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The Journal of the Laboratory Animal Management Association, 2009 Volume 21 - Issue 1
Reduce Workplace Injuries
Page 8
Columbus University Multi-Discipline Science
Building
Page 18
True Value Engineering Increases
Safety
Page 21
“What’s the Point of Bio Science
Research?” Essays
Page 34
The Lama Review - Page 1
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Page 2 - The Lama Review
Objectives of the
Laboratory Animal Management
Association
• To promote the dissemination of ideas, experiences, and knowledge
• To encourage continued education
• To act as spokesperson
• To actively assist in the training of managers
This publication contains copyrighted material the use of which has not always been
specifically authorized by the copyright owner. Such material is made available to
advance understanding of ecological, political, economic, scientific, moral, ethical,
personnel, and social justice issues, etc. It is believed that this constitutes a “fair use”
of any such copyrighted material as provided for in section 107 of the US Copyright
Law. In accordance with Title 17 U.S.C Section 107, this material is distributed without
profit to those who have expressed a prior general interest in receiving similar informa-
tion for research and educational purposes. If you wish to use copyrighted material
for purposes of your own that go beyond “fair use,” you must obtain permission from
the copyright owner.
For more information concerning The LAMA Review, please contact the Editor in
Chief, Fred A Douglas at (765) 532-7177, FAX (765) 494-7569, or e-mail: fad712@
comcast.net
Change of Address:
Attention, Members. Are you moving? To ensure that you receive your next issue of
The LAMA Review, please send your change of address to:
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LAMA Review advertising rates and information are available upon request via email, phone, or
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The Lama Review - Page 3
2008-2009 Executive
T H E L A M A Committee Officers
PRESIDENT
Kyrsten Koebach
Wilmington, MA
VICE PRESIDENT
Steve Baker
Framingham, MA
VICE PRESIDENT ELECT
Cammie Symonowicz
Volume 21, No.1 Wallingford, CT
In This Issue:
PAST-PRESIDENT
Regina M. Correa-Murphy
Providence, RI
7 President’s Message SECRETARY/TREASURER
Howard Mosher
8 Reduce Workplace Injuries Wallingford, CT
10 On the Trail with LAMA
EXECUTIVE DIRECTOR
Jim Manke
Eden Prairie, MN
12 The Daily Drive BOARD OF DIRECTORS
ONE YEAR
15 Q & A Laura Mistretta - Denver,PA
Bill Avery - Carmbridge, MA
18 Tradeline - Columbus University TWO YEAR
Multi-Discipline Science Building Lisa Brown - El Paso, TX
Pamela Straeter - Collegeville, PA
21 Tradeline - True Value Engineering
Increases Safety
PRINTER
Data Print Distribution - Edina, MN
26 Leadership Wired 2008 LAMA Review
Editorial Staff
28 Brian Tracy Section EDITOR IN CHIEF
Fred A. Douglas
30 Peter Druckers - Story of Two Presidents West Lafayette, IN
34 PSBR Essays ASSOCIATE EDITOR
Carolyn Malinowski
Book Review
Northwestern University
46 MANAGING EDITOR
47 Compliance Corner Evelyn Macy
Lafayette, IN
50 Foundations EDITORIAL
Internet Superhighway
ADVISORY BOARD
51 Steve Baker
Framingham, MA
Bob Beck
West Lafayette, IN
List of Advertisers
Inside Cover Harlan Gail Thompson
Wheatland, WY
5 Lab Products
14 Pharmacal Staff Contacts
Jim Manke, CAE
23 Ancare Executie Director
(952)253-6084
32-33 Allentown
36 Myrtles Rabbitry Kathi Schlieff
Meeting Manager
Inside Back Lab Diet (952) 253-6235 X6085
Back Cover Techniplast
Keith Knapp
Membership &
Development Manager
(952) 253-6235 X6243
Kristi Ames
LAMA Review Coordinator
(651) 429-1867
Page 4 - The Lama Review
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The Lama Review - Page 5
Guide To Authors
The LAMA Review is a quarterly Publication of the ARTICLES
Laboratory Animal Management Association. It is dedicated Submissions of articles are accepted from LAMA members,
to providing the highest quality management professional managers, and administrators of laboratory
information to our membership, which is comprised of animal care and use. Submissions are accepted for the
professional managers, supervisors, and administrators of following features of the LAMA Review:
laboratory animal care and use programs throughout the o Original Articles
world. All information published in this journal is for non- o Review Articles
profit educational purposes. o Job Tips
o Manager’s Forum
OBJECTIVES OF LAMA o Problem Solving
The objectives of the Laboratory Animal Management
Association are as follows: Submissions should generally range between 2,000 and
o To promote the dissemination of ideas, experiences, and 5,000 words. All submissions are subject to editing by the
knowledge Review Board, for clarity and length.
o To encourage continued education
o To act as spokespersons for the organization FORMATTING
o To actively assist in the training of managers All references should be indicated numerically throughout
the document with full citations listed numerically at the end
PUBLICATION FEATURES of the article. Please do not include headers, footers, or
The LAMA Review features the following Sections in each footnotes in electronic documents.
publication:
o Original Articles: provide new ideas, topics, and SUBMISSIONS
experiences through the eyes of LAMA members, Articles, ideas, and recommendations may be submitted
professional managers, and administrators of laboratory electronically to Fred Douglas, Editor in Chief, via email
animal care and use programs. Review Articles: provide to fad712@comcast.net. Alternatively, hardcopies may be
thorough and representative reviews of available faxed to (765) 494 - 7569
literature. Often present the historical basis and attempt
to solve a current problem or discuss future directions.
