1. Within DNA and RNA, each nucleotide is made of a sugar, a phosphate group, and a(n)

1. ATP molecule

2. amino group.

3. nitrogenous base.

4. fatty acid.

2. When two nucleotides bond together, the sugar in the first nucleotide forms a bond with the _____________ in the second.

1. The sugar is not part of the bond, the nitrogenous base and phosphate are.

2. nitrogenous base

3. sugar

4. phosphate

3. You are studying the structure of an unknown molecule. It is a polymer of nucleotides, single-stranded, and contains the sugar ribose. What is the molecule?

1. Based on the information given, the molecule could be either DNA or RN

2. ATP

3. DNA

4. RNA

4. Cells build proteins by reading the sequence of cytosine, thymine, adenine, and guanine along a DNA molecule. What part of these nucleotides differentiates them from each other?

1. The ribose

2. The phosphate group

3. The deoxyribose

4. The nitrogenous bases

5. You are looking at a 3D model of four different molecules. They have many of the same elements, but their functional groups are different. Based on this information, which could be part of a DNA molecule?

1. The molecule with a C=O group

2. The molecule with a –PO4 group

3. The molecule with a –CH3 group

4. The molecule with an –OH group

6. ATP is classified as a nucleotide. What structural similarity does it have with the other nucleotides that are part of DNA and RNA?

1. They all use thymine as a nitrogenous base.

2. They all have at least one phosphate group.

3. They all have the same ratio of sugar to phosphate to nitrogenous base.

4. They all have deoxyribose as a sugar group.

7. Which of these is NOT true regarding the relationship between ATP, ADP, and AMP?

1. ATP has the highest amount of energy available, AMP the lowest.

2. ATP has the most attached phosphate groups.

3. Once ATP is converted to ADP, it cannot be recycled back.

4. AMP is the smallest of the three molecules.

Problem-based Scenario –

Your client, Sonny Days Limited (Sonny Days) is a company involved in the manufacture and development of play equipment for parks, schools and other bodies such as local authorities, councils and community groups. Sonny Days was set up in Ireland five years ago with support from government grants for employment costs and capital equipment costs. The company’s employee numbers continue to expand from a starting base of 15 employees.

As external auditors to Sonny Days, your firm’s audit approach has been to carry out an interim audit approximately ten months into the company’s financial year; followed by the final audit, which generally commences six weeks after the year-end. As a newly appointed Audit Senior you have been given managerial responsibility for this assignment and are currently reviewing the audit papers which were prepared during the interim audit visit to Sonny Days.

You met with the Audit Manager for the interim audit and he has indicated to you that from his interim audit work on the payroll processing and accounting system, the system does not employ the full extent of controls, which are evident in other companies of similar size and complexity. He has copied for you comprehensive system notes which he prepared during the interim audit.

These notes are reproduced below:

“Sonny Days operates a number of payrolls, the largest of which is the “manufacturing” payroll which deals with approximately 40 employees. Manufacturing employees are paid a standard weekly wage for a 35-hour working week. However, overtime is worked by most employees and can significantly boost weekly earnings.

All manufacturing employees are required to account for their time on a daily basis. This process involves employees logging time spent on particular activities into keypads located throughout the factory. Production Supervisors provide hard copy information to

the Human Resources Department for those employees on leave and this is used to compare employees logged in against total manufacturing staff numbers. Any discrepancies should be followed up. However, this hasn’t been done for several months due to a backlog of work in the Human Resources Department in addition to Production Supervisors not providing the hard copy reports in a timely manner.

In addition, all employees complete time-sheets each week recording their standard and over-time hours. These are then forwarded to the Human Resources Department where they are manually entered into the payroll processing system. If a time-sheet is not received, the standard hours for the week are automatically generated by the system.

The payroll is then run and the payslips and automatically generated cheques are produced. These are given to the Production Supervisors who hold them for collection by the individual employees. The payroll system is integrated with the nominal ledger and it generates a payroll expense split into production and non production accounts in addition to a charge in the wages liability account and the creation of liabilities for net pay, statutory and voluntary deductions. The balance on the payroll liability account is expensed quarterly. There are no hard copy reports produced by the system.

