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Transcript for Academic Hiring Rituals: Law School Hiring
Chapter One: Introduction
Thank you for joining us for our inaugural season of Hiring Rituals, a new long-form informational podcast about hiring in anthropology.
In it, we offer an ethnographic lens how anthropologists with higher degrees get hired internationally or in other units beyond traditional disciplinary departments.
We want to illuminate what goes on behind the scenes when institutions and departments are making hiring decisions. Every country and institution has different hiring rituals. As an example: in some countries, committees are composed entirely of external reviewers from other institutions; in other countries, department members decide job seekers' fate. One goal of this podcast is to discuss such mechanisms, as well as the historical and structural conditions that shape hiring committees' work.
Another goal of the Hiring Rituals mini-series is to help applicants as they navigate a most challenging job market. Currently, basic information on how hiring at particular institutions works, is circulated informally, disadvantaging applicants who aren't in the appropriate networks. Moreover, wealthier, private institutions in the US are increasingly providing extensive academic job market information sessions that institutions with fewer resources have trouble replicating to the same extent. We hope to make information about hiring more widely available for recent PhDs and even for people looking to change jobs a bit later in their career.
Hiring Rituals is supported by the Association for Political and Legal Anthropology (APLA) at the American Anthropological Association.
Chapter Two: The Job Ad
Anna: We asked our contributors how their departments get approved to do a job search and what goes into writing the job advertisement.
Riaz: In law schools, the there's really two kinds of hiring, there's like a sort of need based hiring where they're trying to fulfill curricular need. And then there's just sort of reputational, what shall we call that, you know, climbing, hiring, that goes that gets done to try to bring in higher impact, you know, faculty, and that can be at even the junior level.
Riaz: The idea of needs comes from the faculty at large, probably input from the dean. And then there's usually a subcommittee in the law school environment that then crafts the actual language of the ad. And that's something that, you know, applicants would need to be aware of that. Sometimes it's just a very small subset of the faculty that have crafted the final, the ultimate ad. And, you know, one of the quirks about that is they'll say things like…the way that they request, the way that they list, credential needs, like JD, or PhD or equivalent, can be very kind of slippery. And I've seen that as well, that, you know, one of the things they're trying to do is hold open the door for like, foreign LLMs, for example, which don't fit into those categories. So it's something to be aware of, when they say JD, or PhD or equivalent. It's very rare that law schools would hire someone with just a PhD anymore. And probably, you know, your listeners will already know that, that used to happen a lot, particularly in economics, there was a time when law and economics was like moving faster than its institutional reproduction could keep up with. And so the influx of funding for new lines, allowed them to hire basically, econ PhDs into law schools a lot more. Now, it seems to be you need both. And that goes for other fields as well.
Anya: So in my experience, actually, most faculty have had very little input into how the job ads are constructed. And I suspect, you're gonna hear me say this a lot. I suspect, this differs school by school, and even dean by dean at any particular school. But in my experience, it's basically the dean and maybe with the advice of a couple of vice deans who decide what the topic area is that they're interested in hiring for, and how the ad should be written. That said, I think often there's kind of really obvious things like, you know, if you're, if the two people who teach property leave, then you need somebody who teaches property. And so everybody kind of knows that the ad will include property, because, you know, law schools, there's just certain classes that always have to be taught, and you need to have, you know, a bench of people who can teach them. But in terms of other stuff on top of that, I've been on the hiring committee a number of times, but I've never had any input into how that is written itself.
Riaz: There's this phrase that gets used in law that I was sort of surprised by At the time now, nothing surprises me. It was it was best available athlete. And I had I had a top 10 Law School call me to say, can you come in for an interview? And I said, Sure, sure. By the way, can you tell me what what need you're hiring for, because that would allow me to prepare. This was an Ivy League law school, and they told me, oh, we're looking for basically the best available athlete. And so what they're saying there is, we want what we think is going to we don't have basically, we don't care about need at this point, we need something that's going to boost our and keep our impact at a high level down the line. And you can kind of see those in the ads, because of some, some will say nothing about subject matter expertise, and others will be very specific about some subject matter expertise.
Gwen: One piece of advice that I would give to people just off the cuff is don't reject yourself. Like even though the application might not seem like they're asking for you, Jolene Jolene Smith, to apply, even though it looks like they might have like this very specific idea. If you're applying for a job, like the ones that my department puts out, they might not. We think we know what we want, but you might just be that awesome missing piece that we never knew was there. So just apply. If you feel like you might want to be in the place. Don't, don't, don't reject yourself.
Chapter Three: The FAR Form
Anna: There are two components of the application: 1. something called the FAR form, and 2. something called the job talk paper. Some comments on the FAR form first…
Riaz: There's nothing more distinctive about this process than that single form. And it actually serves as a kind of, I don't know if the word is clearing house or like, you know, central node. The sort of, because, you know, FAR is listing the, it stands for Faculty Appointments Registry. You know, its submission deadlines are like in early August and early September. And this is setting people up for a conference that takes place in October every year usually in DC, colloquially called the meat market…
Anya: Because in law, traditionally, it's the school that reaches out to the applicant, after the applicant puts out a kind of, you know, a general, "here I am" on the form.
Anya: I did not realize going in how meaningful this very annoying and kind of antiseptic looking form was. So just word to the wise, those of you who are applying for law school jobs, get advice on how you should be filling out your FAR form, what classes you should say you want to teach, etc., stuff like that is rarely dispositive. But it often is something that, you know, put it…think of the person who's looking through the FAR form register, there's maybe 500 documents in there that you're supposed to look through there. So it's going fast. And you need, you often need a little training to know what it is that's going to catch the eye.
Riaz: The form is a one sheet that basically, you know, or maybe two sheets, summarizes, you know, a person's entire professional, you know, worth in life. But a couple of things. One is that in recent years, they've moved to ask for CV be attached to it. Whereas when I, when I first did it, there was no place to attach a CV. And sometimes they would say, if you want to, you can email, you know, try to get that emailed over separately, but that's one thing. And I think now, there's also a space to attach your job market paper, which is a definite must have in terms of material. So those three things the far form the CV and just the the mark, job market, job, talk paper, are really what formed the core of the application, you might be thinking to yourself, or your listeners might be thinking, what about letters of recommendation? This is my favorite part about the law market, that's different from all from all, pretty much all the other academic markets, there are no letters of recommendation. They asked for a list of contacts, that would be you know, prospective referees. I believe this also is related to law, corporate law, billing practices, that they understand that, you know, judges, lawyers, legal academics are thinking of their time as a commodity itself, and therefore respectful of that, I suppose, they will only bother them if you make a sort of, what is it called long short list or short, long list and then a short list.