o Job Tips: provides ideas on handling staff relations and Contributing Writers
communication. Bob Beck Ron Gordon
o Manager’s Forum: a resource for human resource Jacque Calman George Irving
Casey Kilcullen-Steiner Carolyn Malinowski
topics, experiences with employee
Cammie Symonowicz Katy Burns
o Relations, organizational development, etc. Steve Young Gail Heidbrink
o Job Opportunities: posting of current job opportunities Harriet Burgess Fran Langley
available in the field Jim Hendley
o Book Review: provide a synopsis and review of current
literature in various management topics
o Problem Solving: present a workplace problem and
propose several methods to solve the problem or
improve the situation
Page 6 - The Lama Review
From The Editor’s Cube
- by Fred Douglas
A new year has begun! Welcome to the first edition of the 2009 Review. Our editorial staff has
started off the year with a bang. This edition is packed with a world of excellent management
advice. Bob Beck discusses in his Glad You Asked That column how to effectively tighten the
reins to maintain a positive work environment after a period of slacking off. We found a gem
of an article concerning a lesson from the management guru himself, Peter Drucker, entitled
Two Vice Presidents. The article has a great story line and a very pointed lesson. We will be
continuing our relationship with Tradelines for the coming year and are delighted to print two of their recent
on-line articles dealing with managing building design. As we have in the past we are more than pleased to
publish the essays from the annual essay contest held each year by the Pennsylvania Society for Biomedical
Research.
We trust that your year will be successful and that our efforts here at the Review will enhance your work place
throughout 2009!
President’s Message
- by Kyrsten Koebach
Happy 2009, everyone. It’s hard to believe we are coming up to our annual meeting already.
There has been a flurry of activity this past year at LAMA HQ, and I would like to take this
chance to highlight all of the effort put in by the team.
In keeping with the Strategic Long Range Plan (SLRP) that was set forth by leadership in
August, we have been working with a marketing firm on updating our look and our website. We will be
launching the new logo at the annual meeting (Stay tuned!) and the new website look will follow.
Our savvy CMAR team has completed two regional training seminars (NCAB in September, NEBAALAS in
January), with trainings coming up at the annual meeting in Charleston, Texas Branch in April, and the Quad
Branch in May. As a goal of being a premiere training resource in our industry, I am confident that we are well
on our way, and are setting the standard! I would like to take this time to thank Cammie Symonowicz, Cindy
Buckmaster, Lisa Brown, and Regina Correa-Murphy for all of their effort in bringing our training goals to
fruition.
If you have not yet registered for our annual meeting – what are you waiting for? Our outstanding educational
sessions include an outside speaker, a speed networking event, CMAR training, and a new manager’s
workshop session. See our website for details (http://www.lama-online.org/downloads/2009/2009_LAMA_
Program.pdf)
There will of course be plenty of fun, charity, and networking opportunities at our golf outing, silent auction,
and ATA event at the Mad River Bar and Grill. We really hope to see you all in Charleston. Special thanks go
to Tracy Lewis, Steve Benigni, Bill Avery, and Laura Mistretta for their efforts on putting together a top notch
program.
As my time as President comes to a close, I cannot say enough about the volunteers that put their time and
effort into our organization. Thank you all for your dedication and commitment to making LAMA the success
that it is.
Our elected leaders, committee chairs, committee members, and Executive Directors are the best in the
industry. I look forward to seeing all of the great things that are going to come out of this outstanding group in
the coming years.
Best,
KK
Kyrsten Koebach BA, RLATG, CMAR
2008-2009 LAMA President
The Lama Review - Page 7
Reducing Workplace Injuries
-by Wayne DeSantis & Daphne Molnar
In the lab animal field, workplace injuries are a facilities operated in space not specifically designed
major concern and an all-too frequent occurrence. to house animals and they lacked appropriate
Reduction in both the cause and frequency of injuries space, technology and safety advances, which in
is a battle that is constantly fought by both facility combination, add to ergonomic concerns. While
management as well as equipment manufacturers. unable to solve the larger issues like building design,
A case study at the University of Michigan illustrates ULAM was able to make changes to other areas that
the immensity of the problem and an innovative battle helped improve the working conditions and aided in
plan which allowed ULAM to decrease injuries by 24 matching workplace and workplace tasks with the
percent over a 2 year period. worker.
ULAM is a large decentralized animal program that An aggressive approach was taken by ULAM
oversees 30 vivaria across the University campus to address the recommendation from AAALAC
and accounts for approximately 168,140sf of space International. To begin, a Safety Committee was
in addition to 11,342 acres of outdoor/pasture space. formed to tackle major issues. The Committee was
ULAM employs more than 100 people and cares for composed of members from the following groups:
approximately 170,000 mice on a daily basis (98% of Animal Technicians, Cage Wash, Purchasing Support,
the animal population is rodents). Training, OSEH, an Occupational Therapist and a
During a 2005 Association for the Assessment and member from the University’s Institutional Animal
Accreditation for Laboratory Animal Care (AAALAC) Care and Use Committee. This diversity allowed
International site visit at the University, the high the group to look at issues from a wide range of
incidence of injuries was noted in the employees of viewpoints and come up with innovative alternatives.
ULAM. AAALAC International recommended that The Committee started by interviewing employees
ULAM increase the involvement of the University’s and listening to their concerns, most of which
Occupational Safety and Environmental Health centered around PPE, stacking items too high, lifting/
(OSEH) division in an effort to decrease the carrying/pushing/pulling tall heavy equipment, worn
occurrence of injuries. wheels on flatbeds, and reaching into tunnel washers.
When ULAM received the recommendation from The Committee began to review injury reports and
AAALAC International, they already had a program implemented a Workplace Safety Survey that allows
in place to address ergonomic issues. The original employees to anonymously submit safety concerns
program included a one-time training session and . In addition to the Safety Committee, the University
having a therapist on hand to deal with issues in has an Enhanced Ergonomic Awareness Program
a reactive manner. During initial training sessions that provides health and safety news to employees.
