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Read the text below and answer the question.
Advancing gender equity in medicine
[…]
The problem of gender inequity in medical leadership is not the result of too few candidates who are not men with the appropriate experience and training to fulfill leadership roles, nor can it be explained by merely suggesting that different genders do not have the same aspirations as men. Gender inequity is largely underpinned by socially constructed gender norms, roles and relations. For example, gender roles explain why female clinicians with children spend 100.2 minutes more per day on household activities and child care than their male counterparts. This makes it more challenging for female clinicians with children to get ahead. Gender norms explain why more men are given leadership opportunities and have stronger letters of reference than other genders. Furthermore, gender relations explain why men have fewer consequences for uncivil behaviour or for harassment in the workplace compared with other genders. A recent observational study of operating room culture evaluated the prevalence and predictors of exposure to disruptive behaviour in the operating room. Disruptive behaviour was described as a range of unacceptable workplace behaviours, including incivility, bullying and harassment. A further definition provided is “interpersonal behaviour (i.e., directed toward others or occurring in the presence of others) that results in a perceived threat to victims and/or witnesses and violates a reasonable person’s standard of respectful behaviour.” The study found that clinicians who are women report more exposure to disruptive behaviour and are substantially less confident or empowered to take action to address incivility in their hospital and university settings. Gender and sexual harassment may be associated with environments that exhibit gender inequity in pay, opportunity and promotion. Disruptive behaviour and overt harassment likely endure within our medical institutions because the offenders are often considered invaluable to the organization for their stature, leadership, productivity or reputation, and are largely not held unaccountable for their actions, which further amplifies gender inequities.
Ensuring gender equity in medicine is an issue of justice and rights. Having more physicians who are women and more women in health policy leadership also appears to enhance the provision of high-quality patient care. Large, well-conducted observational studies have shown that patients of female clinicians experience better quality of care for diabetes, and significantly lower rates of mortality, hospital readmissions and emergency department visits than those treated by male clinicians. One study considered that reasons for this may include that women spend more time with their patients, are more patient-centred in their approach and provide more evidence-based care. Two recent opinion pieces discuss research showing that female representation on corporate boards, such as hospital boards, results in more socially thoughtful decisions and less corruption. Without gender equity, we risk extinguishing creative solutions to complex health problems and, most importantly, limiting patient access to the best care.
From: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8034331/ CMAJ. 2021 Feb 16; 193(7): E244–E250.
Read the text below and answer the question.
Advancing gender equity in medicine
[…]
The problem of gender inequity in medical leadership is not the result of too few candidates who are not men with the appropriate experience and training to fulfill leadership roles, nor can it be explained by merely suggesting that different genders do not have the same aspirations as men. Gender inequity is largely underpinned by socially constructed gender norms, roles and relations. For example, gender roles explain why female clinicians with children spend 100.2 minutes more per day on household activities and child care than their male counterparts. This makes it more challenging for female clinicians with children to get ahead. Gender norms explain why more men are given leadership opportunities and have stronger letters of reference than other genders. Furthermore, gender relations explain why men have fewer consequences for uncivil behaviour or for harassment in the workplace compared with other genders. A recent observational study of operating room culture evaluated the prevalence and predictors of exposure to disruptive behaviour in the operating room. Disruptive behaviour was described as a range of unacceptable workplace behaviours, including incivility, bullying and harassment. A further definition provided is “interpersonal behaviour (i.e., directed toward others or occurring in the presence of others) that results in a perceived threat to victims and/or witnesses and violates a reasonable person’s standard of respectful behaviour.” The study found that clinicians who are women report more exposure to disruptive behaviour and are substantially less confident or empowered to take action to address incivility in their hospital and university settings. Gender and sexual harassment may be associated with environments that exhibit gender inequity in pay, opportunity and promotion. Disruptive behaviour and overt harassment likely endure within our medical institutions because the offenders are often considered invaluable to the organization for their stature, leadership, productivity or reputation, and are largely not held unaccountable for their actions, which further amplifies gender inequities.