Riaz: Here's one thing that is sort of counterintuitive, and I still think is not a positive thing. But and yet this is maybe a part of the realpolitik of it. Someone once told me, and I think they were right, that even if you're geographically limited, if you can afford to do the FAR and leave yourself geographically unlimited in the in the FAR form, or however else you wanted to do your do a job search. Because part of the way that the Moneyball hegemonic way that law school hiring works is that they want to know that you're attractive to, or at least potentially attractive to the market in law…in candidates, and not just a good candidate for their school. And someone told me that, and I was like, I first of all, at the time didn't, I was more like a sort of advanced graduate student, and I didn't want to have to leave California. And I think I, at that point, had a child on the way. And it was…I was not looking forward to having to move but they told me this. And, you know, every time almost every time I've used the FAR and kept it geographically unlimited, I've gotten just a pretty wide array of of successful hits, compared to a direct application to this school, who has said, we welcome applicants through our in-house HR, if you wish to do that. Whatever, whatever this person, you know, knew and told me has borne out to be relatively true that just the performance of being on a national market makes it seem like you're more serious, I suppose. So that's sort of a weird, but probably true insight.
Chapter Four: The Job Talk Paper
Anna: In addition to the FAR form, the initial application will include a formulaic writing sample known as the job talk paper.
Riaz: Your dissertation doesn't actually have to be what puts you ahead in the legal job market. And that, I wish kind of I kind of wish that I knew that better at the time because I thought well, then no one's going to actually be able to see past this big thing I've just finished doing, when in fact, all they wanted was a talk paper.
Gwen: But that's another thing to think about is how to write towards these departments in your, in your job, talk paper. For a law school, you would want to have what looks like the most standard issue, most cookie cutter, general, law review paper ever to cut a cookie. Like that's, that's what you need. It's just, that is the currency. And so, I don't know that that tailoring advice for you know, the other aspects of the application are as useful with respect to the paper itself, because really, all that the paper is doing for a search committee in law school is saying, Hey, I can publish things in top ranked general law reviews. Like, that's it, you don't have to be brilliant, you have to be marketable.
Riaz: Anthropology has a certain competence to be able to tackle certain areas of legal knowledge, legal doctrine. And if you were doing it very strategically, as an anthropologist, you would say, "Okay, what are those points of overlap? And can I get a course paper turned into an article on that?" Because again, it's going to come back to "what's your job talk paper about?" And that's actually, you know, that's that's, there's a lot to be said about that. I mean, you could have done a whole…you could have done a whole dissertation project that, you know, might be an award-winning book. But based on a single course paper you did in your second year of coursework, that incorporated some doctrinal elements, pitching that instead of your dissertation as your talk paper. And the faculty listening to you is going to be like, "Oh, you know, that's the best talk paper, we heard this round, because it had some human element that the others didn't. And that's a PhD in anthropology, she must be really good at that stuff, even though that's actually you know, that might be a marginal part of your work.
Chapter Five: Determining the Long List
Anna: What is the process through which these initial applications are assessed?
Deepa: This year, I think there were above 380 names in the faculty appointments register, the far, which is the centralized clearing house of law school, teaching candidates, right? That's a significant reduction. You know, as little as 10 years ago, there were about 1000 entries in the first bar distribution. So after the chair of my committee, who has been an excellent chair, both in terms of organization and thoughtfulness. After the chair of my committee took an initial look at that 380 something odd set of names, he narrowed it down to about 170, who might plausibly fit the three areas that we were hiring for. From that 170, we were given a CV or research agenda, a job market paper and a FAR form for each candidate. And in about two and a half weeks, we had to do an initial score of candidates on a one to five kind of Likert scale, so that that could be compiled, in order to determine who might be a sub subgroup for us to discuss in order to decide who we would invite for a screening interview. All of this occurs within about two and half weeks, right? It is just a monumental amount of work that leads to less than ideal situations.
Anya: So basically, everybody is charged with looking at the FAR forms themselves to begin with, without…you know, it's not like there's one person who picks the likely candidates or something like that. Everybody kind of looks, although we tend to have some sort of search parameter. And again, you know, like, if we're looking for a property teacher, I mean, I keep using property as an example, just because I started with it. But if we're looking for somebody in a particular field, we'll be doing, you know, that's what we'll look for. But if we're not, if we have a more open search, which, occasionally we're able to, then that means really just everybody's kind of reading through as much as they can of the FAR form. And then there's basically like, sometimes we'll have a joint document, or sometimes people will just send around their lists of people who they think are worth pursuing a little further, often with just very short comments, you know, not dispositions, but like a sentence, or just a few words, like, "this is what they do, here's what they're, you know, main recommender is. You know, here's their really impressive publication." And not like it's categorized or anything, but just kind of as I'm reading through, I'm like, "Oh, this jumps out at me. This person looks really interesting. Here's the thing that we lack, you know, we don't have anyone on the faculty who does this, but it seems to fit with what we'd like. So there's kind of like a barrage of lists, and in our situations, often quite informal. So some people send those around, other people don't, or they just send it to the chair of the committee. And then we'll meet and have a really long meeting where we basically try to hash it out. Because there will often be overlaps, right? Like, because we're at the same school, we'll, we'll come up with some list where more than one person on the committee is really interested in a particular person. So those people kind of end up in the pile unless you can make a really good argument for why this person who I really like, you know, but everybody else overlooked, actually should be in the pile too. And that process with us is really quite informal. So there's just a lot of discussion and people kind of talking about their preferences. And out of that, a list emerges that there's some consensus on. And I guess, you know, if that list seems too big, if it's more people than we can reasonably interview in a screening interview, then we kind of do it again and and whittle it down, basically in that same way, until we come up with a realistic list. And then we start, you know, calling people for screening interviews.
Riaz: So basically, law school, these these subcommittees will get a stack of fire farms from the first they call them distributions, let's say in the hundreds, they will then pour through these usually quickly, because there seems to be a frenzy around each of the distributions. So, what they do is they basically call what they consider to be the best 15 or 20. And then they say, Are you going to Washington, DC in October and most people, when they get the first call, have every reason to say, well, by that point, you have no reason to be going to DC but your answer should always be yes. Because if you're not, then that, you know, betrays something about what you know what you've heard and not heard so far. So you say, yes, I am going and they say, okay, great you are, you know, our administrative assistant will be emailing you to set up a time to meet in DC, that's the conventional use of the FAR and the so called meat market, DC conference. That will be based on things like you know, people's readings of basically professional expertise and competence, especially in law if there's a big move towards looking for people who have worked some work in some fashion in that area. So if they're hiring for torts, and this is going to be different at different tier of tiers of schools, but um, you know, is there some bonafide experiential, what do you call it feather in this person's cap? Did they work for a firm doing either, I mean, most likely, the the, the greater points will go to somebody who was like a defense attorney. You know, in in corporate, for corporate organizations from things like workers, workers comp type of injuries, you know, suits. But either way, being able to show some sort of bonafides in terms of practice those things jump out, of course, educational pedigree, and so forth. So that's just my way of saying it's fairly two dimensional, fairly rote, still somewhat mysterious, because you get a fair amount of variance between people and people's assessment. But there there also does seem to be like a sort of, what's that called, you know, a sort of model, you know, group that gets picked.
