I am currently working on some 450K data and I am interested in breaking down the CpGs/probes based on whether they are in the gene body (exon/intron), promoters, enhancers, or intergenic regions, possibly repeat regions, but that's less of a concern.
So far, I haven't found any reliable annotation files that could help me do this. I have found, however, one annotation file that gives the distance to the closest TSS (http://www.ncbi.nlm.nih.gov/geo/query/acc.cgi?acc=GPL16304).
So that gets to a couple of questions... 1). Is there a better way to address the question? 2). How should I use TSS to define these regions? I know that one of the subscription programs (Genomatix) defines enhancers as "500 bp upstream of the TSS and 100 bp downstream of the TSS". Is there such a way to define enhancers as well?
I would appreciate any insight and thanks in advance
edit - I know that the Illumina annotations have an enhancers tab, but ideally I'd like to figure out the best way to go about this, as opposed to piecing together 4-5 different files, which gives me less confidence and may run into the problem of contradictory annotations (e.g. 2 files with 2 different labels for the same CpG).
Edit - just want to say thank you to all who responded!
How would one start actively taking the head of a family business when current partners are ignoring the reality of intergenerational succession planning even when it's brought up in meetings? Advice from personal experiences, or secondhand knowledge? Any online resources, or books?
The current leader is way past retirement age and looking to retire in a few years. Stubborn and staid would be this person's main traits, and never graduating high school or even reading or listening to the news or any books, this person is very hard to reason with about anything - great traits for an entreprenuer, kind of not so great for a manager or someone who needs to pass on the torch.
The family business is a small manufacturing company in the US. It does well for itself but it's stuck in decades old ways of operating. A younger family member (not close to retirement age) is eager to take over and implement current industry standards and operational science; this person has executive experience running a company with international operations, keeps freshly updated in the industry by learning best practices, and attends professional development workshops throughout the year. The current family business head is obstinate and might even run the business into the ground if there's no agreed upon (implicitly or not) leadership succession, not because it's intentional but because there literally would not be anyone capable to lead it. I can go into more details through DM later on for those interested. Thanks for reading. Will also x-post this in other subreddits.
No DOI/ISBN/PMID
http://caod.oriprobe.com/articles/8855308/Preliminary_Study_on_Intergenic_Cross_between_Lycium_barbarum_and_Tomato.htm
Pages: 8-9 Year: 2005 Issue: 3 Journal: NINGXIA JOURNAL OF AGRICULTURE AND FORESTRY SCIENCE AND TECHNOLOGY
May be in other databases
I don't want to step on anybody's toes here, but the amount of non-dad jokes here in this subreddit really annoys me. First of all, dad jokes CAN be NSFW, it clearly says so in the sub rules. Secondly, it doesn't automatically make it a dad joke if it's from a conversation between you and your child. Most importantly, the jokes that your CHILDREN tell YOU are not dad jokes. The point of a dad joke is that it's so cheesy only a dad who's trying to be funny would make such a joke. That's it. They are stupid plays on words, lame puns and so on. There has to be a clever pun or wordplay for it to be considered a dad joke.
Again, to all the fellow dads, I apologise if I'm sounding too harsh. But I just needed to get it off my chest.
Do your worst!
I'm surprised it hasn't decade.
For context I'm a Refuse Driver (Garbage man) & today I was on food waste. After I'd tipped I was checking the wagon for any defects when I spotted a lone pea balanced on the lifts.
I said "hey look, an escaPEA"
No one near me but it didn't half make me laugh for a good hour or so!
Edit: I can't believe how much this has blown up. Thank you everyone I've had a blast reading through the replies 😂
It really does, I swear!
They’re on standbi
Sep. 20, 2080
SAN DIEGO, Aztlan (HorizonNET) — InterGen retracts its press release issued on September 20, 2080 (the "Press Release") titled, "InterGen to Demonstrate Groundbreaking De-Extinction Project" due to changes in its planning. InterGen will issue an updated press release in the near future.
About InterGen — Tomorrow. Today.
Founded by renowned geneticist Dr. John Parker, InterGen is all about tomorrow's technology, today. A subsidiary of Masra Group, InterGen is a pioneer in retrogenetics, and boasts one of the world’s most comprehensive genomic library in its San Diego headquarters.
htrx://InterGen
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*̵̧̢̨̭͎͈͍̣̲͎͍̬̣̘̉͋̄̑̉̒̿͒̿̓͝b̸̧̧̧̛͖̼͇͚̝̠̹̦̗͎͊́͗́̌̆͒̕y̶̺̓ ̵̝͍̯͖̥̺̤͕͕̋̈́͆͒̾̒͝Ḭ̴̛̘̭͇̗̥̗̊͐͐̏̈́̀͋̒͝͠n̵͆
... keep reading on reddit ➡
Pilot on me!!
Nothing, he was gladiator.
How would one start actively taking the head of a family business when current partners are ignoring the reality of intergenerational succession planning even when it's brought up in meetings? Advice from personal experiences, or secondhand knowledge? Any online resources, or books?
The current leader is way past retirement age and looking to retire in a few years. Stubborn and staid would be this person's main traits, and never graduating high school or even reading or listening to the news or any books, this person is very hard to reason with about anything - great traits for an entreprenuer, kind of not so great for a manager or someone who needs to pass on the torch.
The family business is a small manufacturing company in the US. It does well for itself but it's stuck in decades old ways of operating. A younger family member (not close to retirement age) is eager to take over and implement current industry standards and operational science; this person has executive experience running a company with international operations, keeps freshly updated in the industry by learning best practices, and attends professional development workshops throughout the year. The current family business head is obstinate and might even run the business into the ground if there's no agreed upon (implicitly or not) leadership succession, not because it's intentional but because there literally would not be anyone capable to lead it. I can go into more details through DM later on for those interested. Thanks for reading. Will also x-post this in other subreddits.
