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Objective: The present study was aimed to extract betalains from hairy root culture of Beta vulgaris and its use in pharmaceutical formulations as a colorant. Methods: Hairy roots were initiated using different strains of Agrobacterium rhizogenes such as A.2/83, A.20/83, A.4, and LMG 150; LMG 150 was found to initiate a large number of hairy roots, and betalain content was estimated. Paracetamol syrup was prepared using extracted betalains as a colorant at different concentrations of 10 and 30 mg/150 ml. Stability studies were carried out at a different temperatures such as 25°C, 30°C, and 40°C) and light (dark, 1000 and 2000 lux) for 45 days. Results: In case of a concentration of 10 mg/150 ml syrup, the effects of temperature such as 25°C, 30°C, and 40°C and dark condition on the degradation of betalains were found to be 48%, 88%, and 100% in 45 days, respectively. The effects of temperature such as 25°C, 30°C, and 40°C at light 1000 lux on degradations of betalains were found to be 81% and 98% at 25°C and 30°C in 45 days, respectively, and 100% at 40°C in 30 days and at 2000 lux were found to be 100% at 25°C and 30°C in 30 days and 100% at 40°C in 10 days. The similar levels of degradation rate were observed with a concentration of 30 mg/150 ml. Conclusion: Experimental data demonstrated that formulation with betalains exhibited better stability at the dark condition and lower temperature.

Problem statement: This research examined the role that social-cognitive biases such as gender biases and racial biases play in decision making processes during the screening of carry-on luggage at airports. This research is unique in that no research so far has addressed the socialpsychological underpinnings of airport security screening procedures. Approach: Participants (n = 36) performed a computer simulated task wherein they played the role of luggage screeners and detected hidden weapons in 200 x-ray images of passenger luggage. Participants saw each luggage image for 3 sec, thereby simulating the high time pressure and short decision time characteristic of busy international airports. At the beginning of each trial and before observing the luggage, participants were shown the picture of the "passenger" to whom the luggage purportedly belonged for a brief exposure period. The passenger pictures were pre-tested and were representative of both genders and five different races (White, Black, Asian, Middle Eastern, Hispanic). After observing the passenger's picture, participants scanned the luggage and chose to either pass or stop the bag based on their diagnosis of weapon presence or absence. Results: Results revealed no significant differences in probability of correct detections as a function of passenger gender or race. However, the probability of generating false positives was significantly higher when the passenger was male; more importantly, this effect was observed for only two races-passengers of Middle Eastern or Hispanic origin. Conclusion/Recommendations: Participants purportedly depended heavily on their opinions of the passenger to make their decisions to pass or stop the bag when time pressure was high, almost as a heuristic replacement for visually scanning the bag under constrained situations. These results go beyond simple ingroup-outgroup differences discussed in social psychology; they point to deeply ingrained biases targeting specific demographic groups in the United States. These results are significant for airport security screening and the future of national security.

There are constituents at work place which affect employee morale, motivation, performance and affect job satisfaction. Job Satisfaction is an important indicator of how employees feel about their jobs and a predictor of work behaviours such as absenteeism and turnover (Michael Armstrong, 1994). SME sector is an important driver of Indian economy that produces more than 8000 products. During our study, it was found that employees at engineering sector of SME are dissatisfied with certain constituents at work place. Interestingly, non monetary factors such as superior-subordinate relationship and treatment have scored more in determining job satisfaction followed by pay and reward practices. This paper attempts to find out constituents that determine job satisfaction at SME.