Chapter Six: The Screening Interview
Anna: What happens if you're selected for a screening interview?
Anya: So we have…two interview processes and I think most most academic disciplines do where you have the kind of screening interview and then if you're lucky, you have a callback.
Anya: Sure. So for the screening interview, which, again, traditionally took place in, at the so-called "meat market" in DC. But now we're doing it online and who knows what will happen in the future. That's a place where you want to impress the committee with what you've done, how versatile you are, I think, and what you plan to do. So in terms of preparation, I think you really want to be able to talk about your research and your research interests really succinctly, you know. And so being able to be super crisp, really clear, not insistent, not aggressive, but just very motivated and clear about what you have to offer and what your thinking is. And if I can just add for those of us with somewhat non-traditional backgrounds, by which I mean people who are…have other degrees than a JD, especially if they're not in economics, or a history degree, or political science or something. So like me with anthropology, people I know, with literature or philosophy degrees…I think it's really important to be able to tell a coherent story about yourself. How your different educations combine to make you someone who has more to offer than you with just one of those educations. And, and by telling a story, you know, I don't mean you should make stuff up. But I do mean, you should try to figure out a way to articulate how it is that it all hangs together for you, and where you think it's going to take you. I often tell friends who are in this position that they should have a friend write something up about them? I mean, not really, maybe if you have a good enough friend to do that. But you should think about it as though it's a friend of yours, who really likes you, who admires your work, but isn't super intimate, doesn't know all of the back and forth and the indecisions and the regrets and the incoherences that you feel. But just kind of sees, sees the outside, how would they describe what makes sense to them about you?
Beth: After I went to law school, I did a federal clerkship, and I went on the job market for law schools. And at one of my interviews, one of the law professors started asking me about the cases that I'd worked on with the judge I clerked for. And I finally realized partway through the questioning, which involved in me telling him the, you know, the facts of the case. And then the legal question that was at issue, what was the doctrine that applied to that? And then he looked at me as if it was a big trick question, and asked: "So what did you advise your judge to do?" And it was clear to me that he thought that because I had an anthro degree, I wouldn't know the right answer to that, right, that I would come out of the, you know, out the blue sky with some odd answer that came from anthro. But of course, I knew that given the rules of the game and the language, there was only, you know, one particular direction I could take that answer. And I realized at that moment, that the PhD was almost a minus to him, that it was almost something that took away from my law brain. And so that I had an extra, I had an extra job to do. And that job was to prove that I still had my law brain, and then I could become in Llewellyn's words "a mere machine" if I needed to. I can do the machine thing; I happen to think because of anthropology, I have something more to offer you.
Riaz: But in my experience, the conversation I had with like, Cornell, comparing it to the conversation I had with, let's say, random, fourth-tier law school, they went very differently, you know, it's like, the upper tier law school is gonna go straight into it when you come and sit down, and they're gonna go: "So tell us what your job talk is about?" And that actually took me aback and bothered me because it was like, you know, I was, at the time, one of your listeners, I was the guy who was like, "Gee, if I knew someone I could have asked this to, ahead of time, and they would have just told me: 'Prepare to give your, a mini- version of your talk right now.'" Then I, you know, I would be having a good conversation right now. But instead, I had to, like, piece it together, what they were even going to ask me, and then taking that experience, and then going to meet, I think it was the same year maybe with a fourth tier law school the next day, or something totally different. It was like, "So tell us about your vision for the future of legal education." And this was in the days when things were changing a lot. It was a lot about, you know, practice readiness, about access, like I said, and that I had thought about a lot. And, you know, in some ways, that was the same stuff that motivated me to get into this line of research on the back end. So that's huge variance. So that question, I would say to your listeners: pay close attention to where a school that calls you maybe sits in the hierarchy and see if you can get a handle on what their priorities might be. Because I believe the case is still true that at the top of the law school, sort of pecking order, pyramid, whatever. It's still about, you know, basically scholarly impact primarily. And then, you know, artificially separating the world into top and bottom, northern and southern hemisphere. I would say the southern would be more about: "Can you deliver this very specific content, clearly and effectively to the students."
Chapter Seven: Determining the Short List
Anna: After the screening interviews, it is time to decide who gets on the short list.
Anya: When everybody goes down to the meat market or some delegation of us goes down to the meat market, basically, they come back with a report on all of the candidates they've talked to that kind of isn't a strict ranking, but is kind of like these people really shined. And we think we have a chance at them, you know. These people are also interesting, but kind of less perfect for us, etc. With the Zoom situation now, we'll often do a cluster of interviews, say we'll do you know, five interviews this week, and then we'll try to meet early next week. And everybody who is able to participate in the interview gives their assessment, and we kind of again, talk it out. Most often, what happens is that there's a certain consensus that forms around the candidates who, who are who are plausible for callbacks, and that'll always be more people than then we actually can call back. But at least we have an idea of, you know, who the who most of us agree with would be good callbacks. Sometimes we'll take a vote, or we'll kind of numerically rank candidates, like rank people from one to five, you know, and, and we'll set up…all of our Excel skills are extremely primitive, but we'll set up some sort of sheet you know, where everybody can rank. And then to kind of try to get a sense, a numerical sense of that consensus, but it's, it's never very strict. You know, even when you've got your sheet somebody can say, "Wait, I feel like we're really undervaluing this guy who we talked to, and everybody seemed excited about him. But then, you know, we kind of forgot about him in our excitement about this other person," which was totally happens. I mean, there's, there's so much, it's not exactly arbitrariness, but it's definitely not a science. It's not a mathematical process and your feelings about your candidates change, as you see other candidates and also as you talk to each other about the candidates, because somebody will say, "Well, yeah, that answer was really clever. But he was totally unable to respond to my objection to his position. I mean, he should at least be able to think around that, right?" And so, you know, you and then you think, "Oh, yeah, that's true, I didn't really notice that because I wasn't focused on that." So we influence each other a lot as we go along as well. And somehow, out of that mess, we emerge with a list of people we want to call back. And one way that law schools, I think, in general, are different from, at least what I understand social science departments to do is that often, even despite the resource constraints, you can call more people back than you can in like an anthropology department. So even when we were flying people, you know, we'd often have, oh, geez, you know, 8-9 callbacks. Where I think for anthropology often it's three is the standard, I think. So you have a little, you know, you don't have to be as committed. And then with zoom, you know, the inevitable inflation of zoom, you can have even more people. It varies vastly by school, by candidate, you know, by the appointments committee and how together they are. Sometimes you might get a call back, you know, within that week. Sometimes you might get a call back weeks later. […] So I think, you know, the key advice I guess I'd give in terms of the waiting process is don't assume it's about you. But also, you know, you should, you should be in touch with or you should feel free to be in touch with the chair of the committee. And in fact, again, just to be strategic, with lower ranked schools or schools in out of the way places where part of the issue is getting the people you make offers to to accept your offers, showing interest, and making it clear that you know, you're honestly very interested in the place can actually mean a lot.
