Exclude的問題，透過圖書和論文來找解法和答案更準確安心。 我們找到下列包括價格和評價等資訊懶人包

The 9.9 Percent: The New Aristocracy That Is Entrenching Inequality and Warping Our Culture

為了解決Exclude的問題，作者Stewart, Matthew 這樣論述：

A ＂brilliant＂ (The Washington Post), ＂clear-eyed and incisive＂ (The New Republic) analysis of how the wealthiest group in American society is making life miserable for everyone--including themselves.In 21st-century America, the top 0.1% of the wealth distribution have walked away with the big pri

zes even while the bottom 90% have lost ground. What’s left of the American Dream has taken refuge in the 9.9% that lies just below the tip of extreme wealth. Collectively, the members of this group control more than half of the wealth in the country--and they are doing whatever it takes to hang on

to their piece of the action in an increasingly unjust system. They log insane hours at the office and then turn their leisure time into an excuse for more career-building, even as they rely on an underpaid servant class to power their economic success and satisfy their personal needs. They have seg

regated themselves into zip codes designed to exclude as many people as possible. They have made fitness a national obsession even as swaths of the population lose healthcare and grow sicker. They have created an unprecedented demand for admission to elite schools and helped to fuel the dramatic cos

t of higher education. They channel their political energy into symbolic conflicts over identity in order to avoid acknowledging the economic roots of their privilege. And they have created an ethos of ＂merit＂ to justify their advantages. They are all around us. In fact, they are us--or what we are

supposed to want to be. In this ＂captivating account＂ (Robert D. Putnam, author of Bowling Alone), Matthew Stewart argues that a new aristocracy is emerging in American society and it is repeating the mistakes of history. It is entrenching inequality, warping our culture, eroding democracy, and tran

sforming an abundant economy into a source of misery. He calls for a regrounding of American culture and politics on a foundation closer to the original promise of America.

Exclude進入發燒排行的影片

移動平均線搭配馬丁停損利策略之績效研究

為了解決Exclude的問題，作者嚴楦鈞 這樣論述：

智能自動交易系統，透過自定義的交易策略代替投資者在市場進行交易，在整個交易操作期間投資者無須介入交易，排除投資者情緒影響的交易操作，更能嚴守交易紀律，驗證單純以技術分析取得的績效成果。本研究針對使用技術指標-移動平均線為進場訊號，配合止盈與止損輔助做為出場方針，將其績效做為基本對照組，再與添加馬丁格爾做為進場資金的策略進行對比績效之差異。經研究結果發現添加馬丁格爾策略做為進場資金的投入後，有利提升獲利之穩定性，並降低面臨的虧損風險。

You Should Smile More: How to Dismantle Gender Bias in the Workplace

為了解決Exclude的問題，作者Hudson, Dawn,Nicholson, Cie,Short, Mitzi 這樣論述：

You Should Smile More: How to Dismantle Gender Bias in the Workplace empowers women and men to unlock a culture of greatness in the workforce--one little thing at a time. Written by six C-suite women with a collective resume covering 29 industries, the book offers a completely new lens through which

to talk about and tackle the stubborn remnants of gender bias at work.＂In the business world, barriers to inclusion are barriers to success,＂ states a line from the book’s Introduction. ＂Diversity breeds better solutions faster if people feel comfortable in their environment.＂ But from small indign

ities to unconscious slights, women experience situations at work every day that may seem small or unimportant but that effectively differentiate and exclude them. These are not #MeToo moments - they are micro-offenses; the small, awkward, or uncomfortable moments that slow-build until the unwelcome

environment takes hold and women disengage. Situations the authors address range from things like use of the term ＂girl＂ versus ＂woman,＂ watching male colleagues leave work for a social event where women colleagues were left off the invite list or hearing that a qualified woman shouldn’t be offere

d an assignment because she has small children at home. You Should Smile More shows witnesses, allies, supervisors, and women at every level in their careers how to dismantle everyday gender bias, based upon the latest research, personal accounts, and interviews with dozens of professionals, both wo

men and men. Widely known as a meme, the title itself is now a call-to-action against the very advice women so frequently hear from male colleagues or bosses. The authors spotlight these all-too-familiar moments, offering realistic strategies every witness can use to confront and productively addre