Ensuring gender equity in medicine is an issue of justice and rights. Having more physicians who are women and more women in health policy leadership also appears to enhance the provision of high-quality patient care. Large, well-conducted observational studies have shown that patients of female clinicians experience better quality of care for diabetes, and significantly lower rates of mortality, hospital readmissions and emergency department visits than those treated by male clinicians. One study considered that reasons for this may include that women spend more time with their patients, are more patient-centred in their approach and provide more evidence-based care. Two recent opinion pieces discuss research showing that female representation on corporate boards, such as hospital boards, results in more socially thoughtful decisions and less corruption. Without gender equity, we risk extinguishing creative solutions to complex health problems and, most importantly, limiting patient access to the best care.
From: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8034331/ CMAJ. 2021 Feb 16; 193(7): E244–E250.
Read the text below and answer the question.
Advancing gender equity in medicine
[…]
The problem of gender inequity in medical leadership is not the result of too few candidates who are not men with the appropriate experience and training to fulfill leadership roles, nor can it be explained by merely suggesting that different genders do not have the same aspirations as men. Gender inequity is largely underpinned by socially constructed gender norms, roles and relations. For example, gender roles explain why female clinicians with children spend 100.2 minutes more per day on household activities and child care than their male counterparts. This makes it more challenging for female clinicians with children to get ahead. Gender norms explain why more men are given leadership opportunities and have stronger letters of reference than other genders. Furthermore, gender relations explain why men have fewer consequences for uncivil behaviour or for harassment in the workplace compared with other genders. A recent observational study of operating room culture evaluated the prevalence and predictors of exposure to disruptive behaviour in the operating room. Disruptive behaviour was described as a range of unacceptable workplace behaviours, including incivility, bullying and harassment. A further definition provided is “interpersonal behaviour (i.e., directed toward others or occurring in the presence of others) that results in a perceived threat to victims and/or witnesses and violates a reasonable person’s standard of respectful behaviour.” The study found that clinicians who are women report more exposure to disruptive behaviour and are substantially less confident or empowered to take action to address incivility in their hospital and university settings. Gender and sexual harassment may be associated with environments that exhibit gender inequity in pay, opportunity and promotion. Disruptive behaviour and overt harassment likely endure within our medical institutions because the offenders are often considered invaluable to the organization for their stature, leadership, productivity or reputation, and are largely not held unaccountable for their actions, which further amplifies gender inequities.
Ensuring gender equity in medicine is an issue of justice and rights. Having more physicians who are women and more women in health policy leadership also appears to enhance the provision of high-quality patient care. Large, well-conducted observational studies have shown that patients of female clinicians experience better quality of care for diabetes, and significantly lower rates of mortality, hospital readmissions and emergency department visits than those treated by male clinicians. One study considered that reasons for this may include that women spend more time with their patients, are more patient-centred in their approach and provide more evidence-based care. Two recent opinion pieces discuss research showing that female representation on corporate boards, such as hospital boards, results in more socially thoughtful decisions and less corruption. Without gender equity, we risk extinguishing creative solutions to complex health problems and, most importantly, limiting patient access to the best care.
From: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8034331/ CMAJ. 2021 Feb 16; 193(7): E244–E250.
Read the text below and answer the question.
Advancing gender equity in medicine
[…]
The problem of gender inequity in medical leadership is not the result of too few candidates who are not men with the appropriate experience and training to fulfill leadership roles, nor can it be explained by merely suggesting that different genders do not have the same aspirations as men. Gender inequity is largely underpinned by socially constructed gender norms, roles and relations. For example, gender roles explain why female clinicians with children spend 100.2 minutes more per day on household activities and child care than their male counterparts. This makes it more challenging for female clinicians with children to get ahead. Gender norms explain why more men are given leadership opportunities and have stronger letters of reference than other genders. Furthermore, gender relations explain why men have fewer consequences for uncivil behaviour or for harassment in the workplace compared with other genders. A recent observational study of operating room culture evaluated the prevalence and predictors of exposure to disruptive behaviour in the operating room. Disruptive behaviour was described as a range of unacceptable workplace behaviours, including incivility, bullying and harassment. A further definition provided is “interpersonal behaviour (i.e., directed toward others or occurring in the presence of others) that results in a perceived threat to victims and/or witnesses and violates a reasonable person’s standard of respectful behaviour.” The study found that clinicians who are women report more exposure to disruptive behaviour and are substantially less confident or empowered to take action to address incivility in their hospital and university settings. Gender and sexual harassment may be associated with environments that exhibit gender inequity in pay, opportunity and promotion. Disruptive behaviour and overt harassment likely endure within our medical institutions because the offenders are often considered invaluable to the organization for their stature, leadership, productivity or reputation, and are largely not held unaccountable for their actions, which further amplifies gender inequities.
