inefficacious

instxnctual asked:

Hoe, don't do it!

15. Pushing your muse out of a helicopter, with or without a parachute.

There was only so much smarmy attitude Yumichika could take. He knew they were nowhere near their destination, but frankly couldn’t bring himself to care. There was the open door, and there was the zanpakuto spirit; he would not waste this opportunity. Not only had the chalky shitstain suggested that he needed his hair cut (um, did those gross little eyes of his even work right?), but also had the GALL to convey that information via an impromptu rap about his alleged inefficacy. That was the point when Yumichika could no longer contain himself, and lunged forward to shove with all his might. My, how satisfying it was to see Zangetsu careening through the air… 

Perché parole come queste mi sembrano così fredde e inefficaci? Forse perché non esiste nome tenero abbastanza con cui poterti chiamare?

James Joyce

Nuovo Post pubblicato su Milano Post Quotidiano ONLINE di Informazione e Cultura #Emicrania, #FarmaciControEmicrania, #ModoSviluppoEmicrania

Nuovo Post pubblicato su http://www.milanopost.info/2015/04/14/identificato-come-agisce-lemicrania-speranza-per-nuovi-farmaci-innovativi/

Identificato come agisce l'emicrania: speranza per nuovi farmaci innovativi

Milano 14 Aprile - Scienziati dell'Università di Auckland, in Nuova Zelanda, hanno identificato una seconda maniera in cui agisce l'emicrania, aprendo la strada allo sviluppo di un farmaco efficace contro la debilitante e fin troppo comune condizione. Ne soffrono un uomo su 10 e quasi due donne su 10, ma per molti di loro i trattamenti esistenti sono inefficaci e possono fa scattare effetti collaterali spiacevoli e anche gravi.

Da circa 20 anni è noto che gli attacchi di emicrania colpiscono persone con livelli elevati di un ormone dolorifero chiamato CGRP (Calcitonin Gene-Related Peptide). Per combattere attacchi severi, è stata sperimentata una nuova classe di farmaci detti gepant, che bloccano l'attività del CGRP nel ricettore dell'ormone nei nervi, ma la loro efficacia è stata inferiore alle aspettative.

Gli studiosi guidati da Debbie Hay della Scuola di Scienze Biologiche dell'ateneo, ritengono di aver trovato il pezzo mancante del puzzle. “Abbiamo scoperto che il CGRP attiva un secondo target sulla superficie delle cellule nervose sensibili al dolore, chiamato AMY1, che i gepant non sono capaci di bloccare”, scrive Hay su Annals of Clinical and Translational Neurology. “Nonostante il CGRP abbia un ruolo così chiaro nelle emicranie, se è stato finora così difficile bloccarlo è perché dovrebbe essere necessario bloccare anche un secondo recettore e non solo uno”.

Nella prossima fase di ricerca, sarà necessario comprendere come i due recettori operano insieme, e quale ruolo svolge ciascuno di essi nei nervi legati al dolore, spiega Hay.

“Abbiamo bisogno di una nuova classe di antidolorifici che si possano assumerne regolarmente. Gli oppioidi funzionano, ma vi sono problemi di tolleranza e di dipendenza, e servirebbe altro”, aggiunge.

(ANSA)

{dialogue between a priest and a dying man} marquis de sade

DYING MAN—i say nothing of the kind. let the evil deed be proscribed by law, let justice smite the criminal, that will be deterrent enough; but if by misfortune we do commit it even so, let’s not cry over spilled milk; remorse in inefficacious, since it does not stay us from crime, futile since it does not repair it, therefore it is absurd to beat one’s breast, more absurd still to dread being punished in another world if we have been lucky to escape it in this. god forbid that this be construed as encouragement to crime, no, we should avoid it as much as we can, but one must learn to shin it through reason and not through false fears which lead to naught and whose effects are so quickly overcome in any moderately steadfast soul. reason, sir—yes, our reason alone should warn us that harm done our fellows can never bring happiness to us; and our heart, that contributing to their felicity is the greatest joy nature has accorded us on earth; the entirety of human morals is contained in this one phrases: render others as happy as one desires oneself to be, and never inflict more pain upon them than one would like to receive at their hands. there you are, my friend, those are the only principles we should observe, and you need neither god nor religion to appreciate and subscribe to them, you need only have a good heart. but i feel my strength ebbing away; preacher, put away your prejudices, unbend, be a man, be human, without fear and without hope forget your gods and religions too: they are none them good for anything but to set man at odds with man, and the mere name of these horrors has caused greater loss of life on earth than all other wars and all other plagues combined. renounce the idea of another world; there is none, but do not renounce the pleasure of being happy and of making for happiness in this. nature offers you no other way of doubling you existence, of extending it. —my friend, lewd pleasures were ever dearer to me than anything else, i have idolized them all my life and my wish has been to end it in their bosom; my end draws near, six women lovelier than the light of day are waiting in the chamber adjoining, i have reserved them for this moment, partake of the feast with me, following my example embrace them instead of the vain sophistries of superstition, under their caresses strive for a little while to forget your hypocritical beliefs.

