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In fact, Chorost knows firsthand what it means to wire your brain directly to an electronic device. In his first book, Rebuilt: How becoming part computer made me more human (Souvenir Press, 2006), Chorost related his own experience of receiving a cochlear implant after becoming deaf. In World Wide Mind, he once again offers an impressively vivid story, and it is a pleasure to follow him into his envisioned future of human beings with directly connected brains a scenario that would render webbased social networks like Facebook obsolete, as information would flow directly through social networks of brains. The World Wide Web would be supplanted by the world wide mind.
It seems to me that the eventuality of all matter forming a single conscious entity is, so far as physics permits it to be possible, an inevitability. Even as human beings it is possible for parts of our brains to operate unconsciously, or for our brains to maintain more than one conscious 'thread' simultaneously. It is arguable that there already is only one mind. This will be much easier to understand once our brains are wired together with such bandwidth and speed as to be comparable to the wiring inside our brains. This technology will so alter our understanding of being as to make society unrecognisable, perhaps even unrecognisable as a concept. Personally I can't wait for the day.
Today's clinical applications of braincomputer interfaces include those based on electroencephalography (EEG), which can be used to enable severely paralysed people to operate a computer with their thoughts, and deepbrain stimulators, used to treat the motor symptoms in Parkinson's disease and dystonia.
There are also practical obstacles. For instance, while children are the likely early adopters of worldwidemind technology, how many parents will consent to elective openbrain surgery on their offspring, and how many physicians will provide it? Chorost argues that if these devices develop as quickly as cochlear implants did, they will likewise be viewed as routine. But that misses a crucial point: surgery for cochlear implants, which involves drilling into the skull, is not without risk, but it is justified by the therapeutic benefit. There is no comparable benefit in sight for elective brain surgery.
These sophisticated technologies appear outdated by comparison with what is in Chorost's book. What Chorost needs to achieve total telempathy are nanowires snaking through the brain's capillaries, sending and receiving information, and optogenetics laser beams that can activate and deactivate single neurons according to the light's wavelength. Nanowires have already been shown to grow in rodent brains, and optogenetics has been used in rodents to trigger individual memories and generate specific behaviours.
锘緼 future of socially networked neurons
However, in his technophile mission Chorost sometimes overestimates technology. Optogenetics is presented not only as a promising tool for basic research but also as a roundthecorner therapy for Parkinson's disease, one without any side effects, and this is presented as mere "low hanging fruit". That would be great, but is at best highly optimistic. While there are therapies that utilise ldopa and deepbrain stimulation (DBS), there is currently no cure for Parkinson's, and unrealistic expectations of DBS are already a cause of postsurgical disappointment. The unknown impact of a highly investigational tool should be presented much more carefully.
Jens Clausen is an assistant professor at the Institute for Ethics and History in Medicine in T Germany
World Wide Mind is a thoughtprovoking story about how technology will connect with the brain ever more intimately, merging humanity and the internet, providing technologically shared experiences and emotions. It forces the reader to think again not just about neurotechnology but also about communication, about how important eyetoeye and bodytobody contact is. Setting aside the risks of surgery, less technophilic readers may nevertheless ask, why should we want to establish a global emotional network? But this may just be a daft question from an oldfashioned mind that has yet to sign up for a Facebook account.
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| shenazwzsu | Дата: Вторник, 25.06.2013, 12:17 | Сообщение # 979 |
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In 2011 ARod pissed a lot of people off by walking out to "This Is Why I'm Hot." But wait a second, isn't he? There are arguments to be made about him as a person (and to be honest, even anecdotes to that effect), but as far as his play, few can say that's not an accurate representation. Can anyone argue he doesn't deserve his swagger? In 2009, he walked out to JayZ's "Already Home" a song clearly throwing his success in the face of his haters ("They want me me to fall, they want me to stop," leads off the chorus).
But it's not a random playlist, it's a biographical compilation.
