199 Combining Topics
Assigning Several Topics to a Paragraph
If you need to include more than one topic in a paragraph, ensure that the topics can be connected under a unifying heading. If you can write a topic sentence that unites several ideas, then you have a single paragraph. If you can’t, you don’t.
The following three topics…
- Cavefish lack functional eyes
- Cavefish have chemoreceptors on their body surface
- Cavefish have very efficient metabolism when swimming
… can be presented as a single paragraph by unifying them under a single topic sentence:
- Cavefish show many adaptations to life in the dark
When discussing many topics in a paragraph, signal all topics and keep their order consistent. Introduce the new items at the start of the paragraph and present them in the same order within the paragraph. When going into detail about each topic, place the key- word at the beginning of the sentence. If the discussion is too long, divide topics into separate paragraphs and use transition sentences to link them together.
Consistent Order & Naming Conventions
Changes between cellular states can be quantified by measuring relative protein abundance in the two samples. This was done using two complementary mass spectrometry-based techniques: Label-free quantification and isotope labelling. SILAC (stable isotope labelling with amino acids in cell culture) requires amino acids containing heavy non-radioactive isotopes to be incorporated into the proteins of one sample. The heavy (labelled) and light (unlabelled) cell lines can be mixed immediately following lysis, thus avoiding sample preparation artefacts, and analysed simultaneously with high-resolution mass spectrometry. The relative intensities of peptide peaks reflect the relative abundance of proteins. In contrast, alignment of separate mass spectrometry runs is required with label-free quantification. The relative intensities of the same peptide peak in different runs reflect the relative abundance of proteins.
There are two problems with the first paragraph.
- The SILAC method is referred to using different names (“SILAC” and “isotope labelling”).
- The order of the signals (“Label-free quantification” and “isotope labelling”) is not consistent with the discussion.
Changes between cellular states can be quantified by measuring relative protein abundance in the two samples. This was done using two complementary mass spectrometry-based techniques: SILAC (stable isotope labelling with amino acids in cell culture) and label-free quantification. SILAC requires amino acids containing heavy non-radioactive isotopes to be incorporated into the proteins of one sample. The heavy (labelled) and light (unlabelled) cell lines can be mixed immediately following lysis, thus avoiding sample preparation artefacts, and analysed simultaneously with high-resolution mass spectrometry. The relative intensities of peptide peaks reflect the relative abundance of proteins. In contrast, label-free quantification involves the alignment of separate mass spectrometry runs. The relative intensities of the same peptide peak in different runs reflect the relative abundance of proteins.
In addition to studying job demands that are present, burnout researchers have investigated a lack of job resources. The resource that has been studied most extensively has been social support, and there is now a consistent and strong body of evidence that a lack of social support is linked to burnout. Lack of support from supervisors is especially important, even more so than support from coworkers. Within the social support literature, there is also a “buffering” hypothesis that suggests that social support should moderate the relationship between job stressors and burnout (i.e. the relationship will be strong when social support is low, but weak when support is high). However, studies of this hypothesis have met with mixed success, and it is not clear whether this outcome is due to methodological or theoretical issues.
Research in burnout has focused on both the presence of job demands and the absence of job resources. The resource that has been studied most extensively has been social support, and there is now a consistent and strong body of evidence linking burnout with a lack of social support. Lack of social support from supervisors is especially important, even more so than support from coworkers. Within the social support literature, there is also a “buffering” hypothesis that suggests that social support should moderate the relationship between job stressors and burnout (i.e. the relationship will be strong when social support is low, but weak when support is high). However, studies of this hypothesis have met with mixed success, and it is not clear whether this outcome is due to methodological or theoretical issues.
Several themes emerged from these early interviews in the human services, suggesting that the burnout phenomenon had some identifiable regularities. First, it was clear that the provision of service or care can be a very demanding and involving occupation and that emotional exhaustion is not an uncommon response to such job overload. The second component of depersonalization (cynicism) also emerged from these interviews, as people described how they tried to cope with the emotional stresses of their work. Moderating one’s compassion for clients by emotional distance from them (“detached concern”) was viewed as a way of protecting oneself from intense emotional arousal that could interfere with functioning effectively on the job. However, an imbalance of excessive detachment and little concern seemed to lead staff to respond to clients in negative, callous, and dehumanized ways.
Two themes emerged from early interviews with human resource departments. First, being a care provider can be a demanding occupation. Emotional exhaustion is not an uncommon response to such job overload. Second, depersonalization (i.e. cynicism) serves as a coping mechanism with the emotional stress. Moderating one’s compassion for clients by emotional distance from them (“detached concern”) was viewed as a way of protecting oneself from intense emotional arousal that could interfere with functioning effectively on the job. Unfortunately, an imbalance of too much detachment and too little concern appears to lead staff to respond to clients in negative, callous, and dehumanized ways. These findings suggested that the burnout phenomenon had some identifiable regularities.