “When a” happy” worker is really a” productive” worker: A review and further refinement of the happy-productive worker thesis.” Consulting Psychology Journal: Practice and Research 53.3 (2001): 182.
Fogaça, Natasha, and Francisco Antônio Coelho Junior. “Is “happy worker” more productive.” Management 4.4 (2016): 149-160.
Friedman, Stewart D., and Sharon Lobel. “The happy workaholic: A role model for employees.” Academy of Management Perspectives (2003).Leblebici, Demet. “Impact of workplace quality on employee’s productivity: case study of a bank in Turkey.” Journal of Business, Economics 1.1 (2012): 38-49.
Saari, Lise M., and Timothy A. Judge. “Employee attitudes and job satisfaction.” Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management 43.4 (2004): 395-407.
Sageer, Alam, Sameena Rafat, and Puja Agarwal. “Identification of variables affecting employee satisfaction and their impact on the organization.” IOSR Journal of business and management 5.1 (2012): 32-39.
Zelenski, John M., Steven A. Murphy, and David A. Jenkins. “The happy-productive worker thesis revisited.” Journal of Happiness Studies 9.4 (2008): 521-537.
Zenger, Jack, and Joseph Folkman. “Why middle managers are so unhappy.” HBR, Harvard (2014).