Many radioactive isotopes are used in medicine for imaging and treatment purposes. The specific isotopes used depends on the particular organ or body system being studied (for example, Xe-133 is used to image lung function and blood flow.) For thyroid imaging, isotopes of iodine are used, commonly 1-123 and 1-131, which have half-lives of 13.2 hours and 8.0 days, respectively.
Why is iodine used for thyroid imaging (as opposed to any other element)? 1-129 is an extremely rare isotope of iodine with a half-life of 15.7 million years. Assuming it was much more abundant in nature, would 1-129 be a good substitute for 1-123 or I-131 in thyroid imaging? Why or why not? Although both 1-123 and 1-131 can be used in imaging of the thyroid, only I-131 is used in treating thyroid cancer. What difference in radioactivity between 1-123 and 1-131 accounts for this preference? Sometimes non-radioactive isotopes of iodine can be preferred depending on the intended medical use. For example, many people preparing for a nuclear disaster stockpile KI tablets (non-radioactive). Why would someone consume KI during a radioactive disaster? Would you consider purchasing KI tablets as a precaution? Why or why not?
Multifaceted authority: An investigation Disclaimer: This work has been put together by an understudy. This isn't a case of the work composed by our expert scholastic scholars. You can see tests of our expert work here. Any suppositions, discoveries, ends or proposals communicated in this material are those of the writers and don't really mirror the perspectives of UK Essays. Distributed: Mon, 24 Apr 2017 Presentation I have lived, voyaged and worked widely abroad since 2003 specifically London, UK and Dubai, UAE this has started my enthusiasm for advancing my comprehension of diverse administration issues. I have encountered working in various associations, social, traditions, races, hard working attitude, dialects, ethics, morals, convictions, class/standing frameworks, instruction, and so on this is more clear in Dubai, UAE then it was in London, UK. In this Leadership Research Project I will investigate "how culturally diverse issues may impact administration approaches", I will take a gander at it from a Western Leadership Approach and Eastern Leadership Approach, which I will characterize later. There are a great deal of issues and factors that impact administration methodologies, styles, and viability some of which are hierarchical culture, national culture which we will investigate. Yousef (1998) has featured that pioneers and devotees individual characteristics, for example, national social, encounter, training, age, residency with present association and authoritative factors, for example, possession have a huge association with initiative adequacy. I will take a gander at Western Leadership Approaches i.e. Somewhat English Saxon "Australian and British" verus Eastern i.e. Arabic and Indian" and drawing on a portion of my encounters in the Middle East while filling in as a Construction Project Manager in Dubai, UAE from 2007 to 2009. It would be ideal if you take note of that the terms/portrayals "Australian, Indian, Arabic and so on… Leaders and Managers are more Democratic, Authoritarian, Autocratic, Laissez-faire and so forth… " These are speculations and I recognize that there are Leaders, Managers and Followers that fall outside of these speculations, as in Leadership there is nobody estimate that fits all methodology, what works in a single culture does not really work in another. From individual experience receiving an Australian, British, American i.e. Western Leadership Approach, Style, Characteristics, Traits and so on to the setting of the Middle East i.e. Dubai, UAE working in an Arabic Cultural and driving and overseeing predominately Indian, Pakistani, Bangladeshi, Sir Lankan, Chinese and so forth work constrain does not really work because of a social contrasts i.e. authoritative and national, so you must have a Situational/Contingency Leadership Approach and Style to be powerful in multifaceted. Yousef (1998) propose that pioneers ought to receive an initiative style that obliges the supporters individual traits and additionally authoritative factors with a specific end goal to accomplish hierarchical objectives and destinations successfully, this backs up my contention above. The two associations that I worked in we total inverses in wording on authoritative social the first Dutco Balfour Beatty LLC was one of the biggest and settled development and building organizations in the UAE working crosswise over differing fields. The other Cliff Creek Building Contractors LLC was a moderately little organization The main association was profoundly Authoritarian, Bureaucratic, over-unified, expert and power is unequally circulated at the best and this is commonplace of most firms in the Middle East from my encounters. The second association was Brief Overview of the Industry "Embed Here" Body Definitions There is no set meaning of initiative and social, it has been characterized from various perspectives by numerous individuals for the motivations behind this Leadership Research Project we will utilize the accompanying definition Initiative Definition The GLOBE Project characterizes initiative as "the capacity of a person to impact, inspire, and empower others to contribute toward the viability and accomplishment of the association of which they are individuals" (Page 15 Culture, Leadership and Organizations The GLOBE Study of 62 Societies) Social Definition The GLOBE Project characterizes culture as "shared thought processes, values, convictions, personalities, and understandings of implications of critical occasions that outcome