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The relationship between career anchors and personality preferencesNgokha, Moira Gugu 06 1900 (has links)
The objective of the present study was to explore whether individuals' career anchors are
dependent on their personality types. The Career Orientation Inventory (COI) and the
Myers-Briggs Type Indicator (MBTI) were administered to a sample of honours students
in the subject field of Industrial and Organisational Psychology in order to measure the
relationship between the two constructs. For statistical purposes only the female
participants were included in the final sample analysis (N=117) because of the underrepresentation
of males. Statistically significant differences were established with regard
to the security/stability career anchor and the ESFJ, ENFP, ESFP and INFP personality
types. It is recommended that future studies include larger samples that are more
representative of all possible sixteen (16) personality types and a broader range of
occupations. The findings contribute new knowledge regarding the career anchors and
personality preferences of females pursuing further studies in the field of IO-Psychology. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)
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Archetypal values, career orientations, perceived career success and meaningfulnessDu Toit, Didi-Mari 12 1900 (has links)
The primary objective of this study was to investigate the relationship between archetypal values (measured by the PMAI), career orientations (measured by the COI), perceived career success and meaningfulness (measured by open-ended questions) in a sample of 207 participants employed in the science and engineering sector. The secondary objective was to qualitatively assess the core themes underlying individuals‟ perceptions of their career success and meaningfulness. The tertiary objective was to determine whether demographic groups differ in terms of their archetypal values and career orientations.
The research findings indicated significant relationships between participants‟ archetypal values, career orientations, their perceptions of career success and meaningfulness. The findings further revealed a number of core themes underlying individuals‟ perceptions of their career success and meaningfulness. Significant differences were observed between demographic groups in terms of their archetypal values and career orientations. The findings contributed valuable new knowledge to inform career counselling and decision-making practices. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)
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Exploring emotional affect and career resilience in relation to career orientations in public serviceMogale, Phillemon Matsapola 10 1900 (has links)
The objectives of the research were: (1) to establish the relationship between individuals’ emotional affect, career resilience and their career orientations, (2) to explore the moderating role of emotional affect in the career resilience-career orientations relationship, and (3) to determine if employees from different years of service, occupational level, gender, age and race groups differ significantly in relation to their emotional affect, career resilience and career anchors. A convenience sample (N = 143) of predominantly black African people (86%) and staff level (80%) employees with more than 10 years of service (60%) participated in the study (mean age: 41 years; men: 52%; women: 48%). Correlational analysis showed significant associations between the variables. Hierarchical moderated regression analysis indicated high positive affect as a significant moderator of the career resilience-managerial competence career anchor relationship. High negative affect and low negative affect significantly weakened the career resilience-entrepreneurial creativity, career resilience-pure challenge and career resilience-lifestyle relationships. Significant differences were detected between the years of service, age and race groups regarding the variables. The findings may potentially inform the career development of employees in the Public Service / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)
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The relationship between career anchors, organisational commitment and turnover intentionClinton-Baker, Michelle 22 January 2014 (has links)
The primary objectives of the study were as follows: (1) to explore the relationship between career anchors (as measured by the Career Orientations Inventory), organisational commitment (as measured by the Organisational Commitment Questionnaire) and turnover intention (as measured by a three-item questionnaire, developed by Mobley, Horner, and Hollingsworth, 1978); and (2) to determine whether employees from different gender, race, employment positions and age groups differ significantly in their career anchors, organisational commitment and turnover intention.
