Candidate Experience Quotes

Women have been driven mad, "gaslighted," for centuries by the refutation of our experience and our instincts in a culture which validates only male experience. The truth of our bodies and our minds has been mystified to us. We therefore have a primary obligation to each other: not to undermine each others' sense of reality for the sake of expediency; not to gaslight each other. Women have often felt insane when cleaving to the truth of our experience. Our future depends on the sanity of each of us, and we have a profound stake, beyond the personal, in the project of describing our reality as candidly and fully as we can to each other.

That day threw me away into a dark, painful space with nothing below my feet. I'd lost my candidate for a place to belong.

Rank asked why the artist so often avoids clinical neurosis when he is so much a candidate for it because of his vivid imagination, his openness to the finest and broadest aspects of experience, his isolation from the cultural world-view that satisfies everyone else. The answer is that he takes in the world, but instead of being oppressed by it he reworks it in his own personality and recreates it in the work of art. The neurotic is precisely the one who cannot create—the “artiste-manque,” as Rank so aptly called him. We might say that both the artist and the neurotic bite off more than they can chew, but the artist spews it back out again and chews it over in an objectified way, as an ex­ternal, active, work project. The neurotic can’t marshal this creative response embodied in a specific work, and so he chokes on his in­troversions. The artist has similar large-scale introversions, but he uses them as material.

our experience with newly-minted MBAs has not been that great. Their academic records always look terrific and the candidates always know just what to say; but too often they are short on personal commitment to the company and general business savvy. It’s difficult to teach a new dog old tricks.

When considering a candidate for office, almost right up until they enter the polling booth and sometimes even in the booth itself, most voters rely more on what they see and hear themselves in real time than on facts, history, logic, or learned experience.

It would be superfluous to drive us mad, my dear Watson," said he. "A candid observer would certainly declare that we were so already before we embarked upon so wild an experiment.

The major goal of the Cold War mind control programs was to create dissociative symptoms and disorders, including full multiple personality disorder. The Manchurian Candidate is fact, not fiction, and was created by the CIA in the 1950’s under BLUEBIRD and ARTICHOKE mind control programs. Experiments with LSD, sensory deprivation, electro-convulsive treatment, brain electrode implants and hypnosis were designed to create amnesia, depersonalization, changes in identity and altered states of consciousness. (p. iii) “Denial of the reality of multiple personality by these doctors [See page 114 for names] in the mind control network, who are also on the FMSF [False Memory Syndrome Foundation] Scientific and Professional Advisory Board, could be disinformation. The disinformation could be amplified by attacks on specialists in multiple personality as CIA conspiracy lunatics” (P.10) “If clinical multiple personality is buried and forgotten, then the Manchurian Candidate Programs will be safe from public scrutiny. (p.141)

In short, Miss Cunegonde, I have had experience, I know the world; therefore I advise you to divert yourself, and prevail upon each passenger to tell his story; and if there be one of them all, that has not cursed his life many a time, that has not frequently looked upon himself as the unhappiest of mortals, I give you leave to throw me headforemost into the sea.

Fracturing of the psyche is said to be conducive to creating the phenomenon that has been termed sleeper assassins. According to such theories, the first psychiatrists employed to master mind control studied mental patients who had been diagnosed with Multiple Personality Disorder, which medical science has since renamed Dissociative Identity Disorder. Many of those psychiatrists are said to have been Paperclip Nazi doctors who were brought to the US after conducting radical psychiatric experiments on patients during the Holocaust – the same doctors whose victims not only included Jews, Gyspies, political agitators and homosexuals, but also the mentally ill.

When hiring, we look at a variety of factors, including education, experience, and skills. The biggest factor by far, though, is a candidate’s ability to fit in with our existing culture. Some might say this is why we seem to only hire the same type of people, but who knows?

First is our unbreakable rule that every candidate must be a trained trooper, blooded under fire, a veteran of combat drops. No other army in history has stuck to this rule, although some came close. Most great military schools of the past—Saint Cyr, West Point, Sandhurst, Colorado Springs—didn’t even pretend to follow it; they accepted civilian boys, trained them, commissioned them, sent them out with no battle experience to command men . . . and sometimes discovered too late that this smart young ‘officer’ was a fool, a poltroon, or a hysteric.

In 1953, Allen Dulles, then director of the USA Central Intelligence Agency (CIA), named Dr Sidney Gottlieb to direct the CIA's MKULTRA programme, which included experiments conducted by psychiatrists to create amnesia, new dissociated identities, new memories, and responses to hypnotic access codes. In 1972, then-CIA director Richard Helms and Gottlieb ordered the destruction of all MKULTRA records. A clerical error spared seven boxes, containing 1738 documents, over 17,000 pages. This archive was declassified through a Freedom of Information Act Request in 1977, though the names of most people, universities, and hospitals are redacted. The CIA assigned each document a number preceded by "MORI", for "Managament of Officially Released Information", the CIA's automated electronic system at the time of document release. These documents, to be referenced throughout this chapter, are accessible on the Internet (see: abuse-of-power (dot) org/modules/content/index.php?id=31). The United States Senate held a hearing exposing the abuses of MKULTRA, entitled "Project MKULTRA, the CIA's program of research into behavioral modification" (1977).

What better weapon than the human brain? The human brain was Mrs Twartski's and Wiezenslowski's domain. The children who were used were the castaways of the United States government, like dogs abandoned and a vet's office. Mrs. Twartski read the letter out loud, slowly and carefully enunciating every word in her thick Polish accent. The German scientists were looking for children who could learn quickly, were between ages four and twelve, and could withstand being famished without dying. Deutschland were paying dollar $50,000 per subject. Everyone in living room exactly Mrs. Twartski and all my aunts let out a huge "Ahhh". My sister's and my eyes grew wide because we had no idea what this meant or why the adults were so excited. Then my sister's eyes narrowed as if she knew something that I didn't yet, as if she had just figured something out.

Naomi Wolfe, journalist and author of The Beauty Myth, writes, “A culture fixated on female thinness is not an obsession about female beauty but an obsession about female obedience. Dieting is the most potent political sedative in history. A quietly mad population is a tractable one.”31 Wolfe strategically illustrates how body-shame social messaging is used as a means of controlling and centralizing political power. We need look no further than the 2016 U.S. presidential election to see Wolfe’s thesis in action. Candidate Hillary Clinton was exhaustingly scrutinized about her aesthetic presentation. Outfits, makeup, hairstyles were all fodder for the twenty-four-hour news cycle. Even the pro-Hillary, hundred-thousand-plus-member Facebook group Pantsuit Nation chose her penchant for eschewing skirts and dresses as the name of their collective, inadvertently directing public focus to her physical appearance rather than her decades of political experience.

When love of one’s people becomes an absolute, it turns into racism. When love of equality turns into a supreme thing, it can result in hatred and violence toward anyone who has led a privileged life. It is the settled tendency of human societies to turn good political causes into counterfeit gods. As we have mentioned, Ernest Becker wrote that in a society that has lost the reality of God, many people will look to romantic love to give them the fulfillment they once found in religious experience. Nietzsche, however, believed it would be money that would replace God. But there is another candidate to fill this spiritual vacuum. We can also look to politics. We can look upon our political leaders as “messiahs,” our political policies as saving doctrine, and turn our political activism into a kind of religion.

But just take the jurists' side for a moment: why, in fact, should a trial be supposed to have two possible outcomes when our general elections are conducted on the basis of one candidate? An acquittal is, in fact, unthinkable from the economic point of view! It would mean that the informers, the Security officers, the Interrogators, the prosecutor's staff, the internal guard in the prison, and the convoy had all worked to no purpose.

Here is what needs to be understood in our bones: the spell of neoliberalism has been broken, crushed under the weight of lived experience and a mountain of evidence. What for decades was unsayable is now being said out loud by candidates who win millions of votes: free college tuition, double the minimum wage, 100 percent renewable energy as quickly as technology allows, demilitarize the police, prisons are no place for young people, refugees are welcome here, war makes us all less safe. The left-wing almost-wins of the past two years are not defeats. They are the first tremors of a profound idealogical realignment from which a progressive majority could well emerge

The O.T.O. is an initiatory order similar to freemasonry. It doesn't provide educational monographs or standardized tests. Rather, it offers members the opportunity to experience a series of dramatic and magical initiations artfully designed to awaken and unfold the candidates' spiritual potentialities. If a member did nothing else with the O.T.O. career but undergo these degree experiences, they would be immeasurably rewarded. Serious members know, however, that there is much more to the O.T.O.'s magick than a two-hour ceremony performed once or twice a year. So profound are the Order's inner mysteries that to penetrate them requires not only a rich magical and spiritual education, but also a high level of meditative attainment. Members who wish to truly affiliate at this level are expected to seize responsibility for their own magical education and eventually rend the veil of the Order's mysteries for themselves.

It was confidently believed that the scientific successes of the industrial revolution could be carried through into the social sciences, particularly with such movements as Marxism. Pseudoscience came with a collection of idealistic nerds who tried to create a tailor-made society, the epitome of which is the central planner. Economics was the most likely candidate for such use of science; you can disguise charlatanism under the weight of equations, and nobody can catch you since there is no such thing as a controlled experiment.

This role is perfectly aligned with where I want to grow my career and what I’ve been working towards, and given my skills and experiences, I feel I can make a significant contribution to both this team and company, and, as part of the overall team, help drive the company to the next level.

One day Cunegonde, while walking near the castle, in a little wood which they called a park, saw between the bushes, Dr. Pangloss giving a lesson in experimental natural philosophy to her mother’s chamber-maid, a little brown wench, very pretty and very docile. As Miss Cunegonde had a great disposition for the sciences, she breathlessly observed the repeated experiments of which she was a witness; she clearly perceived the force of the Doctor’s reasons, the effects, and the causes; she turned back greatly flurried, quite pensive, and filled with the desire to be learned; dreaming that she might well be a sufficient reason for young Candide, and he for her.

If you need to improve your focus and learn to avoid distractions, take a moment to visualize, with as much detail as possible, what you are about to do. It is easier to know what’s ahead when there’s a well-rounded script inside your head. Companies say such tactics are important in all kinds of settings, including if you’re applying for a job or deciding whom to hire. The candidates who tell stories are the ones every firm wants. “We look for people who describe their experiences as some kind of a narrative,” Andy Billings, a vice president at the video game giant Electronic Arts, told me. “It’s a tip-off that someone has an instinct for connecting the dots and understanding how the world works at a deeper level. That’s who everyone tries to get.” III.

[ Dr. Lois Jolyon West was cleared at Top Secret for his work on MKULTRA. ] Dr. Michael Persinger [235], another FSMF Board Member, is the author of a paper entitled “Elicitation of 'Childhood Memories' in Hypnosis-Like Settings Is Associated With Complex Partial Epileptic-Like Signs For Women But Not for Men: the False Memory Syndrome.” In the paper Perceptual and Motor Skills,In the paper, Dr. Persinger writes: On the day of the experiment each subject (not more than two were tested per day) was asked to sit quietly in an acoustic chamber and was told that the procedure was an experiment in relaxation. The subject wore goggles and a modified motorcycle helmet through which 10-milligauss (1 microTesla) magnetic fields were applied through the temporal plane. Except for a weak red (photographic developing) light, the room was dark. Dr. Persinger's research on the ability of magnetic fields to facilitate the creation of false memories and altered states of consciousness is apparently funded by the Defense Intelligence Agency through the project cryptonym SLEEPING BEAUTY. Freedom of Information Act requests concerning SLEEPING BEAUTY with a number of different intelligence agencies including the CIA and DEA has yielded denial that such a program exists. Certainly, such work would be of direct interest to BLUEBIRD, ARTICHOKE, MKULTRA and other non-lethal weapons programs. Schnabel [280] lists Dr. Persinger as an Interview Source in his book on remote viewing operations conducted under Stargate, Grill Flame and other cryptonyms at Fort Meade and on contract to the Stanford Research Institute. Schnabel states (p. 220) that, “As one of the Pentagon's top scientists, Vorona was privy to some of the strangest, most secret research projects ever conceived. Grill Flame was just one. Another was code-named Sleeping Beauty; it was a Defense Department study of remote microwave mind-influencing techniques ... [...] It appears from Schnabel's well-documented investigations that Sleeping Beauty is a real, but still classified mind control program. Schnabel [280] lists Dr. West as an Interview Source and says that West was a, “Member of medical oversight board for Science Applications International Corp. remote-viewing research in early 1990s.

And I was also proud of living up to NASA’s belief that I was capable of commanding the world’s spaceship. On my first day at JSC, I hadn’t been an obvious candidate. I was a pilot. I didn’t have much leadership experience to speak of at all. Worse: I was a Canadian pilot without much leadership experience. Square astronaut, round hole. But somehow, I’d managed to push myself through it, and here was the truly amazing part: along the way, I’d become a good fit. It had only taken 21 years.

Without shared experiences, a heterogeneous society will have a much more difficult time addressing social problems. People may even find it hard to understand one another. Common experiences, emphatically including the common experiences made possible by social media, provide a form of social glue. A national holiday is a shared experience. So is a major sports event (the Olympics or the World Cup), or a movie that transcends individual and group differences (Star Wars is a candidate). So

The symbolic and ritual tools of magical practice can be used to set off the same set of reactions that allow a child, or for that matter a baby baboon, to stock its social self with the nonverbal and emotionally charged patterns of its social group. In a capable initiation ritual, this is done in a careful and controlled way, with patterns that further the process of magical training, and the candidate – the person going through the initiation – is taught nonverbal signals that allow him or her to activate the new patterns when it’s time to use them, and deactivate them when it’s time to deal with the nonmagical world. In the short term, this makes it possible to practice magic without too much psychological strain; in the long term, the experience of shifting from one set of arbitrary social patterns and emotional charges to another teaches the reasoning mind to get some distance from the social self, and think its own thoughts rather than those it has been spoonfed by its society.

Groves already had Oppenheimer in mind as a candidate for the directorship of the proposed central laboratory. He perceived three drawbacks to Oppenheimer’s selection. First, the physicist lacked a Nobel Prize, and Groves thought that fact might make it difficult for him to direct the activities of so many of his colleagues who had won that prestigious award. Second, he had no administrative experience. And third, “[his political] background included much that was not to our liking by any means.

Hence a bolder techno-religion seeks to sever the humanist umbilical cord altogether. It foresees a world that does not revolve around the desires and experiences of any humanlike beings. What might replace desires and experiences as the source of all meaning and authority? As of 2016, there is one candidate sitting in history’s reception room waiting for the job interview. This candidate is information. The most interesting emerging religion is Dataism, which venerates neither gods nor man – it worships data.

Contact often has the effect of hardening hostilities, not dissolving barriers. This effect is common in politics. When Jesse Jackson was running for the presidential nomination of the Democratic Party, his percentage of the white vote was consistently highest in those states with the fewest blacks. Whites with the most actual contact with blacks were least likely to vote for him. The same was true in 2008 during Barack Obama’s Democratic primary campaigns. He won the highest percentages of the white vote in states such as Iowa, which has few blacks, and the lowest percentages in states with large black populations. Bernard N. Grofman of the University of California, Irvine has found a reliable political correlation: As the number of blacks rises, more whites vote Republican—and the less likely they are to vote for black candidates. It is whites whose knowledge about blacks is filtered by the media rather than gained first-hand who have the most favorable impression of them. The alleged benefits of diversity seem illusory to the people who actually experience it.

Let me be candid. If I had to rank book-acquisition experiences in order of comfort, ease, and satisfaction, the list would go like this: 1. The perfect independent bookstore, like Pygmalion in Berkeley. 2. A big, bright Barnes & Noble. I know they’re corporate, but let’s face it—those stores are nice. Especially the ones with big couches. 3. The book aisle at Walmart. (It’s next to the potting soil.) 4. The lending library aboard the U.S.S. West Virginia, a nuclear submarine deep beneath the surface of the Pacific. 5. Mr. Penumbra’s 24-Hour Bookstore.

Many a tale of inguldgent parenthood illustrates the antique idea that when the roles of life are assumed by the improperly initiated, chaos supervenes. When the child outgrows the popular idyle of the mother breast and turns to face the world of specialized adult action, it passes, spiritually, into the sphere of the father-who becomes for his son, the sign of the future task, and for his daughter, the future husband. Whether he knows it or not, and no matter what his position in society, the father is the initiating priest through whom the young being passes on into the larger world. And just as, formerly, the mother represented the good and evil, so does now the father, but with this complication - that there is a new element of rivalry in the picture: the son against the father for the mastery of the universe, and the daughter against the mother to be the mastered world. The traditional idea of initiation combines an introduction of the candidate into the techniques, duties, and prerogatives of his vocation with a radical readjustment of his emotional relationship to the parental images. The mystagogue is to entrust the symbols of office only to a son who has been effectually purged of all inappropriate infantile cathexes-for whom the just, impersonal exercise of the powers will not be rendered impossible by unconscious motives of self-aggrandizement, personal preference, or resentment. Ideally, the invested one has been divested of his mere humanity and is representative of an impersonal cosmic force. He is the twice-born: he has become himself the father. And he is competent consequently now to enact himself the role of the initiator, the guide, the sun door, through whom one may pass from infantile illusions of good and evil to an experience of the majesty of cosmic law, purged of hope and fear, and at peace in understanding the revelation of being.