The payroll programme uses both input hours and information sourced from the employees’ master file. The master file is updated regularly for new employees, changes to tax free allowances, new rates of pay, changes in voluntary deductions, etc. Changes are accumulated each week and processed by payroll department staff. Changes are stamped within the system and flagged with the Human Resources Department User I.D. and password which are common to all payroll staff. Changes are investigated if there are employee queries.

A separate payroll bank account is maintained and is funded by weekly transfers equal to total gross pay. All payroll related payments are made from this account.

Any balances outstanding on the various deduction accounts are written off as part of the process for preparing annual accounts each year. Any balance on the wages bank account is transferred back to the main bank account”.

Required:

(c) ISA 500 Audit Evidence requires auditors to obtain sufficient and appropriate audit evidence. Appropriateness is a measure of the quality of audit evidence; that is, its relevance and its reliability. Identify and explain FOUR factors which influence the reliability of audit evidence.

Lab Exercise 10 - ISOLATION OF DNA FROM PLANTS

Introduction

Deoxyribonucleic acid (DNA) is located in the nucleus of eukaryotic cells (animals, plants, fungi, and protists). DNA contains information to direct the cell in the manufacture of proteins. Proteins control development, organ function, metabolism, enzymatic reactions, photosynthesis, muscle action, brain activity, and many other cellular processes. DNA is often referred to as the “blueprint for life”.

DNA is a polymer composed of the nucleotide bases guanine (G), adenine (A), thymine (T), and cytosine (C), and two sugar/phosphate backbones. Two DNA strands are twisted to form a double helix. The number of nucleotide bases (G, A, T, C) in each human cell is about 3 billion. The 3 billion base pairs in the human genome are located on 46 strands of DNA called chromosomes. The Human Genome Project has determined the order of the nucleotides on each chromosome. A gene is a sequence of nucleotide bases (DNA) that codes for a specific protein. Human DNA contains about 20,000 genes while the cells of the rice plant contain over 40,000 genes.

In the DNA isolation procedure, plant cell walls and cell membranes are broken down by blending or mashing and heating the cells. Detergent in the extraction solution dissolves lipids in the cell membrane causing the cells to lyse. When cells undergo lysis, the cellular components, including the DNA, are released. The technique of filtration uses a medium, in this case cheesecloth, to separate solids from liquids. The resultant material is referred to as filtrate. When cold ethanol is added to the filtrate, DNA precipitates at the water/ethanol interface. Although an individual DNA molecule is not visible with the naked eye, DNA isolated from large quantities of cells can be observed.

Procedure: Isolation of DNA from plants

Strawberry seeds also contain large amounts of DNA, a commonly cultivated strawberry, Fragaria ananassa, is octoploid – contains eight sets of chromosomes in each cell.

Materials

*Strawberries

*Ice in tray

fork                 

100 ml beaker

Scissors

95% Ethyl alcohol, ice cold

Plastic bag                                                      

PART ONE: Lyse plant cells

1. Obtain one medium size strawberry. Frozen strawberries seem to work best. Place the strawberry into the plastic bag, use a fork or prees to mash the strawberry thoroughly. Place the mashed strawberry into a 250 ml beaker

3. Use the graduated cylinder to measure 30 ml extraction buffer that has been pre-heated to 60^oC.

4. Swirl mixtures constantly for 5 minutes.

Questions

What occurs to cell membranes when exposed to detergent in the DNA extraction?

Describe cell lysis.

PART TWO: Filter plant cell extract

Obtain a pieces of double-layer cheesecloth and a 50 ml beakers. Place a piece of cheesecloth over the conical tube, you may use the rubber band to secure the cheese cloth. Carefully filter strawberry until about 10 ml have been obtained.

Discard the cheesecloth containing the solid plant remnants (regular trash).