"New York, New York" the final song on the list, is the only one that isn't associated with any one player. But it is a tune the Yankees and their fans have heard time and time again. Well, at least 27 times. Namely after the ninth inning. After walkoff home runs. After the confetti starts flying.
To sum it all up and start things off, you'll notice that this is possibly the most eclectic playlist you could imagine, from the funk of Cameo, to the gritty rock of Pearl Jam, to Ice Cube's lyrical stylings, to the timeless sound of Frank Sinatra. No two songs are exactly alike, and each covers a little bit of something the others don't.
锘緼 Biographical Compilation
These are serious men, seriously talented men. Each different in his own way, but serious about winning each and every game. Yet still, that doesn't mean they're without swagger, or attitude.
I don't know if I've changed your mind, but I hope this at least made you think about it. About the history of a team assembled from men of all walks of life, brought together around the same idea. To win. And well, maybe make a boatload of money in the process.
The playlist below contains most of the music you'll hear the first time each Yankee comes to the plate for his first swing of a game in 2012 (given availability on Spotify). There's one extra addition from the past. Two of the last three songs are for the closers. The final song has a special place in the hearts and minds of every Yankees fan, but we'll get to that.
Now Yankees fans aren't obsessed enough to take Sinatra's song for themselves and themselves alone. We understand it's integral to the five boroughs' collection of races and ethnicities from across the globe, all concentrated in the greatest city on earth. But isn't that what the Yankees are? An assembly of the best ballplayers on earth, all working for the greatest, winningest team in the history of sports?
No man owns "Enter The Sandman" like Mariano Rivera. Not James Hetfield, not Lars Ulrich. To take a song as powerful as that and make it your own, well I'll be damned if that isn't truly special. They're likely to induct that song with him into the Hall of Fame, if he ever retires. It renders stats (608 saves , 2.21 lifetime ERA, 15 seasons with at least 25 saves) needless.
Now with Mo out for the season we're missing that sound. But it will be back. In the meantime, David Robertson, though currently also on the DL (but only for 15 days and possibly back for the Subway Series), is picking it up in a different way, doing his own thing. "Sweet Home Alabama" isn't Metallica, but it is Robertson, an Alabama native, and brings its own special flair to what should be a quick end of any game.
The final piece of this puzzle, and ultimately why no New Yorker should ever neglect the Yankees, is a tune more associated with victory than anything else.
The Mets and their music don't lack diversity themselves. In fact, the game of baseball becomes a more global game every day, and surely there's music across the MLB to prove that. But does the team from Queens embody that sentiment quite like the Yanks? I doubt it.
As a Yankee's fan in the modern era you get used to a lot of things. A Steinbrenner in the executive suite. Captain Derek Jeter. The Playoffs. But one thing undoubtably changes every season: the sound of the game.
One binding thing about these songs is that they're no joke. Some might be looser than others, but there's nothing comical about Granderson walking out to Busta Rhymes, or Raul Ibanez squaring up as Eddie Vedder belts the start of "Alive." Even Nick Swisher, arguably the team's current clown, brings more attitude than laughter to the batter's box, asking whoever happens to be throwing him a fastball to "Check Yo Self." (You can probably guess whose is whose after that do it in the comments section, it'll be fun! I promise! If you Google the answers you're no better than a Red Sox fan.)
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| A4Bameafferty | Дата: Вторник, 25.06.2013, 12:22 | Сообщение # 980 |
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| A4Bameafferty | Дата: Вторник, 25.06.2013, 14:11 | Сообщение # 982 |
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| Alkerun | Дата: Вторник, 25.06.2013, 14:36 | Сообщение # 983 |
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Wilson says being moved sideways by a new CEO is common, but the unpleasant effects of this can be offset by the employee taking charge of the situation.
As a general rule, if a job changes substantially, it can be deemed by an employment court to be beyond normal management prerogative and the affected employee will benefit from seeking legal advice, says Mackinnon. If not, it may be better for the employee's personal needs and circumstances to adapt to the changes and stay where they are.
