Questões para Concursos

Text CB1A2 Spending time in space and having an unrivalled view of planet Earth is an experience many of us dream of, but the human body evolved to function in the gravity of Earth. So fully recovering from spending time in the weightlessness of space can take years. “It’s a fact that space is by far the most extreme environment that humans have ever encountered and we’ve just not evolved to handle the extreme conditions,” Professor Damian Bailey, who studies human physiology, says. To begin with, the heart and blood vessels have an easier time as they no longer have to pump blood against gravity — and they start to weaken. And the bones become weaker and more brittle. There should be a balance between the cells breaking down old bone and those making new, but that balance is disrupted without the feedback and resistance of working against gravity. “Every month, about 1% of bones and muscles are going to wither away — it’s accelerated ageing,” Professor Bailey says. Microgravity also distorts the vestibular system, which is how you balance and sense which way is up. In space, there is no up, down or sideways. It can be disorientating when you go up — and again when you return to Earth. James Gallagher. What nine months in space does to the human body. Internet: (adapted).

Text CB1A2 Spending time in space and having an unrivalled view of planet Earth is an experience many of us dream of, but the human body evolved to function in the gravity of Earth. So fully recovering from spending time in the weightlessness of space can take years. “It’s a fact that space is by far the most extreme environment that humans have ever encountered and we’ve just not evolved to handle the extreme conditions,” Professor Damian Bailey, who studies human physiology, says. To begin with, the heart and blood vessels have an easier time as they no longer have to pump blood against gravity — and they start to weaken. And the bones become weaker and more brittle. There should be a balance between the cells breaking down old bone and those making new, but that balance is disrupted without the feedback and resistance of working against gravity. “Every month, about 1% of bones and muscles are going to wither away — it’s accelerated ageing,” Professor Bailey says. Microgravity also distorts the vestibular system, which is how you balance and sense which way is up. In space, there is no up, down or sideways. It can be disorientating when you go up — and again when you return to Earth. James Gallagher. What nine months in space does to the human body. Internet: (adapted).

Climate change poses significant challenges to cattle farming, a sector vital to global food security. Among the most pressing concerns is the increasing frequency and intensity of droughts. Reduced rainfall diminishes pasture quality and availability, limiting feed for livestock and increasing water scarcity. This can lead to decreased animal growth rates, reduced milk production, and increased mortality rates. Moreover, prolonged droughts can contribute to desertification, shrinking available grazing land and forcing farmers to adopt costly alternative feeding strategies. Beyond drought, other climate-related impacts include heat stress, which can significantly impact animal health and productivity. Rising temperatures can exacerbate heat stress, leading to decreased feed intake, reduced fertility, and increased mortality in livestock. Furthermore, extreme weather events, such as heavy rainfall and flooding, can cause infrastructure damage, contaminate water sources, and lead to the loss of livestock. The cattle farming sector itself contributes to climate change through greenhouse gas emissions, primarily methane produced during animal digestion and nitrous oxide from manure management. Deforestation for pasture expansion also releases significant amounts of carbon dioxide. To address these challenges, a multi-pronged approach is crucial. • Genetic selection: Breeding programs focused on developing drought-resistant and heat-tolerant livestock breeds are vital. • Sustainable feeding strategies: Implementing precision feeding techniques, improving feed efficiency, and exploring alternative feed sources, such as drought-resistant forage varieties, can enhance livestock resilience. • Integrated farming systems: Integrating crop and livestock production, such as through agroforestry systems, can improve soil health, enhance water retention, and reduce greenhouse gas emissions. • Technological innovations: Utilizing technologies such as precision livestock farming, remote sensing for pasture monitoring, and renewable energy sources can improve resource efficiency and reduce the environmental footprint of cattle production. Furthermore, strong policy support, including incentives for sustainable farming practices, investments in research and development, and improved access to climate information services, are essential for the long-term sustainability of the cattle farming sector. Addressing the challenges posed by climate change requires a collaborative effort involving farmers, researchers, policymakers, and consumers. By embracing innovative solutions, prioritizing sustainable practices, and fostering a collective understanding of the importance of climate-resilient livestock production, we can ensure a future when this vital sector continues to thrive while minimizing its environmental impact. Internet: (adapted).