The Effects of Personal Bias and Hiring Urgency There are other types of cognitive biases that affect the hiring process. Another harmful one is personal bias, the basic human instinct to surround yourself with people who are like you. People have a natural desire to hire those with similar characteristics: educational background, professional experience, functional expertise, and similar life experiences. The middle-aged manager who holds a degree from the University of Michigan, worked at McKinsey, lives in the suburbs with a partner and kids, and plays golf will tend to be attracted to candidates with similar attributes.

Here’s a simple definition of ideology: “A set of beliefs about the proper order of society and how it can be achieved.”8 And here’s the most basic of all ideological questions: Preserve the present order, or change it? At the French Assembly of 1789, the delegates who favored preservation sat on the right side of the chamber, while those who favored change sat on the left. The terms right and left have stood for conservatism and liberalism ever since. Political theorists since Marx had long assumed that people chose ideologies to further their self-interest. The rich and powerful want to preserve and conserve; the peasants and workers want to change things (or at least they would if their consciousness could be raised and they could see their self-interest properly, said the Marxists). But even though social class may once have been a good predictor of ideology, that link has been largely broken in modern times, when the rich go both ways (industrialists mostly right, tech billionaires mostly left) and so do the poor (rural poor mostly right, urban poor mostly left). And when political scientists looked into it, they found that self-interest does a remarkably poor job of predicting political attitudes.9 So for most of the late twentieth century, political scientists embraced blank-slate theories in which people soaked up the ideology of their parents or the TV programs they watched.10 Some political scientists even said that most people were so confused about political issues that they had no real ideology at all.11 But then came the studies of twins. In the 1980s, when scientists began analyzing large databases that allowed them to compare identical twins (who share all of their genes, plus, usually, their prenatal and childhood environments) to same-sex fraternal twins (who share half of their genes, plus their prenatal and childhood environments), they found that the identical twins were more similar on just about everything.12 And what’s more, identical twins reared in separate households (because of adoption) usually turn out to be very similar, whereas unrelated children reared together (because of adoption) rarely turn out similar to each other, or to their adoptive parents; they tend to be more similar to their genetic parents. Genes contribute, somehow, to just about every aspect of our personalities.13 We’re not just talking about IQ, mental illness, and basic personality traits such as shyness. We’re talking about the degree to which you like jazz, spicy foods, and abstract art; your likelihood of getting a divorce or dying in a car crash; your degree of religiosity, and your political orientation as an adult. Whether you end up on the right or the left of the political spectrum turns out to be just as heritable as most other traits: genetics explains between a third and a half of the variability among people on their political attitudes.14 Being raised in a liberal or conservative household accounts for much less. How can that be? How can there be a genetic basis for attitudes about nuclear power, progressive taxation, and foreign aid when these issues only emerged in the last century or two? And how can there be a genetic basis for ideology when people sometimes change their political parties as adults? To answer these questions it helps to return to the definition of innate that I gave in chapter 7. Innate does not mean unmalleable; it means organized in advance of experience. The genes guide the construction of the brain in the uterus, but that’s only the first draft, so to speak. The draft gets revised by childhood experiences. To understand the origins of ideology you have to take a developmental perspective, starting with the genes and ending with an adult voting for a particular candidate or joining a political protest. There are three major steps in the process. Step

Here is announcing vacancies for numerous positions as complainants. Any or no qualification is acceptable. Both genders and all age groups may apply. While no experience is needed, candidate with good blame game skill have an advantage. Blame game skill is the art of holding someone else responsible for your actions and, especially, for the rot in the society. You have an infinitely long list of co-workers to welcome you into their fold. There is a caveat, though. Successful candidates must be willing to surrender their worth and their dream, as they may conflict with their work schedule. In the same vein, leaders or would-be leaders need not apply.

From 1984 until 2016 the Senate ballot paper worked on a group voting ticket basis: either you voted for one party above the line, or you laboriously numbered every single individual candidate in order of preference. Since this typically involved ranking between sixty and a hundred-plus boxes for people of whom even the most ardent upper house enthusiast had never heard, only a tiny fraction of the voting population bothered to do so—less than 3 per cent in the 2013 election—typically because they bore a particular grudge against a specific party or candidate and were willing to sacrifice quarter of an hour of box-numbering simply to experience the righteous thrill of putting their political nemesis last.

In 1701, a braggadocian teenager named Johann Friedrich Böttger, ecstatic at the crowd he’d rallied with a few white lies, pulled out two silver coins for a magic show. After he waved his hands and performed chemical voodoo on them, the silver pieces “disappeared,” and a single gold piece materialized in their place. It was the most convincing display of alchemy the locals had ever seen. Böttger thought his reputation was set, and unfortunately it was. Rumors about Böttger inevitably reached the king of Poland, Augustus the Strong, who arrested the young alchemist and locked him, Rumpelstiltskin-like, in a castle to spin gold for the king’s realm. Obviously, Böttger couldn’t deliver on this demand, and after a few futile experiments, this harmless liar, still quite young, found himself a candidate for hanging.

For many years there have been rumours of mind control experiments. in the United States. In the early 1970s, the first of the declassified information was obtained by author John Marks for his pioneering work, The Search For the Manchurian Candidate. Over time retired or disillusioned CIA agents and contract employees have broken the oath of secrecy to reveal small portions of their clandestine work. In addition, some research work subcontracted to university researchers has been found to have been underwritten and directed by the CIA. There were 'terminal experiments' in Canada's McGill University and less dramatic but equally wayward programmes at the University of California at Los Angeles, the University of Rochester, the University of Michigan and numerous other institutions. Many times the money went through foundations that were fronts or the CIA. In most instances, only the lead researcher was aware who his or her real benefactor was, though the individual was not always told the ultimate use for the information being gleaned. In 1991, when the United States finally signed the 1964 Helsinki Accords that forbids such practices, any of the programmes overseen by the intelligence community involving children were to come to an end. However, a source recently conveyed to us that such programmes continue today under the auspices of the CIA's Office of Research and Development. The children in the original experiments are now adults. Some have been able to go to college or technical schools, get jobs. get married, start families and become part of mainstream America. Some have never healed. The original men and women who devised the early experimental programmes are, at this point, usually retired or deceased. The laboratory assistants, often graduate and postdoctoral students, have gone on to other programmes, other research. Undoubtedly many of them never knew the breadth of the work of which they had been part. They also probably did not know of the controlled violence utilised in some tests and preparations. Many of the 'handlers' assigned to reinforce the separation of ego states have gone into other pursuits. But some have remained or have keen replaced. Some of the 'lab rats' whom they kept in in a climate of readiness, responding to the psychological triggers that would assure their continued involvement in whatever project the leaders desired, no longer have this constant reinforcement. Some of the minds have gradually stopped suppression of their past experiences. So it is with Cheryl, and now her sister Lynn.

This dry definition, accurate as it is, does not fully suggest the importance of what it conveys. Since for us outside events do not exist unless we are aware of them, consciousness corresponds to subjectively experienced reality. While everything we feel, smell, hear, or remember is potentially a candidate for entering consciousness, the experiences that actually do become part of it are much fewer than those left out. Thus, while consciousness is a mirror that reflects what our senses tell us about what happens both outside our bodies and within the nervous system, it reflects those changes selectively, actively shaping events, imposing on them a reality of its own. The reflection consciousness provides is what we call our life: the sum of all we have heard, seen, felt, hoped, and suffered from birth to death. Although we believe that there are “things” outside consciousness, we have direct evidence only of those that find a place in it. As

I found Chinatown both impossibly sophisticated and unbearably out of vogue. Chinese restaurants were a guilty pleasure of mine. I loved how they evoked the living world- either the Walden-like sense of individualism of the Ocean or Happy Garden, or something more candid ("Yummies!"). Back home they had been a preserve of birthdays and special celebrations: a lazy Susan packed with ribs and Peking duck, rhapsodically spun to the sound of Fleetwood Mac or the Police, with banana fritters drenched in syrup and a round of flowering tea to finish. It felt as cosmopolitan a dining experience as I would ever encounter. Contextualized amid the big-city landscape of politicized microbreweries and sushi, a hearty table of MSG and marinated pork felt at best crass, at worst obscurely racist. But there was something about the gloop and the sugar that I couldn't resist. And Chinatown was peculiarly untouched by my contemporaries, so I could happily nibble at plates of salt and chili squid or crispy Szechuan beef while leafing through pages of a magazine in peace.

One courageous person raising awareness is Amy Kubal, “the Paleo Dietitian,” a licensed dietitian who has worked in the Paleo community for more than a decade. In February 2014, Amy came out on a prominent Paleo website as anorexic. “In my case,” she wrote, “Paleo was a convenient way to justify restriction. I entered the eating disorder world with an intense fear of fat, a fear that didn’t go away with Paleo—it let up a little but it also villainized many of the foods that were once ‘safe’ to me. Now carbs, dairy, beans, grains, and fat were evil and my list kept getting longer.” Amy spoke candidly with me about her own experience and her impression of the Paleo community in general. “You know, it works for some people,” she says. “But for 60 to 70 percent, it turns into a religion. Following this is like their commandment—does that have gluten? Does this? Their lives revolve around it, thinking constantly about what foods are at the places they’re going to be. I have more and more clients who bring their own food to restaurants and family gatherings.

They basically suggest that specificity allows for a handful of neurons, whose activity is too faint to be measurable, to hypothetically explain lifetimes of complex and coherent experiences. Resuscitation specialist Dr. Sam Parnia’s candid rebuttal of this suggestion seems to frame it best: ‘When you die, there’s no blood flow going into your brain. If it goes below a certain level, you can’t have electric activity. It takes a lot of imagination to think there’s somehow a hidden area of your brain that comes into action when everything else isn’t working.’38 But even if we grant that there is hidden neural activity somewhere, the materialist position immediately raises the question of why we are born with such large brains if only a handful of neurons were sufficient to confabulate unfathomable dreams. After all, as a species, we pay a high price for our large brains in terms of metabolism and in terms of having to be born basically premature, since a more developed head cannot pass through a woman’s birth canal. Moreover, under ordinary conditions, it has been scientifically demonstrated that we generate measurable neocortical activity even when we dream of the mere clenching of a hand!39 It is, thus, incoherent to postulate that undetectable neural firings – the extreme of specificity – are sufficient to explain complex experiences.

Here is how I propose to end book-banning in this country once and for all: Every candidate for school committee should be hooked up to a lie detector and asked this question: “Have you read a book from start to finish since high school?” or “Did you even read a book from start to finish in high school?” If the truthful answer is “no,” then the candidate should be told politely that he cannot get on the school committee and blow off his big bazoo about how books make children crazy. Whenever ideas are squashed in this country, literate lovers of the American experiment write careful and intricate explanations of why all ideas must be allowed to live. It is time for them to realize that they are attempting to explain America at its bravest and most optimistic to orangutans. From now on, I intend to limit my discourse with dimwitted Savonarolas to this advice: "Have somebody read the First Amendment to the United States Constitution out loud to you, you God damned fool!" Well--the American Civil Liberties Union or somebody like that will come to the scene of trouble, as they always do. They will explain what is in the Constitution, and to whom it applies. They will win. And there will be millions who are bewildered and heartbroken by the legal victory, who think some things should never be said--especially about religion. They are in the wrong place at the wrong time. Hi ho.

If you are an evangelical reading this book, then I would ask you to look around and see what your witness has wrought. The nation is polarized. The candidates you back want to take us back to a mythical time—apparently the 1950s—that honestly did not exist. The bile and hatred of some of the leaders you emulate make it impossible for people to believe whatever witness you have left. While you are clinging to God and guns, mothers are clinging to pictures of children who have been shot dead in classrooms, in streets, in malls, in cars. More people go hungry today than ever before. Inequality is mounting. Calls for law and order mean more Black and Brown bodies dead at the hands of the police. The nation’s infrastructure is failing. Disdain for science has left America behind during a pandemic, while the rest of the world moves forward. The president you followed slavishly declared “American carnage” in his inaugural speech. Look around. You helped make this carnage we now experience. All of these things have occurred because evangelicals, through religious lobbying and interference, supported the political structures that curtailed, limited, or struck down truly important issues. The polarization we are experiencing in government has stymied progress. That polarization has taken on a resemblance to ideological and theological battles. Your nationalistic evangelicalism is hurting others. Your racism is actively engaged in killing bodies and souls. My analysis and prognostications may be dire, but it is never too late to make amends.

Hillary rode her husband’s success to become first lady of Arkansas, then first lady of the United States. Then she won an easy race in liberal New York to become its junior senator. As a senator she accomplished, well, nothing. Then she ran for the Democratic presidential nomination, losing to Barack Obama, who appointed her secretary of state. Despite extensive travels, Hillary’s achievements as secretary of state are essentially nil. As with Benghazi, most of her notable actions are screwups. In an apparent confirmation of the Peter Principle, however, Hillary is now back as the leading candidate for the Democratic nomination for president in 2016. Hillary is fortunate, not merely in her career path, but also in being the surprise recipient of hundreds of millions of dollars that have been rained on her and her husband both directly and through the Clinton Foundation. The Clinton Foundation has raised more than $2 billion in contributions. A substantial portion of that came from foreign governments. Some sixteen nations together have given $130 million. In addition, through speeches and consulting fees, more than $100 million has ended up in the pockets of the Clintons themselves. The foundation, although ostensibly a charitable enterprise, gives only one dollar out of ten to charity. It has also been disclosed that the Clintons have developed a penchant for traveling in high style, and use a substantial amount of donation money on private planes and penthouse suites. The rest of the loot seems to have been accumulated into a war chest that is at the behest of the Clintons and the Hillary presidential campaign.

He had been a timid child in New York City, cut off from schoolboy society by illness, wealth, and private tutors. Inspired by a leonine father, he had labored with weights to build up his strength. Simultaneously, he had built up his courage “by sheer dint of practicing fearlessness.” With every ounce of new muscle, with every point scored over pugilistic, romantic, and political rivals, his personal impetus (likened by many observers to that of a steam train) had accelerated. Experiences had flashed by him in such number that he was obviously destined to travel a larger landscape of life than were his fellows. He had been a published author at eighteen, a husband at twenty-two, an acclaimed historian and New York State Assemblyman at twenty-three, a father and a widower at twenty-five, a ranchman at twenty-six, a candidate for Mayor of New York at twenty-seven, a husband again at twenty-eight, a Civil Service Commissioner of the United States at thirty. By then he was producing book after book, and child after child, and cultivating every scientist, politician, artist, and intellectual of repute in Washington. His career had gathered further speed: Police Commissioner of New York City at thirty-six, Assistant Secretary of the Navy at thirty-eight, Colonel of the First U.S. Volunteer Cavalry, the “Rough Riders,” at thirty-nine. At last, in Cuba, had come the consummating “crowded hour.” A rush, a roar, the sting of his own blood, a surge toward the sky, a smoking pistol in his hand, a soldier in light blue doubling up “neatly as a jackrabbit” … When the smoke cleared, he had found himself atop Kettle Hill on the Heights of San Juan, with a vanquished empire at his feet.

The depressed person shared that she could remember, all too clearly, how at her third boarding school, she had once watched her roommate talk to some boy on their room's telephone as she (i.e., the roommate) made faces and gestures of entrapped repulsion and boredom with the call, this popular, attractive, and self-assured roommate finally directing at the depressed person an exaggerated pantomime of someone knocking on a door until the depressed person understood that she was to open their room's door and step outside and knock loudly on it so as to give the roommate an excuse to end the call. The depressed person had shared this traumatic memory with members of her Support System and had tried to articulate how bottomlessly horrible she had felt it would have been to have been that nameless pathetic boy on the phone and how now, as a legacy of that experience, she dreaded, more than almost anything, the thought of ever being someone you had to appeal silently to someone nearby to help you contrive an excuse to get off the phone with. The depressed person would implore each supportive friend to tell her the very moment she (i.e., the friend) was getting bored or frustrated or repelled or felt she (i.e., the friend) had other more urgent or interesting things to attend to, to please for God's sake be utterly candid and frank and not spend one moment longer on the phone than she was absolutely glad to spend. The depressed person knew perfectly well, of course, she assured the therapist;' how such a request could all too possibly be heard not as an invitation to get off the telephone at will but actually as a needy, manipulative plea not to get off-never to get off-the telephone.

