Reproductive investment during the chick-rearing period is an important contributor to lifetime fitness. Key to chick-rearing is the success of parental foraging, as food deliveries affect chick growth and survival up until fledging. For seabirds, oceanographic conditions including factors such as sea surface temperature are known to influence foraging decisions, but few studies have examined the physiological variables that might affect those decisions. We used global positioning systems (GPS), time-depth recorders (TDR), and physiological sampling techniques to explore links between ocean temperature, diving behavior, and foraging success in chick-rearing female macaroni penguins Eudyptes chrysolophus. We then explored correlations between these foraging variables and measures of individual physiological condition, specifically aerobic capacity (hematocrit) and metabolic state (corticosterone). In GPS-tracked penguins, 2 principal foraging tactics were observed: penguins made deep dives in cool, near-shore areas surrounding the breeding colony at Bird Island, South Georgia, or they traveled farther to dive shallower in warmer shelf-break areas. TDR-equipped penguins showed similar patterns. Blood sampling of TDR penguins at the onset of trips revealed strong positive correlations between hematocrit and the mean duration of foraging trips, the ocean temperature experienced during these trips, and the relative efficiency of foraging activity in terms of the number of foraging behaviors recorded per dive. These results suggest that aerobic capacity might be an important determinant of foraging trip range, as well as workload. Corticosterone was unrelated to diving behavior, which counters previous studies examining the effects of experimental increases of this hormone on foraging behavior, and we discuss reasons for this disparity.
FacebookTwitterLinkedInEmailPrint分享Utility Dive:The Public Utilities Commission of Nevada (PUCN) is considering adopting a 1,000 MW statewide energy storage target for utilities for the end of 2030, crafting a proposal more than two years after the legislature passed a bill directing it to look into storage goals.The commission’s proposal would create biennial targets, beginning with 100 MW by the end of 2020 and then ramping up to 400 MW and 800 MW by 2024 and 2028, respectively. Utilities would be required to file progress updates with the commission beginning in 2022.The proposal, which was submitted to the state Legislative Counsel Bureau on Nov. 26, could be finalized sometime in early or mid-2020, according to Cameron Dyer, staff attorney with the Western Resource Advocates’ (WRA) clean energy program.Increasing its storage capacity is also critical to Nevada’s renewables goals. In April, the state legislature passed a bill requiring 50% of electricity to be generated from renewable resources by 2030, up from a 25% RPS target by 2025. The bill also sets the state on a trajectory towards being 100% carbon-free by 2050.The storage proposal was crafted through a stakeholder process that included the U.S. Energy Storage Alliance and WRA, and was submitted to the commission by NV Energy. The 1,000 MW target might have seemed ambitious in 2017, but is much more attainable today thanks to the shrinking cost of batteries and the federal Investment Tax Credit (ITC) that applies to batteries coupled with solar energy, according to Dyer.In June, NV Energy proposed to procure 590 MW of energy storage as part of an amendment to its integrated resource plan. The commission will vote on this proposal on Wednesday and, if approved, it will put the state seven years ahead of schedule on its proposed storage target. [Kavya Balaraman]More: Nevada PUC floats proposal for 1,000 MW storage target by 2030 Nevada regulators consider plan to require 1,000MW of battery storage statewide by 2030
11SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr Often, when I’m giving a talk at a conference or working with a team, the issue of self-awareness comes up. It’s something that’s central to servant leadership and foundational to so many other critical leadership competencies. But it can also seem a bit elusive, and so sometimes, someone will say something like this to me: “I’m on board and want to get better at self-awareness, but how do I do it?”The answer to this question will vary from person to person, and so I’d always encourage you to kind of think about what might work best for you; but as many of you know by now, I’m a big fan of using questions to promote thinking, learning, and growth. That extends to my own thinking, learning, and growth too.With that in mind, I thought it might be helpful to provide the sorts of questions I chew through during my times of mindfulness and reflection. Depending on the day I’ve had and the things I’ve struggled with, I might spend more time really doing a deep dive on one or two of these; while other days I’ll go through all of them. Feel free, of course, to take or leave any of these. My suggestion would be to just use these as a jumping off point for your own self-awareness exercise. Then you can figure out what works for you and go from there. continue reading »
Hearts of Lions will survive the First Capital Plus Premier League despite their precarious position.That’s according to one of their team’s key players, Muntaka Osman.Hearts of lions played away to Hasaacas on matchday 27 and lost 1-0. That’s after spanking BA United. “We played really well but I believe if we took our limited chances, it would’ve being a different result.””The league is gradually ending [with three more matches] so every missed opportunity can haunt you but I have to congratulate Hasaacas for winning the day. We will correct ourselves in the subsequent games,” he told Goal.Lions currently sit 15th on the log with 34 points and ‘Dinho’ Osman is confident they can escape the drop.”It looks scary to be honest but we will survive. We are with all hopes that our club will not be relegated at the end of the season. We have two consecutive home games against Aduana Stars and Olympics before we travel to face Edubiase in the last game of the season so we are optimistic of surviving.” –Follow Joy Sports on Twitter: @Joy997FM. Our hashtag is #JoySports
Sign up to LabourList’s morning email for everything Labour, every weekday morning.The world of work is changing. With technological advances and businesses looking for new ways to cut costs, we are being presented with fresh challenges in the form of digital platform capitalism. The question often being asked is whether we should accept the inevitability of automation and stop trying to make work better. But we believe Labour should continue the fight for a new workplace politics. If you get talking to someone on the bus, one of the first topics will be: “so, what do you do?”. It comes down to the dignity of work.We must set out why good, inclusive work matters – from how workers are treated by their employer matters to wage growth, employees being able to see clear paths for progression, opening up job applications to anyone in society. IPPR’s Tom Kibasi writes today: “Within firms, too much power is concentrated in the hands of management, and too little is held by workers.” This matters – but those power imbalances are also just the start of what must be done to deliver the change we need.The development of ‘good work’ could mean work is shared, more flexible, even reduced with a four-day working week. It involves creating inclusive workplaces, where necessary adjustments are made for people with disabilities and good mental health is promoted for all. We should be striving to ensure both that we reach full employment and that every worker has a job in which they are valued and feel comfortable.There are two simple truths. How you treat workers is crucial to the product. And the difference between the average and the world class lies in the extent to which you untap the endless potential and creativity of employees. As Alex Sobel MP explores in his piece on communal ownership and social enterprise, it is key for communities and workers to be meaningful stakeholders.New skills and good, inclusive jobs must be located as a central part of an intelligent industrial strategy that works to Britain’s strengths and adapts as industry changes. The whole skills agenda needs a boost: at present, vocational education and training is too often regarded as inferior to academic education and yet it is crucial to personal and national success.We must break down the institutional barriers facing marginalised groups in the labour market. The disability employment gap has stubbornly remained a little above 30% for the past decade. Government employment programmes have failed to achieve greater opportunities for disabled people, and employers are still often unwilling to hire disabled people. There is startling evidence that more than a fifth are less likely to hire someone if they are open about being disabled. It is vital that we transform the workplace to ensure everyone is able to participate fully and equally.We hope that our project looking at the world of work for Labour Together will be informative for future progressive Labour Party policy. As Westminster is consumed by Brexit, industries across the UK are facing new challenges that will shape the way we work for decades to come. We must grasp those challenges and work with our partners in the trade union movement to ensure the changes to work benefit all in society.This piece was commissioned by Labour Together, which is guest editing LabourList this week.Sign up to LabourList’s morning email for everything Labour, every weekday morning.Tags:Labour /Jon Cruddas /Jack Dromey /Marsha de Cordova /Labour Together guest edit /The future of work /