ss them. The information within the book finally advances women in the corporate workplace as equals and advances organizations on the path to creating cultures of true inclusion. The authors call themselves ＂The Band of Sisters＂ and have collectively seen it all, from the bottom rung to the boardr

oom. They know firsthand how hard it is to navigate these gendered situations in the moment. Now they share their experience with a forward-looking eye -- often with humor, and in a way that recognizes the realities of the workplace. With this book as a guide, The Band of Sisters are ready to: + H

elp anyone to recognize and effectively respond to these micro-moments rooted in gender bias. + Pave the way for their ultimate elimination, through shared participation. + Allow organizations to build high-performance cultures that truly value and include diverse perspectives and experiences. Ge

nder bias has been part of our workplaces for too long. We are at the point now where all of us who are in the workplace, around conference tables, water coolers and in Zoom meetings, must make the next push for real change. Dawn Hudson is a senior executive and keynote speaker. She is a founding

member of ＂The Band of Sisters＂ after spending 11 years at PepsiCo as CMO, then President and CEO of Pepsi-Cola North America. After PepsiCo, she served as Vice-Chairman of Parthenon (now part of EY). Later she was the CMO of the NFL responsible for development of the fan base, the brand, and overse

eing all NFL produced events including the Super Bowl. Dawn also has significant governance experience having served on boards of directors of Lowe’s Home Improvement Stores, Allergan Pharmaceutical, PF Changs, and Amplify (sold to Hershey’s). She served as Chairperson of the LPGA (Ladies Profession

al Golf Association) and ANA (Association of National Advertisers). She currently serves on the boards of Nvidia, Interpublic Companies, and Rodan + Fields. Dawn earned her MBA at Dartmouth College. She is passionate about the difference a good culture can make on sustained performance. She is equal

ly passionate about staying competitive in tennis, paddle tennis and golf against increasingly younger players. Cie Nicholson is an investor, and advisor to a number of start-up companies, a speaker, and a founding member of ＂The ＂Band of Sisters＂ after spending 11 years at PepsiCo in marketing posi

tions, including Chief Marketing Officer, Pepsi-Cola N.A. After PepsiCo, she served as EVP and CMO of Equinox, SVP and CMO of Softcard (fintech start-up acquired by Google). She presently serves as public board director for Selective Insurance and served as a private board member for Heartland Food

Group and the ANA (Association of National Advertisers). Cie earned her BS at the University of Illinois and her MBA at Indiana University. Cie lives in NYC however she is on a 20-year quest (2015-2035) to do handstands all over the world - Instagram @cienicholson Mitzi Short, an executive coach and

speaker, is the Co-Founder and CEO of New Season Coaching & Consulting Group, and a founding member of ＂The Band of Sisters,＂ after spending 25 years at PepsiCo in sales, operations, and marketing leadership roles, including PepsiCo Customer Team VP/GM and VP of Multicultural Marketing. Mitzi also

serves as an Adjunct Executive Coach for the Center for Creative Leadership and for the University of Oregon’s Executive MBA Program. She is a Fund for Education Abroad Board Member and former member of Davidson College’s Board of Trustees, The Executive Leadership Council, and GOLFTEC’s Franchise A

dvisory Board Mitzi earned her Bachelor of Arts in Economics from Davidson College and M.B.A. from the University of Oregon. Mitzi is a big sports fan who loves traveling, playing golf, and spending time with family and friends. In addition, she is a GOLFTEC Franchise Owner and contributing author o

f Teeing Up for Success. Katie Lacey is a former CEO and General Manager, a speaker, and a founding member of ＂The ＂Band of Sisters＂ after spending 12 years at PepsiCo in a variety of marketing roles at both Frito-Lay and Pepsi Cola. After leaving PepsiCo she served as SVP, Marketing for ESPN. She m

ost recently served as President & CEO of Crane Stationery, where she led a turnaround of the iconic 200-year-old business and the successful sale of the company. Katie earned her Bachelor of Arts from the University of Virginia and an M.B.A. from Northwestern University’s Kellogg School of Manageme