Text CB1A2 Currently, the Digital Euro has not been launched — though there are signs that a launch may be coming sooner rather than later. By October 2025, the ECB (European Central Bank) has indicated a second phase of the preparation for the Digital Euro. By then, the ECB will have prepared an outreach plan, procurement standards, and technology providers. The Digital Euro has potential downsides, many of them echoed in the other launches of central bank digital currencies. For example, the central bank will become a technology company focused on procurement with central points of failure. This was a breeding ground for corruption for the bureaucrat fortunate enough to make these technical choices in China. While the Digital Euro is slated to “coexist” with cash, this also comes when EU (European Union) nations are voting on ending end-to-end encryption (a critical digital privacy tool) and have started to restrict cash with limits being placed on how much you can spend in cash to accelerate its slow demise. User privacy is said to be the ECB’s “chief concern” as it has been designing the central bank’s digital currency. Certainly, the ECB is aware of public perception that has negative surveillance, control, and privacy implications in mind. The ECB has been at pains to say that the Digital Euro will “coexist” with cash and that unlike the e-CNY (China’s central bank digital coin) it will not be tied to a “social credit” score or place limits on how money is spent. A big part of the ECB’s drive towards the Digital Euro is to compete and pry Europeans away from Bitcoin, cryptocurrencies, and “stablecoins”. Central bank digital currencies are a direct liability of the central bank. Since the central bank has the power to issue currency, this means that the central bank can essentially create “digital euros” if it wishes to. The architecture and data within a central bank digital currency are usually built completely by the central bank supported by private vendors of its choice. In China, the central bank has turned away from a distributed ledger technology to a centralized data store, in which the technical details are pretty scant. Hence, the central bank controls everything, and the system has no external access. Internet: (adapted).

Text CB1A2 Currently, the Digital Euro has not been launched — though there are signs that a launch may be coming sooner rather than later. By October 2025, the ECB (European Central Bank) has indicated a second phase of the preparation for the Digital Euro. By then, the ECB will have prepared an outreach plan, procurement standards, and technology providers. The Digital Euro has potential downsides, many of them echoed in the other launches of central bank digital currencies. For example, the central bank will become a technology company focused on procurement with central points of failure. This was a breeding ground for corruption for the bureaucrat fortunate enough to make these technical choices in China. While the Digital Euro is slated to “coexist” with cash, this also comes when EU (European Union) nations are voting on ending end-to-end encryption (a critical digital privacy tool) and have started to restrict cash with limits being placed on how much you can spend in cash to accelerate its slow demise. User privacy is said to be the ECB’s “chief concern” as it has been designing the central bank’s digital currency. Certainly, the ECB is aware of public perception that has negative surveillance, control, and privacy implications in mind. The ECB has been at pains to say that the Digital Euro will “coexist” with cash and that unlike the e-CNY (China’s central bank digital coin) it will not be tied to a “social credit” score or place limits on how money is spent. A big part of the ECB’s drive towards the Digital Euro is to compete and pry Europeans away from Bitcoin, cryptocurrencies, and “stablecoins”. Central bank digital currencies are a direct liability of the central bank. Since the central bank has the power to issue currency, this means that the central bank can essentially create “digital euros” if it wishes to. The architecture and data within a central bank digital currency are usually built completely by the central bank supported by private vendors of its choice. In China, the central bank has turned away from a distributed ledger technology to a centralized data store, in which the technical details are pretty scant. Hence, the central bank controls everything, and the system has no external access. Internet: (adapted).

A majority of remote workers would quit their jobs if forced to return to the office, according to a new study. In FlexJobs’ recent report, 57 percent of remote workers surveyed said they would absolutely look for a new job if they were not allowed to continue working remotely. “Obviously, an employer has the right to call employees back to the office from remote or hybrid positions at any time, but for many who have had these jobs since the early days of the pandemic, working from home during all or part of the week has become a way of life, and they’ve scheduled virtually all other priorities around it,” says Alex Beene, a financial literacy instructor at the University of Tennessee. The numbers could indicate a significant turnover issue as companies continue to look for ways to be fully in-person again, as just under 25 percent of workers said their employer had already instituted a return-to-office mandate. The report is based on a poll of 3,000 American professionals between August 5 and August 18. Overall, Americans were eager to leave their jobs in pursuit of higher wages or more flexible work, as 67 percent said they planned to change jobs in the next six months. But key things like a promotion, remote work and a better company culture could convince some workers to stay, according to the survey. Between 33 percent and 38 percent of workers said these factors could convince them to stay in their current roles. Working remotely continues to be a huge draw when it comes to attracting talent, and it can even convince some employees to accept lower salaries. In the report, 58 percent of workers said they’d accept a salary decrease if it meant they could work from home. “We have a generation of employees that live in locations far removed from their actual employer due to work-from-home policies,” Beene said. “For many, hours of commuting may either not be feasible or not add up financially to make sense given their current role.” And because many remote workers don’t feel a productivity loss, companies are still “vying for talent and willing to accommodate,” said Kevin Thompson, a finance expert and founder and CEO of 9i Capital Group. As a result, workers still largely have the power over their employers, Thompson said. “The only reason they would not is if businesses began to collude and mandated everyone return to work,” Thompson told Newsweek. “As long as the market remains free and fair, the ability to find remote work should actually continue.” Putting productivity aside, Thompson said the main loss from remote work has been in corporate culture. “I don’t believe you can build a culture through Zoom, but that does not mean it is not possible,” Thompson said. “The consequences of remote work won’t be felt for a number of years.” Internet: (adapted).