With our desire to have more, we find ourselves spending more and more time and energy to manage and maintain everything we have. We try so hard to do this that the things that were supposed to help us end up ruling us. We eventually get used to the new state where our wishes have been fulfilled. We start taking those things for granted and there comes a time when we start getting tired of what we have. We're desperate to convey our own worth, our own value to others. We use objects to tell people just how valuable we are. The objects that are supposed to represent our qualities become our qualities themselves. There are more things to gain from eliminating excess than you might imagine: time, space, freedom and energy. When people say something is impossible, they have already decided that they don't want to do it. Differentiate between things you want and things you need. Leave your unused space empty. These open areas are incredibly useful. They bring us a sense of freedom and keep our minds open to the more important things in life. Memories are wonderful but you won't have room to develop if your attachment to the past is too strong. It's better to cut some of those ties so you can focus on what's important today. Don't get creative when you are trying to discard things. There's no need to stock up. An item chosen with passion represents perfection to us. Things we just happen to pick up, however, are easy candidates for disposal or replacement. As long as we stick to owning things that we really love, we aren't likely to want more. Our homes aren't museum, they don't need collections. When you aren't sure that you really want to part with something, try stowing it away for a while. Larger furniture items with bold colors will in time trigger visual fatigue and then boredom. Discarding things can be wasteful. But the guilt that keeps you from minimizing is the true waste. The real waste is the psychological damage that you accrue from hanging on to things you don't use or need. We find our originality when we own less. When you think about it, it's experience that builds our unique characteristics, not material objects. I've lowered my bar for happiness simply by switching to a tenugui. When even a regular bath towel can make you happy, you'll be able to find happiness almost everywhere. For the minimalist, the objective isn't to reduce, it's to eliminate distractions so they can focus on the things that are truly important. Minimalism is just the beginning. It's a tool. Once you've gone ahead and minimized, it's time to find out what those important things are. Minimalism is built around the idea that there's nothing that you're lacking. You'll spend less time being pushed around by something that you think may be missing. The qualities I look for in the things that I buy are: - the item has a minimalistic kind of shape and is easy to clean - it's color isn't too loud - I'll be able to use it for a long time - it has a simple structure - it's lightweight and compact - it has multiple uses A relaxed moment is not without meaning, it's an important time for reflection. It wasn't the fallen leaves that the lady had been tidying up, it was her own laziness that she had been sweeping away. We are what we repeatedly do. Excellence, then, is not an act but a habit. With daily cleaning, the reward may be the sense of accomplishment and calmness we feel afterward. Cleaning your house is like polishing yourself. Simply by living an organized life, you'll be more invigorated, more confident and like yourself better. Having parted with the bulk of my belongings, I feel true contentment with my day-to-day life. The very act of living brings me joy. When you become a minimalist, you free yourself from all the materialist messages that surround us. All the creative marketing and annoying ads no longer have an effect on you.

Liberty is poorly served by men whose good intent is quelled from one failure or two failures or any number of failures, or from the casual indifference or ingratitude of the people, or from the sharp show of the tushes of power, or the bringing to bear soldiers and cannon or any penal statutes. Liberty relies upon itself, invites no one, promises nothing, sits in calmness and light, is positive and composed, and knows no discouragement. The battle rages with many a loud alarm and frequent advance and retreat…the enemy triumphs…the prison, the handcuffs, the iron necklace and anklet, the scaffold, garrote and leadballs do their work…the cause is asleep…the strong throats are choked with their own blood…the young men drop their eyelashes toward the ground when they pass each other…and is liberty gone out of that place? No never. When liberty goes it is not the first to go nor the second or third to go…it waits for all the rest to go…it is the last…When the memories of the old martyrs are faded utterly away…when the large names of patriots are laughed at in the public halls from the lips of the orators…when the boys are no more christened after the same but christened after tyrants and traitors instead…when the laws of the free are grudgingly permitted and laws for informers and bloodmoney are sweet to the taste of the people…when I and you walk abroad upon the earth stung with compassion at the sight of numberless brothers answering our equal friendship and calling no man master—and when we are elated with noble joy at the sight of slaves…when the soul retires in the cool communion of the night and surveys its experience and has much extasy over the word and deed that put back a helpless innocent person into the gripe of the gripers or into any cruel inferiority…when those in all parts of these states who could easier realize the true American character but do not yet—when the swarms of cringers, suckers, dough-faces, lice of politics, planners of sly involutions for their own preferment to city offices or state legislatures or the judiciary or congress or the presidency, obtain a response of love and natural deference from the people whether they get the offices or no…when it is better to be a bound booby and rogue in office at a high salary than the poorest free mechanic or farmer with his hat unmoved from his head and firm eyes and a candid and generous heart…and when servility by town or state or the federal government or any oppression on a large scale or small scale can be tried on without its own punishment following duly after in exact proportion against the smallest chance of escape…or rather when all life and all the souls of men and women are discharged from any part of the earth—then only shall the instinct of liberty be discharged from that part of the earth.

Well before the end of the 20th century however print had lost its former dominance. This resulted in, among other things, a different kind of person getting elected as leader. One who can present himself and his programs in a polished way, as Lee Quan Yu you observed in 2000, adding, “Satellite television has allowed me to follow the American presidential campaign. I am amazed at the way media professionals can give a candidate a new image and transform him, at least superficially, into a different personality. Winning an election becomes, in large measure, a contest in packaging and advertising. Just as the benefits of the printed era were inextricable from its costs, so it is with the visual age. With screens in every home entertainment is omnipresent and boredom a rarity. More substantively, injustice visualized is more visceral than injustice described. Television played a crucial role in the American Civil rights movement, yet the costs of television are substantial, privileging emotional display over self-command, changing the kinds of people and arguments that are taken seriously in public life. The shift from print to visual culture continues with the contemporary entrenchment of the Internet and social media, which bring with them four biases that make it more difficult for leaders to develop their capabilities than in the age of print. These are immediacy, intensity, polarity, and conformity. Although the Internet makes news and data more immediately accessible than ever, this surfeit of information has hardly made us individually more knowledgeable, let alone wiser, as the cost of accessing information becomes negligible, as with the Internet, the incentives to remember it seem to weaken. While forgetting anyone fact may not matter, the systematic failure to internalize information brings about a change in perception, and a weakening of analytical ability. Facts are rarely self-explanatory; their significance and interpretation depend on context and relevance. For information to be transmuted into something approaching wisdom it must be placed within a broader context of history and experience. As a general rule, images speak at a more emotional register of intensity than do words. Television and social media rely on images that inflamed the passions, threatening to overwhelm leadership with the combination of personal and mass emotion. Social media, in particular, have encouraged users to become image conscious spin doctors. All this engenders a more populist politics that celebrates utterances perceived to be authentic over the polished sound bites of the television era, not to mention the more analytical output of print. The architects of the Internet thought of their invention as an ingenious means of connecting the world. In reality, it has also yielded a new way to divide humanity into warring tribes. Polarity and conformity rely upon, and reinforce, each other. One is shunted into a group, and then the group polices once thinking. Small wonder that on many contemporary social media platforms, users are divided into followers and influencers. There are no leaders. What are the consequences for leadership? In our present circumstances, Lee's gloomy assessment of visual media's effects is relevant. From such a process, I doubt if a Churchill or Roosevelt or a de Gaulle can emerge. It is not that changes in communications technology have made inspired leadership and deep thinking about world order impossible, but that in an age dominated by television and the Internet, thoughtful leaders must struggle against the tide.

Apollo was having a difficult time finding candidates for the top spot, and Frissora would have had a hard time finding any job at any other public company. In September 2014, he had left as CEO at Hertz Global citing “personal reasons.” In fact, Hertz was in the middle of a massive accounting scandal where the rental car and equipment company was facing accusations of inflating profits. Carl Icahn had taken a near 10 percent stake and was making noise. Another hedge fund said Frissora had “lost all credibility.” To his surprise, Frissora got a call from an executive search firm just two weeks after leaving Hertz. They asked if he had interest in the Caesars job. He met with Rowan, Sambur, and Bonderman. Apollo claimed it would be a brief six-month bankruptcy, and the job would be fun. Frissora had been the CEO of two public companies, Hertz and auto parts maker Tenneco, and was new to gaming. But Hertz had gone private in a $15 billion LBO in 2006, so he had experience working with private equity. Until the accounting scandal, Hertz had prospered under Frissora. Rowan and Sambur were hoping an experienced operator could impose business discipline they believed Loveman had not.

I have defined psychological safety as the belief that the work environment is safe for interpersonal risk taking.6 The concept refers to the experience of feeling able to speak up with relevant ideas, questions, or concerns. Psychological safety is present when colleagues trust and respect each other and feel able – even obligated – to be candid.

Here’s sharing some true, realistic lessons I learnt in six decades of life after I took birth on this beautiful planet in 1960: LESSON 1 1960-70 Identifying core values early strengthens one’s inner self and gives direction to “HOW” of living. Daily conversations with my father when I was about 08 got me to define right and wrong in a simple way: Never to harm yourself or any other person even in your thoughts in any way. It gave me a ‘burden-less’ living. LESSON 2 1970-80 Don’t let your goodness be taken as your weakness by people and use you. Instead of being focused on “getting liked” by those in demand, better to spend time on self-development thro self-discipline, self-control and focus to be the best in what comes naturally to you. LESSON 3 1980-90  Whatever be the level of comfort in life, it can simply shift in one day. Life can change in the blink of an eye. Those are the moments when the work you have done on yourself will help you stand tall, confident and get to rebuild yourself. Clarity of the choice will be defining your life ahead. LESSON 4 1990-00 Persistence, confidence, commitment, passion, hard-work, dedication and devotion are all beautiful terms. Unless you add ‘Strategy’, it works NOT. In pursuit of your goal you may have to be flexible about your values. LESSON 5 2000-10 Doesn’t matter if you are MOON, if Sun doesn’t like you and stop giving you light, you are nowhere. Very important to develop lasting relationships on a “give and take” principle. Clear and candid. Period. LESSON 6 2010-20 And if you continue to live with the basic first lesson that I got in early childhood and then what I learned later of being flexible, which I chose not to, as I wanted to pursue what I thought was right, then it is equally true that life slowly and steadily turns magical. For every one person who preys on you to cut your wings, you will find 10 angels willing to share theirs. You will learn LESS IS MORE. And you will find humility holding you tight and taking you through every storm and staying firmly rooted would also mean storms passing through you. Life will just keep flowing and you will be able to create your own small beautiful and happy world. LESSON NOW: Whatever you know is only to the extent of how YOU have experienced life. More than that is a perception and an illusion what can also be termed as Your imagined reality So finally, my lessons are MINE. May not be applicable to all. If even one person is able to relate with them and choose to restart by reconsidering any WHATSs , WHYs and HOWSs, I will be happy. LAST WORD: AGE IS NOT A NUMBER! It’s a well-earned gift of experiences. Feeling blessed!

Mr. Morgan, I am glad you pointed out that you other candidates are different from me, in experience, age, and” — I pause for emphasis - “gender. It is that exact divergence between my characteristics and everyone else’s that makes me the perfect candidate for the Pierpont Morgan Library. My relative inexperience means that I do not arrive with any staid, old preconceptions that hamper what the Pierpont Morgan Library can become; instead, my vision and ambition for the library are limitless. My youth means that I have boundless time and undivided energy to devote to you and your collection. My passion for rare manuscripts and incunabula means that I will be relentless in acquiring the ideal items to make your collection incomparable, learning from your expertise in negotiation and the marketplace as I do so, of course. And the fact that I’m a woman means that every time I enter a room, I will have everyone’s attention, which is exactly what the Pierpont Morgan Library deserves. (26)

First, the interviewer wants the candidate to provide detailed examples of what they personally contributed to solving hard problems or how they performed in work situations like the ones they will experience at Amazon. Second, the interviewer wants to learn how the candidate accomplished their goals and whether their methods align with the Amazon Leadership Principles.

if perceptions are an experiment, then why do we always lament that a fool unkindly proclaimed our visible flaws? when did we start making these laws? for whom do we play this act and when did we introduce such a pact are we so hopelessly vain to see that we have nothing to gain we are just bystanders to our own lives our instincts urge us to take nosedives into the dimensions of our inner bliss where we do not have to hiss we seem to be thoroughly convinced that if we acted as ourselves, we would be minced when did living the truth become so ugly held prisoner by mental chains, our ego smugly i shall not honor this unspoken code i will not walk down the beaten road you may ridicule me, you may even condemn but you will not sew my hem!

bitterness and pity are there for a reason they help you to choose the season enlighten the soul with the wisdom of the earth hand it to you whenever you experience a rebirth

we could stay in America put up with agony and despair or go back to Bosnia no one promised it would be fair how much more suffering am i supposed to take how many more beatings until i finally awake if you’re never placed in situations that make you doubt your faith how will you ever come to know what makes the heart leap and grow

After you’ve decided on a place to study MBBS abroad, the following step is to choose the best medical university. MBBS abroad offers its students a plethora of alternatives and chances. Here are some pointers to help you choose the top medical university in the world to study MBBS. Learn about the university’s rating. The university’s experience in teaching MBBS The university’s recognition Fees for tuition and living expenses Whether or if the university provides FMGE coaching Indian cuisine is available at the hostel canteen. Examine the number of Indian students enrolled at the university. Admission Procedures for MBBS Programs Abroad MBBS overseas is increasingly a popular option for thousands of students. It does not necessitate any difficult procedures or fees. Admission to medical schools in other countries is a pretty straightforward procedure. MBBS abroad offers a plethora of chances to its students. The student must send the necessary paperwork to us, and we will begin the admissions process right away. The admission letter is issued once the following papers are submitted: Results of the 12th grade with eligibility matching according to the university. Passport photocopy Following the submission of the required papers, the student will get an invitation from the Ministry of Education of the particular nation. A representative is on hand at the airport to meet the students, and another is on hand at the destination airport to greet them, The University provides lodging for its students. The Cost of a Medical Degree in Abroad MBBS overseas offers a viable option for medical education studies. The cost of MBBS in Russia, Ukraine, Kyrgyzstan, China, Bangladesh, Guyana, and other such nations is substantially lower than that of private medical institutions in India. Furthermore, the cost of living in these nations is quite low for international students. These colleges also provide scholarships to deserving students. Criteria for Eligibility to Study medical Abroad: The following admission requirements are reserved for Indian candidates seeking admission to MBBS programs at any of the Best Medical Universities in the World: Firtly, A non-reserved Indian medical candidate must have obtained a minimum of 50% in their 12th grade in Physics, Chemistry, and Biology. Secondly, Medical aspirants from the restricted categories (SC/ST/OBC) can apply with a minimum of 40% marks in Physics, Chemistry, and Biology, according to NMC/MCI criteria (Medical Council of India). Medical students must take the NEET (National Eligibility and Entrance Test) starting in 2019.

Conversely, I'm always intrigued by candidates who once crashed and burned with a company and learned something from facing those serious challenges. Humans always learn more from our struggles and failures than from our easy successes. Your experience will only be valuable to prospective employers if it taught you useful lessons that you can take into your next role. Speak credibly and insightfully, in detail, about your experiences, no matter how disappointing they were.

Nothing in the law or the ethical codes of the mental health professions prohibits clinician self-disclosure. It is an unspoken, informal convention that nonetheless functions with a lawlike force, restraining candid speech. The conventional wisdom used to be that in order for therapy to work, therapists needed to function as “blank slates” upon which patients could project their longings, needs, and fantasies without the interference of knowing their therapists’ actual biographies. But the blank slate is a myth: therapists can’t avoid disclosing aspects of their identities automatically, for no other reason than their existence is embodied in directly observable features like ethnicity or age. Yet the de facto prohibition against therapist self-disclosure persists, in large part I believe because of stigma, and perhaps an overidentification by therapists in a “helper” role and corresponding anxieties around any concessions to their own experiences of human vulnerability. I believe it’s time as a society that we move forward to a more honest and open dialogue about the reality of mental health. Removing stigma won’t eliminate mental illness, but it will make it easier to talk about it without adding an extra dose of shame to an already painful experience.