Chapter Eight: The Campus Visit
Anna: Finalists are then invited for a campus visit. But what does that entail, exactly?
Deepa: For entry level, or junior lateral faculty visit, the usual format is three to four small group meetings where you the candidate will meet in a small room, like a classroom with groups of faculty that may or may not also include students but usually doesn't. It will include usually one dedicated interaction with law students, sometimes this involves a pair of students kind of taking you on a tour of the building. Sometimes it's another small group meeting with a selection of students, I, it will involve a separate meeting with the dean, usually at the end of the day. And the two kinds of nodes of the visit are the job talk itself, which is invariably given over the course of the lunch hour, and a dinner usually only one, often the night before your visit rather than the evening after your visit. But it could be either way.
Anya: So the callbacks at our school, I think are pretty typical. Basically, you have like a round robin, where you're led around to people's offices, and you talk to people in small groups for like, half an hour, 45 minutes, something like that. And that actually looks a lot like the screening interview because it's just a few people and so, you know, you're going to be repeating yourself a lot, because it's a lot of the same questions. But the difference is that a lot of them will have, you know, read your paper, looked at your stuff, and so there'll be asking, often fairly substantive questions, they're also going to be asking, at least at our school, at that point, they'll be asking more about, I don't know, your teaching interests, your other interests, how you know, how you see yourself as a faculty member. It can be really broad ranging, there's a lot of stuff to talk about. And then kind of the centerpiece of the day is your job talk. And that's where you present. Totally depends on the school, how much time you get. I was a fellow at the University of Chicago, and they told people to talk for 15 minutes. At Buffalo, they tell people to talk for 30 or 35. That's a really different talk. So be sure you talk to the appointments chair about what is expected. And then, you know, in some sense, I think the really key part for us, at least at my school, is the question and answer part afterwards. So maybe half of the people there will have actually read your paper, people will come, they'll listen to your spiel and then they will pepper you with questions, sometimes based on their reading of the paper, sometimes based on just what you said. And I think for us, the way that people respond to questions makes a huge difference. And that's true for the in-office, small group interviews, as well. So, I can just say about me, and I think a lot of my colleagues kind of what we value in responses, which I think may not always be obvious from the candidate side, is we like to see people be really flexible and agile in their thinking.
Riaz: I did have people, a few senior colleagues mentors telling me in the beginning, like, okay, there's gonna be there's some throwaway questions that everybody asks, and that includes, what kind of support do you offer junior faculty in the way of professional developments like that is probably the single most common question candidates ask in, as early as DC, the DC interview, and then almost by habit that repeated at the campus visit as well. And that's fine. It's almost like if you don't actually do that ritual to use that word, you look foolish. But if you do use it, it's just understood that this is a throwaway. There's things like that, you know, if it hasn't been already addressed, at that point, you would say, "So what exactly are your teaching needs?" And then, you know, be able to quickly say, "Well, that's, that's perfect, because that's something that fascinates me. And I've written a paper about that." Those are more rote… the thing that impressed me the most or that always seemed to impress the people I was surrounded by in these situations, the most was when a candidate had looked deeper into longer term and bigger picture things going on at the institution. And to put a specific name on it, if there is a strategic plan, look, look at the strategic plan of the university, and or the law school or business school itself. Most schools have one, somewhere findable. And, you know, we're just in this, this speaks to the state of higher education right now generally about, you know, all this, you know, MBA-style thinking, strategic management, shifting sources of funding of funding, for institutional funding, and so forth.
Deepa: I think the other thing that I will say that tends to stand out a lot is the way in which candidates interact with students, whether that is during a walk around of the building, or during a open house hour that they're invited to have with students. The best candidates make a point of kind of doing a mini survey of students to find out what their concerns are and what they enjoy most. And to find points of connection with the students, because even though law students are not in law school for as long as, say doctoral students are in PhD programs, they're very involved while they're there. And student feedback is, at almost every school I can think of, very seriously taken by the hiring committee.
Chapter Nine: The Decision
Anna: After the campus visits, how are candidates assessed? How are decisions made on who gets the offer?
Anya: After each person's callback, we have what we call a debriefing poll, where we invite faculty to give comments. It's totally unstructured. You know, it's just like– that's not true. It's not totally unstructured. It's largely unstructured. It's basically like, Did you see the talk? Did you talk to them in a small group? Do you think that they are hireable? Because for us, there's kind of two stages, there is appointability, like in principle, could this person be appointed? And the really important thing is, you know, should we appoint them, should we move forward with them? And that's where there's just a big blank and you can write whatever you want on the appointments committee collects these forms from everybody and basically comes up with a sense of the faculty's preferences, how people responded. And it's honestly, at that point, it's a little bit easier in a sense, because there's often several people who just generally people do not think are right for us for various reasons. And there's often a lot of consensus on that. So, and I say this really from, from the appointments committee perspective, you can take some people off, you know, just kind of relieve them, sadly, to say, okay, we don't have an infinite universe here, we don't even have a super large universe, we can handle this number of people. And then basically, we compile and evaluate those debriefing sheets for the candidates who have seen plausibly pointable. Often, this will also include phone calls, or whatever, in person conversations with various colleagues. For instance, if there's somebody in a similar area of specialty, or somebody who you think would have a particular angle or expertise on this person's qualifications, so just to you know, this isn't a real life example. But like, if you're somebody with like a quantitative social science background, then the head of the appointments committee will very likely reach out to, you know, the main other person who has a quantitative social science background on the committee to say, like, what do you think, is this reliable? You know, how does it play in your field? Again, we're very interdisciplinary, so that makes sense for us. And then the appointments committee, basically using that, and using our evaluations of the candidates, we come up with a list of people to, basically to present to the faculty. So that's a nice way of saying that, we decide if there are people who are sufficiently nonviable, that we won't present them to the faculty as an option. So once we've come up with that list of people to present, we will have a full faculty meeting, which is often very difficult to schedule. So that's, you know, getting back to the temporality of it, it's like sometimes offers don't go out, because we couldn't manage to get people together until, you know, a week and a half later. But at that full faculty meeting, we will present the candidates who, you know, we think are presentable. And what that involves, is basically talking a little bit about their work and their background, about the recommendations and their publications, and giving a general sense of what the faculty feedback was both pro and con, kind of this is what people are really appreciated about the person, this is that hesitancy that people expressed. And then we have a debate, not a debate, we have a discussion that lasts usually for hours and hours and hours, with people talking about the relative both individual merits and relative merits. And we have I think this is not typical, but we have a two stage voting process where we first vote on appointability. So like, in principle, is this person of the I don't know of a caliber and quality that that they can realistically be appointed here. And then we vote on basically ranking like, this is our first choice, this is our second choice. And