ULAM outlined the importance of bending at the The program also functions to create a culture of
knees and keeping the toes and nose pointed in the health at the University, to improve wellness, develop
same direction. Adjustable laminar flow hoods were a cost-effective delivery of health care and to promote
also purchased in an effort to combat on-the-job the health and well being of the University community.
injuries. To show that they were serious about dealing with
The majority of injuries experienced by employees the ergonomic issues faced by employees, the Safety
at ULAM were musculoskeletal disorders that affect Committee tackled “quick fix” problems first. This
muscles, tendons, nerves and blood vessels. These included simple changes like buying different styles of
types of injuries often occur from repetitive motions forceps, purchasing door stops and low profile water
and exertions (reaching, pushing, pulling and lifting). bottle baskets and dollies and adding foam handles to
At ULAM, the cause of these injuries was most often cage scrapers. On a larger scale, ULAM adjusted the
repetitive motion, awkward or sustained postures, new hire schedules to include a 90 minute workplace
prolonged standing, excessive force and contact safety training session and to allow new employees
stress. When employees are injured, they miss work a longer training period before they were expected to
days or are placed on light duty but still receive handle a full load of 800-1200 cages per week.
compensation. The University is unable to replace The University itself changed the process in which
injured employees. damaged equipment is repaired or replaced to ensure
Some of the major hurdles faced at the University, like employees received working equipment in a timely
many other institutions, was the fact that the animal manner. Additional equipment was also purchased
Page 8 - The Lama Review
as back-fill for non-functional items. The University occupational health issues may also be addressed
changed the hiring process for employees to include by the use of articulated robots for cage handling and
facility tours and demonstrations of essential job vacuum technology for bedding delivery and waste
duties. Candidates are asked whether they are able disposal. An example that illustrates the reduction
to perform these essential tasks. Candidates are also of allergen exposure was carried out in Sweden and
asked to sign a written disclosure that outlines the job focused on the exposure of employees to airborne
duties and potential hazards involved with the tasks. Rat Urinary Allergen (RUA) by comparing manual
Specifically the disclosure notes the potential for back cage emptying in the cage wash area with installed
strains/body aches, knee strain due to squatting and automation systems. The safe level of exposure or
kneeling, repetitive motions injuries, allergies and maximum exposure limit (MEL) for animal allergens is
lifting/transporting food and bedding weighing up to below 0.11 pico-lbs/cu.ft (5ng/m3). The study showed
50lbs. that the exposure level to the operator performing
Another major change that ULAM instituted was the manual cage dumps was around 55ng/m3 while
establishment of “walk-abouts”. These are random the exposure level to the operator utilizing a robotic
unannounced worksite evaluations performed on a system was brought down to around 1ng/m3.
quarterly basis or by request. These evaluations are Although there is an initial cost to automation
performed by an Occupational Therapist and a Trainer systems, most of the investment in a robotic system
and are aimed at watching employees in action. The can be paid back in the medium term (4-6 years)
walk-abouts allow both the trainer and therapist to depending on the minimum numbers of cages being
offer on-site coaching or praise and allow employees processed. The positive impact is felt in terms of the
a less formal avenue in which to voice concerns. reduction in staffing numbers, compensation costs,
Notes are taken during the walk-abouts and safety personnel recruitment, training, and absenteeism. The
concerns are documented. Reports are sent to reduction of spare parts, component stock levels and
supervisors and a spreadsheet is maintained outlining storage space is also an alluring prospect.
the visits, recommendations and actions taken. The best way to get the most out of automation
ULAM has addressed the ergonomic issues as best applications is to utilize an integrated approach
as possible without upgrading technology, which can that includes washing, handling and logistics. This
be an initially expensive endeavor but often pays can be greatly facilitated by developing a long-term
for itself in the end. One of the main technologies partnership with a “single-source responsibility”
of the future is automation. Automation is not meant supplier. By tailoring automation with your supplier
to replace people but does offer a better working and purchasing one system, the automation solution
environment for employees. Automation is able to gives you the unique opportunity to increase
reduce contact time with soft tissues and lessen throughput, reduce employee injuries, contain
repetitive stress as well as reduce allergen exposure. allergens and re-evaluate logistics. Automation
It can also lighten loads and shape equipment to provides the opportunity to meet building, staffing
the worker. While becoming the norm in places like and throughput needs as well as ensuring the facility
Europe, it still has to catch on in the US. Automation is prestige within the animal research industry is
often costly but the savings in health claims, salaries maintained and further enhanced.
and benefits paid to injured workers soon outweighs
the initial costs. Automation can be used in any size
Wayne DeSantis, BS
facility however, until recently, the tipping point was Vice President
seen in facilities that care for 15,000-20,000 cages Tecniplast USA
per week. Exton, PA, USA
In the current market, there are automation Email: wdesantis@tecniplastusa.com
484.875.0500
applications for small-medium sized facilities that 1.877.669.2243 (toll free)
utilize as few as 4000 cages per week. Automation 484.875.0511
applications are not only for newly-built animal
facilities; they also exist for facilities with functional Daphne Molnar, B.S., CMAR, RLATg
Senior Training Specialistr
cage washers and can be adjusted for use on
University of Michigan
equipment from any manufacturer. Additionally, there Unit for Laboratory Animal Medicine
are now many automation products designed for use 018 Animal Research Facility
in non-standard equipment processing and solutions 1150 W. Medical Center Drive
for logistics and transportation. Ann Arbor, MI 48109-0614
734/615-7042
In addition to significant productivity gains,
daphnem@umich.edu
The Lama Review - Page 9
On The Trail With LAMA
- by LAMA Board
The History of LAMA of the formation of an ad hoc (steering) committee to
study educational needs for animal facility management,
Compiled by Carolyn Malinowski discussion of AALAS’s role in the endeavor and discussion
of the future direction of the LAMA. U Kristina Stephens
This year marks the 25th anniversary of the LAMA was nominated as the chair of the steering committee and
organization. In honor of this event, I’ve contacted the other members included Clayton Cisar, Gail Thompson,
founding “mothers and fathers” and tried to pull together Paul Lofgreen Jr., James D Stevens and Roger Thacker.