A quantitative survey was conducted on a non-probability sample of 343 employed adults at managerial and general staff levels in the South African retail sector. The results of this study suggest that there was a significant but weak relationship between employees‟ career anchors and their organisational commitment. Career anchors were also found to be significantly related to organisational commitment and turnover intention; with entrepreneurial creativity, lifestyle and service/dedication to a cause career anchors being the best predictors of these two variables. The relationship between organisational commitment and turnover intention was significant and negative, with affectively and normatively committed participants being more likely to remain with the organisation (i.e. having lower turnover intentions). In addition, the findings indicate that although gender has no relationship with turnover intention, race, employment position and age do. African, general staff and 30 years and younger participants indicated higher intentions to leave the organisation. / Industrial & Organisational Psychology / M. Comm. (Industrial and Organisational Psychology)
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Career Anchor Associations and the Boundaryless Career : a comparative Analysis between France and the United StatesPeterson, Jonathan Darryl 10 December 2012 (has links)
Le concept de carrière, autrefois considéré comme étant un chemin linéaire au sein d'une même entreprise dont les perspectives d'évolution étaient tenues pour acquis, semble aujourd'hui évoluer vers de nouveaux concepts de carrière. La rhétorique organisationnelle depuis la fin des années 1980 a progressivement évolué a d'un concept d'emploi long terme et permanent vers une nécessité claire de prise de responsabilité individuelle en vue d'assurer sa propre progression et son propre développement de carrière (Bolton & Gold, 1994; Baruch, 2006). En outre, les différences générationnelles et les avancées technologiques ont considérablement modifié l'environnement et le marché du travail, facilitant ainsi les échanges au-delà des frontières géographiques et introduisant la nécessité de gérer les différences culturelles (Crepeau et al., 2006). Nous analysons deux concepts de carrière afin de comprendre la vision contemporaine de carrière : en premier lieu, nous avons utilisé la théorie d'ancres de carrière développée par Schein (1978) qui a donné lieu à une compréhension plus large des différences individuelles ainsi que de la culture organisationnelle selon une perspective interdisciplinaire. Schein a défendu le point de vue que l'individu développe un « concept de soi » associé à sa carrière, qui devient une ancre stabilisant et influençant ses décisions liées à sa carrière. Dans une nouvelle conceptualisation de cette analyse, Feldman & Bolino (1996) défendent le point de vue que les ancres de carrière ont des associations les unes avec les autres. Ils proposent un modèle de compatibilité ou d'opposition basé sur le concept des huit ancres de carrière de Schein / Careers that were once conceptualized as life-long linear paths with frequent upward mobility within one organization have increasingly given way to new models of how careers unfold. The organizational rhetoric since the late 1980's has progressively changed from offering long-term and life-long employment, to clear messages concerning the imperative of individual career responsibility for one's progression and development (Bolton & Gold, 1994; Baruch, 2006). In addition, generational differences and technological advances have greatly changed the face of the work place, easily allowing the crossing of borders and the necessity to deal with cultural differences (Crepeau et. al., 2006). To understand how contemporary workers navigate in their careers, we mobilized two main career concepts. First, we used the theory of career anchors developed Schein (1978), which gave rise to wider understanding of both individual differences and organizational culture from an interdisciplinary perspective. Schein postulated that individuals develop a career “self-concept” which becomes an “anchor”, stabilizing and directing individual career decision-making. A re-conceptualization of his work by Feldman & Bolino (1996) postulated that career anchors could be associated with each other, proposing a model of compatibility or opposition in the relationships between the eight career anchors of Schein. Second, we used the boundaryless career concept, which suggested a change from the traditional career ideal of one single employer for the entirety of one's professional life (Arthur & Rousseau, 1996; Sullivan & Arthur, 2006)
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Âncoras de carreiras de jornalistas que atuam em grandes grupos de comunicação impressa: o caso do EstadãoMortara, Felipe 19 March 2015 (has links)
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Previous issue date: 2015-03-19 / This research project identified relationships between career anchors and the activities of journalists that work in a large printing media company in Brazil. Through the analysis of a case study with 56 journalists from Grupo Estado editorial office, the survey focused on how the journalists perform and adapt their careers in an increasingly transforming scenario, under the influence of new technologies and media convergence. Life style and autonomy and independence were the prevalent carrer anchors found among editors and reporters. It was observed that not only reporters with this profile have better chances to become editors but the latter will have preference for hiring reporters with similar career anchors. Also, at least within this case study, to verify elements that include journalists within boundaryless and protean careers were observed / Nesta pesquisa foram identificadas relações entre as âncoras de carreira e as atividades dos jornalistas que atuam dentro de uma grande empresa de comunicação impressa. Por meio de pesquisa descritiva de estudo de caso com 56 jornalistas que atuam na redação do Grupo Estado, procurou-se elucidar de que forma o contexto em transformação em que estes jornalistas atuam, sob influência das novas tecnologias e da convergência dos meios, interfere em sua carreira. As âncoras de carreira mais encontradas foram as de estilo de vida e autonomia e independência, sendo esta última com maior incidência tanto em editores como em repórteres. Constatou-se que tanto repórteres com esta âncora têm mais chance de tornarem-se editores quanto que editores têm mais propensão a contratar repórteres com esta âncora. Foi possível também observar elementos que, ao menos dentro deste estudo de caso, incluem os jornalistas dentro das carreiras sem fronteiras e das carreiras proteanas