锘緼 cool head for a good exit
Mackinnon says to avoid exit surprises, employees should be constantly selfevaluating their own performance and job satisfaction along with market changes and whether they are valued by their employers. If the result of that evaluation makes exit inevitable, the smart thing to do is get out into the market before quitting and without relying on a big redundancy cheque.
However, if that's the case he says employees need to negotiate a deal that will provide enough time to find another job or one that allows them to support incoming management for a specified period of time. Examples include an agreed period of paid notice rather than the need to leave at once or, if the employee actually wants to short circuit the leaving process, a negotiated exit process that remains dignified and isn't rushed for either side. In other words, it shouldn't only be about what the employee wants.
Don Mackinnon, employment lawyer for Mackinnon and Associates, says it's quite common for existing employees to lose career status as the result of a new CEO wanting 'new blood' and appointed, rather than inherited, key roles. However, Mackinnon says such changes are not necessarily unlawful another reason for existing employees to keep their cool.
Nor is it a good idea for an employee who is being shown the door, however gently, to suddenly lift their performance to convince an employer how indispensable they are at the last minute.
"If someone quits <in>disgust] or just stops performing, the employer can then say they were justified in wanting that employee to leave," says Wilson.
The key to an employee leaving on their own terms is to remain professional and polite no matter how unfairly the employee feels they have been treated, agree Mackinnon and Wilson. Stewing inwardly and causing trouble can negatively affect an employee's 'personal employment brand' the market perception of the employee's loyalty and value and the validity of the employer references they have and make it harder for them to develop their career in the future.
"Too many individuals walk out the door in a huff and then find they're unemployed and looking. That backfires even further if they have to use their last employer as a referee. It is vastly easier for people to find a new job whilst still employed," says Mackinnon.
Marie Wilson, professor of management for the University of Auckland, says if employees are adversely affected by management changes, are unhappy in their work, or notice business falling off and budgets being squeezed, it's probably time to consider how to negotiate a graceful exit and set up alternative employment.
Wilson says negotiating a fair exit from an organisation can be positive and exhilarating for employees and it can be helpful for people to approach it that way, whatever their reasons for leaving.
While some employers have a poor attitude and little or no interest in mutually beneficial exit negotiations, Mackinnon says in the case of redundancies, employers often don't know which employees will be made redundant, how or when, because of the consultation and feedback process required by law. Employers may also find a single role or department inefficient and decide on genuine restructure and try to figure out redundancies from there. Either way, individual employees have the right to argue why their job is one that shouldn't be made redundant, but fighting aggressively for a big redundancy cheque and speaking out against an employer doesn't do anyone any favours.
Mackinnon says while an honest discussion with an employer is the best way to secure a dignified exit employees also need to be sure it's necessary.
If all's fair in love and war, the same might be said for an employee trying to negotiate a fair exit from a company. There are many reasons for employees to 'forwardmanage' this process; one is the arrival of a new CEO who wants to place their 'own people' in pivotal roles. Suddenly responsibilities change, new middle managers appear and employees find themselves doing the same job but with less status. Alternatively, an employer may genuinely need to restructure a business, resulting in redundancies, or the business may be in trouble and the employee able to see the writing on the wall.
"When people know they are going to leave they are often more courageous and effective in their jobs and it's possible to really enjoy yourself on the way out," says Wilson.
"You can't be moved from second in command in a company to the fourth or fifth level of an organisation because that would be <unlawful> but if you were one of three people reporting to the CEO, the CEO can put one of the others <or>someone else] in charge," says Mackinnon.
Counting to ten or perhaps one thousand can reap positive rewards for employees who want to exit an organisation on their terms. In the past 12 months, both Prime Television and Air New Zealand had staff 'blow up' in anger or resign in protest at the prospect of redundancy. However one Air New Zealand engineer who negotiated politely has remained employed though he expected to be made redundant. While the reasons for the continuation of his job weren't revealed, the engineer feels his positive attitude in an employment crisis probably helped. Similarly, a former Prime Television employee who remained polite in dealings with both Prime Television and new owner Sky Television eventually received both a redundancy package from Prime and a new employment contract with Sky Television a rare redundancy result Mackinnon calls "getting the money and the bag".
