Glucocorticoids Drug Metabolism - Free Essay Example

Sample details Pages: 11 Words: 3366 Downloads: 9 Date added: 2017/06/26 Category Science Essay Type Argumentative essay Tags: Drugs Essay Did you like this example? The Role of Glucocorticoid Receptor in the Regulation of Drug Metabolism Introduction Glucocorticoids are extremely important in our life due to their pivotal roles in maintaining homeostasis and coping with stress. Tremendous attention has focused on glucocorticoids because of their wide usage in the treatment of autoimmune and inflammatory diseases and their implications to the pathogenesis of many wide-spread disorders, such as hypertension, diabetes, obesity, etc. Many pathophysilogical effects of glucocorticoids are contributed by their transcriptional regulation of approximately 10% of our genes (Buckingham, 2006) and these effects are predominantly dependent on the interaction between glucocorticoids and the glucocorticoid receptor (GR), a ligand-activated transcription factor. Don’t waste time! Our writers will create an original "Glucocorticoids Drug Metabolism" essay for you Create order Although a variety of physiological functions, such as immune response, metabolism, growth, etc, could be closely related to the GR-mediated gene regulation, this review will mainly focus on the GR-mediated enzyme regulation and its crucial role on drug metabolism in human. It has been appreciated that nuclear receptors play important role in xenobiotic response by regulating expression and/or activity of drug-metabolizing enzymes, thereby modifying the targeted concentrations of the drug and altering the therapeutic drug response. With the development of molecular biology, structure biology, genetics and metabolism studies, tremendous effort has been made to understand the fundamental functions of nuclear receptor superfamily, which makes up a complex regulatory network with extensive cross communication in regulating the xenobiotic response between them. GR becomes my focus not only because of the essential physiological process aforementioned but the key role it plays in drug metabolism. Exploring and understanding the fundamental mechanisms underpinning the actions of GR is critical and is of great help to explain the drug response and some pathophysilogical effects of glucocorticoids as well. GR: structure Glucocorticoid receptor belongs to subfamily 3C of nuclear receptor superfamily and is the first cloned human steroid receptor (Hollenberg et al., 1985). Two protein isoforms of GR, termed hGR alpha (777 amino acids) and hGR beta (742 amino acids) are distinguished by the last 15 amino acids at the C-terminal end and differed binding properties with glucocorticoids. hGR alpha is transcriptionally active while hGR beta is unable to bind glucocorticoids or induce gene transcription. Some studies suggest that it may act as a negative regulator of glucocorticoid action and contribute the tissue sensitivity to glucocorticoids (Bamberger et al., 1995). Three major functional domains: N-terminal domain (NTD), DNA binding domain (DBD) and ligand-binding domain (LBD) are well studied for the GR. Within N-terminal domain, a major activational function domain1 (AF1) is required to enhance maximal transcriptional activity. The DBD contains the most conserved amino acid sequence and comprises two cysteine-rich zinc fingers, which are essential for GR dimerisation and site-specificity of DNA binding. The C-terminal located LBD is responsible for recognition and ligand binding. It also contains the other activational function domain2 (AF2) and this AF2 is also important in regulating the transcriptional activity of GR. In addition to the three major domains, a D-domain or hinge region links DBD and LBD is considered playing a role in GR nuclear translocation (Kumar and Thompson, 2005; Buckingham, 2006). Recent progresses in crystallographic studies solve the crystal structure of the DBD and LBD of the GR, which reveal more insights into the structure: function relationship of GR and help to better understand the importance of molecular organization in the transcriptional activity as well (Lu et al., 2006). GR: activation and gene regulation A chain of impressive reactions occur during the activation of GR and resulting gene regulation. As a ligand-activated transcription factor, the cytoplasm located inactive GR is bound to heat shock protein 90 (hsp90) and other proteins which prevent the nuclear localization of this unoccupied GR. After binding to specific ligand, such as glucocortcoids, the GR is activated and dissociate the oligomeric protein complex, undergoing nuclear translocation, dimerizing via the essential DBD, binding with glucocorticoid response elements (GREs) in the promoter region, recruiting and interacting with other regulatory proteins to induce or repress the expression of targeted genes (Hayashi et al., 2004; Buckingham, 2006). In addition to the direct regulate gene transcription by activated GR binding with GREs, some recent research suggest the indirect regulatory role of GR via protein-protein interactions (Buckingham, 2006). In this manner, GR could interact with other transcription factors, such as NF-B and AP-1, to reduce the expression of pro-inflammatory genes. Most notably in drug metabolism, an extensive cross-talk between GR