because we've got some election law specialists on the faculty, we have an extremely complicated, you know, modified condorcet, like rank choice thing going on, which at least gives us the feeling that it's all very rational. Whether or not it actually is but I think we definitely, I definitely feel better about it. So we tried the point of doing that is basically to try to capture consensus candidates. So who are the people who's the most people would be satisfied with and, yeah, and that's basically it, you know, then then the offers start going out as far as we have offers to make.I would say, the, the thing that we pay the most attention to is the publications, the research, the written work…how, how good they are, how interesting they are, how much they seem to indicate that a person is gonna keep, keep going in a really interesting direction. That's super important. And being able to talk about those things is also super important, of course. But there are other things as well, that that we value, you know, we end up valuing that I've just noticed kind of different people bring up different things. So teaching evaluations and other indications of kind of relationships with students. I would say for us they're not going to be something that gets you hired or, or knocks you off, but they're certainly of plus it's certainly something that we consider. I think the reason…one reason that I think the teaching evaluations are a little less important for us than the research is because in general, we feel like teaching is something that you can learn and that many people are much worse at the beginning then they become. […] We definitely also look at recommendation letters. And this is a place where I think the kind of clubbiness and insiderness of of law really comes through because we know you know, among amongst us, kind of there will be people who know a lot of the recommenders personally not just a scholars and so there's definitely a hierarchy is too clear but like we have a stance like if this person writes your recommendation that must be really, really meaningful. Whereas this person is like, okay, yeah, that's, that's fine. So again, like recommendations are not something that are gonna hurt you, but they can definitely help you depending on who they're from and how detailed and enthusiastic they are, like how much it feels like that person is really investing in the applicant.
Anya: So I think in terms of your own mental health, the best advice came from somebody at my law school talking about talking about the hiring process, which is, I think she called it the rule of 30. Or the rule of thirds, probably where she said in the hiring process, 1/3 of the outcome is about you. 1/3 of the outcome is about the needs of the school, and 1/3 is a total arbitrary black hole. have mass where nobody knows what's going on and things, you know, people get lost, things get overlooked. Random, other, you know, meteors hit and priorities change. And I think her point was, you know, be as you get as good as you can be, but really don't overestimate the role of you in the process.
Deepa: For the most part, after you done a callback interview, there's some debate as to whether or not it's appropriate or necessary to send thank-you emails to the folks that you visit, I think reasonable minds can disagree on that point. But after if you're sending emails, and you send whatever you're going to send, it is likely that you will not hear from the committee. Unless I think one of three things happens. One, obviously, you don't get the offer, you will be informed of that, too, you get the offer, in which case, in every one of my experiences, the dean will call you rather than the chair of the hiring committee, or three before either of those can happen. It's possible that if some or more of one or more of the committee members or the faculty at large, has raised a question or a concern or a need for clarification about some part of your candidacy. And there is someone on the committee who is sufficiently interested in having you get an offer who's invested in you as a candidate, then it's quite possible that either that committee member or the chair will reach out to you for some clarification. So one law school I interviewed at, they were going through deliberations on a couple of other candidates and the chair called to ask, would I really come, partly given geographic considerations, you know, and I think what that meant I did end up getting that offer. What it meant was that the chair was very interested in me as a candidate, but somebody else was a little bit concerned that I might not go to that location. And so the chair wanted to know whether I was genuinely open to considering them before kind of going to bat for me in committee hearings.
Chapter Ten: Negotiating the Job Offer
Anna: If you receive an offer, what is possible to negotiate?
Anya: That is a really hard question, because it totally depends on the school. And to some extent, it depends on the school because, you know, some deans are harder negotiators than others, etc. But to some extent, it's just a resource question like, you know, state schools on a tight leash. And so there's really only so much you can do like when I was…when I got my offer, a friend of mine again, I was a fellow at the University of Chicago which is a very well resourced school and a friend of mine mentioned…a friend of mine there, I mentioned that they have a program that basically, you know, subsidizes your mortgage to some extent and helps you move to Hyde Park, which is a fairly expensive area of Chicago. So that was something she advised me to negotiate for. And the dean basically laughed, "No, no, we do not…like where do you think we would possibly have money for that?" Plus, you know, Buffalo is is not as expensive as Hyde Park. But I think, you know, so I don't have a great answer for that, because I think it's going to really depend on the school. But that doesn't mean you shouldn't try. In other words, I don't really think people in general are offended by attempts to negotiate, it's just that it really depends on what they can offer. And I guess the other thing I'll say is that, to the extent that you are able to secure more than one offer – which again, amazing, congratulations, just party right now on that – certainly puts you in a better negotiating position, right? Because whatever they can give you they at least know that it'll make a difference in your willingness to come or not.
Deepa: Um So I mean, the unhelpful answer is it varies from I think I, my understanding based on conversations with peers and mentors, and also reading a lot of things online, my understanding and expectation going into the negotiation process was that I could make one big ask whether or not I got it was a different issue. But I could, I could try to make one big ask and subsequent smaller things were kind of up for grabs. So for some people, the big ask might be a sizable startup, right? If you are doing research that requires capital outlay at the beginning, you know, in the sciences, you're setting up a lab in qualitative social sciences, you might need to go do an extended bit of field work, before you can really make progress on your current or future project. You know, you might ask for a large pot of money early on. It could be spousal consideration, you know, whether that is the chance for your spouse or partner to interview for tenure track position, or to get some kind of contract position. I know faculty at Alabama who have asked the dean to help them get their children into the university run daycare, which is exceptionally difficult to get into (I speak from personal experience), or to facilitate non academic job search processes for partners or spouses, you know, so you get one big ask I think. At public institutions, that ask is unlikely to be salary, because there are usually statutory limits on what a dean can offer, if there are public institution dean, right. Private institutions, that would be different. But after making this one big ask, you can probably also include smaller requests. So it might be that you have a preferred course package, and you would like to be guaranteed at least two of your favorite four courses before you go up for mid tenure, you know, pre tenure review, it might be that you only have a certain number of new course preps, before you go out for tenure. It might be that you are guaranteed at least one term of pre tenure course release so that you can do some research or writing or something like that, those I would qualify as relatively smaller asks that are not displaced by the request for a bigger thing.
Anna: Thanks for listening to this episode of Hiring Rituals. 'Til next time….
This podcast was created by Elisabetta Carosi (sound editor); Jennifer Curtis (editor); Anna Eisenstein (production assistant and narrator); Owen Kohl (assistant editor); and Ilana Gershon (producer).
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text:
Berlusconi ti odio è un saggio di politica edito da Mondadori e pubblicato nel 2005 da Luca d'Alessandro (ex collaboratore de Il Giornale e di Libero, dal 2011 membro della Camera dei deputati), in cui egli, come scritto nelle note di copertina, «ha raccolto una selezione degli insulti rivolti a Berlusconi, presi dall'archivio delle note diramate dall'agenzia ANSA e divisi per "insultatore", in ordine alfabetico».