A majority of remote workers would quit their jobs if forced to return to the office, according to a new study. In FlexJobs’ recent report, 57 percent of remote workers surveyed said they would absolutely look for a new job if they were not allowed to continue working remotely. “Obviously, an employer has the right to call employees back to the office from remote or hybrid positions at any time, but for many who have had these jobs since the early days of the pandemic, working from home during all or part of the week has become a way of life, and they’ve scheduled virtually all other priorities around it,” says Alex Beene, a financial literacy instructor at the University of Tennessee. The numbers could indicate a significant turnover issue as companies continue to look for ways to be fully in-person again, as just under 25 percent of workers said their employer had already instituted a return-to-office mandate. The report is based on a poll of 3,000 American professionals between August 5 and August 18. Overall, Americans were eager to leave their jobs in pursuit of higher wages or more flexible work, as 67 percent said they planned to change jobs in the next six months. But key things like a promotion, remote work and a better company culture could convince some workers to stay, according to the survey. Between 33 percent and 38 percent of workers said these factors could convince them to stay in their current roles. Working remotely continues to be a huge draw when it comes to attracting talent, and it can even convince some employees to accept lower salaries. In the report, 58 percent of workers said they’d accept a salary decrease if it meant they could work from home. “We have a generation of employees that live in locations far removed from their actual employer due to work-from-home policies,” Beene said. “For many, hours of commuting may either not be feasible or not add up financially to make sense given their current role.” And because many remote workers don’t feel a productivity loss, companies are still “vying for talent and willing to accommodate,” said Kevin Thompson, a finance expert and founder and CEO of 9i Capital Group. As a result, workers still largely have the power over their employers, Thompson said. “The only reason they would not is if businesses began to collude and mandated everyone return to work,” Thompson told Newsweek. “As long as the market remains free and fair, the ability to find remote work should actually continue.” Putting productivity aside, Thompson said the main loss from remote work has been in corporate culture. “I don’t believe you can build a culture through Zoom, but that does not mean it is not possible,” Thompson said. “The consequences of remote work won’t be felt for a number of years.” Internet: (adapted).

A majority of remote workers would quit their jobs if forced to return to the office, according to a new study. In FlexJobs’ recent report, 57 percent of remote workers surveyed said they would absolutely look for a new job if they were not allowed to continue working remotely. “Obviously, an employer has the right to call employees back to the office from remote or hybrid positions at any time, but for many who have had these jobs since the early days of the pandemic, working from home during all or part of the week has become a way of life, and they’ve scheduled virtually all other priorities around it,” says Alex Beene, a financial literacy instructor at the University of Tennessee. The numbers could indicate a significant turnover issue as companies continue to look for ways to be fully in-person again, as just under 25 percent of workers said their employer had already instituted a return-to-office mandate. The report is based on a poll of 3,000 American professionals between August 5 and August 18. Overall, Americans were eager to leave their jobs in pursuit of higher wages or more flexible work, as 67 percent said they planned to change jobs in the next six months. But key things like a promotion, remote work and a better company culture could convince some workers to stay, according to the survey. Between 33 percent and 38 percent of workers said these factors could convince them to stay in their current roles. Working remotely continues to be a huge draw when it comes to attracting talent, and it can even convince some employees to accept lower salaries. In the report, 58 percent of workers said they’d accept a salary decrease if it meant they could work from home. “We have a generation of employees that live in locations far removed from their actual employer due to work-from-home policies,” Beene said. “For many, hours of commuting may either not be feasible or not add up financially to make sense given their current role.” And because many remote workers don’t feel a productivity loss, companies are still “vying for talent and willing to accommodate,” said Kevin Thompson, a finance expert and founder and CEO of 9i Capital Group. As a result, workers still largely have the power over their employers, Thompson said. “The only reason they would not is if businesses began to collude and mandated everyone return to work,” Thompson told Newsweek. “As long as the market remains free and fair, the ability to find remote work should actually continue.” Putting productivity aside, Thompson said the main loss from remote work has been in corporate culture. “I don’t believe you can build a culture through Zoom, but that does not mean it is not possible,” Thompson said. “The consequences of remote work won’t be felt for a number of years.” Internet: (adapted).