and other nuclear receptors exists, such as pregnane X receptor (PXR), constitutive androstane receptor (CAR) and retinoic X receptor (RXR) and it further complicates the GR-mediated gene regulation and drug response (Pascussi et al., 1999; Pascussi et al., 2000b; Pascussi et al., 2004; Dvorak et al., 2005). Role of GR: Cytochrome P450 3A4 CYP3A4 is the most important and abundant cytochrome p450 in human liver. It has the largest range of substrates and plays a pivotal role in steroid catabolism and xenobiotic metabolism. The fundamental mechanism underlying the transcriptional activation of CYP3A4 is complex and involves many nuclear receptors, such as PXR, GR, vitamin D receptor and CAR. In fact, several observations indicate the important role of GR in the inducible gene expression of CYP3A4. First of all, glucocortcoids are the classic inducers of CYP3A4 in mammals; secondly, RU486, an antagonist of GR, block the dexamethasone-mediated transcriptional activation of CYP3A4 in HepG2 cells cotransfected with GR and CYP3A4 promoter (Ogg et al., 1999). Although CYP3A4 is highly inducible by glucocortcoids, theres few evidence for the direct interaction of GR with the CYP3A4 promoter since no consensus glucocorticoid receptor response element (GRE) existed in CYP3A genes. Several possible hypotheses account for the role of GR in the transcription regulation of CYP3A4 have been projected (El-Sankary et al., 2002). Either a nonconsensus GRE present in the CYP3A4 promoter region could be used to explain the direct interaction of GR with the CYP3A4 promoter or as previously mentioned via an indirect manner, GR could interact with other transcription factors thereby interacting with the CYP3A4 promoter to induce CYP3A4. Opposed to these hypotheses, study from a GR-knockout mice model shows that GR is not essential for the glucocortcoids-mediated induction of CYP3A (Schuetz et al., 2000). Although someone may argue that such knock-out animal study may cause some other compensating pathway; further extrapolating result from rodents is not scientifically reasonable. Hence the regulation role of GR in CYP3A4 expression is still debatable. On the other hand, since PXR has been demonstrated as a major steroid hormone nuclear receptor in regulation the CYP3A4 gene expression (Lehmann et al., 1998), an indirect evidence for the latter hypothesis could be supported by the interactive regulatory cross communication between GR and other nuclear receptors, especially PXR, CAR and RXR (Pascussi et al., 2000a; Pascussi et al., 2000b; Gerbal-Chaloin et al., 2002). It is highly possible that GR indirectly contributes to the inducible gene regulation of CYP3A4 by interacting and controlling the expression of PXR, CAR and RXR. Indeed, in studies using human hepatocytes, dexamethasone has shown to enhance the PXR, CAR and RXR expression, leading to enhanced PXR-mediated CYP3A4 expression (Pascussi et al., 2000a; Pascussi et al., 2000b). Unfortunately, no convincing evidence has been provided in relation to the direct implication of GR in CYP3A4 gene induction. Furthermore, more complicated phenomenon has been observed recently using placental trophoblast cell line (Pavek et al., 2007). In this study, GR-mediated CYP3A4 induction indicates hepatocyte-specific regulation pattern and some other hepatocyte-specific transcription factors are required for the GR-CYP3A4 gene regulation process. It is of my point that since most of the studies have been done in vitro using human hepatocytes, in vivo situation could be far more complex especially in human body. Clearer picture depicting the role of GR in CYP3A4 gene expression is intriguing and it will be extreme important in understanding the regulation mechanism of this crucial enzyme, which ultimately leads to better predictions of clinical important drug-drug interactions. Role of GR: Cytochrome P450 2C9 2C19 In contrast to CYP3A4, CYP2C9 is secondly most abundant drug-metabolizing enzymes in human liver and accounts for the metabolism of a wide range of clinically important therapeutic agents, such as phenytoin, S-warfarin and some nonsteroidal anti-inflammatory drugs. Although a great amount of knowledge has been known about this enzyme including genetic polymorphism, pharmacology, etc, very little is known about the molecular mechanisms underlying the transcriptional regulation of CYP2C9. Specifically, it has been demonstrated that CYP2C9 is inducible by dexamethasone (DEX) in primary human hepatocytes and the role of GR related to this inducible CYP2C9 gene expression has been carefully investigated by Sabine and his coworkers (Gerbal-Chaloin et al., 2002). In addition to the transcriptional regulation by hCAR and PXR, deletional analysis of CYP2C9 regulatory region in the presence or absence of cotransfected GR and directed mutagenesis studies have been carried out to characterize the location of the functional GRE in CYP2C9 regulatory region; Further gel shift assays prove the direct interaction between hGR with CYP2C9-GRE. These observations provide a convincing evidence for direct implication of GR in the inducible CYP2C9 expression and shed light for further understanding this crucial enzyme gene regulation. In stead of using human primary hepatocytes, some research group investigated the role of GR in the transcriptional regulation