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Transição profissional para docência universitária: um estudo sobre a influência dos valores pessoais e âncoras de carreira / Professional transition to university teaching: a study on the influence of personal values and career anchorsPereira, Luciana de Magalhães 07 March 2016 (has links)
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Previous issue date: 2016-03-07 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / It is becoming increasingly natural that professionals make transitions in their careers, so, change in the nature of work, the assignments, activities and responsibilities that constitute a change of identity. The transition is the time through which the individual is changing the settings of his work, is coming out of an activity towards another with different characteristics and requirements; when there is a change, which can be deep or not in the professional paper. The present study aims to analyze the reasons for the career transition to university teaching, the career anchors and more prevalent motivational types in the researched public. A literature review was conducted to identify the key concepts of career, types of career, transition, personal values, challenges and opportunities of university teaching. This feature research is exploratory and the type is a case study with business professors in a higher education institution in the city of São Paulo. The instruments used are: Questionnaire to identify personal and professional profile, as well as reasons for the transition to university teaching career; questionnaire to identify the career anchor and the motivational type of each participant. The data analysis is qualitative and quantitative. The results indicate that the main reasons for the transition were found the opportunity rise and "old dream". The career anchor more present is Service and Dedication to a Cause and the motivational type Universalism. It is found at the end of the work that the results coincide with the characteristics of career transition particularities and characteristics inherent to university teaching, studied in this work / É cada vez mais natural que os profissionais façam transições em suas carreiras, ou seja, mudança na natureza do trabalho, nas atribuições, atividades e responsabilidades, que configurem uma mudança de identidade. A transição é o momento pelo qual o indivíduo está mudando as configurações de seu trabalho, está saindo de uma atividade rumo a outra com características e exigências diferentes; quando há uma mudança, podendo ser profunda ou não, no papel profissional. O presente estudo tem como objetivo analisar as razões da transição de carreira para a docência universitária, as âncoras de carreira e tipos motivacionais mais predominantes no público pesquisado. Foi realizado um levantamento bibliográfico para identificar os principais conceitos de carreira, tipos de carreira, transição, valores pessoais, desafios e oportunidades da docência universitária. Esta pesquisa é de caráter exploratório e o tipo é um estudo de caso com professores de administração em uma instituição de ensino superior da cidade de São Paulo. Os instrumentos utilizados são: questionário para identificar perfil pessoal e profissional, bem como razões para a transição à carreira docente universitária; questionário para identificar a âncora de carreira e o tipo motivacional de cada participante. A análise de dados é qualitativa e quantitativa. Os resultados apontaram que as principais razões encontradas para a transição foram o surgimento de oportunidade e sonho antigo . A âncora de carreira mais presente é Serviço e Dedicação a uma Causa e o tipo motivacional Universalismo. É constatado no final da pesquisa que os resultados coincidem com as particularidades da transição de carreira e as características inerentes à docência universitária, estudados neste trabalho
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A influência dos valores humanos na determinação das âncoras de carreiraAbrahim, Gisele Seabra 13 October 2008 (has links)
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Previous issue date: 2008-10-13 / The general objective of this work is to analyze the influence of the human values in the
determination of the career anchors based on the idea that the professional predisposition
receives influence from the cognitive central system; in other words, the values, which are
conceived as a form of criteria capable of influencing actions, choices and the human
behavior, interfering in the way each individual judges himself and others. In this sense, the
human values affect the actions of the individuals on their work; and allied to the motivations
and to the talent they stimulate the decisions over the career (SCHEIN, 1993). The studies of
the Massachusetts Institute of Technology (MIT) identified eight categories of professional
inclinations, also called career anchors, which are stimulated by appetites, feelings and
necessities and are established from the construction of the auto-concept (SCHEIN, 1993).
