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Sequences are available in GenBank under accession numbers MF588935-MF588952. Structural data are available in the RCSB protein database under the accession code 6BX9.

Summaryc~-Conotoxin EI is an 18-residue peptide (RDOCCYHPTCNMSNPQIC; 4-10, 5-18) isolated from the venom of Conus ermineus, the only fish-hunting cone snail of the Atlantic Ocean. This peptide targets specifically the nicotinic acetylcholine receptor (nAChR) found in mammalian skeletal muscle and the electric organ Torpedo, showing a novel selectivity profile when compared to other ~-conotoxins. The 3D structure of EI has been determined by 2D-NMR methods in combination with dynamical simulated annealing protocols. A total of 133 NOE-derived distances were used to produce 13 structures with minimum energy that complied with the NOE restraints. The structure of EI is characterized by a helical loop between Thr 9 and Met 12 that is stabilized by the Cys4-Cys l~ disulfide bond and turns involving Cys4-Cys 5 and Asn14-Pro 15. Other regions of the peptide appear to be flexible. The overall fold of EI is similar to that of other ~4/7-conotoxins (PnIA/B, MII, EpI). However, unlike these other oe4/7-conotoxins, EI targets the muscular type nAChR. The differences in selectivity can be attributed to differences in the surface charge distribution among these c~4/7-conotoxins. The implications for binding of EI to the muscular nAChR are discussed with respect to the current NMR structure of EI.

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Organizational leaders are measured on the success of meeting goals and objectives, and their success is greatly dependent on the level of motivation and engagement of their employees. The dynamic climate of the 21st century is forcing a shift in leadership strategies. What may have worked at one time may no longer be as effective with the current workforce. Today's labour market is dynamic and competitive, and organizational leaders are required to manage, engage, motivate, and retain a multi-generational workforce. This study reviews the literature and uses qualitative and quantitative survey responses to explore (i) the generational breakdown currently influencing the Canadian Public Health Inspection (PHI) workforce; (ii) the impact direct supervisors have on PHI motivation, engagement, and job satisfaction; and (iii) the strategies that PHI leaders can consider to engage their current workforce. The generational breakdown of the PHI workforce generally aligns with the current Canadian labour market. PHI motivation and engagement is influenced more from intrinsic motivators than extrinsic motivators, and managers and supervisors are a significant influencer of PHI motivation and engagement. Consequently, with today's labour market shifting, public health leaders must rethink their management and leadership strategies for success. In leading the current multi-generational workforce, it is recommended leaders take a more transformational approach to leadership versus a sole focus on the traditional transactional approach.