nt. Presently, Katie lives in NYC where she serves as a Board member of wellness brand, Designer Protein. Lori Tauber Marcus is a corporate board director, executive coach, and founding member of ＂The ＂Band of Sisters＂ after spending 24 years at PepsiCo in multiple roles, including Senior Vice Presi

dent, Marketing Activation. After PepsiCo, she served as SVP, CMO of The Children’s Place Retail Stores, EVP, Chief Global Brand & Product Officer at Keurig Green Mountain, and Interim Global CMO, Peloton Interactive. She also served for several years as the leader of the direct-to-patient workstrea

m at Harvard Business School’s Kraft Precision Medicine Accelerator. Lori also has significant Board experience and presently sits on the boards of Fresh Del Monte Produce and 24-Hour Fitness. She earned her BS from the Wharton School of Business at the University of Pennsylvania. Lori lives in Conn

ecticut and is a health and fitness nut. You can find her most mornings riding her Peloton bike at the crack of dawn. Angelique Bellmer Krembs is the Global Head of Brand at BlackRock and a founding member of ＂The Band of Sisters,＂ after 23 years at PepsiCo, leading turnaround and growth for many be

loved brands, including Pepsi, Mountain Dew, and SoBe, and a variety of cross-divisional leadership roles. After PepsiCo, she was CMO at News America Marketing, a division of News Corp, then created a ＂Fractional CMO＂ practice across a portfolio of startups and emerging brands before joining BlackRo

ck as Global Head of Brand. She earned a Bachelor of Science in Foreign Service from Georgetown University, and an MBA from Dartmouth’s Tuck School of Business. Angelique passionately believes in ＂performance with purpose,＂ and that great business results and high functioning teams always ＂start wit

h why.＂

海洋酸化對點帶石斑仔稚魚鈣離子運輸以及骨骼鈣化作用的影響

為了解決Exclude的問題，作者黃辰宏 這樣論述：

根據政府間氣候變化專門委員會（IPCC）的預測，在本世紀末，二氧化碳濃度將提升至500~900 µatm，海水的酸鹼值則下降至7.9~7.7。海洋酸化會造成海水中碳酸鈣（CaCO3）飽和濃度升高，不利碳酸鈣在海水當中產生固態沉澱，並影響貝類以及珊瑚外骨骼的形成。此外，水體酸化可能會影響硬骨魚類的離子調節與發育生長，但並不清楚水體酸化是如何影響海洋硬骨魚類鈣離子的調節恆定性。本實驗比較飼養於正常的海水（pH 8.1）及不同酸化程度的海水（pH 7.8 與 pH 7.4）中40日齡點帶石斑仔稚魚，鈣離子運輸蛋白以及骨骼鈣質代謝相關基因在發育過程中的表現量變化。整體而言，實驗發現在酸化的環境之下仔

稚魚的成長與骨骼鈣離子累積並不會受到影響。然而，根據仔稚魚的離子調節、骨骼形成與鈣離子累積等數據的主成分分析卻顯示，水體酸化會影響整體的離子調節能力發展，以及可能輕微地影響對骨骼鈣離子沉積與再吸收。但是，若是以單一因子或以線性回歸進行分析與比較，則難以界定酸化對任何一組離子調控相關基因，例如細胞基底膜的鈣離子幫浦（pmca）、上皮鈣離子通道（ecac）以及運輸能量來源的鈉鉀離子幫浦基因的直接影響。此外，與骨骼鈣質沉積相關的成骨細胞（bglap）及破骨細胞（ctsk and trap）在海水酸化得情況下也並無獨立的顯著差異。實驗雖然表明在高二氧化碳的水體中，pH下降可能造成仔稚魚離子調節、骨骼形

成與鈣離子累積等因子的相互作用，而導致整體的生理差異。本研究亦顯示，點帶石斑魚仔稚魚的生長對高度酸化條件並不敏感，但此研究不能排除未來海洋酸化對沿海海水中的水產養殖業和野生種群影響的可能性。以目前而言，在海洋酸化的情況之下，硬骨魚的離子調節與鈣離子平衡的調節機制尚不明朗，須待更多研究證明。