a brief history of LAMA. Having been a LAMA member This committee was charged with setting up by-laws,
for only a few short years, I’ve relied heavily on those of membership rules and policies. Donations from participants
you who have “been around the block” and I would like to were collected to cover beginning operational costs. The
start by thanking all of you who put up with my pestering, purpose of LAMA was also established during the meeting
took the time to guide me, answered my questions and and included (1) Develop a continued effort to review and
directed me to people that could help. I couldn’t have pulled renew basic and advanced managements techniques as it
this together without you! Throughout the article, I quote pertained to lab animal resources, (2) educate lab animal
or paraphrase both people and the 1984-1994 History of facility management and set up exchange programs for
LAMA by Charles Schmieder. management personnel, (3) make resource materials
available, (4) offer management seminars, (5)develop
The concept of an organization for managers in the lab managers through the dissemination of ideas, experience,
animal field originated at the 1982 AALAS meeting in and knowledge among managers in the field, (6) act as
Washington D.C. when a small group got together in a hotel a spokesperson for members before other biomedical
room to discuss a way in which the specific needs of animal associations or groups, (7) encourage and assist in the
facility managers could be addressed. At this time there training of managers, (8) increase the standards of those
were no available resources or programs for individuals employed in the field, (9) encourage appreciation of the
in management roles and there was a strong desire to role that managers play in biomedical research and (10)
find a way to fulfill the needs of this group. The group develop a newsletter called “LAMA Lines”. It was also
that met in DC consisted of Paul Ernest, Regina Heron, established that LAMA would seek affiliate status with
Revius Williams, Ann Campbell, U Kristina Stephens, Gail AALAS in an effort to strengthen and unify the efforts of the
Thompson, Clayton Cisar and Tom Darby. It was decided two organizations.
that Tom Darby would organize a meeting for the following
year at the National AALAS meeting to discuss the issues The first edition of LAMA Lines
and solicit ideas and assistance in developing plans for and appeared shortly after the 1984
implementing educational programs for people involved in meeting. The publisher was
lab animal facility management. Clayton Cisar, although it was done
anonymously at first. A directory of
The following year at the 1983 AALAS meeting in San LAMA from the fall of 1984 listed 75
Antonio, TX, a conference room was provided by AALAS members. The first Mid-Year LAMA
and approximately 30 people attended the meeting. Most Meeting was held on April 24, 1985 at
of the discussion surrounded providing educational support the Children’s Hospital in Cincinnati,
for people managing lab animal facilities. Other topics that OH in conjunction with the CONMED Meeting. There were
were discussed included personnel exchange programs, approximately 50 people in attendance. At the meeting
seminars and workshops, CONMED Meetings, publications the steering committee was introduced, a membership
and audio-visual materials. The group acknowledged that directory was distributed, a treasury report was given
both technicians and veterinarians in the field were often (there was $1200 in the bank), a constitution and by-
put into management position with little, if any, advance laws were proposed, an association with the Institute of
preparation or training. It was agreed that an organization Certified Professional Managers (ICPM) was discussed,
for facility management was need and the attendees voted a job description of a Lab Animal Facility Manager was
unanimously to meet at the next AALAS meeting with the distributed and the content of LAMA Lines was discussed
goal of establishing such an organization. and Clayton Cisar agreed to continue on as the editor of
the newsletter. Discussion was opened to the entire group
On October 29, 1984 during the National AALAS meeting, and the member comments were as follows (1) James
a group of interested parties met at the Hotel Clarion Alford and Paul Schwikert were to develop an informational
in Cincinnati, OH and formed the Laboratory Animal brochure for LAMA, (2) establishing a tape library on
Management Association (LAMA). The name was management issues and (3) sponsoring a workshop at the
thought up by Clayton Cisar. The agenda of the meeting 1985 AALAS Meeting on “Interviewing Skills and Personnel
included a summary of the 1983 meeting, discussion Counseling Techniques for Facility Managers” that would
Page 10 - The Lama Reviewbe presented by Dr. William Umiker. of the website are unknown at this
Prior to the first Annual LAMA Meeting, ballots for the time.
election of the charter officers of LAMA were sent out to 2006: The William O. Umiker
members. Results were published in LAMA Lines and were Award was established to
as follows: recognize a LAMA member in good
President: Clayton Cisar standing who has demonstrated
President Elect: Gwen Fitzgerald a commitment to the field of
Secretary: Delores Pfifer laboratory animal management
Treasurer: Jeanne De Ward education through contributions to
Board of Directors: the association’s publications, published articles, book and
One Year: Jim Alford Jr and Paul Schwikert presentations at seminars and workshops.
Two Year: Paul Lofgreen Jr and U Kristina 2008: The Ron Orta Memorial Award was established to
Stephens recognize an individual actively employed in lab animal
vivarium operations, management or administration that
The first Annual LAMA Meeting took place during the 1985 presents a professional/managerial presentation at the
AALAS Meeting on November 5th in Baltimore, MD. Over LAMA/ATA Annual Meeting.
130 people attended this meeting. The following items
were on the agenda: (1) introduction of the charter officers
and committee members, (2) the Certified Professional
Managers program through ICPM was presented, (3) it was Past LAMA Presidents:
announced that there were 61 paid members and $1739 in 1984/85: Clayton Cisar
the bank and (4) the very successful workshop conducted 1985/86: Gwen Fitzgerald
by Dr. Umiker was discussed. A presidential address was 1986/87: James D Stevens
given by Clayton Cisar and he encouraged everyone to go 1987/89: Robert Muller
back to their work places and support LAMA in whatever 1989/90: Robert Muller and U Kristina Stephens
way they could. Later that same year, the brochure that 1990/92: U Kristina Stephens
James Alford and Paul Schwikert created was reviewed by 1992/93: Fred Douglas
the officers and a logo was also proposed. 1993/94: James Boardman
1994/95: Paul Schwikert
In January 1986, LAMA Lines began publishing the 1996/97: Dennis Miller
newsletter on a monthly basis and the new LAMA logo was 1997/98: Dennis Taff
introduced. 1998/99: Robyn Kiser
1999/2000: Gail Thompson
After this, the LAMA organization continued to grow and 2000/01: Kirk Boehm
develop with the following milestones occurring between 2001/03: Ivette Martinez-Palma
1986 and 2008: 2003/04: Gary Novak
1986: The U Kristina Stephens Award was established to 2004/05: Casey Kilcullen-Steiner
recognize outstanding and exceptional service to LAMA. 2005/06: Leo Yanas
1988: The Special Services award was established to 2006/07: Regina Correa-Murphy
recognize LAMA members who contribute to the success of 2007/08: Kim Edgar
the organization. This award is given at the discretion of the 2008/09: Kyrsten Koebach
current President.