"You can say point blank: 'look, if you are bringing in someone else, do you really need me? If you don't, shouldn't we be discussing a fair exit package?' But you need to do it in the nicest possible way New Zealand is a small employment market," says Wilson.
"You'd only go to that point if you knew the bomb was about to delivered and you didn't have another job lined up," says Mackinnon.
"Some people try to establish a reciprocal relationship with their employer along the lines of 'I'm doing so much for you, you need to keep me' but this approach rarely works; employers call it 'impression management'," says Wilson. However, she says it's okay to give feedback during the redundancy process and suggest alternatives to redundancy this is an opportunity employers are required to provide by law.
"Too many employees burn their bridges with past <and>future] employers by expecting too much money on exit. Even potential redundancy victims who say 'look I know what's going on here; let's do a deal' should first get written job references and secure a commitment from the employer to back these up when checked," says Mackinnon.
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| LowGememova | Дата: Вторник, 25.06.2013, 17:30 | Сообщение # 985 |
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People with dementia usually have lower levels of this chemical, which is important for the processes of memory, thinking, and reasoning
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| shenazwzsu | Дата: Вторник, 25.06.2013, 17:44 | Сообщение # 986 |
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In one Midwestern state, for example, a 166page holds teachers accountable for ensuring that students meet statedefined targets for physical education, such as consistently demonstrating skipping technique with a smooth and effortless rhythm and consistently a ball with a paddle to a target area with accuracy and good technique. I not making this up!
Efforts are being made to define effective teaching and give teachers the support they need to be as effective as possible. But as states and districts rush to implement new teacher development and evaluation systems, there is a risk they use hastily contrived, unproven measures. One glaring example is the rush to develop new assessments in grades and subjects not currently covered by state tests. Some states and districts are talking about developing tests for all subjects, including choir and gym, just so they have something to measure.
Let be thoughtful about our approach so that one day we can say this was the moment we joined together to drive the longterm improvement our schools need.
If the New England Patriots had chosen a quarterback based only on foot speed, they would have missed out on three Super Bowl victories. But National Football League teams ask prospects to run, jump and lift weights. They interview them for hours. They watch game film. In short, they use multiple measures to determine the best players.
Of particular concern is the possibility that test results alone will be used to determine a large part of how much teachers get paid. I have talked to many teachers over the past several years, and not one has told me they would be more motivated, or become a better teacher, by competing with other teachers in their school. To the contrary, teachers want an environment based on collaboration, in which they can rely on one another to share lesson plans, get advice and understand what working well in other classrooms. Surveys by MetLife and other research of teachers back this up. Continued.2
锘緼 fairer way to evaluate teachers
Even in subjects where the assessments have been validated, such as literacy and math, test scores don show a teacher areas in which they need to improve. education system will be wasted.
While there is justification for rewarding teachers based in part on how their students perform, compensation systems should use multiple measures, including classroom observation. In topperforming education systems in other parts of the world, such as Singapore and Shanghai, accomplished teachers earn more by taking on additional responsibilities such as coaching and mentoring other teachers and helping to capture and spread effective teaching techniques. Such systems are a way to attract, retain and reward the best teachers; make great use of their skills; and honor the collaborative nature of work in schools. Education Department would do well to encourage the right balance. States such as Connecticut, Delaware and Kentucky are showing leadership in creating feedback and evaluation systems that reflect the patience and involvement of teachers and administrators. This is what required to build the kind of infrastructure that stands the test of time.
In much the same way that sports teams identify and nurture talent, there is a window of opportunity in public education to create systems that encourage and develop fantastic teachers, leading to better results for students.
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This is one reason there is a backlash against standardized tests in particular, using student test scores as the primary basis for making decisions about firing, promoting and compensating teachers. I all for accountability, but I understand teachers concerns and frustrations.