From this perspective, it s possible to infer the existence of a narrow relationship between the
human values and the career anchors. Facing this idea, do individuals with the same career
anchors tend to prioritize the same human values? As the driver line of this investigation, the
hypothesis that individuals with the same career anchors prioritize, in a similar way, the
human values that guide their behavior, was launched. In this sense, the theoretical
referential background of this research presents a system of definitions based on the studies
of Schein (1993; 1996; 2006th; 2006b; 2006c) and Rokeach (1979; 1981) on careers and
values because of the importance of their studies for each area of knowledge and for the
international repercussion of their work, which favored the validation of the instruments of
inquiry hereby used: the questionnaire of career anchors and the Rokeach Value Survey. The
methodology is based on the type of correlation analysis between two variables: values and
career anchors. The inquiry in locus was divided into two parts. In the first one, took place
the simultaneous application of the two mentioned instruments in a sample of 100 university
students of the courses of business administration and accountancy, of the Centro
Universitário do Pará (CESUPA) and of the Pontifícia Universidade Católica de São Paulo
(PUC-SP). In the second part, interviews were carried out with a person of each career
anchor, with the exception of the general management competence since the results reached
in the first stage were sufficient to attend the objective here drawn. The proceedings of
analysis of these data include, besides the analysis of the content of the interviews and of the
descriptions of the professional inclinations, some statistical tests such as Pearson's
correlation coefficient and chi-square distribution, both applied to check the association
between the variables of this inquiry. The correlation of the data obtained through the use of
the above-mentioned instruments of inquiry demonstrates coherence with the formulated
hypothesis, since the individuals with the same professional inclinations attributed similar
grades to their respective hierarchies of values, above all when the values that can be tied to
the characteristics inherent in each anchor are isolated, which are present in the theoretical
content of Schein and in the testimonies of the interviewed ones. Though the results of the
correlation tests presented moderate signification, they made possible the identification of the
most and the least inclined human values of receiving bigger importance by the individuals
inside the different categories of career anchors. In this sense, the conclusion of this
investigation reinforces the influence of the human values in the decisions of career / O objetivo geral deste trabalho é analisar a influência dos valores humanos na determinação
das âncoras de carreira visto que as predisposições profissionais recebem influência da
centralidade do sistema cognitivo, isto é, dos valores, que são concebidos como critérios
capazes de influenciar as ações, escolhas e comportamento humano, interferindo na maneira
pela qual o indivíduo julga a si mesmo e aos outros. Nesse sentido, os valores humanos
afetam as ações das pessoas sobre o seu trabalho; e aliados às motivações e ao talento
estimulam as decisões de carreira (SCHEIN, 1993). Os estudos do Massachusetts Institute of
Technology (MIT) identificaram oito categorias de inclinações profissionais, também
denominadas de âncoras de carreira, que são estimuladas por apetites, sentimentos e
necessidades e estabelecem-se a partir da construção do auto-conceito (SCHEIN, 1993).
Partindo dessa premissa, permite-se inferir a existência de um relacionamento estreito entre os
valores humanos e as âncoras de carreira. Diante do exposto, os indivíduos com as mesmas
âncoras de carreira tendem a priorizar os mesmos valores humanos? Como linha condutora
desta investigação foi traçada a hipótese de que indivíduos com as mesmas âncoras de carreira
priorizam de forma semelhante os valores humanos que guiam seu comportamento. Nesse
sentido, o referencial teórico deste trabalho apresenta um sistema conceitual fundamentado
nos estudos de Schein (1993; 1996; 2006a; 2006b; 2006c) e Rokeach (1979; 1981) sobre
carreiras e valores em virtude da importância dos mesmos para as suas respectivas áreas e
pela repercussão internacional de seus trabalhos que propiciaram a validação dos instrumentos
de pesquisa aqui utilizados: o questionário de âncoras de carreiras e a escala de valores
humanos. As ações metodológicas são alicerçadas pelo tipo de pesquisa correlacional entre as
variáveis: valores e âncoras de carreira. A pesquisa de campo ocorreu em duas partes. Na
primeira, ocorreu a aplicação simultânea dos dois instrumentos mencionados junto a uma
amostra de 100 discentes dos cursos de administração e contabilidade, do Centro
Universitário do Pará (CESUPA) e da Pontifícia Universidade Católica de São Paulo (PUCSP).
