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Some patients develop peripheral oedema in the early stages of refeeding; this appears to be particularly common in those who have abused laxatives or induced vomiting prior to admission. In severe cases, it can lead to rapid weight gain of several kilograms, which is alarming to the patient. Refeeding oedema should be distinguished from cardiac failure, of which other signs are absent. The aetiology of this problem is at present obscure. It may be related to dysregulation of the renin angiotensin aldosterone system but this hypothesis has yet to be substantiated (Jonas & Mickely, 1990; Mitchell et al., 1988; Fujita et al., 1991; Mizuno et al., 1992). There is some preliminary evidence that abnormal sensitivity to vasopressin may also be implicated (Kaye et al., 1983; Nishita et al., 1989). Hypoproteinaemia does not appear to be a major factor in most cases. Some clinicians believe that the use of a low sodium diet during the early stages of treatment is helpful in preventing refeeding oedema; although rational, there is no research evidence to support this practice. The use of diuretics to treat refeeding oedema is probably best avoided, as the short-term bene ts are likely to be offset by intravascular dehydration, which may perpetuate the problem. The most appropriate management in most cases is to reassure the patient that the oedema and weight gain are transient and that they will resolve as the body s homeostatic mechanisms return to normal. In cases where the use of diuretics is unavoidable, the most logical choice would appear to be the aldosterone antagonist spironolactone.

Working without pay levels, ranges, and salary structure can also be difficult, as attested to by several HR professionals Bonus and Pay for Performance With the increased emphasis on bonuses instead of pay raises, some HR professionals had their work cut out for them The biggest problem has been the transition to the new bonus program We resolved it by providing detailed communications to employees, said the manager of compensation and benefits at a 1,379-employee manufacturing firm in the Northeast Whether a bonus program is new or old, two consistent problems are getting employees to understand it and getting managers to follow the guidelines Both require plenty of communication with employees at all levels With our variable pay programs, we refocused on efforts on goal setting, clearer metrics, and automated payout software to administer, said the compensation analyst at a Western wholesale/retail trade company with 39,323 employees.

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Quota samples are often used in surveys where ne degrees of accuracy are not required, for instance in product testing for preference between products. Although many companies who provide continuous research services use probability sampling, the majority of ad hoc marketing research is conducted using quota samples. If this method gave consistently biased or misleading conclusions, it would not be used.

Other 87.8% 12.2

In some cases, the trouble was finding the money for a bonus program Our problem was the funding of our management incentive plan This was the first time that we needed to consider fully funding the payout pool The funding decision was deferred for several weeks until more year-end financial data was.

Figure 8-3 A Polaroid sheet generates linearly polarized light. (a) Only rays whose E vectors vibrate in a plane parallel with the transmission axis of the sheet are transmitted as a linearly polarized beam; other rays are partially transmitted or blocked. (b) A second overlapping polar transmits light of the first polar if its transmission axis is parallel to that of the first polar. (c) Transmission is completely blocked if the transmission axes of the two polars are crossed.

of major proportion as well as minor changes aimed at improving existing market conditions. In the coming weeks and months, the speci cs will become known and submitted to respective committees. Suf ce it to say, it is a strategy designed to serve every arena of our institution from agriculture to nance and calculated to make our equity index sector the showcase of equity markets. I am con dent and exhilarated by what I know to be in the works. Of equal importance is that the Merc nds itself in a most envious scal position. We are nancially strong, unencumbered by debt, and are completing a top to bottom budget review. Do not underestimate this advantage. It will enable us to capitalize on every market opportunity during the coming years with the explicit ability to outdistance our competition. Our board is highly dedicated, motivated to expansion, and ready to innovate. The Merc s president and senior staff are esteemed professionals and eminently expert. There is a sense of reinvigorated momentum and purpose. Together, the board, its leaders, and staff have rolled up their collective sleeves and are prepared to capture the future. To say much more is unnecessary; I will save it for other occasions. I invite all members to join me in preparing for the next dramatic chapter in the history of the Merc an experience well worth your while! Very truly yours, Leo Melamed

7:18

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Capacitor PowerC (t ) =

Where: MRn is the revenue derived from the property, under monopoly conditions, in year n; and CRn is the revenue derived from the property, under competitive conditions, in year n.

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