Tom Brady may be the best quarterback in football, but he is also infamously, hilariously slow. YouTube videos of his 40yard dash have gotten many thousands of hits from sports fans looking for a good laugh.
Exciting progress is being made in education across the country. The challenge now is to make sure we balance the urgency for change with the need to ensure fair ways to develop, evaluate and compensate teachers for the work they do.
Bill Gates is cochair of the Bill and Melinda Gates Foundation. He also serves as the chairman of Microsoft.2
The fact is, teachers want to be accountable to their students. What the country needs are thoughtfully developed teacher evaluation systems that include multiple measures of performance, such as student surveys, classroom observations by experienced colleagues and student test results.
Teachers also tell me that while compensation is important, so are factors such as highquality professional development opportunities, a strong school leader, engaged families and the chance to work with likeminded colleagues.
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| Arguzikbw | Дата: Вторник, 25.06.2013, 19:18 | Сообщение # 987 |
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| Herverizecype | Дата: Вторник, 25.06.2013, 23:24 | Сообщение # 988 |
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Группа: Гости
| Если дочитаете до конца и тоже решитесь на то чтобы похудеть, в конце сообщения я оставлю ссылку на сайт, который мне посоветовали, где я взяла диету.
Я хочу оделиться своим опытом. Сколько бы раньше не "пробовала" худеть, но при росте в 165 сантиметров я весила 83 килограмма. Пышкой была. Меня это напрягало. Хотя мужским вниманием не была обделена. Может это из-за моего характера может еще из-за чего. Но меня мной внешний вид категорически не устраивал. И вот я начала бороздить просторы интернета.Куча сайтов с кучей диет. Глаза разбегались и я не знала с чего начать. Спрашивала на разных форумах, что лучше для того чтобы похудеть. И конечно же не обошлось без того, что часть форумчан меня "тролили". Фразочками вроде таких: ну ты и толстуха, сиди дома и никуда не выходи, меньше жрать надо, и тому подобных...Меня это задевало, но все же старалась не обращать на них внимания. Так же мне посоветовали поискать конструкторы диет. Как там говорят, диету составляют индивидуальную. ОТветь на вопросы и получи результат. Я скептически к этому отнеслась и пропустила. Искала дальше, но так для себя ничего и не нашла.
Решила я начать пробежки по утрам. Это было выматывающе. И после нескольких таких пробежек я сдалась(((. Вес конечно же не скинула. И вновь полезла в интернет на диет форумы и сайты по диетам. Ясно было одно, ешь меньше и занимайся спортом и тогда похудеешь.
И я вернулась к конструктору диет. Зашла на сайт и мне предложили ряд вопросов (порядка 10). Вопросы такого характера: Сколько хотите сбросить? Ваш пол (М/Ж)? Ваш вес? и прочие...И вот я прохожу этот тест и получаю результат. Удивительно быстро. Может там схема какая у них есть. Под определенные параметры выдавать определенню методику. Скороей всего так и есть, ведь это же конструктор диет, а не диетолог там сидит и составляет.
Вот я получила свою методику для похудения. НАстроилась решительно, ведь если без настроя то ничего не поможет. НАчала питаться по схема и делать физические упражнения. Уставала, хотелось бросить, но продолжала. И вот через месяц, встала на весы, хотела раньше но было страшно, хотя и замечала что вроде немного я уменьшилась в объемах. Результат был для меня волшебным, почти 10кг! И это за месяц! Кто то может сказать что этого мало за месяц, но я очень довольна!
Главное в этом деле держаться и особенно хорошо это делать не одному. Я смогла и вы сможете! Не ленитесь и все получиться.
Чуть не забыла, вот ссылка на сайт : http://tinyurl.com/idealnoe-telo
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| Nurvezis | Дата: Среда, 26.06.2013, 01:36 | Сообщение # 989 |
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| Satvezis | Дата: Среда, 26.06.2013, 02:05 | Сообщение # 990 |
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