NOTE.
the dying man rang, the women entered; and after he had been a little while in their arms the preacher became one whom nature has corrupted, all because he had not succeeded in explaining what a corrupt nature is.

Curcuminoids represent an effective and safe alternative treatment for OA.

PMID:  Phytother Res. 2014 Nov ;28(11):1625-31. Epub 2014 May 22. PMID: 24853120 Abstract Title:  Curcuminoid treatment for knee osteoarthritis: a randomized double-blind placebo-controlled trial. Abstract:  Treatment of osteoarthritis (OA) is challenging owing to the inefficacy and long-term adverse events of currently available medications including non-steroidal anti-inflammatory drugs. Curcuminoids are polyphenolic phytochemicals with established anti-inflammatory properties and protective effects on chondrocytes. The aim of this study is to investigate the clinical efficacy of curcuminoids in patients suffering from knee OA. A pilot randomized double-blind placebo-control parallel-group clinical trial was conducted among patients with mild-to-moderate knee OA. Patients were assigned to curcuminoids (1500 mg/day in 3 divided doses; n = 19) or matched placebo (n = 21) for 6 weeks. Efficacy measures were changes in Western Ontario and McMaster Universities Osteoarthritis Index (WOMAC), visual analogue scale (VAS) and Lequesne’s pain functional index (LPFI) scores during the study. There was no significant difference in age, gender, body mass index, and VAS, WOMAC and LPFI scores between the study groups at baseline (p > 0.05). Treatment with curcuminoids was associated with significantly greater reductions in WOMAC (p = 0.001), VAS (p  http://j.mp/1E7PdJs

Inefficacy
  • Inefficacy is the inability for the blood product to produce the outcome it has intended to produce. 
    • Inefficacy occurs due to storage lesion (biochemical and biomechanical changes occurring throughout storage periods)
    • Storage lesion affects red blood cells by decreasing viability and ability for tissue oxygenation
    • Maximum shelf life for blood storage is 42 days
    • Maximum auto-hemolysis threshold (currently 1% in the US, 0.8% in Europe)
    • Minimum level of post-transfusion RBC survival in vivo (currently 75% after 24 hours
  • The question of the age of the blood increasing or decreasing the effectiveness is still unanswered
  • The use of “restrictive protocol” where blood transfusion only used when necessary is due to the many uncertainties of shelf life and storage lesion in order to prevent further harm to the patient 

This is socially limiting because of its health threats to the patient. Although it may help cure and help many big operations etc. it could also be ineffective and cause other problems. Despite the many other components that effect the blood’s ability to cure the disease, there are also other unknown components may put the patient into harm. With these risks, its limiting in terms of the people’s health concern. 

Novelle orientali

Novelle deboli, rese ancor più inefficaci dal tono poetico, qui null’altro che ornamento adagiato sull’inconsistenza.

Ricercavo quel denso esplorare degli animi in cui la Yourcenar è maestra, ma non l’ho trovato.

Marguerite Yourcenar“Novelle orientali”
Giudizio: 2/5


Justin Sullivan / Getty Images


Although she lost, Ellen Pao’s gender discrimination lawsuit against her former employer, the venture capital firm Kleiner Perkins, has been interpreted as an object lesson in a number of feminist topics, like the problem of sexism you can’t quite prove, the inefficacy of lawsuits in fighting all kinds of sexism, and the power of female representation in the press. Here’s one more: Pao’s experience at venture capital firm Kleiner Perkins illustrates the double standards women endure when they date in the workplace.


Certainly, women are not the default victims of every workplace romance, relationship, or hook-up. Silicon Valley is sexist, but it’s not Mad Men. Educated, wealthy, ambitious women like Pao aren’t secretarial sitting ducks for coercion — they have the social standing, organizational power, and legal protection to avoid unwanted sexual attention at the hands of a superior. What high-powered women don’t have is protection from — or even the language to describe — the death-by-a-thousand-cuts backlash facing women who are seen as strategic and ambitious, professionally or sexually.