January 1989: first publication on the LAMA Review. Rob
Weichbrod was the Editor.
1990: The Charles River Medallion was established
to recognize distinguished contributions to the field of
Past LAMA Annual Meetings:
laboratory animal management by an administrator/
manager who is a member of LAMA and engaged in lab
1985: Baltimore, MD 1997: Anaheim, CA
animal management.
1986: Chicago, IL 1998: Cincinnati, OH
2000: A contest was held come up with a new logo for
1987: Denver, CO 1999: Portsmouth, NH
LAMA. The contest was won by Gail Thompson and the
1988: Detroit, MI 2000: San Diego, CA
winning logo is the same logo we use today.
1989: Little Rock, AR 2001: Reno, N V
2000: The LAMA Board of Directors decided to change the
1990: Milwaukee, WI 2002: Jackson Hole, WY
mid-year forum to the official LAMA Annual Meeting and
1991: Buffalo, NY 2003: San Juan, Puerto Rico
continue to host smaller event for the general membership
1992: Anaheim, CA 2004: Tucson, AZ
at the National AALAS meeting. The Board of Directors for
1993: Nashville, TN 2005: Nashville, TN
LAMA also meets during National AALAS meetings
1994: Pittsburg, PA 2006: New Orleans, LA
2002: LAMA hired Association Solutions Inc to assist with
1995: Baltimore, MD 2007: San Juan, Puerto Rico
the management and growth of the organization. A LAMA
1996: Minneapolis, MN 2008: Portland, OR
website was already in place by this time but the origins
The Lama Review - Page 11The Daily Drive
Scientists diabetes make insulin, but their bodies don’t respond
well to it. Type 2 diabetes affects between 18 million
Discover That and 20 million people in this country.
Leptin Can In the current study, researchers tested for the first
time whether a single injection of the leptin gene given
Also Aid Type 1 to insulin-deficient mice and rats on the verge of death
Diabetics from diabetic coma could reverse the severe condition
and prevent the animals from dying. The animals that
Newswise — Terminally ill rodents with type 1 received the leptin gene began producing excessive
diabetes have been restored to full health with a amounts of leptin, which reversed all the measurable
single injection of a substance other than insulin by consequences of type 1 diabetes including weight
UT Southwestern Medical Center scientists. loss, hyperglycemia and ketoacidosis, a potentially
Since the discovery of insulin in 1922, type 1 diabetes fatal condition that develops when the body doesn’t
(insulin-dependent diabetes) in humans has been have enough insulin to meet basic metabolic
treated by injecting insulin to lower high blood sugar requirements. Much of the effect was mediated by
levels and prevent diabetic coma. New findings complete suppression of the high glucagon levels,
by UT Southwestern researchers, which appears said Dr. Xinxin Yu, assistant instructor of internal
in the Proceedings of the National Academy of medicine and lead author of the study.
Sciences, suggest that insulin isn’t the only agent
that is effective. Leptin, a hormone produced by the “These animals were actually dying,” Dr. Yu said. “But
body’s fat cells, also lowers blood glucose levels if we gave them the leptin gene, within two weeks,
and maintains them in a normal range for extended the terminally ill rodents were restored to full health
periods, they found. without any other treatment.”
“The fact that these animals don’t die and are restored Dr. Unger said it’s too premature to know whether
to normal health despite a total lack of insulin is hard leptin might someday replace insulin as a treatment
for many researchers and clinicians to believe,” said for diabetic patients, but this study demonstrates
Dr. Roger Unger, professor of internal medicine and that leptin could at least handle some of insulin’s job
senior author of the study. “Many scientists, including requirements and do it for longer periods of time.
us, thought it would be a waste of time to give leptin Injected insulin is biologically active for only three to
in the absence of insulin. We’ve been brainwashed four hours.
into thinking that insulin is the only substance that can
“My hope is that you could give leptin for one type of
correct the consequences of insulin deficiency.”
action – glucagon’s suppression, for example – and
The mechanism of leptin’s glucose-lowering action insulin for another. Or perhaps give a substance other
appears to involve the suppression of glucagon, than insulin entirely,” Dr. Unger said. “What would
a hormone produced by the pancreas that raises be a tremendous advance would be the ability to
glucose levels. Normally, glucagon is released when give an oral agent that suppresses glucagon without
the glucose, or sugar, level in the blood is low. In injections.”
insulin deficiency, however, glucagon levels are
Dr. Yu said the research team hypothesizes that leptin
inappropriately high and cause the liver to release
combats diabetes not only be suppressing glucagon’s
excessive amounts of glucose into the bloodstream.
action on the liver, but also by boosting the insulin-
This action is opposed by insulin, which tells the
like actions of IGF-1 (insulin-like growth factor-1), a
body’s cells to remove sugar from the bloodstream.
hormone that promotes growth and mimics insulin.