Ensuring gender equity in medicine is an issue of justice and rights. Having more physicians who are women and more women in health policy leadership also appears to enhance the provision of high-quality patient care. Large, well-conducted observational studies have shown that patients of female clinicians experience better quality of care for diabetes, and significantly lower rates of mortality, hospital readmissions and emergency department visits than those treated by male clinicians. One study considered that reasons for this may include that women spend more time with their patients, are more patient-centred in their approach and provide more evidence-based care. Two recent opinion pieces discuss research showing that female representation on corporate boards, such as hospital boards, results in more socially thoughtful decisions and less corruption. Without gender equity, we risk extinguishing creative solutions to complex health problems and, most importantly, limiting patient access to the best care.
From: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8034331/ CMAJ. 2021 Feb 16; 193(7): E244–E250.
Read the text below and answer the question.
Advancing gender equity in medicine
[…]
The problem of gender inequity in medical leadership is not the result of too few candidates who are not men with the appropriate experience and training to fulfill leadership roles, nor can it be explained by merely suggesting that different genders do not have the same aspirations as men. Gender inequity is largely underpinned by socially constructed gender norms, roles and relations. For example, gender roles explain why female clinicians with children spend 100.2 minutes more per day on household activities and child care than their male counterparts. This makes it more challenging for female clinicians with children to get ahead. Gender norms explain why more men are given leadership opportunities and have stronger letters of reference than other genders. Furthermore, gender relations explain why men have fewer consequences for uncivil behaviour or for harassment in the workplace compared with other genders. A recent observational study of operating room culture evaluated the prevalence and predictors of exposure to disruptive behaviour in the operating room. Disruptive behaviour was described as a range of unacceptable workplace behaviours, including incivility, bullying and harassment. A further definition provided is “interpersonal behaviour (i.e., directed toward others or occurring in the presence of others) that results in a perceived threat to victims and/or witnesses and violates a reasonable person’s standard of respectful behaviour.” The study found that clinicians who are women report more exposure to disruptive behaviour and are substantially less confident or empowered to take action to address incivility in their hospital and university settings. Gender and sexual harassment may be associated with environments that exhibit gender inequity in pay, opportunity and promotion. Disruptive behaviour and overt harassment likely endure within our medical institutions because the offenders are often considered invaluable to the organization for their stature, leadership, productivity or reputation, and are largely not held unaccountable for their actions, which further amplifies gender inequities.
Ensuring gender equity in medicine is an issue of justice and rights. Having more physicians who are women and more women in health policy leadership also appears to enhance the provision of high-quality patient care. Large, well-conducted observational studies have shown that patients of female clinicians experience better quality of care for diabetes, and significantly lower rates of mortality, hospital readmissions and emergency department visits than those treated by male clinicians. One study considered that reasons for this may include that women spend more time with their patients, are more patient-centred in their approach and provide more evidence-based care. Two recent opinion pieces discuss research showing that female representation on corporate boards, such as hospital boards, results in more socially thoughtful decisions and less corruption. Without gender equity, we risk extinguishing creative solutions to complex health problems and, most importantly, limiting patient access to the best care.
From: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8034331/ CMAJ. 2021 Feb 16; 193(7): E244–E250.
Based on the text, mark the statements below as true (T) or false (F).
( ) Gender inequity in medical leadership is due to few women who want to take leading positions.