As a junior partner in 2006, Pao had a brief, consensual affair with a Kleiner Perkins partner, Ajit Nazre. Pao cut things off, and then watched her career disintegrate. Her desk was moved away from Nazre’s and into office Siberia, she alleged, and she was excluded from important email chains. More important, Pao claimed she was denied credit for — and participation in — an investment she’d spotted years earlier. But when she began to aggressively ask for inclusion and highlight her contributions, her performance reviews indicated that she was “territorial about herself,” “pushing too hard to establish herself,” “not a warm and fuzzy person,” “in need of ‘softening.’” “I’m not really sure I trust her motivations,” one person wrote. Meanwhile Nazre — who had enlisted a co-worker in an extramarital affair under false pretenses — was promoted.


But, again, Ellen Pao didn’t sue because she was sexually coerced. She sued because she wanted a seat at the table. The two complaints can be more related than one might think. Rebecca Chory, a researcher at Frostburg University, studies how romantic relationships influence workplace dynamics, an increasing concern as smartphones and perks erase the distinction between work and life. According to Chory, women who date higher-status employees are perceived as “less caring and less trustworthy” by their peers.


Chory and her research partner Sean Horan found that when a woman dates up the corporate ladder, she loses the trust and goodwill of her peers, whereas a man’s credibility isn’t impacted at all by the status of his girlfriend. Chory speculates that’s because women are seen as having more to gain from a workplace relationship. The result is that her co-workers are more likely to deceive her, she says, in particular by withholding information, in an attempt to level the playing field. In other words, exactly the type of underhanded exclusion — relegating women to note-taking in meetings, leaving them off important emails, excluding them from networking opportunities — Pao complained about. What’s more depressing, Chory says, is research indicates that women are perceived to reap unfair advantages through any relationship to a man: sexual, friendship, mentorship. The vocal support of John Doerr, Pao’s mentor and surrogate father, might have also contributed to her unpopularity.


Asked why women bear the brunt of the mistrust and backlash inspired by workplace affairs, Chory told me that “as a society, we’ve decided work is male.” And men have become associated with traditional office culture: rational, impersonal, and uncaring. “So as women come into the workplace,” she said, “they’re blamed for any drama and emotion.”


This relates to what Kleiner Perkins senior partner Chi-Hua Chien meant when he (Pao alleged) said women “kill the buzz.” Women may make up less than 6% of partners at U.S. venture capital firms, but it’s their sensitive, expressive, relationship-seeking presence that means everybody has to censor his jokes at dinner with Al Gore. It’s the 6% that effs up the ski trip housing arrangements. It’s also why, ultimately, it doesn’t matter whether you relent and sleep with the guy or you push him out of your hotel door in his slippers. That’s how another junior partner at Kleiner Perkins, Trae Vassallo, stopped Nazre’s persistent sexual overtures on a business trip. But the overture alone — which Vassallo later reported to the board, ending in Nazre’s dismissal — is enough to reaffirm your status as a woman. Different from the norm, inherently sexual, a shapely vessel for interpersonal conflict. (Although their encounters with Nazre were entirely different, it bears mentioning that the two vocal female critics of Kleiner Perkins had been embroiled in conflict of a sexual nature.) Like Pao, Vassallo was denied credit for her achievements, relegated to secretarial roles, and watched as her male peers were promoted over her until she left the firm.


But there is one thing more dangerous to a woman’s career than embracing female stereotypes: defying them. Ultimately, Pao’s downfall was that she complained, loudly and repeatedly —“this Ellen bullshit,” as Chien put it. And, in general, the Lean In virtues — assertion, self-promotion — still look weird on women. As a Harvard Business Review report put it, merely having agency contradicts the warmth and sharing prescribed by women’s traditional caregiver role. (And it’s easy to imagine how that incongruence might have been compounded by Pao’s race. More than their Caucasian counterparts, Asian-American women, like the plaintiffs in pending gender discrimination cases at Facebook and Twitter, are expected to be submissive and demure.) So Pao faced discrimination in both directions: Having an affair is too feminine for the workplace; fighting for a seat at the table is too masculine for a woman. Given her options, when Kleiner Perkins senior partner Ted Schlein said that being a V.C. “wasn’t part of [Pao’s] genetic makeup,” it’s hard not to think he was talking about something on the Y chromosome.



Even If It’s Not Discrimination, You’re Still That Girl

Justin Sullivan / Getty Images

Although she lost, Ellen Pao’s gender discrimination lawsuit against her former employer, the venture capital firm Kleiner Perkins, has been interpreted as an object lesson in a number of feminist topics, like the problem of sexism you can’t quite prove, the inefficacy of lawsuits in fighting all kinds of sexism, and the power of female representation in the press. Here’s one more: Pao’s experience at venture capital firm Kleiner Perkins illustrates the double standards women endure when they date in the workplace.