How to Quantify Achievement Stories When hiring managers, recruiters, and staffing firms see a resume or LinkedIn profile or attend an interview with verbiage but no numbers, they don’t know what those words mean. In fact, they know next to nothing until you add the numbers that explain the impact of your work. Here’s how you can resolve this issue. Work With Finance Sometimes the impact of our work is not always clear. At times like this, reaching out to one of your friends in the Finance Department can be very helpful. Finance has access to numbers that are not always readily available to other departments. If you’re no longer with the company, explain to the Finance associate that the numbers he provides could make the difference in determining whether you land another position. Using a Range Per Lily Zhang of the Muse, one reason job seekers avoid quantifying is not knowing the exact number. Lily suggests using a range. Using my work experience, here’s what that means: Before: Chaired weekly product manager meeting. After: Chaired weekly meeting with 7 to 12 product managers so plans could be discussed and coordinated. Confusion and rework were eliminated. Frequency Lily shared that one of the easiest ways to add numbers is to identify the frequency with which you perform a given task. This can help the hiring manager understand how much you can handle. For example: Before: Responded to pricing requests from the Sales Force. After: Responded to 15 to 20 pricing requests from the Sales Force on a daily basis. Scale Everyone on the hiring side of the business loves when candidates provide numbers, because numbers explain the impact of what you’ve done. The most meaningful numbers are those associated with making money, saving money, and driving productivity. Here are a couple examples from my work experience: Before: Reduced time to perform Operations Manager’s role; after analysis showed tasks could be batched and performed at the end of the month. After: Reduced time to perform Operations Manager role by 66%; after analysis showed tasks could be batched and performed at the end of the month. Asked Director if I could take on the responsibilities of employees who were laid off. Before: Analysis revealed misconfigured offers; worked with other departments to correct errors. Implemented process to prevent future errors. After: Analysis revealed misconfigured offers; worked with other departments to correct errors. Recognized $7.2M. Implemented process to prevent future errors.

In a social order where all the good things go to those who constitutionally and necessarily, watch, grab and clutch all the time, the quality of my father, the rich humour and imagination of my brother Frank, were shoved out of play and wasted altogether. In a world of competitive acquisitiveness the natural lot of my sort of people is to be hustled out of existence by the smarties and pushers. A very strong factor in my developing socialism is and always has been the more or less conscious impulses, an increasingly conscious impulse, to anticipate and disarm the smarty and the pusher and make the world safe for the responsive and candid mind and the authentic, artistic and creative worker.

Best Tips for Govt Interview Jobs In Pakistan for 2020 Doing Practice Interviews to Succeed in Government Jobs in Pakistan is first on our list: You really have a lot of opportunities to do these things. When I was a college student, in my four years, every year when I entered the career fair town, there were real recruiters coming to CareerCentrendrand, giving their time for interview jobs with any student who signed up. One. Now, these interviews are not real interviews, but are they real conversations with people who hire managers or HR people at companies that are going to be at a career fair? So in addition to good practice for real interviews in the future, they are a good networking experience with people who make decisions in the future. But the main advantage of these types of interviews is that they are great learning for the real thing, because the interview is inherently a nerve-wracking experience. Tip number two to everyone you interact with any institution or company cesukovaliippudu friendly and engaged, or they talk to people who do not seem dirty secretary instityutlaloki trip and they are saying to the people, but a lot of students go to an institution or firm, and p If a little more time to wait before the interview for jobs kistanlo. They sit in the waiting room and stare at their phones. As I can tell you from experience, people who are not hiring managers notice the behavior of potential candidates, and then they talk to those hiring managers. In most companies, hiring decisions don't just come to the public you interview. They are going to ask anyone who has spoken to a potential candidate if they have any objections. So if you come into any institute or company, take some time to talk to the person at the front desk, a few minutes before the interview. Or if they are busy, at least be polite, greet them, ask them how their day is going, and then sit down and do your waiting. Do not. Continues. In addition, come to the interview with your own questions and tell the interviewer that you are engaged, that you are 'interested in this position and you have made some preparations for an interview for government jobs in Pakistan. You may think that you are all too familiar with any questions, and that's a good thing, in fact it does what it does if the interviewer is apathetic towards you and is doing it for the money. One question you definitely need to keep in your back pocket is whether I am going to make progress or additional opportunities in this company. The great thing about this type of question is that it tells your interviewer that you are comfortable and comfortable and ready to learn new things, and this is a great quality to have if you are a business owner and someone you are working with. My third tip is about asking questions during the interview. Tip number is to research the company before you walk into that interview room: once again, it shows preparation and dedication that most other candidates don't

women who are sixty-four pounds above average weight are paid 9 percent less than women in the normal range, equivalent to three years of work experience. Wage discrimination against the obese occurs across a variety of countries, ethnic groups, and professions. In laboratory studies, candidates with identical qualifications are less likely to be hired or promoted and are offered lower salaries if they are described as obese.

Iknow it can be hard to imagine, but more often than not, the best jobs don’t really go to the best candidates. Instead, they go to the best job seeker, and the best job seekers may not have much “relevant experience” for their dream job, but instead are captivating communicators who never underestimate who they’re talking to.

identify your employee adjectives, (2) recruit through proper advertising, (3) identify winning personalities, and (4) select your winners. Step One: Identify Your Employee Adjectives When you think of your favorite employees in the past, what comes to mind? A procedural element such as an organized workstation, neat paperwork, or promptness? No. What makes an employee memorable is her attitude and smile, the way she takes the time to make sure a customer is happy, the extra mile she goes to ensure orders are fulfilled and problems are solved. Her intrinsic qualities—her energy, sense of humor, eagerness, and contributions to the team—are the qualities you remember. Rather than relying on job descriptions that simply quantify various positions’ duties and correlating them with matching experience as a tool for identifying and hiring great employees, I use a more holistic approach. The first step in the process is selecting eight adjectives that best define the personality ideal for each job or role in your business. This is a critical step: it gives you new visions and goals for your own management objectives, new ways to measure employee success, and new ways to assess the performance of your own business. Create a “Job Candidate Profile” for every job position in your business. Each Job Candidate Profile should contain eight single- and multiple-word phrases of defining adjectives that clearly describe the perfect employee for each job position. Consider employee-to-customer personality traits, colleague-to-colleague traits, and employee-to-manager traits when making up the list. For example, an accounting manager might be described with adjectives such as “accurate,” “patient,” “detailed,” and “consistent.” A cocktail server for a nightclub or casual restaurant would likely be described with adjectives like “energetic,” “fun,” “music-loving,” “sports-loving,” “good-humored,” “sociable conversationalist,” “adventurous,” and so on. Obviously, the adjectives for front-of-house staff and back-of-house staff (normally unseen by guests) will be quite different. Below is one generic example of a Job Candidate Profile. Your lists should be tailored for your particular bar concept, audience, location, and style of business (high-end, casual, neighborhood, tourist, and so on). BARTENDER Energetic Extroverted/Conversational Very Likable (first impression) Hospitable, demonstrates a Great Service Attitude Sports Loving Cooperative, Team Player Quality Orientated Attentive, Good Listening Skills SAMPLE ADJECTIVES Amazing Ambitious Appealing Ardent Astounding Avid Awesome Buoyant Committed Courageous Creative Dazzling Dedicated Delightful Distinctive Diverse Dynamic Eager Energetic Engaging Entertaining Enthusiastic Entrepreneurial Exceptional Exciting Fervent Flexible Friendly Genuine High-Energy Imaginative Impressive Independent Ingenious Keen Lively Magnificent Motivating Outstanding Passionate Positive Proactive Remarkable Resourceful Responsive Spirited Supportive Upbeat Vibrant Warm Zealous Step Two: Recruit through Proper Advertising The next step is to develop print or online advertising copy that will attract the personalities you’ve just defined.

The ideal, of course, is to hire an executive with past experience at a blitzscaling start-up that has already dealt with the challenges your company currently faces. This is why investors have more confidence in serial entrepreneurs. One of the major advantages that companies in Silicon Valley enjoy is generations of rapidly scaling companies that have produced a rich supply of executives with blitzscaling experience. Yet even if you can’t land an ideal candidate, second best is to hire a manager who has previously worked with successful executives in a very rapidly growing company, or an executive who earned her executive experience at a larger or more traditional business but who also worked at a blitzscaling start-up at another time in her career.

The Cardinal thinks parents could draw a good lesson from his father and this anxious B. C. High experience. "Parents have the feeling that unless their children get high marks, their tuition money is being wasted. This isn't necessarily true. Some kids, temporarily or permanently, simply don't have the brain-power for high scholastic honors. If they're high-pressured Toward this impractical goal they sometimes get discouraged and quit. If they're told to do the best they can they usually keep plugging and get by.

In the documentary Reel Injun (2009), Sacheen candidly reflects on her experience at the Oscars, and the impact this speech had on her life and career.

Networking Beats The HR Elimination System Every Time In a LinkedIn post, Lynda Spiegel shared that she submitted her resume to two different companies, both looking for a senior level human resources executive with global experience. Lynda's experience matched most of the requirements. However, within hours of hitting "send," she received emails from both companies telling her there were other candidates more qualified for the position. Fortunately, Lynda had used her connections to send her resume to the hiring managers at both firms. Within one day of the ATS rejection, she received calls from these hiring managers asking her to interview based on the strength of her resume.

The Most Widely Known Path If you're like most people, you believe landing an interview is limited to these three steps: 1.) Applying online, 2.) HR reviewing your application, and 3.) If your application is selected, the hiring manager reviewing it. You believe this because almost everything you’ve read comes from current or former HR folks. This process has significant flaws. Because the Internet made applying for positions easy, HR was drowning in applications. As a result, the HR Elimination system was born. That’s not its official name, but the name fits. The official name is Applicant Tracking System or ATS. ATS systems reject, on average, 75% of all applicants. Sometimes the rejection rate can be as high as 90%. J. P. Medved, content director at Capterra, a firm that helps companies find the right software for their business, said, Reducing the number of candidates might seem good if we're weeding out irrelevant resumes...In reality, many of these rejected candidates were knocked out of the running for bad reasons. An automated system, like an ATS, will sometimes reject people for very minor reasons, like incorrect resume formatting. Bersin & Associates, an Oakland-based firm specializing in talent management, tested an ATS system. They created the perfect resume for an ideal candidate for a clinical scientist position. Matching the resume to the job description from a leading manufacturer, they submitted the resume to an applicant tracking system. The ATS lost one of the candidate's work experiences. It also failed to read several educational degrees. As a result, the perfect resume for a clinical scientist position earned a score of 43, because the applicant tracking system misread it. Similarly, a Vice-President of Human Resources decided to test his company's ATS system. He applied for a job at his own company and received an automated rejection letter from the ATS.

At the end of the book. Sir Peter and Lou return to England where he plans to build a laboratory and continue his researches and experiments on airplane motors. They have no more desire for heroin, but, typical of Crowley’s attitudes, they continue to use cocaine occasionally in a religious-erotic context. John Bull and other tabloids denounced this novel as an attempt to seduce England into irresponsible drug abuse, and implied that Crowley was paid for this dirty work by the German High Command. (Actually, the first oath required of candidates for the Ordo Templi Orientis, Crowley’s “magick” freemasonic society, was “I will never allow myself to be mastered by any force or any person,” and it was explicitly stated to the novice that this oath included drink and drugs.) Crowley’s idea, however, lives on. Responsible use of drugs in a religious setting, as an alternative to prohibitive laws that are violated widely, is still urged by persons as diverse as poet Robert Graves, philosopher Alan Watts, Dr. John Lilly, Dr. Humphry Osmond, Dr. Huston Smith, novelist Ken Kesey, and many others; and the conservatives still reply that to adopt such a policy will lead to reckless abuse and chaos. They seem not to have observed that the prohibitive laws they support have already produced precisely those results along with more crime, more violence, and more police corruption.

I had no background, or I had a very exiguous background in finance. The guy who hired me always talked about hiring good intellectual athletes, people who were sort of mentally agile in an all-around way, and that the specifics of finance you could learn, which I think is true. But at the time, I mean, no hedge fund was really flooded with applicants, and that allowed him to let his mind range a little bit and consider different kinds of candidates. Today we have a recruiting group, and what do they do? They throw résumés at you, and it’s, like, one business school guy, one finance major after another, kids who, from the time they were twelve years old, were watching Jim Cramer and dreaming of working in a hedge fund. And I think in reality that probably they’re less likely to make good investors than people with sort of more interesting backgrounds. n+1: Why? HFM: Because I think that in the end the way that you make a ton of money is calling paradigm shifts, and people who are real finance types, maybe they can work really well within the paradigm of a particular kind of market or a particular set of rules of the game—and you can make money doing that—but the people who make huge money, the George Soroses and Julian Robertsons of the world, they’re the people who can step back and see when the paradigm is going to shift, and I think that comes from having a broader experience, a little bit of a different approach to how you think about things.

Your Beliefs When it comes to job seeking, I like what Saint Augustine said: Pray as though everything depended on God. Work as though everything depended on you. Because I follow this strategy, I believe I will be hired. I also believe I'll be hired, since my last employer gave me more chances to learn how to get hired than most people have in their lifetime. Because of those experiences: I realize I must stand out from all of the other candidates. I stand out by clearly communicating my track record of solving complex problems. The best way to communicate how you can solve problems is to include your stories of overcoming obstacles and resolving work issues in: • Your Cover Letter • Your Resume • Your Achievement Stories • Your LinkedIn Recommendations • Your Portfolio.

Bernadette Boffice was a member of the Beta Beta Beta Biology honor society's Biology Club during her time at college. She has since graduated and is now an MD Candidate at Lewis Katz School of Medicine Temple University. Bernadette Boffice has experience working as a clinical assistant. This role helped develop her already broad skill set.

A manager that is not an accomplished product manager, designer, or engineer herself is ill‐equipped to assess a candidate, and it is easy to see how the company can end up hiring someone that is not competent at the job. Moreover, without the necessary experience herself, the hiring manager is not able to coach and develop that person to competence.

For all the talk about hiring for fit, there is still too much emphasis on technical skills and experience when it comes to interviewing and selection. And this happens at all levels. When push comes to shove, most executives get enamored with what candidates know and have done in their careers and allow those things to overshadow more important behavioral issues. They don’t seem to buy into the notion that you can teach skill but not attitude.

However, when a group of psychology PhD candidates at Case Western—including one named Mark Muraven—discovered those studies in the mid-nineties, they started asking questions the previous research didn’t seem to answer. To Muraven, this model of willpower-as-skill wasn’t a satisfying explanation. A skill, after all, is something that remains constant from day to day. If you have the skill to make an omelet on Wednesday, you’ll still know how to make it on Friday. In Muraven’s experience, though, it felt like he forgot how to exert willpower all the time. Some evenings he would come home from work and have no problem going for a jog. Other days, he couldn’t do anything besides lie on the couch and watch television. It was as if his brain—or, at least, that part of his brain responsible for making him exercise—had forgotten how to summon the willpower to push him out the door. Some days, he ate healthily. Other days, when he was tired, he raided the vending machines and stuffed himself with candy and chips. If willpower is a skill, Muraven wondered, then why doesn’t it remain constant from day to day?

Moderate Republicans like Rockefeller supported the national consensus toward advancing civil rights by promoting national legislation to protect the vote, employment, housing and other elements of the American promise denied to blacks. They sought to contain Communism, not eradicate it, and they had faith that the government could be a force for good if it were circumscribed and run efficiently. They believed in experts and belittled the Goldwater approach, which held that complex problems could be solved merely by the application of common sense. It was not a plus to the Rockefeller camp that Goldwater had publicly admitted, “You know, I haven’t got a really first-class brain.”174 Politically, moderates believed that these positions would also preserve the Republican Party in a changing America. Conservatives wanted to restrict government from meddling in private enterprise and the free exercise of liberty. They thought bipartisanship and compromise were leading to collectivism and fiscal irresponsibility. On national security, Goldwater and his allies felt Eisenhower had been barely fighting the communists, and that the Soviets were gobbling up territory across the globe. At one point, Goldwater appeared to muse about dropping a low-yield nuclear bomb on the Chinese supply lines in Vietnam, though it may have been more a press misunderstanding than his actual view.175 Conservatives believed that by promoting these ideas, they were not just saving a party, they were rescuing the American experiment. Politically, they saw in Goldwater a chance to break the stranglehold of the Eastern moneyed interests. If a candidate could raise money and build an organization without being beholden to the Eastern power brokers, then such a candidate could finally represent the interests of authentic Americans, the silent majority that made the country an exceptional one. Goldwater looked like the leader of a party that was moving west. His head seemed fashioned from sandstone. An Air Force pilot, his skin was taut, as though he’d always left the window open on his plane. He would not be mistaken for an East Coast banker. The likely nominee disagreed most violently with moderates over the issue of federal protections for the rights of black Americans. In June, a month before the convention, the Senate had voted on the Civil Rights Act. Twenty-seven of thirty-three Republicans voted for the legislation. Goldwater was one of the six who did not, arguing that the law was unconstitutional. “The structure of the federal system, with its fifty separate state units, has long permitted this nation to nourish local differences, even local cultures,” said Goldwater. Though Goldwater had voted for previous civil rights legislation and had founded the Arizona Air National Guard as a racially integrated unit, moderates rejected his reasoning. They said it was a disguise to cover his political appeal to anxious white voters whom he needed to win the primaries. He was courting not just Southern whites but whites in the North and the Midwest who were worried about the speed of change in America and competition from newly empowered blacks.

the hiring manager needs to take responsibility for the interview effectiveness of the interview team, and the interview experience for the candidate.