Questions

List 3 molecules that have passed through the cheesecloth into the filtrate

What molecular basis does filtration select - charge, solubility, size, density?

Where is the plant DNA now located?

PART THREE: Precipitate DNA:

1. Use a graduated cylinder to measure (20 ml) ice-cold ethanol. Slowly pour the ethanol down the side of the conical tube so that the ethanol is layered over the filtrate. DO NOT MIX.

2. Let the preparation sit undisturbed for up to 5 minutes. Observe the interface.

At this point, PHOTOGRAPH YOUR WORK. Submit the image along with this worksheet to the assignment drop box in the course.

PART FOUR: Spool DNA

Spool DNA from the conical tube onto a wooden rod. Obtain as much DNA as possible on the rod. Lift the DNA out of the solution and blot the excess alcohol on a paper towel.

Use a wooden rod to spool the DNA as demonstrated by the instructor.

Describe the appearance of the DNA in terms of color and substance

What is the role of ethanol in the DNA extraction procedure?

Record Observations (the appearance of DNA and other observations during spooling)

Special Checking Is Handed a Loss Sammy Benson supervised greater Downtown Bank's Special Check Sorting Unit, which processed odd-sized, foreign, and damaged checks. Once the checks were sent to his unit, they were manually interpreted, recorded, entered into the appropriate account transactions, and filed for return. Sammy supervised three check sorting clerks in his department. These jobs were staffed by relatively untrained, entry-level individuals who had just graduated from high school. During the summer, Greater Downtown Bank hired low-income, disadvantaged young people for various jobs throughout the company as part of its Community Upbeat campaign. To participate in this effort, representatives from the Human Resources Department visited selected high schools to interview students. Since the students were already prescreened by the school, the interviews were little more than "get-acquainted" discussions. Last summer, Sammy's unit supplied one of the jobs in this effort. Juanita Perez was hired in this context to work as a Special Checks clerk. She was scheduled to begin working in June after graduating from the local vocational high school, where she maintained a C average. This was her first full-time job. When Juanita reported to the bank for a brief induction program, she was scared. It was not only her first day on the job, but the first time she had ever been in the bank. Nevertheless, she kept up her courage and reported to the Human Resources Department as planned. After waiting in the lobby for a while, she was taken to a small meeting room where she and two other new hires were shown how to fill out and sign various forms and documents. Next, an administrative assistant read to the new hires a series of personnel policies about work schedules, breaks, overtime, pay secrecy, attendance, and benefits. She signed more forms, wondering what all this meant. As the meeting drew to a close, Sammy Benson arrived after receiving a call from Human Resources. He and Juanita were introduced for the first time. Sammy escorted Juanita back to the Human Resources Department, showing her the bank's various offices and other departments. He gave her a quick tour of his area, introducing her to the other clerks as he went. Sammy was careful not to interrupt their work, however, nor did he explain to Juanita what they were doing. It was obvious by the expressions on their faces that the employees were surprised to see her. After a quick tour and passing introductions, Sammy gave Juanita some basic instructions in her job. He gave Juanita the job of processing foreign checks. He felt this task was the easiest job to learn and do correctly. During her first day on the job, Sammy spent about 15 minutes showing her the procedure: inspect, record, enter, adjust, file. Since he had to prepare for a meeting later that day, that was all the time he could spend with her. By the end of the first week, Juanita seemed to be getting the hang of things: She came to work on time, stayed busy, and was fairly pleasant and easy to get along with. Sammy intended to spend as much time as possible with her during this period; however, because she seemed to catch on quickly and he was very busy, he saw her only occasionally over the next few weeks. Then, after about a month, Juanita called in sick one day. A replacement was brought in, and as she looked through Juanita's desk for a notepad, she found what appeared to be a large pile of unfiled checks. When Sammy looked through the pile, he found that there were, in fact, quite a few unprocessed checks, some of which dated from Juanita's first day on the job. As they were the more unusual kinds of checks the department handled, Sammy assumed that she apparently had not known how to process them. Unfortunately, the combined value of these checks totaled around $65,000. The bank had lost the "float" value on them, and Sammy knew that customer complaints would be coming in soon. Sammy expected Juanita to come back to work the following day, and he wondered if he should write up a warning notice for her immediately. (Source: Alan Clardy, Ph.D., Advantage Human Resources, HRD Press, 1994) Based on the case study, answer the following questions. 1 Why do you think the problem occurs? What probably cause the problem of Juanita's poor performance? Explain.

