The Association of Semisterile-1 in Maize with Two Linkage Groups.
In 1925 there appeared in one of the senior writer’s cultures of maize a few plants producing 50 percent aborted pollen. Subsequent examination of the ears borne by these individuals revealed that they likewise developed only one-half the normal number of seeds. Following BELLING’S (1914) application of the term to a similar condition in Stizolobium, the phenomenon was called semisterility. The pedigreed line to which the
Cytogenetic Studies of a Translocation between Chromosomes 1 and 7 in Maize.
N a preliminary note (BURNHAM 1930)~ two semisterile lines of maize from I non-X-rayed material were reported. The usual cytological configuration at diakinesis in semisterile plants of each line was a ring of four chromosomes plus eight bivalents. A more detailed study of one of these, semisterile-2, now designated T8-ga, has been reported (BURNHAY 1934a). The present paper (abstract, BURNHAM 1941) is a cytogenetic study of the other one which was then designated semisterile-3 (now TI-7a). This one is of special interest because of the frequent asynapsis found at pachytene in the cross-shaped synaptic complex in contrast to the close pairing found in plants heterozygous for T8-9a. a trivalent group a separate ring of chromosome ring,
The identity and self-perception of artists-managers
Manager’s and artist’s professional identities seem to be opposite, but there are many indications that this understanding is not justified in reality. Despite the contradictions, these two identities can intersect. The paper aims to define the characteristics of the artists-managers’ identity. The object of the study was qualitative research (n = 22) conducted in the form of in-depth interviews with key informants from the international environment. The practical objective was to verify common and contradicted features of the artist’s and the manager’s identities among artists-managers to understand the possibilities of reducing the intra-psychic tensions and ways of fruitful paradoxical thinking among managers and negative consequences for personalities and organizations. The study reveals common characteristics between the artist’s and manager’s identities and describes artists-managers’ identity. Although artists-managers experience diversity between both identities, they do not see them as contrary; they use paradoxical thinking, being experts in using personal seemingly contradictory characteristics to achieve outstanding performance. Acting in paradoxical contexts and focusing on the positive aspects of seemingly contradictory personal qualities, they find nonstandard creative solutions. By trying to understand and implement their self-construction, there is the possibility to reduce the intra-psychic tensions and negative consequences of seemingly opposite identities or goals among individuals in organizations. There is a synergy between the manager’s and artist’s identities. Understanding the nature and attributes of artistic creativity, aesthetic theories and the phenomenon of artist-manager’s identity can be a valuable contribution to the practice of management and organizational life.