of CYP2C9 in placental cell line. Interestingly, unlike the hepatocytes, due to lack of hepatocyte-specific transcriptional factors, such as hepatocyte nuclear factor 4a (HNF4a), CYP2C9 is not inducible in this special placental cell line (Pavek et al., 2007). Similar observation seen in the aforementio ned CYP3A4, which might indicates the tissue-specificity regulatory role of GR-CYP gene regulation. CYP2C19 is also abundantly expressed in the liver and several clinically important agents undergo CYP2C19-mediated oxidative metabolism including omeprazole, diazepam, etc. A high interindividual variability related to CYP2C19 expression has been observed, which may partially contributed by the nuclear receptor-regulated CYP2C19 gene expression. By examining the transcriptional regulation of CYP2C19, the functional GR and CAR response element have been identified in the CYP2C19 promoter and mutation of GRE abolishes DEX-induced CYP2C19 expression in human hepatocytes (Chen et al., 2003). This provides clear evidence showing the importance of GR in regulating CYP2C19 expression. Role of GR: Cytochrome P450 2B6 The role of GR in the xenobiotic-induced expression of CYP2B in rodents has been shown as evidenced by several groups. For example, GREs have been located in mouse CYP2B10 and rat CYP2B2 (Jaiswal et al., 1990; Stoltz et al., 1998) and GR has been shown as a requirement for maximal induction of these 2 genes in rodents (Shaw et al., 1993; Honkakoski and Negishi, 1998). This arise the question of the role of GR in the regulation of human CYP2B6 expression.CYP2B6 is a member of Cytochrome P450 group and has been considered as playing minor role in drug metabolism. But recent studies suggest the importance of CYP2B6 by taking into account of the fact that CYP2B6 actually involve in metabolizing about 25% of all the pharmaceutical agents. Notably, CYP2B6 is also inducible and hepatic expression is highly variable between individuals (Xie and Evans, 2001). Due to increased attention and urgence in understanding the molecular determinants of CYP2B6 regulation, the role of GR in the CYP2B6 regulation has been evaluated by several research groups. For example, by a study using primary human hepatocytes cotransfected of hGR and hPXR or hCAR with CYP2B6 reporter constructs (Wang et al., 2003), GR seems to function synergistically with hPXR and hCAR to regulate the xenobiotic-induced CYP2B6 expression while GR alone dose not exert this effect in human hepatocytes. As previously mentioned about the role of GR in gene regulation, it again suggest that activated GR could act as a coactivator to enhance the hPXR and hCAR-mediated CYP2B6 expression. Role of GR: phase II drug-metabolizing enzymes Glucuronidation, sulfation, and glutathione conjugation are the three most important conjugation reactions in phase II drug metabolism. In addition to the essentiality of GR in phase I drug metabolizing enzymes that I summarized above, GR seems also play role in regulating these three phase II drug metabolizing enzymes. In a UDP-glucuronosyltransferase (UGT) 1A1 reporter gene study by Toru and his coworkers (Usui et al., 2006), a dose-dependent induction of UGT1A1 by DEX has been observed and co-expression of hGR in the transfected HepG2 cell line enhance the induction by 7-fold; Further treatment with GR antagonist RU486 inhibit the DEX-mediated UGT1A1 induction. The data suggest the important role of GR on the effective induction of UGT1A1 in cultured human hepatocytes. In terms of human sulfotransferase (SULTs), unlike the rat SULT1A1gene that GR mediates the transactivation of this gene expression (Fang et al., 2003); the expression of human SULT1A1 is not affected by glucocorticoids treatment in primary human hepatocytes (Duanmu et al., 2002). On the other hand, human SULT1A3 gene is induced by glucocorticoids through a GR-mediated transactivation in human HepG2 cells and the GRE is identified for the SULT1A3 (Bian et al., 2007). However, human hydroxysteroid sulfotransferase (SULT2A1) gene expression is induced by glucocorticoids through a more complex nuclear receptor-mediated mechanism, with some involvement of GR while PXR is considered as playing a major role in SULT1A3 gene regulation (Duanmu et al., 2002). Glutathione S-transferase (GST) mediated detoxification of electrophilic chemicals is pivotal in preventing toxicity in human body. Unlike the rodent models, little is known about the role of GR in the GST gene regulation. Interestingly, some research conducted to evaluate the role of GR on GSTA2 expression (Falkner et al., 2001). In transfected HepG2 cells, activated GR repress the expression of GSTA2 with low concentration of DEX; while with high concentration of DEX, GSTA2 is inducible via a PXR-dependent mechanism. However, extrapolation of these results to human is not reliable and requires future studies. Conclusion In this review, some clinical important phase I and phase II drug-metabolizing enzymes are examined related to the role of GR in the gene transcriptional regulation in human. Notably, these enzymes play pivotal role in xenobiotic metabolism and nuclear receptor-mediated xenobiotic regulation to a large extent rely on the transcriptional regulation of these enzymes expression. Molecular mechanism underlying the gene regulation has been elusive as the