The record of the saints shows that, until we have been shaped, trained, and appointed to our respective ministries, our inward sense of calling can be either true or false when we are left to our own devices. In many of today's ordination processes, far too much emphasis is placed on the candidate's inward sense of vocation, which reflects an unhealthy kind of subjectivism. In the selection process and throughout a lifetime of ministry, the perceptions and faith-experience of the community should be the greatest indicator of leadership potential and success. In the individual candidate, the surest sign of a pastoral vocation is a recognizable desire to build up the church, with some awareness of its joy and satisfaction as well as its labor and difficulty. Any other form of personal self-fulfillment is misleading in the selection process, and it will cause even greater problems down the road, when pride and vainglory become enormous impediments to the exercise of a faithful ministry.

One positive move would be for managers to seek out qualified female candidates to hire and promote. They can also invest more in the recruiting of these female candidates plus their mentoring and helping them get the experience they need. The battle between the stay-at-home moms and the career moms needs to stop. Each group should stop judging each other and causing guilt trips. Those women who have decided to stay at home and raise a family should not be looked down upon by the career women. Career women with families need not feel like the stay-at-home mothers and feminism both are making them feel guilty. Each group needs to be respectful of the other and their contributions. As more women attain senior positions of leadership, things will change. These women will raise the ceiling and the floor. This book was written to encourage women to dream big. It is also hoped that men will do their part to support women in their careers and in the workplace. While many women may not be focused on getting to the top, if more women lean in then conditions for all women will improve. Sheryl Sandberg looks forward to a world where her children and others, both boys and girls, will be able to make the choice of what to do with their lives without obstacles, both internal and external, slowing them down.

chronic sinus complaints, nasal or lung congestion, postnasal drip, digestive sensitivity, headaches, multiple allergies, and dry skin, you are a great candidate to experiment with a diet free of all milk and dairy-containing products

Nazism, fascism, and communism were belief systems adopted passionately by millions of well-educated men and women. Taken together, all of the totalitarian ideologies were self-contained and delivered through a one-way flow of propaganda that prevented the people who were enmeshed in the ideology from actively participating in challenging its lack of human values. Unfortunately, the legacy of the twentieth century’s ideologically driven bloodbaths has included a new cynicism about reason itself—because reason was so easily used by propagandists to disguise their impulse to power by cloaking it in clever and seductive intellectual formulations. In an age of propaganda, education itself can become suspect. When ideology is so often woven into the “facts” that are delivered in fully formed and self-contained packages, people naturally begin to develop some cynicism about what they are being told. When people are subjected to ubiquitous and unrelenting mass advertising, reason and logic often begin to seem like they are no more than handmaidens for the sophisticated sales force. And now that these same techniques dominate the political messages sent by candidates to voters, the integrity of our democracy has been placed under the same cloud of suspicion. Many advocacy organizations—progressive as well as conservative—often give the impression that they already have exclusive possession of the truth and merely have to “educate” others about what they already know. Resentment toward this attitude is also one of the many reasons for a resurgence of the traditional anti-intellectual strain in America. When people don’t have an opportunity to interact on equal terms and test the validity of what they’re being “taught” in the light of their own experience, and share with one another in a robust and dynamic dialogue that enriches what the “experts” are telling them with the wisdom of the groups as a whole, they naturally begin to resist the assumption that the experts know best. If well-educated citizens have no effective way to communicate their ideas to others and no realistic prospect of catalyzing the formation of a critical mass of opinion supporting their ideas, then their education is for naught where the vitality of our democracy is concerned.

Companies consistently overvalue relevant experience when judging senior candidates. They should be more focused on what talented smart creatives have to offer.

The decision about whether an older patient is an appropriate candidate for surgery is often made in the context of what some call “binary thinking” (“I’m healthy and I’m fine” or “I’m dead”), with little recognition or acknowledgment of the potential—no, the likelihood—that the patient will experience a lengthy period of deepening disability and dependence between those two extremes, often exacerbated by surgery.

As the number of female gubernatorial candidates increases, we believe that the opportunities to elect more women to the governorship will also expand. It appears that as more women run for and win local, state, and national offices, the candidate pool of women with ample political experience to run for governor and mount viable campaigns also increases.

It is rarely the best qualified candidates who win the most coveted positions. Instead, it is most often the person who “packages” his experience best to meet the needs of employers.

If experience teaches us anything, it’s that the very last thing a television audience wants to hear or be reminded of is how bad things are, how unhealthy or how doomed—that we’re heading off a cliff and dragging our kids after us. (Unless it’s accompanied by bombastic accusations of conspiracy—and a suitable candidate to blame for the problem.) It’s bad business to be saying all sorts of awful, alarmist shit like that—particularly when it’s true. It is much better business, always, to tell people, over and over again, in a reassuring voice (or, better yet, a loud, annoying one) that everything is just fine. It’ll all work out.

Scandals have often plagued candidates, but the Clintons exceeded any politician’s call of duty. Mrs. Clinton coined her “vast right-wing conspiracy” phrase a few years later, but back in November 1992 I chalked up the hype that surrounded them as just that—hype. As the Clinton scandals accumulated, however, in the months and years to come, I kept recalling being on detail at a Clinton campaign event, small-talking with an Arkansas sheriff. When I asked about the Clintons’ latest rumors, he gave me a thousand-yard stare. “Let me tell you something, Gary. Everything—everything they say about them is true. The Clintons are ruthless. And [the media] don’t even know the half of it.” I didn’t know what to make of that. “From what I’ve seen,” he continued, “there’s no doubt in my mind they will secure the presidency—you watch.” “How can you be so sure,” I asked, “especially with all the scandals, the allegations of affairs, bribery.…” He just waved me off, saying, “It will never matter. Officer, I’m telling you they can spin shit into gold.” He spoke with great conviction, looking me straight in the eye, as if knowing that what he said was stranger than fiction. He spoke from a profound well of personal experiences with the Clintons, and it was eerie.

Correlations made by big data are likely to reinforce negative bias. Because big data often relies on historical data or at least the status quo, it can easily reproduce discrimination against disadvantaged racial and ethnic minorities. The propensity models used in many algorithms can bake in a bias against someone who lived in the zip code of a low-income neighborhood at any point in his or her life. If an algorithm used by human resources companies queries your social graph and positively weighs candidates with the most existing connections to a workforce, it makes it more difficult to break in in the first place. In effect, these algorithms can hide bias behind a curtain of code. Big data is, by its nature, soulless and uncreative. It nudges us this way and that for reasons we are not meant to understand. It strips us of our privacy and puts our mistakes, secrets, and scandals on public display. It reinforces stereotypes and historical bias. And it is largely unregulated because we need it for economic growth and because efforts to try to regulate it have tended not to work; the technologies are too far-reaching and are not built to recognize the national boundaries of our world’s 196 sovereign nation-states. Yet would it be best to try to shut down these technologies entirely if we could? No. Big data simultaneously helps solve global challenges while creating an entirely new set of challenges. It’s our best chance at feeding 9 billion people, and it will help solve the problem of linguistic division that is so old its explanation dates back to the Old Testament and the Tower of Babel. Big data technologies will enable us to discover cancerous cells at 1 percent the size of what can be detected using today’s technologies, saving tens of millions of lives. The best approach to big data might be one put forward by the Obama campaign’s chief technology officer, Michael Slaby, who said, “There’s going to be a constant mix between your qualitative experience and your quantitative experience. And at times, they’re going to be at odds with each other, and at times they’re going to be in line. And I think it’s all about the blend. It’s kind of like you have a mixing board, and you have to turn one up sometimes, and turn down the other. And you never want to be just one or the other, because if it’s just one, then you lose some of the soul.” Slaby has made an impressive career out of developing big data tools, but even he recognizes that these tools work best when governed by human judgment. The choices we make about how we manage data will be as important as the decisions about managing land during the agricultural age and managing industry during the industrial age. We have a short window of time—just a few years, I think—before a set of norms set in that will be nearly impossible to reverse. Let’s hope humans accept the responsibility for making these decisions and don’t leave it to the machines.

Hillary rode her husband’s success to become first lady of Arkansas, then first lady of the United States. Then she won an easy race in liberal New York to become its junior senator. As a senator she accomplished, well, nothing. Then she ran for the Democratic presidential nomination, losing to Barack Obama, who appointed her secretary of state. Despite extensive travels, Hillary’s achievements as secretary of state are essentially nil. As with Benghazi, most of her notable actions are screwups. In an apparent confirmation of the Peter Principle, however, Hillary is now back as the leading candidate for the Democratic nomination for president in 2016. Hillary

Subject: Re: ________ Interview Hi ________, I left a voice mail a few minutes ago but thought it might be more convenient for you to respond to an email. This absolutely isn't a sales call. I'm interviewing people who have recently evaluated our [category of solution], looking for insights into how we're supporting the market's buying process. We want to hear your candid thoughts about what worked well for you as well as areas for improvement. Please note that no salesperson will be on the call and this isn't a survey. Your thoughts will be used to improve the buying experience for you and others in your role. If you're willing to help me out with a 20- to 30-minute conversation, please suggest a time between Friday, October 16, and Friday, October 30. I'm in the time zone and am available starting at 7:30 a.m. Best regards, ________ (Phone number)

As it turned out, my church sent their youth to summer camps more to gain a vision of social justice than of personal religious experience. I was elected to represent Oklahoma at a regional church youth camp in Fayetteville, Arkansas. There the national youth leadership outlined their plan for the future and taught us about the labor movement, grasping capitalists and the need for total disarmament. From then on my intellectual trajectory was poised for leaping much further to the political left. That meant Henry Wallace and the Farmer Labor wing go of the Democratic Party. Those hurdles happened abruptly, and my course was set early. The national Methodist youth movement was a world of its own, with extensive organization and strong political convictions. It was designed for propaganda that promoted social change according to the Social Gospel vision pouring out of the theological schools. My distant ideological mentors for that dream were socialist candidate Norman Thomas, pacifist pioneer A. J. Muste and British Hyde Park Donald Soper. I got this indoctrination second- and third-hand from reading and from going to youth conferences on all levels--local, district, conference, jurisdictional and national levels. As a teenage I was not sufficiently self-critical to see any unintended consequences and such talk was not encouraged.

3. Phone Interview The third step is a more traditional interview, but briefer and still phone based. It should take no longer than twenty minutes and, hopefully, end by scheduling an in-person interview. When it comes to hiring SDRs, phone interviews are as (if not more) important than in-person. Your reps will be making their living on the phones. They need to be articulate and able to make a connection without being face to face. These are the first two questions you should ask: 1. What do you know about our company? 2. What do you know about me personally? If the candidate doesn’t do an outstanding job in responding, you should proceed no further. Great candidates will come prepared. They’ll have used every means at their disposal to learn about your company, about your market, and about you the hiring manager. Not being prepared is a big red flag. In my experience, candidates who don’t prepare for this conversation won’t prepare for future conversations with prospects. And you need better than that.

But after that, the curve flattens out. There’s surprisingly little difference between a candidate with six months of experience and one with six years. The real difference comes from the individual’s dedication, personality, and intelligence.

Everyone will have a detailed model of themselves, and these models will always be talking to each other. (…) Our model will go to millions of meetings so we don’t have to, and by Saturday we will meet the best candidates at a party organized by OkCupid (…). Our digital half will have a model of the world: not just the world at large, but the world as it relates to us. (…) Tomorrow’s cyberspace will be a vast parallel world that chooses only the most promising things to experience in the real world. It will be like a new global subconscious, the collective id of the human race.” ― Pedro Domingos, The Master Algorithm: How the Quest for the Ultimate Learning Machine Will Remake Our World

Over the years, as it became my responsibility to evaluate and hire new people for my unit, I developed a profile of what I wanted in a profiler. At first, I went for strong academic credentials, figuring an understanding of psychology and organized criminology was most important. But I came to realize degrees and academic knowledge weren’t nearly as important as experience and certain subjective qualities. We have the facilities to fill in any educational gaps through fine programs at the University of Virginia and the Armed Forces Institute of Pathology. What I started looking for was “right-brained,” creative-type thinkers. There are many positions within the FBI and law enforcement in general where engineering or accounting types do the best, but in profiling and investigative analysis, that kind of thinker would probably have some difficulty. Contrary to the impression given in such stories as The Silence of the Lambs, we don’t pluck candidates for the Investigative Support Unit right out of the Academy. Since our first book, Mindhunter was published, I’ve had many letters from young men and women who say they want to go into behavioral science in the FBI and join the profiling team at Quantico. It doesn’t work quite that way. First you get accepted by the Bureau, then you prove yourself in the field as a first-rate, creative investigator, then we recruit you for Quantico. And then you’re ready for two years of intensive, specialized training before you become a full-fledged member of the unit. A good profiler must first and foremost show imagination and creativity in investigation. He or she must be willing to take risks while still maintaining the respect and confidence of fellow agents and law enforcement officers. Our preferred candidates will show leadership, won’t wait for a consensus before offering an opinion, will be persuasive in a group setting but tactful in helping to put a flawed investigation back on track. For these reasons, they must be able to work both alone and in groups.

GENDER AND GUIDANCE GENDER DIFFERENCES MAKE guidance harder to give for both men and women, but in very different ways. Both bias and what I call “gender politics” can foil efforts to be Radically Candid with someone of a different gender. I’m focusing on gender here because this book is rooted in my first-hand experiences and I’m a Caucasian woman. But there are important parallels in race, and any instance where relationships cross group boundaries.

How then does a Christian, or anyone else, choose among the various claims for absolute authorities? Ultimately the truthfulness of the Bible will commend itself as being far more persuasive than other religious books (such as the Book of Mormon or the Qur’an), or than any other intellectual constructions of the human mind (such as logic, human reason, sense experience, scientific methodology, etc.). It will be more persuasive because in the actual experience of life, all of these other candidates for ultimate authority are seen to be inconsistent or to have shortcomings that disqualify them, while the Bible will be seen to be fully in accord with all that we know about the world around us, about ourselves, and about God. The Bible will commend itself as being persuasive in this way, that is, if we are thinking rightly about the nature of reality, our perception of it and of ourselves, and our perception of God. The trouble is that because of sin our perception and analysis of God and creation is faulty. Sin is ultimately irrational, and sin makes us think incorrectly about God and about creation. Thus, in a world free from sin, the Bible would commend itself convincingly to all people as God’s Word. But because sin distorts people’s perception of reality, they do not recognize Scripture for what it really is. Therefore it requires the work of the Holy Spirit, overcoming the effects of sin, to enable us to be persuaded that the Bible is indeed the Word of God and that the claims it makes for itself are true. Thus, in another sense, the argument for the Bible as God’s Word and our ultimate authority is not a typical circular argument. The process of persuasion is perhaps better likened to a spiral in which increasing knowledge of Scripture and increasingly correct understanding of God and creation tend to supplement one another in a harmonious way, each tending to confirm the accuracy of the other. This is not to say that our knowledge of the world around us serves as a higher authority than Scripture, but rather that such knowledge, if it is correct knowledge, continues to give greater and greater assurance and deeper conviction that the Bible is the only truly ultimate authority and that other competing claims for ultimate authority are false.