( ) Difference between genders has little effect when disciplining transgressive attitudes at work.
( ) Women physicians have been found to improve the quality of health care services.
The statements are, respectively,
“Uma noite destas, vindo da cidade para o Engenho Novo, encontrei no trem da Central um rapaz aqui do bairro, que eu conheço de vista e de chapéu. Cumprimentou-me, sentou-se ao pé de mim, falou da Lua e dos ministros, e acabou recitando-me versos. A viagem era curta, e os versos pode ser que não fossem inteiramente maus. Sucedeu, porém, que, como eu estava cansado, fechei os olhos três ou quatro vezes; tanto bastou para que ele interrompesse a leitura e metesse os versos no bolso. — Continue, disse eu acordando. — Já acabei, murmurou ele. — São muito bonitos. Vi-lhe fazer um gesto para tirá-los outra vez do bolso, mas não passou do gesto; estava amuado. No dia seguinte entrou a dizer de mim nomes feios, e acabou alcunhando-me Dom Casmurro. Os vizinhos, que não gostam dos meus hábitos reclusos e calados, deram curso à alcunha, que afinal pegou.”
ASSIS, Machado de. Dom Casmurro. São Paulo. Ed. Penguin. 2016.
O narrador do fragmento acima pode ser caracterizado adequadamente do seguinte modo:
“Ele escondeu o objeto no oco de suas mãos. Era um objeto maravilhoso por sua própria estranheza: como um fragmento de escultura grega, encontrado no leito seco de um rio.
É uma “cápsula do tempo”, pensa Pedro, um outro universo está condensado nessa concha, e ele não estava longe de pensar que o mar noturno que lhe guardava o sono, se livrara da antiga concha, num dia em que ele havia, descuidadamente, quebrado uma de suas cápsulas.”
Por suas marcas, esse texto pode ser classificado como
A baixa ocorrência de cisticercose em algumas áreas, como nas regiões Norte e Nordeste, pode ser explicada pela falta de notificação ou porque o tratamento é realizado em grandes centros, como São Paulo, Curitiba, Brasília e Rio de Janeiro, o que dificulta a identificação da procedência do local da infecção.
https://acervodigital.ufpr.br (Adaptado)
Com relação à cisticercose humana, analise as afirmativas a seguir e assinale (V) para a afirmativa verdadeira e (F) para a falsa.
( ) Na cisticercose, o ser humano é o hospedeiro definitivo do parasita.
( ) A cisticercose e a teníase são duas doenças diferentes causadas pelo mesmo gênero de parasita em fases diferentes do seu ciclo de vida.
( ) Quando ovos do verme são ingeridos por porcos ou bois, o parasita se aloja nos músculos do animal e cresce, assumindo a forma de cisticerco. Ao ingerir carne com cisticercos, o ser humano se contamina e desenvolve a cisticercose.
As afirmativas são, respectivamente,
https://ufpr.br/numero-de-especies-de-libelulas-conhecidas-no-parana-quaseduplica-apos-pesquisa-da-ufpr/ (Adaptado)
Com relação aos artrópodes, como as libélulas, analise as afirmativas a seguir e assinale (V) para a verdadeira e (F) para a falsa.
I. Os artrópodes são animais triblásticos, celomados, com simetria bilateral, exoesqueleto e apêndices articulados.
II. O corpo dos artrópodes é segmentado, mas, ao longo do desenvolvimento, vários segmentos se fundem e formam regiões distintas como, por exemplo, o tórax.
III. Arthropoda é uma classe pertencente ao reino Animalia.
As afirmativas são, na ordem apresentada, respectivamente,
A pesquisa lembra que a adubação orgânica traz diversos benefícios em produtividade e nos atributos físicos, químicos e biológicos do solo, desde que o manejo seja feito de forma adequada.
Uma das conclusões do estudo é a de que aplicações sucessivas de dejeto bovino podem aumentar o risco de eutrofização dos corpos d’água.
https://www.comprerural.com/uso-de-dejetos-deve-respeitar-intervalos-de aplicacao-nas-lavouras-mostra-pesquisa/ (Adaptado)
Com relação à eutrofização, analise as afirmativas a seguir.