role of nuclear receptors being characterized. GR, as the first cloned human steroid receptor, seems play a controversy role in terms of its relative contribution and regulation mechanisms in different phase I and phase II drug-metabolizing enzymes. Although this article mainly focus on research data in human, examinations of the species difference and in vitro- in vivo correlation are crucial given that significant amount of available information deal with rodent models. Carefully investigating these results could help us better understand the complicated role of GR in drug metabolism and guide the clinical intervention. Reference Bamberger CM, Bamberger AM, de Castro M and Chrousos GP (1995) Glucocorticoid receptor beta, a potential endogenous inhibitor of glucocorticoid action in humans. J Clin Invest 95:2435-2441. Bian HS, Ngo SY, Tan W, Wong CH, Boelsterli UA and Tan TM (2007) Induction of human sulfotransferase 1A3 (SULT1A3) by glucocorticoids. Life Sci 81:1659-1667. 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Analysis Of Ruination And Drosscape - 1341 Words

Ruination and Drosscape Ruination is a recurring theme through the creative field; primarily in art, art theory and poetry. There is a grand human reaction to ruin that transcends this word into a conceptual state. It is a concept that artists have had an abiding interest in, which has in turn led the conception of the modern ruin. My uncoverage of this concept has been through a multitude of resources whilst researching for my own artistic practise. Art theorists and artists have thematically looked to ruin as an aid to understand human nature and the ways in which we cope with the rapidly developing world around us through a sentimentality for what is past and lost. There is a need to discern this reaction to ruin and to simultaneously validate it. Ruins hold a curious charm that is produced by the coinciding state of decay and regeneration, which oscillate randomly and chaotically. Ruins draw people in and inspire creation. Similarly, art necessarily develops from the past’s foundation, the neglec ted; without a break, and wherever it may end up, reference to the past remains. Ruin provokes nostalgia for the aesthetic forms and iconography of the former, resulting in an ongoing phenomenon that recycles and regenerates in art and art theory. In Allan Smith’s Essay Entropic steps: Rocks, ruins, and increase in John Ruskin, Robert Smithson, and Per Kirkeby, he triangulates the writings of Ruskin, Smithson and Kirkeby, in order to show a breadth of reaction to ruin (primarily

Establishing Effective Leadership Development in an Organization

Question: Describe about the Establishing Effective Leadership Development in an Organization. Answer: Introduction Personality has been the central point in establishing effective leadership development in an organization. Buss, (2009, p. 360) argues that there is a strong relationship between personality and job performance within an organization. Personality refers to the psychological attributes that contribute to people's distinctive feelings, thoughts, and patterns of behavior within the workplace. Job performance portrays how productive employees their mandates, the initiative they take as well as the resourcefulness they represent in solving problems. With increased competition in the business world, organizations need to hire high-performing employees, and this necessitates the management to have an understanding of who may perform better towards competing efficiently. Buss, (2009, p. 365) states that personality traits exhibited by the personnel guide the managers in this entire process. This essay explains the relationship between personality and job performance, and how organizational behavior scholars and practitioners should apply this knowledge in achieving organizational success. Relationship between Personality and Job Performance Awais Bhatti, et al., (2014, p. 80) states that the five-factor model of personality traits namely neuroticism, extraversion, openness, agreeableness, and conscientiousness play a significant role in affecting job performance within an organization. Group behavior scholars argue that job performance remains to be controversial, and this necessitates a further study regarding the integration existing between individual characters and approaches to job performance. Based on the five factor model of personality dimensions, character plays a crucial role in job performance. While each character trait suits a particular business culture, their integration under different circumstances within the workplace enable a business to thrive efficiently when it comes to realizing the set goals. According to Belle, (2013, p. 144), a clear understanding of the relationship between these two aspects and their applicability under different environments helps OB scholars and leaders to influence the em ployee's performance and behavior. The recent research on organizational performance shows that personality traits predict the behavioral outcomes in the workplace. Personality supersedes the effect of cognitive abilities when it comes to efficient job performance (Awais Bhatti, et al., 2014, p. 96). Concerning the five-factor model and job performance factors, a clear explanation of the relationship between personality and job