Stress-induced Fos-like Immunoreactivity in the Pons and the Medulla Oblongata of Rats

Immunoreactivity of the immediate early gene c-fos was used to investigate changes in the activity of brainstem neurons in response to acute stressors like immobilization, formalin-induced pain, cold exposure, hemorrhage and insulin-induced hypoglycemia. Different stressors induced Fos-like immunoreactivity in different pontine and medullary neurons. A single, 3 hour immobilization was found to be a very strong stimulus that activated brainstem catecholaminergic (tyrosine hydroxylase-immunopositive) neurons and cells in the raphe and certain pontine tegmental nuclei, as well as in the reticular formation. Pain, induced by a subcutaneous injection of formalin was also effective on catecholamine-synthesizing neurons and on others cells in the nucleus of the solitary tract. Cold exposure activated cells mainly in the sensory spinal trigeminal and parabrachial nuclei and in the so-called "pontine thermoregulatory area". Moderate Fos-like immunoreactivity was induced by a hypotonic (25%) hemorrhage in medullary catecholaminergic neurons, the nucleus of the solitary tract and the Barrington nucleus. Among stressful stimuli used, insulin-induced hypoglycemia elicited the smallest Fos activation in the lower brainstem. The present observations indicate that different stressors may use different neuronal pathways in the central organization of the stress response.     

Management team learning orientation and business unit performance

Although research has suggested that teams can differ in the extent to which they encourage proactive learning and competence development among their members (a team learning orientation), the performance consequences of these differences are not well understood. Drawing from research on goal orientation and team learning, this article suggests that, although a team learning orientation can encourage adaptive behaviors that lead to improved performance, it is also possible for teams to compromise performance in the near term by overemphasizing learning, particularly when they have been performing well. A test of this proposition in a sample of business unit management teams provides strong support. The results confirm that an appropriate emphasis on learning can have positive consequences for team effectiveness.     

Brain stem electrical responses of stutterers and normals by sex,ears, and recovery

Auditory brainstem electrical responses (BSER) of right and left ears of active stutterers, recovered stutterers, and nonstutterers, both male and female adults, were obtained at click rates of 11.1 and 71.1/sec. Latency intervals of waves I, III, and V were measured. The auditory systems of subjects were stressed using a rapid rate of 71.1 clicks/sec. The latency of wave V was used as the measure of the stress condition.Analysis of variance was used to determine statistical significances of main effects and interactions of mean BSER (waves I, III, V, and wave V in stress condition) of left and right ears of male stutterers (active and recovered), female stutterers (active and recovered), and male and female nonstutterers.With one exception, all main effects and all higher order interactions were nonsignificant. The one main effect that was significant was gender. Females have significantly faster rates of neural transmission than do males. The question was raised, does this finding contribute toward an explanation of the sex ratio in stuttering?     

Engineering interaction: Structural change,locus of identification,and the formation and maintenance of cross-unit ties

Cross-unit ties–relationships that facilitate discretionary information sharing between individuals from different business units–offer a range of organizational benefits. Scholars argue that organizations can promote cross-unit ties by: (a) formally bringing together individuals from different business units into structural links (e.g., cross-unit strategic committees) to encourage the formation of new cross unit ties and, (b) transferring individuals across units, which can increase cross-unit interaction when ties to the prior unit are maintained. This study considers the notion that the success of these formal interventions in fostering cross-unit interaction is contingent on identification with the local unit relative to identification with the broader organization. Specifically, we propose that structural links are more likely to foster cross-unit ties when organizational identification is high and unit identification is low. In contrast, lateral transfers are more likely to result in cross-unit ties when both organizational identification and unit identification are high. We find general support for these propositions in data obtained from a sample of senior leaders of a Fortune 200 agribusiness company before and after a restructuring designed to stimulate cross-unit information sharing. Our model and results make important contributions to our understanding of the relationship between formal and informal structure and reconcile conflicting views regarding the moderating effect of unit identification on intergroup relations.