Sulla copertina di tale libro è presente il sottotitolo "le offese della Sinistra al Premier pubblicate dall'agenzia ANSA". L'uso del termine Premier non è casuale, in quanto l'autore ha deciso (come espressamente dichiarato a pag. 35, nell'Introduzione) di «limitare la ricerca agli anni compresi tra la vittoria elettorale del 13 maggio 2001 e i giorni più recenti» (prima della pubblicazione del libro, s'intende), periodo durante il quale Berlusconi era, appunto, Presidente del Consiglio e presiedeva il suo secondo governo.

Quarta di copertina
Il retro della copertina fornisce un campione delle dichiarazioni pubblicate nel libro: dittatorello, immorale, irresponsabile, rozzo, pagliaccio, intollerante, impudente, incapace, antidemocratico, portasfiga, volgare, folle, vigliacco, estremista, [...]

Gli autori delle frasi

I molti altri aggettivi contenuti nel libro sono raccolti per autore.
In totale, fra coloro che ricoprono cariche pubbliche, esponenti del giornalismo e studiosi, gli autori sono 89, esposti in ordine alfabetico:

Gavino Angius, Alberto Asor Rosa, Giovanni Berlinguer, Fausto Bertinotti, Rosy Bindi, Stefano Boco, Angelo Bonelli, Francesco Bonito, Willer Bordon, Enrico Boselli, Massimo Brutti, Gloria Buffo, Mauro Bulgarelli, Alberto Burgio, Guido Calvi, Enzo Carra, Pierluigi Castagnetti, Paolo Cento, Vannino Chiti, Sergio Cofferati, Armando Cossutta, Massimo D'Alema, Nando Dalla Chiesa, Franco Danieli, Elettra Deiana, Ida Maria Dentamaro, Nunzio D'Erme, Oliviero Diliberto, Antonio Di Pietro, Eugenio Duca, Umberto Eco, Antonello Falomi, Giuseppe Fanfani, Piero Fassino, Giuseppe Fioroni, Paolo Flores d'Arcais, Dario Fo, Pietro Folena, Grazia Francescato, Dario Franceschini, Giovanni Galloni, Luigi Giacco, Roberto Giachetti, Paul Ginsborg, Franco Giordano, Giuseppe Giulietti, Michele Lauria, Carlo Leoni, Renzo Lusetti, Pierluigi Mantini, Giovanna Melandri, Marco Minniti, Franco Monaco, Nanni Moretti, Gianfranco Morgando, Fabrizio Mori, Fabio Mussi, Alfio Nicotra, Achille Occhetto, Federico Orlando, Gianfranco Pagliarulo, Francesco "Pancho" Pardi, Arturo Parisi, Stefano Passigli, Alfonso Pecoraro Scanio, Roberto Pinza, Giuliano Pisapia, Rino Piscitello, Romano Prodi, Ermete Realacci, Marco Rizzo, Giovanni Russo Spena, Francesco Rutelli, Michele Santoro, Giovanni Sartori, Oscar Luigi Scalfaro, Pino Sgobio, Antonio Soda, Tommaso Sodano, Paolo Sylos Labini, Antonio Tabucchi, Marco Travaglio, Tiziano Treu, Sauro Turroni, Nichi Vendola, Roberto Villetti, Luciano Violante, Vincenzo Visco, Roberto Zaccaria.