from regular encounters of individuals cooperatives that are transmitted crosswise over ages" (Page 15 Culture, Leadership and Organizations The GLOBE Study of 62 Societies) Culture incorporates the association, nation where you live or have lived in, social class, age, sexual orientation, territorial, ethnic, religious, etymology, traditions, race, hard working attitude, ethics, morals, convictions, values, class/rank frameworks and so on. Western Leadership Style and Ideas Definition I have restricted my Leadership Style and Ideas to the UK and Australian, as this is the place I have worked amid my profession and have involvement in overseeing individuals, assets and so forth as far as Eastern Leadership Style and Ideas Definition I have constrained my Leadership Style and Ideas to Indian as this is was most of the workforce in Dubai, UAE that I oversaw and lead i.e. Pioneer/Follower relationship. Writing Review An audit of the Literature uncovers that there has been much composed on the subjects of Leadership and Culture yet there isn't sufficient communication of the themes and a ton of the writing is from a Western Perspective, all the more should be composed from the forthcoming of the Arab and Indian and furthermore the business. I have found from the Literature Review that there are numerous Leadership Theories i.e. Transformational, Transactional, Situational, Contingency, Leadership Member Exchange "LMX", Ethical, Authentic, Visionary, Cross-social, Military View "Courageous" Leadership, Strategic, Charismatic, Spiritual, Less-sense of self, Liberating, Theory "X, Y, Z", Traits, and so forth and that distinctive explores call them diverse things and there is a great deal of cover between them. There are obviously other initiative hypotheses that I have not recorded above because of the restricted space accessible. The authority styles, qualities, attributes and methodologies that I have plot beneath are an expansive speculation of administration regarding Australian/British i.e. Western Leadership and Arab/Indian i.e. Eastern Leadership. The fundamental work in the field of culturally diverse initiative was by Greet Hofsteed 1980 which has been broadly refered to, he think about 100,000.00 representatives of IBM from 49 nations and societies over a multi year time frame from 1967 to 1973 and recognized four authority measurements to look at administration contrasts and similitudes, these measurement are: – Independence/Collectivism (Refer Item 5 and 6 beneath); Progressive system, Status and Power Distance; (Refer Item 8 underneath); Vulnerability Avoidance (Refer Item 9 beneath); and Manliness (Refer Item 2 beneath). The examination was of one association IBM and one industry, and in that capacity these measurement are speculations of hierarchical and national social. This work has framed the bases for different explores, to imitate, expand and discredit this, one such works was the GLOBE Study. The Globe Leadership and Organizational Behavior Effectiveness Research Program House 2004, from hear on will be alluded to as the "Globe Study" for whatever is left of Leadership Research Project. The GLOBE Study inspected 62 societies crosswise over 3 businesses (Financial Services, Food Processing and Telecommunications), how culture identified with societal, authoritative and administration adequacy. It contemplated 17,300.00 chiefs in 951 associations and tried 27 speculations over a multi year from 1992 to 1997. The Globe Study inspected authority from the devotees perspective and utilized Hofsteed 1980 unique four measurements though renamed and included five new social measurements recorded underneath: – Future Orientation; Sex Egalitarianism (Refer Item over 4); Self-assuredness; Empathetic Orientation; In-Group Collectivism (Refer Item over 1); Institutional Collectivism (Refer Item over 1); Execution Orientation; Power Concentration versus Decentralization (Refer Item over 2); and Vulnerability Avoidance (Refer Item over 3). Allude to Appendix A for Definitions of thing 1 to 9 above. The Global Study recognized six noteworthy worldwide administration practices: – Self-governing; Alluring/Value-Based; Sympathetic Oriented; Participative; Self-Protective; and Group Oriented. Allude to Appendix A for Definitions of thing 1 to 6 above. They additionally distinguished 22 traits that are all around acknowledged over the 62 societies for powerful Leadership: – Dependable; Just; Legitimate; Prescience; Prepares; Empowering; Positive; Dynamic; Rationale arousers; Certainty Builder; Motivational; Tried and true; Keen; Definitive; Successful bargainor; Win-win issues solver; Regulatory Skilled; Informative; Educated; Organizer Group Builder; and Perfection arranged. They additionally recognized 8 traits that are all around not acknowledged over the 62 societies for viable Leadership: – Maverick; Asocial; Non-helpful; Fractious; Non-express; Egocentric; Heartless; and Domineering. Jacob 2005 recommends that there are inadequacies of worldwide breadth considers as social and administration are dynamic and always developing where these examinations are a static preview of a nation introduction. She at that point proceeds to state culturally diverse directors ought to have the capacity to measure what kinds of authority conduct works in a specific culture and create abilities which empower them to accept the required initiative conduct, this fortifies my contention above with respect to Situational Leadership. She refers to Fiedler who recommends that administration style utilized should coordinate the situational necessities. I surmise that the social measurements and typologies that are illustrated in this paper and th>GET ANSWER