performance as applied by organization behavior scholars and leaders will get expressed. Neuroticism According to Askarian and Eslami, (2013, p. 322), neuroticism correlates negatively with managerial approaches of job performance within an organization. As opposed to emotional stability, neuroticism singles those employees who show shyness, anger, feel insecure, are depressed, anxious, and always vulnerable while in the workplace. The OB scholars and leaders should seek to understand the nature of their personnel, especially in the recruitment process. As per Le, et al., (2011, p. 113), emotional instability creates an impulse and pressure on the part of employees in a manner that they cannot cooperate with organizational objectives since they are unable to cope with stress. The shy, insecure, and vulnerable individuals act as a drawback for an organization when it comes to achieving the set objectives. The OB scholars and leaders should ensure that all participants within their organization remain confident, happy, and cooperative with one another. Failure to which, this will resu lt in continued failure for the team. Business managers must have the ability to differentiate between the emotionally stable and unstable employees. Under neuroticism, self-consciousness remains to be the most valuable, valid and recognized estimator of job performance across all occupations and work tasks in different organizations (Le, et al., 2011, p. 113). However, emotional stability among the part of the employee creates an excellent climate for commitment. The organization behavior scholars and practitioners should have a clear understanding of the effect of anxiety, anger, and depression in establishing a good rapport for business excellence. Of great importance, OB scholars and leaders should understand that neurotic employees perform worse if compared with less obsessive workers. Therefore, organizations should recruit personnel who are emotionally stable since they always feel secure and show calmness while carrying out their mandates within the workplace. Extroversion Extroversion entails the quantity and intensity of recommended interpersonal relationships within the workplace, approaches to organizational operations, need for stimulation, and capacity to impart happiness within the industry. The OB scholars must understand that extroversion correlates positively with leadership ratings for job performance in the context of organizations general tasks. In particular, Leutner, et al., (2014, p. 60) argues that extrovertive people tend to be sociable, optimistic, loving, affectionate, charismatic, active, and talkative to one another while in a similar setting or environment. About these attributes, business leaders should come up with policies that seek to recruit only those individuals who value interaction with every other person in the workplace. Further, extroversion predicts managerial performance under the circumstance that the OB scholars need to rate task performance amongst the employees. Managers should apply this trait by evaluating all staff job performance so as to adequately reward them in agreement with their value of the input to the job performance. Organizations should make it mandatory for employees to show warmth, activeness, assertiveness, excitement, and positive emotions when carrying out their tasks in the workplace. Since the extroverted personnel have a higher ability to excel in the workplace, the OB scholars and leaders should require all employees to socialize and be highly interactive with one another in the process of job performance. Barrick, et al., (2013, p. 136) makes it clear that assertiveness and activeness impacts are positively when it comes to rating the job performance levels of the employees. Employees who grade higher in activity effectiveness are considered valid than the relaxed and high tempered personnel who always score low in job performance. Effective job performance improves the overall firm's productivity and profitability. Further, when recruiting new staff, the management should be keen in considering whether the candidates possess these characteristics since they remain to be the most relia ble indicators of satisfactory performance in all organizational departments. Openness to Experience The organization behavior scholars and leaders should seek to appreciate the art, adventure, ideas, and qualities of the existing staff for the team. Openness to experience includes aesthetic sensitivity, attentiveness to the inner feelings, intellectual curiosity, active imagination, and independence of judgment. Effective integration of these traits amongst the employees hired by an organization impacts significantly towards improving performance and productivity of a company (Belle, 2013, p. 153). Personnel who express the ability of openness when addressing the senior managers, communicating with the firm's clients, and while interacting with workmates always tend to score higher in job performance. Further, the OB and leaders should understand that openness to experience relates to success in consulting, training, and development when imparting changes within organizational processes. The most open employees should get consulted by the top managers within an organization so as t o make the right decisions for efficient job