Na segunda parte, foram realizadas entrevistas com uma pessoa de cada âncora de
carreira, com exceção da competência gerencial, pois os resultados alcançados na primeira
etapa foram suficientes para atender o objetivo aqui traçado. Os procedimentos de análise
desses dados incluem, além da análise de conteúdo das entrevistas e das descrições das
inclinações profissionais, a realização dos testes estatísticos qui-quadrado e coeficiente de
correlação de Pearson, ambos aplicados para verificar a associação entre as variáveis desta
pesquisa. O cruzamento dos dados obtidos por meio da utilização dos referidos instrumentos
de pesquisa demonstra coerência com a hipótese formulada, pois os indivíduos com as
mesmas inclinações profissionais atribuíram pontos similares nas suas respectivas hierarquias
de valores, sobretudo quando se isolam os valores que podem ser ligados às características
inerentes a cada âncora, presentes no conteúdo teórico de Schein e nos depoimentos dos
entrevistados. Embora os resultados dos testes de correlação tenham apresentado significância
moderada, os mesmos possibilitaram a identificação dos valores humanos mais propensos e
os menos propensos de serem priorizados pelas pessoas dentro das diferentes categorias de
âncoras de carreira. Nesse sentido, a conclusão dessa investigação reforça a influência dos
valores humanos nas decisões de carreira
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A dinâmica dos vínculos com as organizações empregadoras: um olhar para o contexto e trajetória do trabalhador / The dynamics of bonds with organizational employers: an approach at the worker\'s context and trajectoryPaim, Diego Silveira 21 July 2017 (has links)
Na agenda de pesquisa sobre comprometimento organizacional, predomina o modelo de pesquisa de corte transversal, quantitativa, que busca relacionar os vínculos com antecedentes e consequentes de maneira direta, considerando variáveis internas à organização. Esta abordagem tem sido foco de discussão nesta área, que começa a apontar a necessidade de estudos exploratórios buscando compreender a dinâmica dos vínculos ao longo do tempo. O presente trabalho busca contribuir com esta lacuna, e tem por objetivo compreender o papel de elementos de contexto individual na dinâmica dos vínculos do trabalhador com a organização ao longo de sua trajetória. A etapa preliminar quantitativa foi realizada por meio de uma survey que obteve 1584 respostas válidas, coletando com escalas validadas padrões dos vínculos de comprometimento e entrincheiramento com a organização. A partir destes padrões, foram destacados 30 indivíduos com diferentes padrões de vínculos para uma etapa principal qualitativa, que ocorreu por meio de entrevistas exploratórias com estes participantes. As análises de narrativa, conteúdo e eventos foram combinadas para processar estes dados, visando compreender o papel do contexto individual nos vínculos. Estas análises buscaram compreender o papel de diferentes temas da vida do indivíduo: A fase da vida e careira, as âncoras de carreira, eventos marcantes de sua vida, elementos de seu contexto individual (família, comunidade, lazer, amizade, outros trabalhos e autodesenvolvimento) e fenômenos da literatura de vínculos organizacionais. Como resultado, foi encontrado que as fases da vida e carreira exercem papel relevante na dinâmica dos vínculos, e as fases de equacionamento e manutenção são mais propensas a registrarem alto comprometimento, e a fase de manutenção também com alto entrincheiramento. As âncoras de carreira modelam as expectativas que geram os contratos psicológicos, e atuam também na forma com que o indivíduo lida com os eventos em sua vida. Em termos dos eventos, os que se relacionam com mudança cultural e liderança/gestão tem relação com quebras de contrato psicológico, que geram diminuição ou quebra do comprometimento com a organização, se relacionando com o fenômeno da literatura de quondamcommitment. No contexto individual, ele atua como um mediador entre a dinâmica dos vínculos e os eventos vivenciados pelo indivíduo, sendo também pautados pela permeabilidade entre a vida pessoal e profissional. As dimensões de amizade, família e comunidade tem relação mais relevante com a dinâmica de vínculos. Por fim, foi elaborado um modelo teórico que organiza e sistematiza todas as áreas observadas neste estudo, apontando o papel delas na dinâmica dos vínculos. Conclui-se que os vínculos de comprometimento e entrincheiramento são afetados indiretamente pelas fases da vida, e que a depender da âncora de carreira, o indivíduo tenderá a desenvolver maior comprometimento com diferentes focos. Ainda, o estudo explicita o papel de eventos de liderança/gestão e cultura organizacional, que estão associados à quebra de contrato psicológico e diminuição dos níveis do comprometimento. Por fim, o presente trabalho possibilita uma maior compreensão dos fenômenos contextuais na agenda de pesquisa dos vínculos organizacionais, trazendo elementos à tona que podem ser aprofundados em futuras pesquisas. / In the research agenda on organizational commitment, the cross-sectional, quantitative research model predominates, which seeks to relate the links