A majority of remote workers would quit their jobs if forced to return to the office, according to a new study. In FlexJobs’ recent report, 57 percent of remote workers surveyed said they would absolutely look for a new job if they were not allowed to continue working remotely. “Obviously, an employer has the right to call employees back to the office from remote or hybrid positions at any time, but for many who have had these jobs since the early days of the pandemic, working from home during all or part of the week has become a way of life, and they’ve scheduled virtually all other priorities around it,” says Alex Beene, a financial literacy instructor at the University of Tennessee. The numbers could indicate a significant turnover issue as companies continue to look for ways to be fully in-person again, as just under 25 percent of workers said their employer had already instituted a return-to-office mandate. The report is based on a poll of 3,000 American professionals between August 5 and August 18. Overall, Americans were eager to leave their jobs in pursuit of higher wages or more flexible work, as 67 percent said they planned to change jobs in the next six months. But key things like a promotion, remote work and a better company culture could convince some workers to stay, according to the survey. Between 33 percent and 38 percent of workers said these factors could convince them to stay in their current roles. Working remotely continues to be a huge draw when it comes to attracting talent, and it can even convince some employees to accept lower salaries. In the report, 58 percent of workers said they’d accept a salary decrease if it meant they could work from home. “We have a generation of employees that live in locations far removed from their actual employer due to work-from-home policies,” Beene said. “For many, hours of commuting may either not be feasible or not add up financially to make sense given their current role.” And because many remote workers don’t feel a productivity loss, companies are still “vying for talent and willing to accommodate,” said Kevin Thompson, a finance expert and founder and CEO of 9i Capital Group. As a result, workers still largely have the power over their employers, Thompson said. “The only reason they would not is if businesses began to collude and mandated everyone return to work,” Thompson told Newsweek. “As long as the market remains free and fair, the ability to find remote work should actually continue.” Putting productivity aside, Thompson said the main loss from remote work has been in corporate culture. “I don’t believe you can build a culture through Zoom, but that does not mean it is not possible,” Thompson said. “The consequences of remote work won’t be felt for a number of years.” Internet: (adapted).

A majority of remote workers would quit their jobs if forced to return to the office, according to a new study. In FlexJobs’ recent report, 57 percent of remote workers surveyed said they would absolutely look for a new job if they were not allowed to continue working remotely. “Obviously, an employer has the right to call employees back to the office from remote or hybrid positions at any time, but for many who have had these jobs since the early days of the pandemic, working from home during all or part of the week has become a way of life, and they’ve scheduled virtually all other priorities around it,” says Alex Beene, a financial literacy instructor at the University of Tennessee. The numbers could indicate a significant turnover issue as companies continue to look for ways to be fully in-person again, as just under 25 percent of workers said their employer had already instituted a return-to-office mandate. The report is based on a poll of 3,000 American professionals between August 5 and August 18. Overall, Americans were eager to leave their jobs in pursuit of higher wages or more flexible work, as 67 percent said they planned to change jobs in the next six months. But key things like a promotion, remote work and a better company culture could convince some workers to stay, according to the survey. Between 33 percent and 38 percent of workers said these factors could convince them to stay in their current roles. Working remotely continues to be a huge draw when it comes to attracting talent, and it can even convince some employees to accept lower salaries. In the report, 58 percent of workers said they’d accept a salary decrease if it meant they could work from home. “We have a generation of employees that live in locations far removed from their actual employer due to work-from-home policies,” Beene said. “For many, hours of commuting may either not be feasible or not add up financially to make sense given their current role.” And because many remote workers don’t feel a productivity loss, companies are still “vying for talent and willing to accommodate,” said Kevin Thompson, a finance expert and founder and CEO of 9i Capital Group. As a result, workers still largely have the power over their employers, Thompson said. “The only reason they would not is if businesses began to collude and mandated everyone return to work,” Thompson told Newsweek. “As long as the market remains free and fair, the ability to find remote work should actually continue.” Putting productivity aside, Thompson said the main loss from remote work has been in corporate culture. “I don’t believe you can build a culture through Zoom, but that does not mean it is not possible,” Thompson said. “The consequences of remote work won’t be felt for a number of years.” Internet: (adapted).