performance. Openness to experience is a valid predictor of job performance, and this should be an excellent rationale for OB scholars and leaders to apply within an organization's processes. However, it is important for business practitioners to understand that different jobs have different requirements. Mostly, the personnel who are independent in judgment portray attentiveness to inner feelings and tend to feel for the others who always seek for consultation from them in areas where they are not confident and independent (Korschun, et al., 2014, p. 22). The management should, however, establish a job environment that entertains professional code of ethics within the workplace. Behavior conservativeness necessitates the OB scholars and leaders to prefer emotional responses amongst the part of employees since this provides them with feedback on their approaches to making the work environment suitable for each and every employee. Furthermore, the OB scholars and managers should understand that su ccessful workforce significantly scores low on openness as compared with the unsuccessful personnel. Agreeableness The ability to be cooperative and compassionate with one another in the working environment plays a significant role in effective job performance. The organizational behavior scholars and practitioners show sympathy to the team members, are eager to help them, and always believe that every player in the company is helpful in ensuring the success of the set goals. The leaders should create a working environment which values the input of each and every member of the organization. With proper cooperation amongst the workers themselves and supervisor-subordinate relationship, job performance is achieved in the most optimal manner possible (Askarian Eslami, 2013, p. 322). Managers should encourage all employees to help one another in carrying out their tasks as well as valuing the input of every participant in decision making. It is also essential for the OB scholars to diverse their attention from the top executive positions within an organization at the lower organizational levels so a s to understand the needs of the subordinate officers within their organization. Further, establishing a line of communication that recommends the subordinates to express their opinions on the organizational progress and raise complaints to the top management is essential for the OB scholars and leaders if they need to achieve success in job performance. The cooperative nature of friendly personnel leads to business success in occupations where teamwork and customer service are vital. Further, agreeableness relates to effectiveness in the training process amongst the part of employees within the organization. Contrastingly, the rude employees tend to be selfish, skeptical of other participants intentions, and competitive rather than cooperative (Belle, 2013, p. 148). This cynical nature of disagreeableness predicts poor job performance within an organization. The organizational behavior and leaders should apply this knowledge by dealing away with employees who tend to create pressure on others since this hinders efficient job performance. Managers must recognize that agreeableness significantly predicts job performance and thus only the cooperative and empathetic individuals should secure positions in the job recruitment process in case a need arises. The employment of friendly people enables the firm to compete effectively as well a s increasing a company's overall productivity in the business sector. Conscientiousness Business success depends on the nature of employees and managers who belong to the concerned organization. To improve job performance, there is a need for achievement, self-discipline, and planned behavior amongst the part of employees and practitioners. Barrick, et al., (2013, p. 150) postulates that self-discipline necessitates self-control in the deserved direction, active resource planning, organizing and carrying out the mandated responsibilities of an individual. First and foremost, the OB scholars and leaders must always act to their duties with confidence so that they may be able to issue orders and coordinate the operations of the subordinates (Leutner, et al., 2014, p. 63). A conscientiousness leader remains focused, purposeful, and determined to achieve. Provided the plans of an OB scholar remain organized, then job performance of the team members will get organized and motivated towards the positive direction. In the current business world, effective planning, organizing, and coordination of roles play a significant role in efficient job performance, and this calls for managers to consider these traits actively. According to Buss, (2009, p. 362), conscientiousness creates a positive correlation with supervisory ratings of job performance within an organization. With self-confidence and self-discipline, an individual acts to the highest of his or her ability in ensuring completion of all the started tasks despite boredom and other distraction. However, various employees score low in job performance not because they do not have self-discipline, but because they lack the idea of applying the trait in a work environment. The managers, therefore, should understand this barrier and take the necessary steps of curbing this since it leads to poor job