In type 1 diabetes, which affects about 1 million
“One of the things that happens when a child gets
people in the U.S., the pancreatic islet cells that
type 1 diabetes is their growth is stunted until
produce insulin are destroyed. Type 1 diabetics must
they’re given insulin,” Dr. Unger said. “The same
take insulin multiple times a day to metabolize blood
is true with mice. However, we found if you take a
glucose and regiment their diets. In comparison,
diabetic rat that’s not receiving insulin and make it
patients with non-insulin dependent, or type 2,
Page 12 - The Lama Reviewhyperleptinemic, it almost catches up growthwise.” Other UT Southwestern researchers involved in the
study were Dr. May-Yun Wang, assistant professor
While the treated animals’ blood glucose levels of internal medicine; Dr. Zhao Wang, postdoctoral
inched back up over time, their hyperglycemia (high researcher in internal medicine; and former
blood sugar) consistently remained well below the postdoctoral fellow Dr. Byung-Hyun Park.
elevated pre-treatment levels. The untreated rodents,
on the other hand, died within two or three days. The The work was supported by the National Institute of
researchers tracked the treated rodents for 25 weeks. Diabetes and Digestive and Kidney Diseases, the
Department of Veterans Affairs, and the Juvenile
The next step is to study other potential glucagon Diabetes Research Foundation.Visit http://www.
suppressants and begin leptin clinical trials within the utsouthwestern.org/endocrinology to learn more about
next year. clinical services in endocrinology at UT Southwestern.
Cherish Your Friendships
- Aisha Sultan (St.Louis Post Dispatch)
If I walked into my neighbor’s kitchen and helped myself Sparks and Miller offer three main reasons for our social
to a snack in her fridge, she’d think I’d lost my mind. isolation:
I’ve never been inside any of my neighbors’ kitchens, nor — We move frequently and too often away from our
have they been inside ours. It’s a far cry from how I grew families and roots. Statistics show that Americans
up, where our small ranch house was constantly filled relocate every five years.
with neighborhood kids and cousins.
— We are increasingly distracted by electronic media.
No one thought twice about rummaging through our The average American watches more than 32 hours of
fridge. Researchers Will Miller and Glenn Sparks television each week. And the Internet takes a bigger
believe the decline in “refrigerator rights” relationships in and bigger chunk out of our personal time. While it
America is directly connected to our increasing anxiety, allows us to be super-connected to the larger world, our
incivility and stress. individual sphere is neglected.
In their “Refrigerator Rights: Our Crucial Need for Close “Our immersion in electronic media comes at a price —
Connection,” they make a convincing case that too many and that price is almost always the decreasing amount
of us have neglected our need for intimate relationships of time we spend with other people,” Sparks writes on
outside of our nuclear families. his blog.
They’ve created a visual shorthand for these — Finally, we create a hectic busyness in our lives. With
relationships: How many people can come to your home our constant go, go, go lifestyle, we are too tired in our
and open your refrigerator without permission? In how downtime to spend it with other people.
many people’s homes are you comfortable enough to do
the same? The authors recommend that we re-examine why
relationships tend to fall on the lowest rung of our
For too many Americans, the number is probably limited priorities.
to those in our extended family — many of whom may
not live anywhere near us. Tonight I have the choice of meeting some dear family
friends for dinner. My list of excuses to beg off are long:
Are we losing our closest friendships? The authors cite a My little one has a virus. The weather is rotten. I’m too
Stanford study that reports one out of every four people tired to get dressed up. Their home is too far away. It
questioned said they had “nobody at all” in whom they would be so easy to just stay at home in my pajamas
could confide. Twenty-five years ago, only one in eight and catch up with them on Facebook.
said that.
But refrigerator rights relationships are only cultivated by
We see dozens of people every day, at work, at school, spending time and sharing experiences — face-to-face,
on the sidelines of our children’s soccer games. But how in real time — with those we care about.
many of these relationships go beyond acquaintances?
Tonight I’m choosing face time over screen time.
The Lama Review - Page 13Page 14 - The Lama Review
Glad You Asked That!
-by Bob Beck
Q:
the positive reasons for it being changed. Appeal to
the interests and welfare of your folks regarding the
When I first entered my facility I ran a tight
changes. If it is possible, give employees a ‘break-in’
show. Over the years I relaxed my grip a bit. Lately
period of time where the application of the changes can
though things have changed in terms of personnel and
be absorbed over some period of time versus a forced
policies and I think that I need to tighten again. I have
light switch effort. Of course, with safety related policies
heard that there maybe issues with that. Any good
this may not be feasible or even wise. Your judgment will
advice on how to tighten things up without upsetting the
be your guide and your HR Representative.
apple cart so to speak?
A:
Now for the tougher portion of your question:
tightening up on issues related to your people. Not
This is a good question, as I am sure many knowing what those issues might be I provide the
of us have experienced a similar situation in our own following broad brush guidelines. Almost regardless
world of work. of the performance issue one faces, you will need to
be prepared to:
I wish I could have more information as to what those • Set performance goals with your people
changes are regarding your personnel and the policies • Review past expectations, job descriptions,
you refer to. protocols etc.
• Begin the process of sharing what has changed
Yet even without the added details, we will try to offer and what needs to performed differently now-and
some tips and pointers as to how to ‘tighten’ things up a of course why!
bit as you say. • You will also benefit from a refresher on how
to coach your people to achieve the levels of
It seems organizational policies and procedures are performance, output, and behaviors you now
in an ever evolving state these days due to a number want to renew or tighten up.
of variables. The federal and state governments are
regularly passing laws that impact what we do and The goals for improved efforts should be set together so
how we do things in managing our employees. OSHA there is ownership and commitment from the individuals
and related mandated dictates also require ever more involved. Too much too soon will result in most people
training and vigilance in ensuring our facilities are giving up before they even start. Too little stretch for your
operated in a safe manner. folks and they will achieve the new results in no time
with little effort and begin to drift back to the levels of
With respect to adhering to these types of changes, it is effort they were at when you started.
imperative that every supervisor become trained on what
the policies and laws call for and how to implement them If your employees should ask why we are going through
fairly across all employees. This is where partnering with these changes, why are you more demanding now than
your Human Resources Department can be of great before, be honest and tell them what your observations
assistance to you. In general, these types of changes have been. Something has made you become aware
that require you to ‘tighten up’ your supervision are the of this need to tighten up. What told you so, directives
relatively easier ones to deal with. First, once you have from above, the tight economy, or your own observations
a working understanding of the policy/law changes, then of a need to pick up the pace and the quality of efforts.
it is essential that you share this information with each Whatever your triggers were, share openly and honestly.
team member. Either individually or as a team, you need You can do so without having to ever say you relaxed
to be able to explain what has changed and how these your grip. Overtime we all have the need to redirect our
changes impact the daily performance of your folks. focus on the core mission and vision of what we are
How must your folks perform differently today than what all about. We need this lens refresher because we get
they were used to doing yesterday? Of course the first pushed and pulled in so many directions over time that
question from everyone will be: Why? This is where you we need to just take a time out to see where we are and
need to be the agent for the organization in explaining where we next need to go.
the why and how the new policies impact how you lead It sounds like this may be just the journey you are about
them and how you manage their performance. Be to embark upon! Good luck and stay positive and your
careful not to ‘badmouth’ the policy but rather identify team will too.