2 Sammy is considering issuing a formal written warning notice to Juanita upon her return.

a) Do you think this is an appropriate action to take? Why is it and why is it not? Discuss.

] b) How can Sammy be sure he is making the right decision either to issue or not issuing the warning notice? Propose two (2) possible ways that can guide Sammy in making effective decisions.

3 What could be done by Sammy to manage Juanita's poor performance problem? Suggest four (4) methods of how Sammy can provide Juanita with skills and knowledge to improve her performance. Provide suitable example to support your answer.

4 Managers have the most significant impact on employee performance. Based on this statement, how would Sammy align the performance of his staff with the organizational goals? Propose four (4) work practices that Sammy can apply which lead to both high individual and high organizational performance. Provide suitable example to support your answer.

Case Study 1 Quick Biotech It is late in September 2010, and Michelle Chang, a doctoral student at the National University of Singapore (NUS), is to meet her colleagues Henry Tan and Mike Hammer from the Institute of Molecular Biology again in a few days to discuss the course of action to be pursued for the establishment of Quick Biotech. Henry Tan and Mike Hammer both hold doctorates in biology and work at NUS as senior assistants. A few months before, they patented a process for the production of multi protein complexes, which they had already put to successful use, and about which they had received favourable feedback. Now, the three colleagues want to set-up a company called Quick Biotech in order to apply the new technology to a wider field. Background The human body is exposed to numerous external influences and internal genetic defects, which cause the proteins in our cells to malfunction. Proteins constitute the basis of all biological processes. If proteins no longer fulfill their function adequately owing to defects, this often results in life-threatening illnesses, such as cancer. This is why almost all drugs have effect on proteins. Consequently, most research and development work for drugs and therapies need protein, which is why both academic research institutions and the pharmaceutical companies use proteins as a basis to their research activities. Recently, progress in fundamental research revealed the total of the proteins in a cell, which in the case of human being amounts to more than 40,000 proteins. It became obvious that the proteins in a cell do not work individually; rather, they combine to act as protein complexes that are made up of numerous protein components. In addition, virtually all biological processes in cells are executed by such protein complexes. This has crucial consequences for research; in order to understand how proteins work, protein machines must be explored as a whole, and not only their individual protein components. Nonetheless, academic institutes and the pharmaceutical industry have almost exclusively focused on individual, isolated proteins. The primary reason for this was that human protein machines are very difficult to produce in a pure form. Although the development of modern, recombinant methods now enables the production of individual protein components, there is still a demand for a technology that is able to provide sufficient volumes of entire protein machine, which form the basis of biological functions. This is also Michelle’s, Henry’s and Mike’s experience in their research at NUS. They realize that no suitable technology for the production of protein machines exists. This is why they developed their own technology: the MultiBac technology. The technology The MultiBac technology uses a modified, yet greatly improved version of the so called “baculovirus gene transfer vector” to produce any combination of proteins in great volumes and of high quality. The genes of a great number of proteins, such as human ones, can be placed on this gene transfer vector. This process can be carried out in an ordinary molecular biology laboratory. The MultiBca gene transfer vector multiplies in cell cultures and constitutes no danger to human beings. Therefore, no special health and safety regulations are required to work with this system. The gene transfer vector of the MultiBac system was developed to provide it with a unique feature namely, that is particularly careful in the production of the desired protein machines. For customers, this is a guarantee of the unsurpassed quality of the protein complex produced with the MultiBac technology. In comparison with conventional processes, the simplified MultiBac technology additionally saves a substantial amount of time for the production of the desired protein product: it only takes weeks rather than months. Also, the technology offers the possibility to build numerous different protein complexes from the same protein components on a modular basis and, thus, of supplying individual solution to customers’ problems. Laboratories of renowned research institutes already use MultiBac, which NUS has made available as trial specimens. This shows that the technology works, is mature and has a selling potential. The process was patented last year by NUS, and since then it was developed in the context of employment at the university. However, the rights can be assigned to a start up, for instance, in the form of an exclusive license. The next steps to launch the venture In autumn 2010, Michelle is in the final stages of her doctoral thesis, which she wants to complete by the year. After that, she needs to work full time for the new company. In contrast, Henry and Mike want to retain their jobs at NUS and spend less time on the company. As such, they would not be involved in the company’s operative daily business but will assume an advisory function. They will receive shares in the start-up but will not be on the company payroll. One of the key roles of Henry and Mike will be to guarantee long term access to the latest findings in scientific research. This model, whereby some of the founders remain at the university, has already proved successful in a number of other biotechnology start ups. Research in the field of biotechnology is very costly; both in terms of time and money, so only by retaining close links with a research institution will the company ensure that it will always work with the latest technologies and, thus, remain competitive. One of the greatest challenges currently perceived by the team is to secure funding for the new company. Although the founders are able to invest S$200, 000 of their personal savings into the enterprise and, thus, realize a small scale start up, present plans are based on the assumption that at least S$500 000 of external capital will be needed for the first two years. These funds will primarily serve to finance Michelle’s position and a small team of lab assistants in charge of producing the protein complex for the clients. The product will be sold via a network of sales agents, and other functions, such as accounting and finance, will be outsourced to a professional accountant.