performance. Employees need to get trained of how to correlate their day to day public self-control mechanisms with the workplace environment so as to improve job performance (Awais Bhatti, et al., 2014, p. 93). Further, conscientiousness and integrity go hand in hand and influence job performance amongst the part of employees in the business setting. T o improve job performance, the OB scholars and leaders should set autonomous goals and make them known to all the personnel. Conclusion Personality factors play a significant role in enhancing efficient job performance. There are grounds for optimism the application of standard character traits predicts job performance measures of employees. Individuals who show high levels of extraversion, and conscientiousness, and people who score low under neutophism perform better in organizational effectiveness. The human resource management of any company should consider the traits of self-discipline, competence, integrity, and tolerance when recruiting employees in different departments for an organization. The utilization of personality trait analysis in personnel recruitment provides valuable information to the OB scholars and leaders regarding any employment decision. Therefore, the group behavior scholars and leaders should actually study the effects of personality traits differences on job performance. With a clear understanding of organizational perspective and personality traits testing tools, the management may be abl e to distinguish the potential staff that the firm may use to achieve the highest level of job performance. References Askarian, N. Eslami, H., 2013. The relationship between personality traits and job performance (Case study: Employees of the ministry of education Kerman). Interdisciplinary Journal of Contemporary Research in Business, 5(8), p. 322. Awais Bhatti, M., Mohamed Battour, M., Rageh Ismail, A. Pandiyan Sundram, V., 2014. Effects of personality traits (big five) on expatriates adjustment and job performance. Equality, Diversity, and Inclusion, 33(1), pp. 73-96. Barrick, M. R., Mount, M. Li, N., 2013. The theory of purposeful work behavior: The role of personality, higher-order goals, and job characteristivs. Academy of Management Review, 38(1), pp. 132-153. Belle, N., 2013. Experiemental evidence on the relationship between public service motivation and job performance. Public Administration Review, 73(1), pp. 143-153. Buss, D. M., 2009. How can evolutionary psychology successfully explain personality and individual differences. Perspectives on Psychological Science, 4(4), pp. 359-366. Korschun, D., Bhattacharya, C. B. Swain, S. D., 2014. Corporate scocial responsibility, customer orientation, and job performance of frontline employees. Journal of Marketing, 78(3), pp. 20-37. Le, H. et al., 2011. Too much of good thing: Curvilinear relationships between personality traits and job performance. Journal of Applied Psychology, 96(1), p. 113. Leutner, F., Ahmetoglu, G., Akhtar, R. Chamorro-Premuzic, T., 2014. The relationship between the entrepreneurial personality and the Big Five personality traits. Personality and individual differences, 63(6), pp. 58-63.

Project Management Planning And Techniques -Myassignmenthelp.Com

Question: Discuss About The Project Management Planning And Techniques? Answer: Introducation Scope of the project is a part of project panning which involves the determination and documentation of a list of specified project goals, features, deliverables, functions, deadline, task and lastly costs (Kerzner, 2013). Further, the present project is based upon the installation of solar energy plant near Murray River. The scope of Victorian renewable energy is to implement the 25% of solar power in the Victoria city till 2020 and the 40% would be installed by 2025. Moreover, the state planned for the implementation of various solar power plants at top of canal and state government would transfer the canal land on the lease amount of $ 10 Lac. Furthermore, cost effective technology will be transferred like solar PV generation psychology. Moreover, budget is constraint by the Victorian Government. Bidder will follow the time and budget constraints and for time, bidder will submit the document on time. Roles, Responsibilities And Authorities Project engineer, project manager and government official will be involved in the installation of solar power plant (Burke, 2013). Roles and responsibilities of these authorities have been listed below: Project manager: Planning and defining scope for installation of power plant, planning of a resource procurement, cost estimation and budget development, analyzing the risk, etc. Project Engineer: Development of projects objectives after reviewing project proposals, determining project responsibilities and specification, controlling project schedules and costs. Government Officials: Assigning of land and license for installation of power plant, reviewing the documents of projects for better installation of plant. Schedule Activities Years 1st Year 2nd Year 3rd Year 4th Year 5th Year 6th Year Making of implementation agreement Approval of implementation agreement Planning the project Budgeting Contracting and procurement Commissioning Installation process Complete Installation Follow up Budget Budget is basically an estimate of an income and expenditure