I. Uma das etapas do processo é o crescimento da população de bactérias heterotróficas, favorecendo a decomposição aeróbica dos detritos e permitindo a criação de um ambiente anóxico.
II. A eutrofização pode levar ao aumento da turbidez da água pelo crescimento exagerado dos organismos fotossintetizantes, bloqueando a passagem da luz na água e fazendo com que a fotossíntese fique restrita apenas à lâmina superficial do corpo d’água.
III. Na pesquisa citada no texto, o uso de dejetos bovinos na adubação foi associado à eutrofização, pois pode aumentar anormalmente a quantidade de nitrogênio e fósforo nos corpos d’água.
Está correto o que se afirma em
A herança das cores preto ou laranja é determinada por genes codominantes (respectivamente, B e O) localizados no cromossomo X. Assim, a presença de ambos os alelos determina a produção de pelos das duas cores (o padrão escaminha). Considerando a herança do tipo de pelagem descrita acima, analise as afirmativas a seguir.
I. A probabilidade de nascer um filhote macho com pelagem laranja, a partir do cruzamento entre uma fêmea escaminha e um macho preto, é igual a 0%.
II. O padrão de distribuição das cores preto e laranja pode variar de uma fêmea escaminha para outra, pois é resultante da inativação aleatória de um dos cromossomos X (de origem materna ou paterna), que ocorre no início do desenvolvimento embrionário de mamíferos.
III. Gatos machos podem apresentar pelagem escaminha, caso sejam portadores de alguma alteração genética, como por exemplo, a presença de um cromossomo X extra, que resulta em um cariótipo 39, XXY.
Está correto o que se afirma em
Com relação aos vegetais citados, analise as afirmativas a seguir e assinale (V) para a verdadeira e (F) para a falsa.
( ) A araucária e a samambaiaçu produzem sementes chamadas “nuas”, pois não estão abrigadas no interior de frutos.
( ) A samambaiaçu alcança até 4 metros de altura devido à existência, entre outras estruturas, de tecidos especializados no transporte de seiva (o xilema e o floema).
( ) O pinhão da araucária é equivalente à flor das angiospermas, pois ambas são estruturas que atraem animais polinizadores.
As afirmativas são, na ordem apresentada, respectivamente,
Acerca dos sistemas de transportes instalados no Brasil Central, analise as afirmativas a seguir e assinale (V) para a verdadeira e (F) para a falsa.
( ) A integração da Região Centro-Oeste foi acelerada a partir da instalação de infraestruturas de transporte rodoviário que permitiram o escoamento de commodities, especialmente as do chamado agronegócio.
( ) As modernas infraestruturas de armazenagem, processamento e escoamento da produção agrícola do Centro-Oeste definiram novos corredores de exportação no território e estruturam novos dinamismos regionais.
( ) O surgimento de novos fronts agrícolas no interior do país deveu-se ao aquecimento da demanda externa, às inovações tecnológicas e à extensão de sistemas de engenharia que garantiram o deslocamento da produção.
As afirmativas são, na ordem apresentada, respectivamente,
As opções a seguir apresentam indicadores do processo de globalização, à exceção de uma. Assinale-a.
BAUMANN, Renato. Globalização, Desglobalização e o Brasil. IPEA. Abril 2021.
Sobre essas mudanças, analise as afirmativas a seguir.
I. As economias de diversos países passaram a se interligar em formato e em intensidade sem precedentes, processo que foi facilitado pela redução das barreiras ao fluxo internacional de bens e serviços.
II. As economias desenvolvidas adotaram a produção offshoring (em outros países), o que possibilitou ganhos de competitividade, maior controle das cadeias produtivas e a exploração de vantagens comparativas.
III. A maior interação econômica aumentou a demanda por trabalhadores qualificados e a crescente automação impactou o mercado de trabalho, ao ampliar o número de vagas nas cadeias produtivas.
Está correto o que se afirma em
A respeito do cenário pós Segunda Guerra, assinale a afirmativa correta.
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