Edizioni

Note

Voci correlate
 Agenzia ANSA
 Silvio Berlusconi
 Sinistra (politica)

Saggi di autori italiani
Saggi di politica
Pamphlet
Libri su Silvio Berlusconi

redpajama_set_name: RedPajamaWikipedia


Hey everyone!!! Glad I have found this board containing many motivated cavers :) I'm apart of windy City Grotto and a new member to the NSS. Also working on my Full Cave Certification for cave diving by the summer time. I've been going through some caves in AZ, IN, IA (coldwater cave! rocks), and started on Puerto Rico caves too. I am looking forward to meeting some wonderful cavers to go caving with!! Anyone else from the Chicagoland location?
I'm on the Illinois side of the Quad Cities. So far I mainly hang out at Coldwater Cave and Mystery in Minnesota.
Just got my open water dive certificate last summer, and I hope to go advanced this spring, so maybe I'll see you underground or underwater (or eventually both at once).
Welcome to the boards, Texas here, glad to see you made it!!!!
Thank you for the welcomes :).....I am actually thinking about going to coldwater jan 21st if the conditons are right with mark jones, when was the last time you were in cold water? I havent been to mystery yet but planning on that sometime soon. A few of us are planning on going to bonne terre mine in missouri which is very interesting for OW and up too.
It's been three or so months since my last trip to Coldwater. It was my first trip far downstream. Went to the little waterfall that marks the start of the sinus passage. Jan 21 sounds good, I need to get back up there.
Mystery is awesome. Big passages, underground lakes, tall canyons, tight spots- whatever you like. The current project involves remapping the whole place, so there's plenty to do up there. Survey trips usually go out once a month.
I just did a google image search on bonne terre mine. That place looks incredible.
Bad timing on that snowstorm near Coldwater... or did some of you brave the weather and head up?
I sure didn't make it. Maybe next month.


text:
Jumbo Package: Three consensus All-Americans for Tide, Will Anderson on track for unanimous selection
Your latest Crimson Tide news and notes.
By Josh Chatham@RBR_Josh Dec 14, 2021, 10:43am CST
Share All sharing options for: Jumbo Package: Three consensus All-Americans for Tide, Will Anderson on track for unanimous selection
Brett Davis-USA TODAY Sports
Happy Tuesday, everyone. Alabama basketball has another tough test tonight, this one at Memphis. We will have full coverage of it later today.
In football news, the AP decided that Evan Neal is not a first team All-American, as three Alabama players made the list: Bryce Young, Jameson Williams, and Will Anderson.
Associated Press All-American team includes 3 from Alabama
Young cannot make unanimous status since Pittsburgh's Kenny Pickett was selected as its first-team quarterback. He can still achieve consensus status by making three of the five teams with The Sporting News version coming Tuesday and the AFCA's on Wednesday. Young was also named AP national player of the year last week before winning the Heisman.
Evan Neal, a first-teamer on both from Walter Camp and FWAA, made the second team for AP while Jordan Battle was on the third team. Only first-team picks count on the official All-American teams.
Alabama had six make consensus All-Americans status last year with only Mac Jones coming up short of unanimous status.
Anderson will likely be the only unanimous All-American this year, but he'd better make it. Sporting News has all four on the first team, so Young and Neal are consensus All-Americans.
This is a fantastic piece from Nicole Auerbach and Aaron Suttles.
Soul food, Italian suits and hard truths: What it's like to...
Tucker knew Saban's reputation as one of the game's best defensive back coaches. And Saban knew Tucker's father had played at Toledo — Mel Sr. is in the school's Hall of Fame for his illustrious football and baseball careers — and that his mother is from there.
"My dad's coach was still alive," Tucker says. "(Saban) arranged for a meeting for me, and he actually showed me some film on a projector — real film of my dad in practice that he'd dug up. That was the first time I'd ever seen footage of my dad suited up and playing."
Saban's message to Tucker over the winter of 1989-90 sounds familiar to anyone ever recruited by him: He'd help Tucker launch his football career, sure, but the relationship would be lasting and about more than just football. Though Tucker ended up playing at Wisconsin, the relationship endured, leading to jobs on multiple staffs with a lifelong mentor.
What a story, and just more proof that Saban practices what he preaches. Take a few minutes to read the whole thing if you are a subscriber to The Athletic. It's worth the time.
Whatever the pitch, it's working. Check out this nugget.
Since 2016 Nick Saban has gotten more 5-star recruits from Florida than Florida, FSU, and Miami COMBINED.
Wild.
— Unnecessary Roughness (@UnnecRoughness) December 14, 2021
Pretty phenomenal if you ask me.
Not everyone is thrilled about Mario Cristobal's hiring in Coral Gables.
Report: Miami Faculty Fuming At Cristobal Contract After Pay Cuts - Sports Illustrated
"Faculty are asking themselves the question, why does there seem to be money for major capital projects, for a new football coach and for these [COVID-19] stimulus checks for students, while there isn't money to make the faculty whole again after losing eight to nine months of retirement contributions," said a Miami faculty senate member, who did not want to be identified by the Miami Herald due to possible repercussions.
Faculty members balking at coaching salaries is nothing new, but it's easy to see how current conditions might make it worse.
Spencer Rattler is now a Cock.
Former Oklahoma QB Spencer Rattler, TE Austin Stogner Transfer to South Carolina - Sports Illustrated
As a redshirt sophomore, Rattler completed 74.9% of his pass attempts for 1,483 yards, 11 touchdowns and five interceptions in nine games. He was replaced in the starting lineup by freshman Caleb Williams, who was a second-team All-Big 12 selection.
We'll see if he can revive his career in Columbia.
Last, this is the mother of all controversies. A man went to his favorite Mobile ice cream shop to get a seasonal favorite flavor featuring Christmas Tree Cakes from Little Debbie, and you can read the rest.
Customer buys out Christmas Tree Cakes for ice cream shop
Recently, Matt and his 12-year-old son, Baker, stopped by Cammie's second Mobile location on Halls Mill Road after school one afternoon, as they do at least once a week. Matt overheard an employee talking to Cammie on the phone. When she hung up, she told him she wouldn't be able to sell him any Christmas Tree Cake ice cream in a half-gallon size because Cammie was having a hard time finding the Little Debbie treats.
That was all Baker needed to hear. He told his dad that he knew where they could find some. Off to Piggly Wiggly they went, and soon they were loading up a buggy with box upon box of Christmas Tree Cakes.
I posed this question on Twitter last night and the results were very close. Vote here, folks. We cover only the hard-hitting, important things here.
What do you think of the man cleaning out the Little Debbie shelf at Piggly Wiggly so that his son could have his favorite ice cream flavor?
What a great dad!
Selfish and sending a poor message to his kid.
That's about it for now. Have a great day.

redpajama_set_name: RedPajamaCommonCrawl


Chicago, we are heading your way for the first time with Fujifilm and their latest cameras and lenses. Also, our friends from Helix Camera & Video will be there to help us with questions also to make sure you know the availability at their store and specials.
PLEASE NOTE THIS EVENT IS IN ITASCA. TRAINS ARE AVAILABLE TO THIS LOCATION.


