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In a modern world, life would not be possible without energy, as energy plays a significant role in the development of nations. The rapid economic growth combined with the increasing energy demand is a continuous driving force for economic development, social advancement, and improved quality of life. Over the past few decades, the impact of energy demand on the environment has increased the focus of global nations on the sustainability efforts to reduce the greenhouse gas emissions that require intervention and a shared sense of responsibility in reducing emissions. Studies revealed that the energy sector alone accounts for two-thirds of greenhouse gas emissions as more than 80% of energy needs are satisfied using hydrocarbon-based resources. The GCC is a known region for its substantial hydrocarbon resources; besides, the GCC's energy sector is the primary source of CO# due to fossil fuel usage as the energy demand in this region is estimated to increase above the world average by 3% yearly. Upon looking into the UAE's case, it was found that due to the rapid economic growth, the UAE is among the world's highest CO# emitters, which contributes to 0.7% of the world's annual emission due to fossil fuel consumption. Thus, renewable energy policy mechanisms are needed to support renewable energy deployment in the UAE to achieve a significant renewable energy share in the national mix. As such, several energy policy mechanisms promote renewable energy deployment, which includes feed-in-tariffs, metering, renewable energy auctions, quotas, and investment tax credits that are merely confined to two emirates Abu Dhabi and Dubai. Such policy mechanisms indicate a gap between the policy formulations and their actual implementation within the UAE, which impacts the long-term energy consumption dependent on fossil fuels. Therefore, this study intends to evaluate the techno-economic analysis of the factors affecting renewable energy deployment by using HOMER Grid Software. Also, to recommend solar energy generation in the UAE by encouraging electricity authorities to adopt the most feasible policy mechanism, which aligns with UAE's strategy in attaining sustainable growth to meet the local demand.

The successful targeting of tumors can be achieved by conjugating targeting moieties to nanoparticles. These modifications allow nannocarriers to achieve greater targeting specificity through binding to specific receptors overexpressed on the surface of the tumor cells. In this study, pegylated liposomes encapsulating the model drug/dye calcein and conjugated to hyaluronic acid (HA) molecules were successfully synthesized, and their ability to target HA receptors overexpressed on a breast cancer cell line was investigated in vitro. Low-frequency ultrasound (LFUS), applied at three different power densities (6.2, 9, and 10 mW/cm2) were used to trigger the release of the entrapped calcein. Both the control and HA-conjugated liposomes showed similar release profiles. HA conjugation to the liposomes resulted in a significant increase in calcein uptake by the breast cancer cell line MDA-MB-231 known for its CD44 (HA receptor) overexpression, while such an effect was not recorded with NIH-3T3, an embryonic mouse fibroblast, with low levels of CD44 expression. The application of low LFUS showed a significant enhancement of calcein uptake by MDA-MB-231 cells from our liposome compared to calcein uptake without cell exposure to ultrasound. These findings suggest that combining HA-conjugated liposomes with ultrasound is a promising drug delivery platform in breast cancer treatment.

The objectives of this chapter paper are to review and summarise the recruitment and selection practices that facilitate workforce diversity in the public sector, and to offer promising directions for future research. First, the main recruitment practices that facilitate workforce diversity in PS include 1) setting quotas, targets, or reserving specific positions, 2) developing and communicating an attractive employee value proposition, 3) eliminating discriminatory selection criteria, and 4) using diversified, proactive, targeted recruitment methods. Second, the main selection practices that facilitate the hiring of a diverse workforce include implementing 1) flexible selection processes, 2) non-discriminatory selection testing and interviewing processes, and 3) inclusive and trained selection committees. To conclude, we propose interesting avenues for future research. This chapter will assist scholars and practitioners to develop a more comprehensive understanding of the specific issues related to diversity management in in the public sector.