Answer all questions. 1. Should Michelle consider debt or equity to finance QuickBiotech? Explain your answer.

2. Would you consider any alternative sources or finance? Which one? Why?

3. Analyse other issues to be addressed before QuickBiotech is launched.

How to reduce the big gap of divergence between high and low skill workers?

In The New Geography of Jobs written by Moretti, he claimed that globalization and automation trends have exacerbated the differences between highly skilled and low-skilled workers, therefore creating a series of problems that might result in potential damage to the labor market. For low-skilled workers, some of them have to leave their job because human capital values more for companies right now. Those steps that traditionally require manual repetition can be replaced by automated production lines, saving money and increasing efficiency. However, High-skilled workers who created these automatic machines might, in other words, put low-skilled workers out of work. As a result, the conflict between high-skilled workers and low-skilled workers is deepening.

2. Consider the following two claims:

Claim 1: Because the velocity of money is usually stable over time when the money supply is increased, there is a proportionate change in the nominal value of output as measured by nominal GDP.

Claim 2: Real GDP is primarily determined by the amount of labor, physical capital, human capital and natural resources, as well as the available production technology.

Which of the following statements is most accurate?

a. If claims 1 and 2 are both accurate, then an increase in the money supply must cause a proportionate decrease in the price level.

b. None of these answers

c. If claims 1 and 2 are both accurate, then an increase in the money supply must cause a proportionate increase in the price level.

d. If claims 1 and 2 are both accurate, then when real GDP rises the price level must also rise.

1. Compare and contrast the ideologies of liberals, radicals, libertarians and conservatives. What philosophy do you think might work best and why? 2. Look at the mission of the social work profession which is rooted in a set of core values of:  Service; social justice; dignity and worth of the person; importance of human relationships; integrity of the person.  These core values, have been embraced by social workers throughout the profession's history, and they are the foundation of social work's unique purpose and perspective. In what ways does your political analysis agree and/or disagree with these social work values in forming social welfare policy?  3. What changes would you recommend in the immediate future regarding social welfare policy (you can include medical insurance, welfare (TANF), food stamps, SSI, Social Security, Earned income tax credits, WIC, Children’s Health insurance (chip).