The Lama Review - Page 15The High Cost of Getting to Work:
- Yenisse Alonso
mass transit use by providing tax-free transit benefits to
commuters.
What Filler is referring to is the fact that the anxiety of
dealing with high gas prices, coupled with the economic
downturn, has left workers even more stressed, which in
turn affects productivity.
“People are just worn out…they see no end to this,”
says Wayne Hochwarter, a management professor who
conducted the Florida State University survey. “Worse
yet, this is happening at a time when corporate profits are
down and nobody is getting the 4 to 5 percent raises of the
past, which might have helped them to keep up. Instead,
they’re falling behind and struggling financially, and they’re
thinking, ‘The company isn’t stepping up and helping me
With gas prices at an all-time high, healthcare costs on the
out. The days of me busting my butt for my employer are
rise, and the economy in or near recession, the summer
over.’”
of 2008 found many U.S. workers struggling to make their
budgets work. And, in some cases, struggling to make it to
What’s worse, the high cost of commuting has led many
work.
workers to re-evaluate their career choices altogether.
Recruiters report that job candidates are frequently turning
Today, the cost of filling up a car with gasoline is cutting so
down jobs that require a longer commute in exchange for
deeply into workers’ incomes that many have been forced
those closer to home, even when those jobs offer less
to make substantial and often painful cutbacks in other
opportunity for career advancement or pay increases.
areas just so that they can afford to get to work each day.
Furthermore, of the 800 workers surveyed by Florida State,
A June 2008 Gallup survey revealed that the high gas
one in three long-distance commuters said that they would
prices have left 11 percent of Americans with little or no
be willing to leave their current job for one with a shorter
disposable income. Similarly, the Workforce Institute
commute. Another survey commissioned by TransitCenter
found in their study, “Working in America: Drivers Cope
revealed that 26 percent of workers said they would
With Soaring Gas Prices,” that 59 percent of respondents
consider changing jobs if it meant an easier commute.
were driving less when outside of work, 57 percent were
eating out less, and 30 percent had postponed a vacation
And, whereas the cost of commuting to work was once
because of high fuel costs.
considered a deterrent only for lower-income workers,
current research shows that even workers who earn six
And those are just cutbacks in discretionary spending.
figures are thinking twice about their long drives to work.
Another study by Florida State University, which surveyed
800 full-time workers who drove an average of 15 miles
With little relief in sight elsewhere, workers are looking
each way to work, found that 45 percent of the survey
to their employers to ease the burden. And while some
respondents had fallen behind on their finances due to gas
companies have responded, too often relief comes in the
prices, while 30 percent were considering cutting back on
form of programs that have nothing to do with getting to
essentials, such as food and medicine, in order to make
and from work, such as mileage reimbursement, which
ends meet.
compensates employees for work-related travel only and
not for commuting costs.
“Many employees are taking the commute to work very
seriously,” says Steven Williams, director of research for
Though extending more benefits to employees requires a
the Society of Human Resource Management. “It’s not just
significant financial commitment from employers, many of
a hassle. It’s an economic issue now.”
whom have also been hit hard in the economic downturn,
experts say that the investment is well worth it, especially
And in turn, the high cost of commuting to work has
considering the strategic advantage that such benefits
become an HR issue. “Three years ago the price of
give them in a job market in which retaining top talent is as
gas wasn’t considered an HR issue. Today, it’s starting
difficult as recruiting it.
to take its toll on employee loyalty and [is] becoming a
serious concern,” says Larry Filler, president and CEO of
“Employers may be missing an opportunity to improve
TransitCenter, a not-for-profit organization that promotes
morale and reduce turnover by helping their staff cope with
Page 16 - The Lama Reviewthe burden…” says Max Messmer, president and CEO of for using public transportation are benefits that are
Robert Half International, a staffing firm. “Companies can growing increasingly popular among employers in
build loyalty and motivation by showing employees that areas where public transportation is a viable option.
they are empathetic to their concerns during challenging
times.” 6. Pre-Tax Commuter Benefit. Employers can
also offer their employees the option to pay for
So what can organizations do to help their employees qualified parking and public transportation on a
through difficult financial times, and at the same time boost pre-tax basis, resulting in substantial savings for
employee moral and loyalty? One answer is simple and employees and minimal costs to employers.
quite familiar—expand traditional benefits packages to
include perks that ease commuting burdens, similar to what 7. Gas Cards. While some companies are using gas
employers have done to assist workers with health care gift cards instead of cash bonuses to reward high-
and child care costs. achieving employees, others are offering them to
all employees needing relief from high fuel costs.
Here are some alternative benefits that creative employers STS Telecom in Cooper City, Florida has gone
may offer their employees: so far as to reimburse employees for a portion of
their commuter costs after realizing that the current
average price for a gallon of gasoline is about
1. Flexible Schedules. Once offered as a benefit $2.00 higher than it was two years ago, when gas
only to working mothers who wanted to continue was $2.67 a gallon. Now, STS pays employees $2
working, flexible scheduling, which allows for every mile they commute to work.
employees to set their own work hours, has
become one of the most popular perks a business 8. Encouraging the Purchase of Hybrid Vehicles.
can offer its employees. Besides reducing Companies such as Bank of America Corporation,
commuting costs, flexible schedules can also Timberland, and Patagonia provide monetary
promote a better work/life balance, which often incentives to employees who purchase hybrid cars.
results in a more relaxed and productive workforce.
