Given a context passage, generate a question from the passage such that its answer is shortest continous span from the passage.

Q: Urgent surgery or life-threatening bleeding requires prompt reversal of the anticoagulant effects of dabigatran. This study assessed the ability of three- and four-factor prothrombin complex concentrate (PCC) and idarucizumab (specific antidote for dabigatran) to reverse the anticoagulant effects of dabigatran in a porcine model of trauma. Twelve animals were given dabigatran etexilate (DE) orally and dabigatran intravenously, before infliction of trauma. Six animals received tranexamic acid plus fibrinogen concentrate 12 minutes post-injury. Six PCCs (each 30 and 60 U/kg) and idarucizumab (30 and 60 mg/kg) were added to blood samples ex vivo. Coagulation was assessed by several coagulation assays. All coagulation parameters were altered after dabigatran infusion (plasma level: 442 138 ng/ml). Both three- and four-factor PCCs mostly or completely reversed the effects of dabigatran on thromboelastometry variables and PT but not on aPTT. Idarucizumab neutralised plasma concentrations of dabigatran, and reversed the effects of the drug on coagulation variables. Thrombin generation showed dose-dependent over-correction following the addition of PCC, implying that elevated levels of thrombin are required to overcome dabigatran-induced coagulopathy. In contrast, treatment with idarucizumab returned thrombin generation to baseline levels. Following trauma, therapy with tranexamic acid plus fibrinogen improved correction of coagulation parameters by PCC, and thromboelastometry parameters by idarucizumab. All investigated PCCs improved dabigatran- and trauma-induced coagulopathy to a similar degree. In conclusion, this study shows that three- and four-factor PCCs are similarly effective for dabigatran reversal. Idarucizumab also reversed the effects of dabigatran and, unlike PCCs, was not associated with over-correction of thrombin generation.

A: Which drug can be reversed with idarucizumab?
****
Q: Does everyone want a challenging job? In spite of all the attention focused by the media, academicians, and social scientists on human potential and the needs of individuals, there is no evidence to support that the vast majority of workers want challenging jobs. Some individuals prefer highly complex and challenging jobs; others develop in simple, routine work. The individual-difference variable that seems to gain the greatest support for explaining who prefers a challenging job and who doesn't is the strength of an individual's needs for personal growth and self-direction at work. Individuals with these higher-order growth needs are more responsive for challenging work. What percentage of ordinary workers actually desire higher-order need satisfactions and will respond positively to challenging jobs? No current data is available, but a study from the 1970s estimated the figure at about 15%. Even after adjusting for changing work attitudes and the growth in white-collar jobs, it seems unlikely that the number today exceeds 40%. The strongest voice advocating challenging jobs has not been workers--it's been professors, social science researchers, and media people. Professors, researchers, and journalists undoubtedly made their career choices, to some degree, because they wanted jobs that gave them autonomy, recognition and challenge. That, of course, is their choice. But for them, to force their needs onto the workforce in general is presumptuous . Not every employee is looking for a challenging job. Many workers meet their higher-order need off the job. There are 168 hours in every individual's week. Work rarely consumes more than 30% of this time. That leaves considerable opportunities, even for individuals with strong growth needs, to find higher-order need satisfaction outside the workplace. So don't feel you have a responsibility to create challenging jobs for all your employees. For many people, work is something that will never excite or challenge them. And they don't expect to find their growth opportunities at work. Work is merely something they have to do to pay their bills. They can find challenges outside of work on the golf course, fishing, at their local pub, with their friends in social clubs, with their family, and the like.

A: What makes people choose challenging jobs?
****
Q: Oxidatively damaged proteins accumulate with age in almost all cell types and tissues. The activity of chaperone-mediated autophagy (CMA), a selective pathway for the degradation of cytosolic proteins in lysosomes, decreases with age. We have analyzed the possible participation of CMA in the removal of oxidized proteins in rat liver and cultured mouse fibroblasts. Added to the fact that CMA substrates, when oxidized, are more efficiently internalized into lysosomes, we have found a constitutive activation of CMA during oxidative stress. Oxidation-induced activation of CMA correlates with higher levels of several components of the lysosomal translocation complex, but in particular of the lumenal chaperone, required for substrate uptake, and of the lysosomal membrane protein (lamp) type 2a, previously identified as a receptor for this pathway. In contrast with the well characterized mechanism of CMA activation during nutritional stress, which does not require de novo synthesis of the receptor, oxidation-induced activation of CMA is attained through transcriptional up-regulation of lamp2a. We conclude that CMA is activated during oxidative stress and that the higher activity of this pathway under these conditions, along with the higher susceptibility of the oxidized proteins to be taken up by lysosomes, both contribute to the efficient removal of oxidized proteins.

A:
Which is the receptor for substrates of Chaperone Mediated Autophagy?
****