which is to be incurred in a course of one year. The project manager will make the budget for the present project during the time of planning only so that a clear estimation of the income and expenditure can be made. Furthermore, the major expenses will be done as follows: Expenses Amount 1. Licensing fee: $ 2000 2. Purchase of raw material: $ 35,000,000 3. Plant installation cost: $ 25,000 4. Salary to engineers and workers: $ 1,00,000 Total $ 35,127,000 Project Communication Plan The communication plan of project includes the government officials and project management as sender, they send the message to the receivers who are engineers and workers installing the power plant, recipient send back the feedback to the sender and this is how the communication between them takes place. Moreover, the communication flow is free flow between them in order to get the information in an appropriate manner. Document Management System During the installation of solar power plant; project manager has to put emphasize upon the documentation of each data in order to avoid any mishandling (Larson and Gray, 2013). However, it is not possible to carry all the paper documents in hand every time. For that aspect, project will utilize the document management system. In this, manager will track all the data and input the daily information related to installation. Moreover, workflow of every day will be done by reviewing the planned data documented in the document management system. Project Risk Register No. Description of Risk Owner Probability (Low, Medium, High) Risk Severity (Low, Medium, High) Countermeasures Date Type of Risk (Business, Project, or Stage) 1. Availability of recycled material Assistant project manager Medium High Backup vendor 5th Oct. Project 2. Availability of labors Operational manager Medium High Increasing the wages 6th Oct. Business 3. Change in Government rules Legal executive Low Medium Clearing the government about the plan 6th Oct. Project 4. Explosion of plant Project Engineer High High Looking into each part on a daily basis. 7th Oct. Project Contracting And Procurement The company will hire the engineers and workers on a contract basis in order to engage them until the project is completed and the workers do not fall on short (Meredith and Mantel, 2011). Furthermore, the manager will hire the cranes and other machines required in the installation on a contract basis in order to reserve them till the completion of project. In addition to this, the project teams will procure the recycles material for the solar power plant as the permission has been granted on this condition that it will be done using recycled products only. For that aspect, team will list out all the vendors and from them only they will procure the raw material. Safety And Environmental Issues During the installation of power plant, there are high chances of risk that explosion may occur, thus, it is a safety concern. For this aspect, project accounting team will make sure that proper safety to be provided to all the workers and engineers working on site, example, helmet, life jacket, eye glasses, etc. Further, the team will take care about that surrounding does not get degraded due to the installation and for that team will plant maximum trees in the surrounding. Quality Assurance Various strategies will be made for maintaining the quality standards. Firstly, team will assure that material used in the plant is of utmost quality; secondly, team will make sure that installation would be done under experts supervision in order to avoid any explosion in future. Lastly, they will also take care that purpose get resolved for which the plant is being installed. Commissioning Strategies The solar power system connected with greed has been commissioned in less than 20 months from the date implementation agreement. Some of the parameters related to commissioning are: In case of delay up to a month then state government will en-cash 30% of the overall performance guarantees. In case, delay is up to five months or more than state government will en-cash 50% of overall performance guarantees. If the delay is up to 15 months from the signing day of agreement then the project developer or the bidder will pay cash o power management department in relation to liquidated damages as per the rate of $200 per MW due to the delay of non-commissioned capacity. Close Out And Final Documentation After the complete installation, project manager will make the full documents starting from scratch to end. It will include the information regarding the material used, how the installation has been done, who all were included during the installation and many more information. Further, at the end of the project, contract will be closed which have been made with the engineers, workers, licensing of cranes and other machines, etc. Lastly, follow up of the plant will be taken on a timely basis. References Kerzner, H., 2013.Project management: a systems approach to planning, scheduling, and controlling. John Wiley Sons. Burke, R., 2013. Project management: planning and control techniques.New Jersey, civil-engineering. Larson, E.W. and Gray, C., 2013.Project Management: The Managerial Process with MS Project. McGraw-Hill. Meredith, J.R. and Mantel Jr, S.J., 2011.Project management: a managerial approach. John Wiley Sons.