There's another promising idea about what the dark matter is, which emerges from a different proposal for improving the equations of physics. As we've discussed, QCD is in a profound and literal sense constructed as the embodiment of symmetry. There is an almost perfect match between the observed properties of quarks and gluons and the most general properties allowed by local color symmetry, in the framework of special relativity and quantum mechanics. The only exception is that the established symmetries of QCD fail to forbid one sort of behavior that is not observed to occur. The established symmetries permit a sort of interaction among gluons that would spoil the symmetry of the equations of QCD under a change in the direction of time. Experiments provide severe limits on the possible strength of that interaction. The limits are much more severe than might be expected to arise accidentally. The Core theory does not explain this "coincidence." Roberto Peccei and Helen Quinn found a way to expand the equations that would explain it. Steven Weinberg and I, independently, showed that the expanded equations predict the existence of new, very light, very weakly interacting particles called axions. Axions are also serious candidates to provide the cosmological dark matter. In principle they might be observed in a variety of ways. Though none is easy, the hunt is on. It's also possible that both ideas are right, and both kinds of particles contribute to the total amount of dark matter. Wouldn't that be pretty?

techno softwares malaysia hire php and java developers " "PHP Developers Job Description: 1. Understanding client requirements & functional specifications 2. Developing and maintaining dynamic websites and web applications 3. Ensuring foolproof performance of the deliverable 4. Coordinating with co-developers and other related departments 5. Sending regular updates about project status Desired Candidate Profile: 1. Must be proficient in PHP, MySQL, CSS, HTML, Javascript, AJAX, XML 2. Should have experience with Joomla, WordPress, Drupal, Magento. 3. Should have excellent written communication skills (English) 4. Must have capacity to work independently and also as a part of team 5. Must have dedication and commitment towards work. 6. Eligibility: (B.Tech/B.E) 7. Salary: Higher Salary based on Experience and Expertise)

The sort of candidate who might have benefited from such legislation is Boštjan Špetič, a Slovenian citizen, discussed previously. As founder of Zemanta, Špetič had opened his business in New York in 2009 with an L-1A visa, used to transfer a foreign company's top managers. Zemanta had an office in London and Špetič had moved to the USA from there. After a year, however, he was denied a visa renewal. “The US officers said that we didn’t have enough staff in the United States to justify a senior executive position,” recalls Špetič. “They stated that it was obvious from the organizational chart that we didn’t have an office manager, implying that no one was answering phone calls, and that’s why we could not claim a senior executive transfer. Somewhere in my office I still have four pages of explanations. At that point, I called everybody, the American ambassador in Slovenia, the Slovenian ambassador here, the Slovenian foreign ministry. My investor, Fred Wilson, got in touch with a New York senator, but no one could do anything.” Špetič therefore had to work from Ljubljana for the following three months, when a new attorney finally found the right bureaucratic avenue to obtain an L-1B visa, a specialized technology visa. “Personally, I want to move back home eventually,” says Špetič. “I’m not looking to permanently immigrate to the US. I prefer the European lifestyle. Nevertheless, this is absolutely the best place to build a startup, especially in the media space. It made so much sense to build and grow the company here. I never could have done it in Europe, and that is an amazing achievement for New York City.” For this reason, when other European entrepreneurs ask him for advice, Špetič always tells them to settle in New York, at least for a period of time, to gain American experience. And for them he dreams of creating a co-working space modeled after WeWork Labs: “Imagine a place exactly like this, but with decent coffee, wine tasting events in the evening and only non-US business people working in its offices,” explains Špetič. “There is a set of problems that foreigners have that Americans just can’t understand. Visa issues are the most obvious ones. Working-with-remote-teams issues, travel issues, personal issues such as which schools to send your children to… It’s a set of things that is different from what American startups talk about. You don’t need networking events for foreigners because you want people to network into the New York community, but a working environment would make sense because it would be like a safe haven, an extra comfort zone for foreigners with a different work culture.

For a variety of reasons, most of them negative (he didn’t have the liability of so-and-so; as a state rather than a federal officeholder he had no record on such-and-such), he was among those thought to be attractive vice presidential candidates. “Are you interested in the vice presidency, Governor?” a reporter would ask, knowing he couldn’t answer yes or no. Over the next several months he went through a series of responses. On this occasion he was experimenting with the unhappy analogy of being struck by lightning. “That’s very flattering, but it’s all just surreal,” he would say. “It’s so unlikely. But if lightning does strike, I’d be lying if I said I’d hang up the phone.” Saying yes or no to a lightning strike didn’t sound right. But at first he couldn’t even get the lightning line right. “If that lightning bolt strikes,” he would say, or “If that lightning bolt falls in my direction,” or “If that ball of lightning ever does come my way.

EXPERIMENT That our beliefs about the capability of others have a direct impact on their performance has been adequately demonstrated in a number of experiments from the field of education. In these tests teachers are told, wrongly, that a group of average pupils are either scholarship candidates or have learning difficulties. They teach a set curriculum to the group for a period of time. Subsequent academic tests show that the pupils’ results invariably reflect the false beliefs of their teachers about their ability. It is equally true that the performance of employees will reflect the beliefs of their managers. For example, Fred sees himself as having limited potential. He feels safe only when he operates well within his prescribed limit. This is like his shell. His manager will only trust him with tasks within that shell. The manager will give him task A, because he trusts Fred to do it and Fred is able to do it. The manager will not give him task B, because he sees this as beyond Fred’s capability. He sees only Fred’s performance, not his potential. If he gives the task to the more experienced Jane instead, which is expedient and understandable, the manager reinforces or validates Fred’s shell and increases its strength and thickness. He needs to do the opposite, to help Fred venture outside his shell, to support or coach him to success with task B. To use coaching successfully we have to adopt a far more optimistic view than usual of the dormant capability of all people. Pretending we are optimistic is insufficient because our genuine beliefs are conveyed in many subtle ways of which we are not aware.

However, before the collective interviews begin, we create a template for the job. This is a draft list of the qualities sought, along with numerical weightings that should be attached to each of these. Employees help design the template. They can log on to the company intranet and suggest the qualities and qualifications that we should look for in a candidate, and then assign scoring points to each attribute. Basic qualifications, like international experience or schooling, fluent English, and a firm command of financial technique, are not a part of the template.

It is extraordinarily difficult to be clear in one’s mind as to just what Rodd and many others who make the same move (at least Rodd is candid!) think they are doing. The difficulty does not arise out of their refusal to accept the Bible’s normativity: they are perfectly frank about that. But the overt appeal to think of God in line with what appears acceptable to the contemporary spirit is a strange one—as if God changes with the cultural mood. If this is the approach, how on earth can one avoid domesticating God? Anything each generation does not like, it dismisses as uncivilized, or unenlightened, or unacceptable, and reshapes God to a more pleasing fancy. It soon becomes difficult to see how this differs very much from Kaufman’s postmodernist insistence that theology does not describe or expound some being called “God” but is a “construct of the imagination which helps to tie together, unify and interpret the totality of experience.”72 In any case, the result here is a God not clearly personal, and, if absolute, sufficiently remote to be of little threat and of little use.

There’s surprisingly little difference between a candidate with six months of experience and one with six years. The real difference comes from the individual’s dedication, personality, and intelligence.

No, life was an insoluble conundrum; and all that a sensible man could do was to try and get through it with as little unplesantness to himself and everyone else, as possible; in private to be considerate and detached, in public to do what little he could to guide the world down its uncharted course with the minimum of friction. This generally involved doing very little. It certainly meant refusing to risk an immediate disturbance for the sake of a problematical future good. As for ultimate truth, the nearest an honest man could hope to get to that, was to be vigilantly faithful to the conclusions of his own reason and experience; not to let his candid impressions be distorted by convention or cowardice or the deceptions of his own vanity. Probably, these personal conclusions were as far from the truth as everything else. But they were the only things of which he had first-hand evidence. Anyway only good could come of speaking one's mind, even if it did shock people. "It is a good thing to surprise:, he once said. By shaking others out of the complacency one might make them realize how ill-founded human convictions are.

5. The most important sort of union that obtains among things, pragmatically speaking, is their GENERIC UNITY. Things exist in kinds, there are many specimens in each kind, and what the 'kind' implies for one specimen, it implies also for every other specimen of that kind. We can easily conceive that every fact in the world might be singular, that is, unlike any other fact and sole of its kind. In such a world of singulars our logic would be useless, for logic works by predicating of the single instance what is true of all its kind. With no two things alike in the world, we should be unable to reason from our past experiences to our future ones. The existence of so much generic unity in things is thus perhaps the most momentous pragmatic specification of what it may mean to say 'the world is One.' ABSOLUTE generic unity would obtain if there were one summum genus under which all things without exception could be eventually subsumed. 'Beings,' 'thinkables,' 'experiences,' would be candidates for this position. Whether the alternatives expressed by such words have any pragmatic significance or not, is another question which I prefer to leave unsettled just now. 6. Another specification of what the phrase 'the world is One' may mean is UNITY OF PURPOSE. An enormous number of things in the world subserve a common purpose. All the man-made systems, administrative, industrial, military, or what not, exist each for its controlling purpose. Every living being pursues its own peculiar purposes. They co-operate, according to the degree of their development, in collective or tribal purposes, larger ends thus enveloping lesser ones, until an absolutely single, final and climacteric purpose subserved by all things without exception might conceivably be reached. It is needless to say that the appearances conflict with such a view. Any resultant, as I said in my third lecture, MAY have been purposed in advance, but none of the results we actually know in is world have in point of fact been purposed in advance in all their details. Men and nations start with a vague notion of being rich, or great, or good. Each step they make brings unforeseen chances into sight, and shuts out older vistas, and the specifications of the general purpose have to be daily changed. What is reached in the end may be better or worse than what was proposed, but it is always more complex and different. Our different purposes also are at war with each other. Where one can't crush the other out, they compromise; and the result is again different from what anyone distinctly proposed beforehand. Vaguely and generally, much of what was purposed may be gained; but everything makes strongly for the view that our world is incompletely unified teleologically and is still trying to get its unification better organized. Whoever claims ABSOLUTE teleological unity, saying that there is one purpose that every detail of the universe subserves, dogmatizes at his own risk. Theologians who dogmalize thus find it more and more impossible, as our acquaintance with the warring interests of the world's parts grows more concrete, to imagine what the one climacteric purpose may possibly be like. We see indeed that certain evils minister to ulterior goods, that the bitter makes the cocktail better, and that a bit of danger or hardship puts us agreeably to our trumps. We can vaguely generalize this into the doctrine that all the evil in the universe is but instrumental to its greater perfection. But the scale of the evil actually in sight defies all human tolerance; and transcendental idealism, in the pages of a Bradley or a Royce, brings us no farther than the book of Job did—God's ways are not our ways, so let us put our hands upon our mouth. A God who can relish such superfluities of horror is no God for human beings to appeal to. His animal spirits are too high. In other words the 'Absolute' with his one purpose, is not the man-like God of common people.

Whites impose these rules on themselves because they know blacks, in particular, are so quick to take offense. Radio host Dennis Prager was surprised to learn that a firm that runs focus groups on radio talk shows excludes blacks from such groups. It had discovered that almost no whites are willing to disagree with a black. As soon as a black person voiced an opinion, whites agreed, whatever they really thought. When Mr. Prager asked his listening audience about this, whites called in from around the country to say they were afraid to disagree with a black person for fear of being thought racist. Attempts at sensitivity can go wrong. In 2009, there were complaints from minority staff in the Delaware Department of Transportation about insensitive language, so the department head, Carolann Wicks, distributed a newsletter describing behavior and language she considered unacceptable. Minorities were so offended that the newsletter spelled out the words whites were not supposed to use that the department had to recall and destroy the newsletter. The effort whites put into observing racial etiquette has been demonstrated in the laboratory. In experiments at Tufts University and Harvard Business School, a white subject was paired with a partner, and each was given 30 photographs of faces that varied by race, sex, and background color. They were then supposed to identify one of the 30 faces by asking as few yes-or-no questions as possible. Asking about race was clearly a good way to narrow down the possibilities —whites did not hesitate to use that strategy when their partner was white—but only 10 percent could bring themselves to mention race if their partner was black. They were afraid to admit that they even noticed race. When the same experiment was done with children, even white 10- and 11-year olds avoided mentioning race, though younger children were less inhibited. Because they were afraid to identify people by race if the partner was black, older children performed worse on the test than younger children. “This result is fascinating because it shows that children as young as 10 feel the need to try to avoid appearing prejudiced, even if doing so leads them to perform poorly on a basic cognitive test,” said Kristin Pauker, a PhD candidate at Tufts who co-authored the study. During Barack Obama’s campaign for President, Duke University sociologist Eduardo Bonilla-Silva asked the white students in his class to raise their hands if they had a black friend on campus. All did so. At the time, blacks were about 10 percent of the student body, so for every white to have a black friend, every black must have had an average of eight or nine white friends. However, when Prof. Bonilla-Silva asked the blacks in the class if they had white friends none raised his hand. One hesitates to say the whites were lying, but there would be deep disapproval of any who admitted to having no black friends, whereas there was no pressure on blacks to claim they had white friends. Nor is there the same pressure on blacks when they talk insultingly about whites. Claire Mack is a former mayor and city council member of San Mateo, California. In a 2006 newspaper interview, she complained that too many guests on television talk shows were “wrinkled-ass white men.” No one asked her to apologize. Daisy Lynum, a black commissioner of the city of Orlando, Florida, angered the city’s police when she complained that a “white boy” officer had pulled her son over for a traffic stop. She refused to apologize, saying, “That is how I talk and I don’t plan to change.” During his 2002 reelection campaign, Sharpe James, mayor of Newark, New Jersey, referred to his light-skinned black opponent as “the faggot white boy.” This caused no ripples, and a majority-black electorate returned him to office.

This principle of only hiring people who are better than the ones we currently have means we don’t make desperation hires to fill an open position. And the raise-the-average rule makes hiring decisions surprisingly easy. It’s easy to visualize in your mind the average person in your sales force or on your brewery floor or even in senior management and it’s easy for your intuition to evaluate whether a candidate is better than the average person. Your gut will tell you. If you’re used to traditional hiring, you might feel uncomfortable turning to intuition. Aren’t we taking too big a risk by relying on our gut feelings about somebody rather than rationally assessing facts such as past experience or education? I would counter that we’re fooling ourselves by not relying primarily on intuition. As recent neuroscience has shown, our brains don’t work rationally. If you hook a functional MRI machine to a chess grandmaster, you find that the best of them are not rationally calculating their next moves; they’re imagining what will happen, unconsciously bringing to bear the hundreds of thousands of moves they’ve already seen. They’re arriving at a feeling that guides their actions. They are using the nonrational part of their brain. The quantitatively logical part of your brain is pretty paltry. Just try counting by prime numbers while you’re multiplying other numbers by seventeen. Impossible. But reading emotions by looking at someone’s facial expressions while you’re navigating a crowded sidewalk is easy for your brain.

Here is announcing vacancies for numerous positions as complainants. Any or no qualification is acceptable. Both genders and all age groups may apply. While no experience is needed, candidates with good blame game skill have an advantage. Blame game skill is the art of holding someone else responsible for your actions and, especially, for the rot in the society. You have an infinitely long list of co-workers to welcome you into their fold. There is a caveat, though. Successful candidates must be willing to surrender their worth and their dream, as they may conflict with their work schedule. In the same vein, leaders and would-be leaders need not apply.

To co mają do powiedzenia Twoi kandydaci i pracownicy dziś, ma dużo większe znaczenie niż Twoje najpiękniejsze marzenie o ich przyszłości.

With a StoryBrand-inspired narrative, ordinary jobs become extraordinary adventures. With a unifying BrandScript, the above story would have gone more like this: Before even applying for a job, the prospective employee has already heard the buzz on the street about this cool company. It’s somehow more alive. The people who work there love it and so do their customers. They exude a sense of competence within their industry as well as across the community in general. Their leaders are respected. Even their former employees talk about it with a hint of sentimental longing. On the list of ideal places to work, there are few that compare. During the first interview, the candidate starts to understand where the buzz has been coming from. The hiring manager describes the company the way you might describe Lewis and Clarke preparing to tame the western frontier. There are interesting characters whose lives have led them to this place. Business goals sound like plot twists. There are mountains to climb and rivers to cross. There are storms to weather, bears to hunt, and treasure to find. The hiring manager is visibly excited as she walks effortlessly through the seven categories of the company’s narrative. But not just anyone gets selected for this expedition. The employees of this company aren’t trying to be snobs; they’re just staying true to the story they’re following and they don’t want to compromise the plot. If you happen to be selected, it’s because destiny basically demands it. Instantly the candidate’s concept of work shifts up a level. It’s no longer just about what he can get out of it. It’s also about who he will become if he’s allowed to enter the story. He senses that working for this company will transform him. By the second and third interviews, the candidate has met most of the team and even been interviewed by them. Everyone he meets tells the exact same story he heard on the street and in the first interview. The story is growing on him. He realizes he needs to be part of a story like this to be fully satisfied in life. We all do. Finally, his first day on the job arrives, and the onboarding experience is more like being adopted than getting hired. He spends quality time with a facilitator who takes a small, new team through a curriculum explaining the story of their customer and how the company positions themselves as the guide in their customers’ story. Amazingly, the onboarding is more about the company’s customers than it is about the company itself. This organization loves their customers and is obsessed with seeing them win the day. Finally, the new employee discovers the secret. These people are here to serve a customer they love.

JOBS: I don’t mind being wrong. And I’ll admit that I’m wrong a lot. It doesn’t really matter to me too much. What matters to me is that we do the right thing. In my experience, people who are more concerned with getting to the right answer than with being right make the best bosses. That’s because they keep learning and improving, and they push the people who work for them to do the same. A boss’s Radically Candid guidance helps the people working for them do the best work of their lives.

But after that, the curve flattens out. There’s surprisingly little difference between a candidate with six months of experience and one with six years. The real difference comes from the individual’s dedication, personality, and intelligence

You want women around to reflect their experiences and see a female candidate through their particular prism.