with antecedents and consequents in a direct way, considering internal variables to the organization. This approach has been a focus of discussion in this area, which begins to point out the need for exploratory studies seeking to understand the dynamics of bonds over time. The present work has the objective to contribute to this gap, and aims to understand the role of individual context elements in the dynamics of the worker \'s bonds with the organization throughout its trajectory. The preliminary quantitative stage was accomplished by means of a survey that obtained 1584 valid answers, collecting with validated scales standard of the bonds of organizational commitment and organizational entrenchment. From these standards, 30 individuals with different patterns of bonds were selected for a qualitative main stage, which occurred through exploratory interviews with these participants. Narrative, content, and event analyzes were combined to process these data to understand the role of the individual context in the bonds. These analyzes sought to understand the role of different subjects in the individual\'s life: the life stage and career, career anchors, life events, elements of their individual context (family, community, leisure, friendship, other work and self-development) and bond´s organizational phenomena. As a result, it was found that the life stages and career stages play a relevant role in the dynamics of the bonds, and the phases of equation and maintenance are more likely to register high commitment, and the maintenance phase also with high entrenchment. Career anchors shape the expectations that generate the psychological contracts, and also act on how the individual deals with the events in his or her life. In terms of events, those related to cultural change and leadership / management are related to psychological contract breaches, which generate a decrease or decrease in commitment to the organization, related to the quondam commitment literature phenomenon. In the individual context, it acts as a mediator between the dynamics of the links and the events experienced by the individual, and are also guided by the permeability between personal and professional life. The dimensions of friendship, family and community are more relevant to the dynamics of links. Finally, a theoretical model was elaborated that organizes and systematizes all the areas observed in this study, pointing out their role in the dynamics of the links. It is concluded that the bonds of commitment and entrenchment are affected indirectly by the life cycle, and that depending on the career anchor, the individual will tend to develop greater commitment with different foci. Furthermore, the study explores the role of leadership / management events and organizational culture, which are associated with psychological contract breakdown and decreased levels of commitment. Finally, the present work contributes to a greater understanding of the contextual phenomena in the research agenda of organizational bonds, bringing elements to the fore that can be deepened in future researches.
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On the interaction of DNA nanostructures with lipid bilayersJournot, Céline M. A. January 2017 (has links)
Much of our knowledge of cellular biology arises from direct observation of active cellular functions. Tools and techniques have steadily developed over the past several hundreds of years to aid in our understanding and control of the nanoworld and are referred to as nanotechnologies. In the context of nanotechnology, DNA is not used as a carrier for genetic information (as it is in cell), but as a construction material. DNA offers unprecedented control over the construction of simplified biomimetic models for the study of biological processes. This thesis first introduces and defines the field of DNA nanotechnology, with particular emphasis on the interaction of snthetic DNA nanostructures with biological membranes. Inspired by the protein clathrin, three-fold symmetric DNA tile made of eight, short DNA strands and capable of polymerising is described and studied, with the aim to interact with and controllably bend a membrane bilayer. This structure presented challenges during construction so an enhanced three-armed DNA structure built with DNA origami was designed. The succesful assembly of a rigid and functionalisable nanostructure is described. This origami structure was polymerised into large constructs in solution and on a supported lipid membrane. The shape of the structure was modulated to vary its curvature and apply a bending force to a lipid vesicle when anchored to it. Following the conclusion of this study, we present the construction of a small, unique DNA structure for enhanced electron microscopy imaging in cell lysate. This project is part of a developing technique to couple the interaction specificity of dyes in super-resolution microscopy and the high-resolution output of electron microscopy. Finally, the optimisation procedures and recommendations for TEM imaging of samples of DNA origami and lipid structures are discussed.
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