9. Relocation Assistance. A few organizations help
2. Compressed Workweeks. Summer 2008 saw new employees find housing closer to work; others
a trend of state governments and educational offer relocation services for current employees who
institutions implementing compressed workweeks, have long commutes.
by which employees worked longer hours each
day but, in most cases, only four days a week.
Not only can compressed workweeks reduce Before employers select which benefits to offer their
commuting costs and mitigate employee burnout, employees, experts suggest that they do their homework.
but the arrangement may also help to reduce an One necessary step is to survey employees to get a clear
organization’s energy costs by about 20 percent. picture of their commuting habits, the impact that high
gas prices have had on them, and the benefits that would
3. Telecommuting. Telecommuting has often best suit their needs. Equally important is the need to
been touted as a solution for the problems of study employees’ transportation options; in areas where
overcrowded highways and air pollution, as well as public transportation is limited, offering discounted rates or
high fuel costs. While permitting employees to work subsidies would offer little benefit to employees.
outside the office saves them money on gas, it also
provides the added benefit of enabling them to care Prior to offering employees additional benefits, employers
for a child or elderly parent without having to take should also take the time to remind workers of the benefits
time off from work. Employers should also consider they currently enjoy. Sometimes, employees aren’t even
the increases in productivity and morale that follow aware of existing benefits because they haven’t yet taken
when employees feel trusted and valued by their advantage of them.
organizations.
Perhaps the best thing for employers to remember when
4. Carpooling. Though certainly not a recent trying to ease their employees’ pain at the pump is that
phenomenon, carpooling has increased in it is not always necessary to spend a lot of money to
popularity in recent months. Organizations can demonstrate concern for their workforce. Many of the
encourage carpooling by setting up a bulletin board benefits employers can offer to help employees through
that enables employees to coordinate their rides difficult times are cost-effective and easy to implement.
to work with coworkers or by offering incentives for What may matter most to employees, what may stick
carpooling, such as priority parking spaces. in their minds even after the price of gas goes down, is
that their employers paid attention to them and acted to
5. Public Transportation. Shuttle services to and alleviate their burdens. Such an expression of concern will
from public transportation access points, discounts almost certainly boost morale and promote loyalty.
for using mass transit, and even reimbursements
The Lama Review - Page 17Tradeline - Columbus University
- by Taitia Shelow
Columbia University’s Multi-Discipline interaction and collaboration,” explains Joseph
Mannino, director of programs for the Department of
Science Building Packs Many Features
Capital Project Management at Columbia University.
into Limited Space “We couldn’t recruit researchers because we didn’t
have enough space. It’s a new direction for the
First New Science Building in Almost 20 Years will be University.”
a Campus Link When Completed
Published February 2009 Planning the Facility
The planners use two models of project governance,
Columbia University is in the midst of a construction
one for facility decisions and the other to plan the
project to build a new Interdisciplinary Science
labs. Structured decision-making is the goal.
Building on its space-impacted campus. The facility,
“You have to pull a lot of people together, so you
on track for a 2010 completion, will enhance the
need a cohesive system of decision-making,” says
University’s science program and link other areas of
Mannino.
the urban campus.
Columbia’s facility planning model consists of a
steering committee with members of the University’s
Cantilevered over a gym on the last existing space
executive committee, who can make upper level
of the original McKim, Mead, and White-designed
decisions concerning budget, schedule, and
campus, Columbia University’s new Interdisciplinary
program. The steering committee interacts with the
Science Building seeks to take advantage of its
various project stakeholder groups, which consists
physically constrained footprint. The facility will not
of the design team—architects, engineers and
only create the first interdisciplinary science space
project managers. Alongside them, various working
on the Morningside campus, but extend its reach via
groups from the different science departments, risk
physical bridges to the adjoining buildings housing
management, IT systems, and more help decide the
chemistry and physics, thus completing a connected
details. There is also a faculty advisory committee,
ring of all the physical science and engineering
chaired by the executive vice president of research,
buildings.
that reflects on research and administrative policy
The 188,000-gsf, 14-story building will provide 70,000
issues affected by this new approach of housing
sf of new lab space for 21 new labs on half the floors.
different disciplines together.
A new science library will free up an additional 30,000
The steering committee—comprised of the
sf in four other buildings by consolidating the libraries
University’s project management department, deans
of electrical engineering, physics, chemistry, and
and people from operations—narrow the choices and
biology. Together these add approximately 35 percent
talk about building details like ceilings, wiring, and
more research space.
energy efficiency.
In 2002, an academic review committee concluded
The top level is the executive committee, which
Columbia University needed to invest in its natural
discusses decisions like the lab stacking plan,
sciences program to maintain preeminence as
occupancy list, and swing space requirements.
an intellectual center. A 2005 program report
“They make the tough decisions,” says Mannino.
established what the University wanted to accomplish:
collaboration opportunities within the building and
on each floor, links to other campus buildings, and Conquering Space Limitations
Columbia University’s Morningside Campus sits
campus-wide amenities that would promote student
interaction. in an area within 114th to 120th streets in Upper
Specifically, the planners wanted 22 to 28 new wet Manhattan, New York City. Space is extremely limited.
labs, lab flexibility, and the ability to house vibration The only free area was a corner on Broadway and
sensitive equipment and build repetitive prototypical 120th Street next to a frequently-used gymnasium.
laboratory modules. To ensure that this new building The new facility is, technically, an addition to the
engages the whole campus, also on the list are a campus gymnasium, says Mannino. Columns were
central science library, classrooms, a 150-seat lecture built adjacent to the existing gym, so part of the
hall, and informal gathering and café spaces. building sits on stilts. The rest of the new facility sits
“It’s an investment in basic sciences and will facilitate on a foundation built on the adjacent open space.
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