Fallout avoid a DUI Lawyer The brutal truth is that this effect swallowing and is surprisingly stiff back. Problems and opportunities caused by drunk drivers are frightening. There is a reasonable demand and good heavy penalties only in the hope of avoiding a criminal. The reality is, sad to say, people that many of us are caught up in their original crimes and facing a big change in everyday life and dangerous consequences. Across the country, low crime rate and reduce contains a number from the understanding of the consequences of the ever more stringent. Privileges rear suspension imprisonment, fines, ignition programs and more are binding on all the possibilities and potential impact. Ideal to this procedure, which is full of dangers and pitfalls, in the sense of finding a positive DUI lawyers to get form? Unfortunately, it may be impossible, and many so-called authorities, the practical experience of the senses, a goat for certain customers. An important aspect is the number of measurements to choose high quality coming DUI lawyers. Breakfast is my way to someone who has experience to fulfill. This means that someone who had the food study drunken 50 penalties. He wanted to try, if someone who works mainly candidates with DUI Lawyers. This special mention of the many methods that come from expected with this film with less destructive. On your own, because you to maintain a professional DUI law towards pace, the situation in other readouts. It seems contradictory, but even if someone switches deftly defended many conditions, but also a person who to stay away from the demonstration says. The demo is the last thing should be, especially if they are responsible for themselves. As an alternative to the other, determine the direction of an attorney who is familiar with the specifics of the work and to help to suspend the license and, hopefully, to inform the prosecution of more than a very low price or misplaced. Sometimes the profits to avoid the interest rate and the term of the hard disk, especially for lawyer’s first area infringer years drunk help of the beautiful region. Other cases are in different directions, which can be implemented, which may contribute to an excellent result. The only way to get the opportunity of a personal imaginary profession rather than receiving. Inevitably, any DUI lawyer to explain myself properly to you from serious sanctions targeting drunken price almost never consumed and protect commitment. Can these days of increased restrictions reduce patrols and even a person consumes also be a number. Whatever complaints taxis, sleeping on the couch or taking a walk on the estate has raised overnight in prisons and the ability to deal with this part of the transaction. Even at a time when the only work in the easiest possible development is still very worrying turning point in history and let yourself.

Men of all ages must commit to changing the leadership ratios. They can start by actively seeking out qualified female candidates to hire and promote. And if qualified candidates cannot be found, then we need to invest in more recruiting, mentoring, and sponsoring so women can get the necessary experience.

A candidate with no experience they would package as a citizen politician, a lifetime hack as an elder statesman.

In making my list about the pluses and minuses of Hillary Clinton and Barack Obama, I discovered I was angry. I was angry because it was okay for two generations of Bush sons to inherit power from a political patriarchy even if they spent no time in the White House, but not okay for one Clinton wife to claim experience and inherit power from a husband whose full political partner she had been for twenty years. I was angry because young men in politics were treated like rising stars, but young women were treated like - well, young women. I was angry about all the women candidates who put their political skills on hold to raise children - and all the men male candidates who didn't. I was angry about human talent that was lost just because it was born into a female body, and the mediocrity that was rewarded because it was born into a male one.

These experiments showed that there was a region on the X chromosome that was vitally important for X inactivation. This region was dubbed the X Inactivation Centre. In 1991 a group from Hunt Willard’s lab at Stanford University in California showed that the X Inactivation Centre contained a gene that they called Xist, after X-inactive (Xi) specific transcript10. This gene was only expressed from the inactive X chromosome, not from the active one. Because the gene was only expressed from one of the two X chromosomes, this made it an attractive candidate as the controller of X inactivation, where two identical chromosomes behave non-identically.

but rather as the best candidate whose experience as a woman in a male-dominated culture made her sharper, tougher, and more competent.

The central illusion of a Presidential campaign is that a candidate can, through constant motion and boundless energy, meet countless people and, in the end, give voice to the experience of the country. After the election, Sanders seemed to adopt the illusion as an ethos'.

If you have experienced injustice and insulted by the ungodliness, then you are a candidate to stand against the same.

While hiring, look for candidates who have been laid off, or who took extended paternity or maternity leave to be with their kids in their growing years. Not only will it give you an excellent hiring experience, in terms of lower joining attrition rate and shorter recruitment cycle, but it will also ensure higher retention rate. People who get laid-off are not bad people or non-performers, it is just that they didn't fit into the culture of one organization or that particular organization couldn't afford them (cost-cutting). Such people deserve to be looked differently and given another chance. People who take an extended break to take care of their infants are career oriented people with a temporary shift in their priorities, do not make it look permanent.

Imagine someone calling you a liar. Now amplify the experience by a thousand if a presidential candidate calls you a liar. And tack on another factor of ten if that presidential candidate is named Donald J. Trump. Waves of insults and threats poured into my phone - the device buzzing like a shock collar.

Second Week Of June 2012 I agreed to be Dr. Arius’ case study. In my reply to the psychiatrist, I wrote: Good Day Dr. A. I’m surprised and flattered that you consider me an appropriate candidate to conduct a case study on my unique E.R.O.S., Bahriji, elite Arab Household, and secondary school experiences. As much as I am delighted to agree to your proposed challenge and to answer your questionnaires to the best of my abilities, I also have questions for you for which I would like answers before being an active participant in the survey. * Are you planning to publish professional psychiatric papers and publications to your findings? Or are you working on this project solely for your personal interest? * If your research reveals a positive alternative to the current accepted educational norm, are you planning to actively advocate for change? As you are aware, I can only provide you with my personal opinion on my educational experiences. I cannot speak for other  E.R.O.S. members. Before I agree to undergo this case study, I wish to make it very clear that I only speak for myself. Under no circumstances will I undermine to reveal the actual names of people and places, or jeopardize their society and individual standing in any way. I am obligated to honor my oath of confidentiality and pledge never to reveal the true identity of the clandestine society. As long as you are aware of my pledge, I am happy to answer your questions to the best of my ability. Although I have not known you for very long, I consider you a trusted friend. My intuition tells me you are a man of integrity. I have always trusted my inner voice and it has never failed me. I look forward to your next correspondence and your answers to my questions. I hope all is going splendidly in your part of the world. Keep me posted on the progress of your gay organization. It is good to receive your emails as always. Yours truly, Young.

Mid June 2012 I was pleasantly surprised by Andy’s candid email. During the years I was with my ex-lover he was a rather reserved gentleman of impeccable manners. I would never have guessed he would verbalize an unreserved monologue regarding his feelings for me and his early sexual relationship with Toby in a email. Maybe age and time has brought forth a sense of self-assurance that as teenagers we were often unsure of ourselves. Locating Andy has been a revelation. Our renewed friendship and regular correspondence is a journey of self-discovery in and of itself. After all what is life but a journey of experiences? What better way to travel down this yellow brick road than to have companions that are near and dear, to share in our tree of knowledge and wisdom.

How did I feel when I entered Daltonbury Hall? I was excited, elated and filled with anticipation to be in England. This was a country wherein I had wanted to be located since I was six years of age. As a teenager, I was fearless and dying to explore new, uncharted territories. Daltonbury Hall was precisely the relief I craved after my Methodist Boys’ School bullying experiences. To have a handsome, caring ‘big brother’ twenty-four seven as my guardian was a dream come true for this gay boy. Was my life in Malaya very different from England? Very much so! To me, England was a completely different planet. I felt as if I had landed on the Moon. Instead of a planet filled with ugly rocks, it was a planet filled with good-looking boys (especially those I came in contact with as I was secretly groomed to enter E.R.O.S.). The boys I befriended were well-mannered and aristocratic in more ways than just being born into wealthy homes. E.R.O.S. selected candidates that had a certain je ne sais quoi about them. That made a big difference to me; they weren’t like the ‘regular’ boys I encountered at the Methodist Boys School in Malaysia. You asked how I coped when I first arrived in the United Kingdom. I was homesick for the first few weeks but I adjusted to my new environment quickly. Daltonbury Hall provided me with a fresh start, a new life. A life I was happy to leave behind when I left Kuala Lumpur. Everything was exciting, even at times when I was uncertain about my capabilities in my studies. The ‘big brothers’ were always available to assist, to comfort and encourage the freshmen and juniors when we faced difficulties in our educational and private lives. In my opinion, the BB and BS program should be installed in regular schools. I believe this will eliminate the current dysfunctional school system and reduce school bullying as well as suicidal behavior in students. More often than not, adolescent boys look to an older and more experienced guardian for guidance and mentorship. I blossomed under Nikee, Andy, and Oscar’s tutelage.

If that sounds cultish, I’m unapologetic. When organizations talk about creating an innovative business culture, a lot of people focus on the external symbols. The ping-pong and foosball tables in the office, the team-building Thursday beers after work, the company ski weekends, and the anything-goes dress code. At TMHQ we have all those things. But they are marginal to what we are really about. A culture is built up over months and years of good practice, questioning, and improvement. Of doing things the right way and having anyone who comes into the group or participates in an event recognize what that means. Culture is all the things that happen in an organization when the boss isn’t looking. Tony Hsieh describes, in his book Delivering Happiness, how he built his online shoe business Zappos by concentrating on service and integrity above all else. “Your personal core values define who you are,” he argued, “and a company’s core values ultimately define the company’s character and brand. For individuals, character is destiny. For organizations, culture is destiny.” I think that’s true, and doubly so when you are “delivering happiness” as an experience that asks people to take on and display some of the virtues of that culture themselves. In this sense, we believed, in our initial phase of recruiting, that a candidate’s previous career path and qualifications were less important than his or her willingness to embrace our credo. Though we had no experience in event management, the plan was never to go out and hire people from the event industry. We had obstacles where participants jump through flames and we feared the first thing an outside event person might instinctively do was pull out a fire extinguisher.

Agent Keeler is the mole we planted. He’s been working undercover. The objective was to send an agent to infiltrate the Coalition, discover the mole from the inside out. Keeler’s combat skills, field experience, and brash character made him the perfect candidate for the assignment. We knew the Coalition would jump at the chance to recruit him if they believed he could be swayed to fight for their cause. “I instructed Keeler to play sympathetic to the Coalition’s purpose. It didn’t take long for our mole to make contact. Keeler received an anonymous text giving him a date, time, and place. He showed, spoke to someone who wasn’t the mole but had contact with him or her. Keeler negotiated the terms. He would join their ranks and provide intel so long as Coalition members kept their distance from THIRDS agents, specifically his team. To maintain the illusion he’d gone rogue, it was necessary for Destructive Delta to be kept in the dark. I then fed Keeler inside information to pass along.” All

I never talk to candidates about their CVs," says Dan Olley, EVP of product development and CIO of Elsevier, the global information solutions provider. "They can write and I can read; we know that." Rather than focus on skills and experiences, Olley interviews for two raw capabilities: "Clear thinkers—people who can cut through day-to-day ambiguity to create clarity on how to move forward; and strategic pragmatists—people who are strategic enough to make a plan but pragmatic enough to know that they might not implement all of it.

The Resume Your resume is like an advertisement for you as a job candidate. It should present you in the best possible light. Consult reference books for appropriate formats. Styles vary, but a resume should be typewritten or typeset, with your name and address clearly displayed at the top, and your employment history and educational background listed below in an organized fashion. If you wish, you may include a heading for personal interests—this can often be a good ice-breaker during the interview itself. People with social anxiety often find it very useful to pay for professional assistance in preparing a resume. Having an objective person categorize your skills and experience can be extremely helpful, especially if you are reentering the work force or are experiencing difficulty putting your background into the appropriate format. Remember, your resume is often your first contact with a prospective employer, and it may determine whether you will get an interview in the first place. It is your calling card and should be impeccably professional in appearance and content.

THE JOB SEARCH To be successful in the working world, you must steel yourself against rejection, whether you are a salesman, a grant writer, or even a job candidate. Employers often interview many, many candidates for a given job opening, and you will probably get more no’s than yeses. But don’t take it personally. That’s just part of the process. (Remember the salesman’s strategy of thinking that each rejection brings him closer to a sale!) With the right attitude, any rejection you do experience can give you valuable information about the job search process. Practice makes perfect, so look at your interviews as a chance to perfect your interactive skills in the working world. In fact, it is sometimes appropriate to inquire about the possibility of an “informational interview”—in which you are not applying for a job but simply meeting briefly (half an hour or so) with a person whose career field interests you to ask questions and tour the place of business. (This is most appropriate when you are considering a career change.) Either way, if a suitable position is not available but you have made a good contact, you may get a call when an appropriate job does open up. Keep in mind that it is up to you to create opportunities for yourself. Do not wait for them to happen to you!

A ‘journal’ is ‘any paper published daily’, despite his own experience of journals that weren’t daily. Occasionally he insists on a meaning that barely exists simply so as to enforce a strict sense of etymological correctness. For example, a ‘terrier’ is ‘a dog that follows his game under ground’, because it comes from the Latin word for ‘ground’, terra. The first sense of ‘candid’ is ‘white’, because this accords with its Latin root candidus, even though, as Johnson admits, ‘This sense is very rare.’ For the same reason an ‘insult’ is ‘the act of jumping upon any thing’ before it is an ‘act or speech of insolence or contempt’: insultare is the Latin for ‘to leap on’ or ‘to trample’. As if to license these fussy spurts of Latinism, the Dictionary frequently reminds its readers that etymology is no easy business.

After the Lincoln-Douglas debates made Lincoln a nationally recognized politician, Illinois papers began to mention Lincoln as a Republican candidate for President throughout 1859.  Lincoln was humbled, though a bit dumbfounded.  He thought himself more suited for the Senate, where he could orate and discuss ideas, and moreover there were Republicans of much greater national prominence on the East coast, particularly William Seward.  Lacking any administrative experience, he wasn't sure he would enjoy being President. 

Today, every candidate is expected to be tech savvy, to have a strong social media presence and an unassailable “digital footprint,” and of course, to have the education and experience to do the job. These attributes are essential, but what employers value most are well-honed interpersonal skills.

After Chandavarkar shortlisted a few candidates in 1997, Kiran came in for the final interview. All five shortlisted students already had job offers in hand. The interview lasted forty-five minutes, of which Kiran spoke for forty. She spoke about why she wanted to enter pharmaceuticals and how she wanted the company to grow. That ‘campus-placement experience’ was different for Shreehas Tambe. ‘My offer was from Lupin; I don’t think D.B. Gupta [founder and chairman of Lupin] gave a damn about who was joining the company. A general manager had come from Tarapur and we were all very happy because the salary was nice,’ says Tambe, a hefty man with a sense of humour. On hearing Kiran out, he was impressed that the ‘chairperson’ of the company was explaining to a fresher what the vision was. At twenty-three, the idea of working in a pub city wasn’t bad even though leaving Mumbai was not in his scheme of things. ‘I thought it’d be fun to check out the city for two to three years and then come back to Mumbai,’ he remembers thinking. Kiran said she had spoken to his placement manager; she knew his salary and would match it. She insisted that he say yes to the offer right then. Tambe was anxious. He had not submitted his master’s thesis and his supervisor, J.B. Joshi, generally decided where his students would go, which often was Reliance Industries. Surprisingly, after some intimidating remarks like ‘how could you attend the campus interview without asking me’, Joshi encouraged him to join Biocon. He did not conceal his cautionary advice though: ‘Come back after two years, finish your Ph.D and then we’ll see.

Consider the case of two very similar companies, Twitter and Tumblr. Both had brilliant, product-oriented founders in Evan “Ev” Williams and David Karp. Both were hot social media start-ups. Both grew at a remarkable rate after establishing product/ market fit. Both had a major impact on popular culture. Yet Twitter went public and achieved a market capitalization that peaked at nearly $ 37 billion, while Tumblr was acquired by Yahoo!—another start-up that used blitzscaling to become a scale-up, only to decline and fade away—for “only” $ 1 billion. Was this dumb luck on Twitter’s side? Perhaps. Luck always plays a larger role than founders, investors, and the media would like to admit. But a major difference was that Twitter could draw on numerous networks for advice and help that Tumblr could not. For example, Twitter was able to bring in Dick Costolo, a savvy executive with prior scaling experience at Google. In contrast, even though Tumblr was arguably the most prominent start-up in its New York City ecosystem, it couldn’t easily draw upon a pool of local talent who had experience dealing with rapid growth. According to Greylock’s John Lilly, for every executive role that Tumblr needed to fill, there were less than a handful of candidates in all of New York City.