Certainly, women are not the default victims of every workplace romance, relationship, or hook-up. Silicon Valley is sexist, but it’s not Mad Men. Educated, wealthy, ambitious women like Pao aren’t secretarial sitting ducks for coercion — they have the social standing, organizational power, and legal protection to avoid unwanted sexual attention at the hands of a superior. What high-powered women don’t have is protection from — or even the language to describe — the death-by-a-thousand-cuts backlash facing women who are seen as strategic and ambitious, professionally or sexually.

As a junior partner in 2006, Pao had a brief, consensual affair with a Kleiner Perkins partner, Ajit Nazre. Pao cut things off, and then watched her career disintegrate. Her desk was moved away from Nazre’s and into office Siberia, she alleged, and she was excluded from important email chains. More important, Pao claimed she was denied credit for — and participation in — an investment she’d spotted years earlier. But when she began to aggressively ask for inclusion and highlight her contributions, her performance reviews indicated that she was “territorial about herself,” “pushing too hard to establish herself,” “not a warm and fuzzy person,” “in need of ‘softening.’” “I’m not really sure I trust her motivations,” one person wrote. Meanwhile Nazre — who had enlisted a co-worker in an extramarital affair under false pretenses — was promoted.

But, again, Ellen Pao didn’t sue because she was sexually coerced. She sued because she wanted a seat at the table. The two complaints can be more related than one might think. Rebecca Chory, a researcher at Frostburg University, studies how romantic relationships influence workplace dynamics, an increasing concern as smartphones and perks erase the distinction between work and life. According to Chory, women who date higher-status employees are perceived as “less caring and less trustworthy” by their peers.

Chory and her research partner Sean Horan found that when a woman dates up the corporate ladder, she loses the trust and goodwill of her peers, whereas a man’s credibility isn’t impacted at all by the status of his girlfriend. Chory speculates that’s because women are seen as having more to gain from a workplace relationship. The result is that her co-workers are more likely to deceive her, she says, in particular by withholding information, in an attempt to level the playing field. In other words, exactly the type of underhanded exclusion — relegating women to note-taking in meetings, leaving them off important emails, excluding them from networking opportunities — Pao complained about. What’s more depressing, Chory says, is research indicates that women are perceived to reap unfair advantages through any relationship to a man: sexual, friendship, mentorship. The vocal support of John Doerr, Pao’s mentor and surrogate father, might have also contributed to her unpopularity.

Asked why women bear the brunt of the mistrust and backlash inspired by workplace affairs, Chory told me that “as a society, we’ve decided work is male.” And men have become associated with traditional office culture: rational, impersonal, and uncaring. “So as women come into the workplace,” she said, “they’re blamed for any drama and emotion.”

This relates to what Kleiner Perkins senior partner Chi-Hua Chien meant when he (Pao alleged) said women “kill the buzz.” Women may make up less than 6% of partners at U.S. venture capital firms, but it’s their sensitive, expressive, relationship-seeking presence that means everybody has to censor his jokes at dinner with Al Gore. It’s the 6% that effs up the ski trip housing arrangements. It’s also why, ultimately, it doesn’t matter whether you relent and sleep with the guy or you push him out of your hotel door in his slippers. That’s how another junior partner at Kleiner Perkins, Trae Vassallo, stopped Nazre’s persistent sexual overtures on a business trip. But the overture alone — which Vassallo later reported to the board, ending in Nazre’s dismissal — is enough to reaffirm your status as a woman. Different from the norm, inherently sexual, a shapely vessel for interpersonal conflict. (Although their encounters with Nazre were entirely different, it bears mentioning that the two vocal female critics of Kleiner Perkins had been embroiled in conflict of a sexual nature.) Like Pao, Vassallo was denied credit for her achievements, relegated to secretarial roles, and watched as her male peers were promoted over her until she left the firm.

But there is one thing more dangerous to a woman’s career than embracing female stereotypes: defying them. Ultimately, Pao’s downfall was that she complained, loudly and repeatedly —“this Ellen bullshit,” as Chien put it. And, in general, the Lean In virtues — assertion, self-promotion — still look weird on women. As a Harvard Business Review report put it, merely having agency contradicts the warmth and sharing prescribed by women’s traditional caregiver role. (And it’s easy to imagine how that incongruence might have been compounded by Pao’s race. More than their Caucasian counterparts, Asian-American women, like the plaintiffs in pending gender discrimination cases at Facebook and Twitter, are expected to be submissive and demure.) So Pao faced discrimination in both directions: Having an affair is too feminine for the workplace; fighting for a seat at the table is too masculine for a woman. Given her options, when Kleiner Perkins senior partner Ted Schlein said that being a V.C. “wasn’t part of [Pao’s] genetic makeup,” it’s hard not to think he was talking about something on the Y chromosome.

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