WHILE I THINK the reasons for postmortems are compelling, I know that most people still resist them. So I want to share some techniques that can help managers get the most out of them. First of all, vary the way you conduct them. By definition, postmortems are supposed to be about lessons learned, so if you repeat the same format, you tend to uncover the same lessons, which isn’t much help to anyone. Even if you come up with a format that works well in one instance, people will know what to expect the next time, and they will game the process. I’ve noticed what might be called a “law of subverting successful approaches,” by which I mean once you’ve hit on something that works, don’t expect it to work again, because attendees will know how to manipulate it the second time around. So try “mid-mortems” or narrow the focus of your postmortem to special topics. At Pixar, we have had groups give courses to others on their approaches. We have occasionally formed task forces to address problems that span several films. Our first task force dramatically altered the way we thought about scheduling. The second one was an utter fiasco. The third one led to a profound change at Pixar, which I’ll discuss in the final chapter. Next, remain aware that, no matter how much you urge them otherwise, your people will be afraid to be critical in such an overt manner. One technique I’ve used to soften the process is to ask everyone in the room to make two lists: the top five things that they would do again and the top five things that they wouldn’t do again. People find it easier to be candid if they balance the negative with the positive, and a good facilitator can make it easier for that balance to be struck. Finally, make use of data. Because we’re a creative organization, people tend to assume that much of what we do can’t be measured or analyzed. That’s wrong. Many of our processes involve activities and deliverables that can be quantified. We keep track of the rates at which things happen, how often something has to be reworked, how long something actually took versus how long we estimated it would take, whether a piece of work was completely finished or not when it was sent to another department, and so on. I like data because it is neutral—there are no value judgments, only facts. That allows people to discuss the issues raised by data less emotionally than they might an anecdotal experience.

Short yet substantial, the collects are ideal candidates for memorization. As each Sunday rolls around, I try to take a few minutes to memorize the collect. As I move through the week, I can stop and reflect on it, rolling its words around in my mind. Instead of passively receiving the piety and theology of the prayer book, I can actively engage it in my life of prayer and daily experience.

One might think that after this trenchant diagnosis of the radical dualism in human thinking, Huxley would urge us to take truth seriously and lean against any way in which we may be tempted to rationalize our needs—as Plato and Aristotle would have recommended. Instead, bizarrely, he goes on to take the very approach he was attacking. He freely admits that he “took it for granted” that the world had no meaning, but he did not discover it, he decided it. “I had motives for not wanting the world to have meaning; consequently assumed that it had none, and was able without any difficulty to find satisfying reasons for this assumption.”7 His philosophy of meaninglessness was far from disinterested. And the reason? “We objected to morality because it interfered with our sexual freedom.”8 This admission is extraordinary. To be sure, Huxley and his fellow members of the Garsington Circle near Oxford were not like the Marquis de Sade, who used the philosophy of meaninglessness to justify cruelty, rape and murder. But Huxley’s logic is no different. He too reached his view of the world for nonintellectual reasons: “It is our will that decides how and upon what subjects we shall use our intelligence.” After all, he continues in this public confessional, “The philosopher who finds no meaning in the world is not concerned exclusively with a problem in metaphysics. He is also concerned to prove that there is no valid reason why he personally should not do as he wants, or why his friends should seize political power and govern in a way they find most advantageous to themselves.”9 The eminent contemporary philosopher Thomas Nagel is equally candid. He admits that his deepest objection to Christian faith stems not from philosophy but fear. I am talking about something much deeper—namely the fear of religion itself. I speak from experience, being strongly subject to this fear myself: I want atheism to be true and am made uneasy by the fact that some of the most intelligent and well-informed people I know are religious believers. It isn’t just that I don’t believe in God and, naturally, hope that I’m right in my belief. It’s that I hope there is no God! I don’t want there to be a God; I don’t want the universe to be like that.10 At least there is no pretense in such confessions. As Pascal wrote long ago, “Men despise religion. They hate it and are afraid it may be true.”11 In Huxley’s case there is no clearer confession of what Ludwig Feuerbach called “projection,” Friedrich Nietzsche called the “will to power,” Sigmund Freud called “rationalization,” Jean-Paul Sartre called “bad faith,” and the sociologists of knowledge call “ideology”—a set of intellectual ideas that serve as social weapons for his and his friends’ interests. Unwittingly, this scion of the Enlightenment pleads guilty on every count, but rather than viewing it as a confession, Huxley trumpets his position proudly as a manifesto. “For myself, no doubt, as for most of my contemporaries, the philosophy of meaninglessness was essentially an instrument of liberation.”12 Truth

He was also a more astute politician than even his admirers realized. During his rise to power, he constructed his own base as an independent candidate not beholden to the oil interests in Southern California. For party loyalty, he substituted personal connections to the state’s two most important (and quite conservative) publishers—Joe Knowland in Oakland, and Harry Chandler in Los Angeles. At the very least, these friendships helped neutralize papers that might otherwise have rejected his increasingly liberal agenda. He was a distinguished governor of California. The state was growing by as many as ten thousand new residents a week, and the pressures on the state’s schools, roads, and its water resources were enormous. Facing that challenge had made him tough-minded and pragmatic about government, its limits, and how best it could benefit ordinary people. He was both an optimist and an activist: If he did not exactly bring an ideology to the Court, then he brought the faith of someone who had seen personally what government could and should do to ameliorate the lives of ordinary people. That the great figures on the bench had so much more judicial experience—Black with sixteen years of service on the Court, Frankfurter and Douglas with fourteen each, and Jackson with twelve—did not daunt him. As he saw it, they knew more about the law, but he knew more about the consequences of the law and its effect on ordinary citizens. His law clerk, Earl Pollock, said years later that there were three things that mattered to Earl Warren: The first was the concept of equality; the second was education; and the third was the right of young people to a decent life. He had spent a lifetime refining his view of the role of government, and

He was also a more astute politician than even his admirers realized. During his rise to power, he constructed his own base as an independent candidate not beholden to the oil interests in Southern California. For party loyalty, he substituted personal connections to the state’s two most important (and quite conservative) publishers—Joe Knowland in Oakland, and Harry Chandler in Los Angeles. At the very least, these friendships helped neutralize papers that might otherwise have rejected his increasingly liberal agenda. He was a distinguished governor of California. The state was growing by as many as ten thousand new residents a week, and the pressures on the state’s schools, roads, and its water resources were enormous. Facing that challenge had made him tough-minded and pragmatic about government, its limits, and how best it could benefit ordinary people. He was both an optimist and an activist: If he did not exactly bring an ideology to the Court, then he brought the faith of someone who had seen personally what government could and should do to ameliorate the lives of ordinary people. That the great figures on the bench had so much more judicial experience—Black with sixteen years of service on the Court, Frankfurter and Douglas with fourteen each, and Jackson with twelve—did not daunt him. As he saw it, they knew more about the law, but he knew more about the consequences of the law and its effect on ordinary citizens. His law clerk, Earl Pollock, said years later that there were three things that mattered to Earl Warren: The first was the concept of equality; the second was education; and the third was the right of young people to a decent life. He had spent a lifetime refining his view of the role of government, and he came to the Court ready to implement it.

Take a look at your calendar and write down your role in meetings. This goes for explicit roles, like owning a meeting’s agenda, and also for more nuanced roles, like being the first person to champion others’ ideas, or the person who is diplomatic enough to raise difficult concerns. Take a second pass on your calendar for non-meeting stuff, like interviewing and closing candidates. Look back over the past six months for recurring processes, like roadmap planning, performance calibrations, or head count decisions, and document your role17 in each of those processes. For each of the individuals you support, in which areas are your skills and actions most complementary to theirs? How do you help them? What do they rely on you for? Maybe it’s authorization, advice navigating the organization, or experience in the technical domain. Audit inbound chats and emails for requests and questions coming your way. If you keep a to-do list, look at the categories of the work you’ve completed over the past six months, as well as the stuff you’ve been wanting to do but keep putting off. Think through the external relationships that have been important for you in your current role. What kinds of folks have been important, and who are the strategic partners that someone needs to know?

A memoir in which the author shares his impressive journey of emigrating to the United States to escape a difficult life in an impoverished Nigerian village. Born into an extremely poor family in Nigeria, ‘Deji Ayoade had early memories of wanting to come to America to do better for himself. For years, he dreamed about having a bright future in the United States. At seven, he promised his mother that one day he would be a doctor in America and take her and his siblings away from their dangerous and impoverished existence. By the age of thirty-three, ‘Deji had been in the United States for five years and was living his dream. He had earned a master’s degree, married and had a child, been recruited into the Navy, and become a US citizen. He makes good on the promise to his mother and brings her, his sister, and his sister’s baby to the United States. UNDERGROUND: A Memoir of Hope, Faith, and the American Dream is a well-structured, compelling memoir written by a determined man with big dreams, ambitious goals, and the strength to never lose sight of where he is headed. Commitment, intelligence, and drive contribute to his fulfilling what he deems to be his purpose in life. His accomplishments in the armed services are nothing short of admirable. Ayoade draws readers into the 1980s culture of the poorer regions of Nigeria with vivid descriptions of the sights, sounds, and smells of areas in which they lived. His credible recreation of scenes reveals insight into the civilization that had considerable influence on him. Family dynamics also play a significant role in Ayoade’s life. His recollection of his father’s contradictory behaviors both confuse and enlighten him. His fond memories of his grandmother—the family member he trusted the most—are heartfelt and touching. While coming to the United States offers many positive experiences for Ayoade, it doesn’t come without problems, and one that the author talks about with deep emotion and candidness is racism. Thoughtful in the way he acknowledges possible differences of perspectives, he describes how it feels to be looked at differently. One scene in particular demonstrates just how prejudiced and insensitive people can be when it comes to racial biases. Ayoade writes from the heart with emotion and honesty that demonstrate his passion for what he does in life. His ability to weave together a cohesive story from so many disparate fragments is remarkable. His religious faith and commitment to never-ending improvement for himself are inspiring and a basis for being a role model for others. UNDERGROUND: A Memoir of Hope, Faith, and the American Dream–author ‘Deji Ayoade’s reflections on overcoming enormous obstacles and emigrating from Nigeria to the United States–is candid, heartwarming, and inspirational.

When we compared the candidates’ résumés, Candidate A won hands-down. He had the “right stuff”—the adjectives about him just blew Candidate B out of the water. But that didn’t make him right for us. Had we looked for the past-tense verbs on their résumés, however, Candidate B would have won hands-down—because the résumé would have shown that he had taken the right courses in the schools of experience—including a field graduate seminar called “Scaling up process technology from the lab, through pilot scale, and then full scale.” He had wrestled with problems that the rest of us did not even know we were going to face. Or, in other words, he had the right processes to do the job.

Poland’s political volatility made it a more attractive candidate for a monopoly.8 From the moment Torsten arrived, Polish officials faced so many crises that the right person would be able to slip them a match monopoly without much scrutiny. The government was in chaos. The final borders of the Second Polish Republic had been established two years earlier, and the new constitution just a year before that. The reborn interbellum Poland was fractured into competing sects. President Gabriel Narutowicz had been assassinated in late 1922, and the country had sworn in four different prime ministers that year (and another two the following year). At first, it wasn’t even clear to Torsten which officials he should approach, or who was in charge. Then, through the bedlam, Torsten met Dr Marjam Glowacki, a senior finance ministry official. The two men immediately bonded and became friends. Torsten appeared to be a distinguished businessman with extensive experience in international finance. Their talks moved quickly. Dr Glowacki saw that a significant loan from International Match could resolve many of the country’s humanitarian and fiscal needs. Even a few million dollars would greatly assist Polish reparations from the world war.

If you want to make yourself more sensitive to the small details in your work, cultivate a habit of imagining, as specifically as possible, what you expect to see and do when you get to your desk. Then you’ll be prone to notice the tiny ways in which real life deviates from the narrative inside your head. If you want to become better at listening to your children, tell yourself stories about what they said to you at dinnertime last night. Narrate your life, as you are living it, and you’ll encode those experiences deeper in your brain. If you need to improve your focus and learn to avoid distractions, take a moment to visualize, with as much detail as possible, what you are about to do. It is easier to know what’s ahead when there’s a well-rounded script inside your head. Companies say such tactics are important in all kinds of settings, including if you’re applying for a job or deciding whom to hire. The candidates who tell stories are the ones every firm wants. “We look for people who describe their experiences as some kind of a narrative,” Andy Billings, a vice president at the video game giant Electronic Arts, told me. “It’s a tip-off that someone has an instinct for connecting the dots and understanding how the world works at a deeper level. That’s who everyone tries to get.

Because it is nearly impossible to get fired once you’re in, Next Jump takes much more time and is a lot more discerning about who they hire than a lot of other companies in their industry. They don’t just consider skills and experience; they spend a lot of time evaluating the character of the candidates who want to work there. For every one hundred candidates, only one will get a job. “If a leader was told from here on you cannot fire anyone,” Kim explains, “but you must still meet consistent growth in revenue and profits, despite market conditions, they would have no choice but to turn to other variables within their control like hiring, training and development.” Once someone gets in, the leaders of Next Jump make it their priority to help that person grow.

After the Brown ruling, García and Sánchez wanted to work with African Americans to desegregate schools. But they met stiff opposition from conservative LULAC and GI Forum members, who instead favored working with the state government to desegregate only the Mexican schools. At the time, Mexican American and African American coalitions were rare, organized mainly during elections to support candidates who opposed segregation. For

2. Don’t trade penny stocks. A penny stock is any stock that trades under $5. Unless you are an advanced trader, you should avoid all penny stocks. I would extend this by encouraging you to also avoid all stocks priced under $10. Even if you have a small trading account ($5,000) or less, you are better off buying fewer shares of a higher-priced stock than a lot of shares of a penny stock. That is because low-priced stocks are most often associated with lower quality companies. As a result, they are not usually allowed to trade on the NYSE or the Nasdaq. Instead, they trade on the OTCBB ("over the counter bulletin board") or Pink Sheets, both of which have much less stringent financial reporting requirements than the major exchanges do. Many of these companies have never made a profit. They may be frauds or shell companies that are designed solely to enrich management and other insiders. They may also include former “blue chips” that have fallen on hard times like Eastman Kodak or Lehman Brothers. In addition, penny stocks are inherently more volatile than higher-priced stocks. Think of it this way: if a $100 stock moves $1, that is a 1% move. If a $5 stock moves $1, that is a 20% move. Many new traders underestimate the kind of emotional and financial damage that this kind of volatility can cause. In my experience, penny stocks do not trend nearly as well as higher-priced stocks. They tend to be more mean-reverting (Mean reversion occurs when a stock moves up sharply from its average trading price, only to fall right back down again to its average trading price). Many of them are eventually headed to zero, but they are still not good short candidates. Most brokers will not let you short them. And even if you do find a broker who will let you short a penny stock, how would you like to wake up to see your penny stock trading at $10 when you just shorted it at $2 a few days before? I learned that lesson the hard way. It turned out that I was risking $8 to make $2, which is not a good way to make money over the long term. To add injury to insult, a penny stock might appear to be liquid one day, and the next day, the liquidity dries up and you are confronted by a $2 bid/ask spread. Or the bid might completely disappear. Imagine owning

A great frame inferred to encapsulate Musk’s hiring philosophy is the ‘two-hands test’. It means the candidate must have first-hand experience and a hands-on expertise in testing. Passing the two-hands test proves you have skin in the game.

For recent atheist texts that require a genuine engagement of the thinking mind, I would recommend, before any other, J. L Mackie’s The Miracle of Theism: Arguments for and Against the Existence of God (Oxford University Press, 1982); and I would also suggest reading his Ethics: Inventing Right and Wrong (Viking, 1977) for a wonderfully candid approach to moral questions in the absence of any belief in God.

Our blessed Redeemer, in directing us how to conduct one towards another, appeals to our own feeling: “Whatsoever ye would that other men should do to you, do ye even so to them” [Mt. 7:12]. Now where such live in fullness on the labor of others, who have never had experience of hard labor themselves, there is often a danger of their not having a right feeling of the labourer’s condition, and therefore of being disqualified to judge candidly in their case, not knowing what they themselves would desire were they to labor hard from one year to another to raise the necessaries of life and to pay large rents beside—that it’s good for those who live in fullness to labor for tenderness of heart, to improve every opportunity of being acquainted with the hardships and fatigues of those who labor for their living, and [to] think seriously with themselves: Am I influenced with true charity in fixing all my demands? Have I no desire to support myself in expensive customs because my acquaintance live in those customs, Were I to labor as they do toward supporting them and their children in a station like mine, in such sort as they and their children labor for us, could I not on such a change, before I entered into agreements of rents or interest, name some costly articles now used by me or in my family which have no real use in them, the expense whereof might be lessened? And should I not in such case strongly desire the disuse of those needless expenses, that less answering their way of life the terms might be the easier to me? If a wealthy man, on serious reflection, finds a witness in his own conscience that there are some expenses which he indulgeth himself in that are in conformity to custom, which might be omitted consistent with the true design of living, and which was he to change places with those who occupy his estate he would desire to be discontinued by them—whoever are thus awakened to their feeling will necessarily find the injunction binding on them: “Do thou even so to them