After two highly successful years, the Funk & Soul Weekender returns in 2019 to kick off the festival season in its new, bigger home. The weekender will this year take place at Brighton Beach between Friday 17th - Sunday 19th May.
Promising some brilliant funk, jazz and soul performances by the likes of Kamasi Washington, Lee Fields & The Expressions, Alice Russell, and Kamaal Williams, the event will also have hip hop from The Pharcyde and DJ Yoda (live) and Joel Culpepper, plus the big brass sounds of Hackney Colliery Band.
DJs will play a soulful mixture of disco, house, jazz funk, soul and others styles, with sets this year coming from the likes of Maribou State, Craig Charles, Gilles Peterson, Romare, Norman Jay and Marshall Jefferson.
You can join the party by grabbing The Funk and Soul Weekender tickets from the link below.


text:
Back to Polycystic Kidney Disease
Polycystic kidney disease (PKD) affects hundreds of thousands of people in the United States. PKD is a genetic disease that causes fluid-filled cysts to grow in the kidneys. Over time, as the cysts continue to develop, the kidneys enlarge and compress other organs in the body, often causing pain and fatigue.
If you or your loved one has PKD, trust the experts at The University of Kansas Health System in Kansas City as your partners during your PKD care. Our interdisciplinary team can give you information about polycystic kidney disease and offer more treatment options to help you live life fully. Our team provides a full spectrum of excellent care that includes the latest treatments, second opinion services and clinical trials.
What is polycystic kidney disease?
Polycystic kidney disease is a genetic disorder that affects the kidneys, causing uncontrolled cyst growth. PKD affects people differently, and the symptoms and effects can be serious. More than 50% of those who have PKD will develop kidney failure by age 50.
Until recently, dialysis or a kidney transplant were the only treatment options for PKD. Today, an FDA-approved medication called tolvaptan can also be used to help slow the progression of PKD.
We offer a variety of appointment types. Learn more or call 913-588-1227 to schedule now.
Types of polycystic kidney disease
There are 2 types of PKD:
Autosomal dominant polycystic kidney disease
Autosomal recessive polycystic kidney disease
Autosomal dominant polycystic kidney disease (ADPKD) is the most common form of PKD. ADPKD often affects several generations within a family because parents who have the disease have a 50% chance of passing it on to their children. However, about 10% of people who are diagnosed with PKD don't have a family history of the disease.
Autosomal recessive polycystic kidney disease (ARPKD) is a rare form of PKD that affects approximately 1 in 20,000 children. Complications related to ARPKD can cause death in the first month of life. One-third of children who survive the newborn period will need dialysis or a kidney transplant by age 10.
Polycystic kidney disease symptoms and risks
Many people who have PKD go undiagnosed. In the early stages of disease, there are often no symptoms. If signs or symptoms of PKD are present, they can include:
Blood in the urine
Pain in the back or abdomen
Polycystic kidney disease diagnosis and screening
Our clinicians work closely with you to accurately diagnose, correctly stage and actively monitor the progression of PKD. The specialists on our polycystic kidney disease (PKD) team are experts invested in the proper diagnosis and continued care of people living with PKD. Imaging tests such as an ultrasound, CT scan and magnetic resonance imaging can be used to diagnose and stage PKD.
Living well with kidney disease
Diagnosed with polycystic kidney disease, Jennifer Branch sought the region's best resources for lifesaving care. She found The University of Kansas Health System, where dedicated caregivers and researchers focus on PKD diagnosis, education and treatment.
Read Jennifer's story
Polycystic kidney disease treatment
PKD treatment typically includes a combination of therapies, including lifestyle changes, medications and cyst removal. Management of associated conditions – like hypertension and urinary tract infections – along with dialysis or kidney transplant are also part of PKD treatment.
With the approval of tolvaptan, the first FDA-approved treatment to slow kidney function decline in adults with rapidly progressing PKD, we can now do more and begin intervention earlier. The University of Kansas Health System was among the nation's first providers of tolvaptan. We offer years of experience and study with tolvaptan, including its side effects and dosing process.
Why choose us for polycystic kidney disease?
At The University of Kansas Health System, we are committed to extraordinary, compassionate care. As 1 of only 4 National Institutes of Health-designated PKD research and translation core centers, our PKD physicians offer the most advanced diagnosis and treatment options in the world, including access to the latest clinical trials and treatments to improve the lives of individuals with PKD.
At The University of Kansas Health System, we provide:
A multidisciplinary approach, including shared care with referring physicians
A nationally recognized, complete continuum of kidney care, including dialysis and transplant, as well as use of tolvaptan, the first and only FDA-approved medication to treat PKD, slowing the disease's progression
Board-certified specialists with PKD experience to predict the onset of end-stage kidney failure
One of the nation's top kidney research facilities, offering research initiatives and clinical trials that bring the latest discoveries to patient care
The Kidney Institute at the University of Kansas Medical Center is an internationally recognized research center that supports basic, clinical and translational kidney research. The institute leads major advances in the prevention and treatment of kidney diseases, including polycystic kidney disease, progressive renal diseases, and disorders of kidney development and metabolism.
Your polycystic kidney disease care team
Doctors at The University of Kansas Health System are leaders in polycystic kidney disease diagnosis and treatment. They partner with the leading specialists at our Center for Transplantation to provide advanced care for the best outcomes.
Doctors at The University of Kansas Health System are care providers and researchers at the forefront of new medical discoveries. From primary care to complex conditions, we offer hundreds of specialists.
Polycystic kidney disease resources and support
Our board-certified nephrologists have extensive experience with PKD. In our weekly specialty clinic, these specialists work closely with you to accurately diagnose, correctly stage and actively monitor the progression of PKD.
The PKD clinic is available on Thursdays from 1 to 5 p.m. Services include:
Complete continuum of kidney care
Tolvaptan treatment
Transplant listing, surgery and continuum of care
Our PKD clinic has regular openings. Physicians may refer patients, and patients may self-refer by calling 913-588-6048.
Our multidisciplinary dialysis team includes physicians, registered nurses, dietitians and social workers to provide education and support, and to help you manage your condition and maximize your quality of life.
We offer dialysis for people with PKD at 2 convenient locations:
RAI Dialysis Care Center
6401 Parallel Pkwy.
4720 Rainbow Blvd., Suite 200
Westwood, KS 66205
Living well with kidney disease: diagnosed with PKD, Jennifer Branch sought the region's best resources for lifesaving care. She found The University of Kansas Health System, where dedicated caregivers and researchers focus on PKD diagnosis, education and treatment. "People can live a long, healthy life with kidney disease," Jennifer says. "My team is caring, knowledgeable and invested. I feel wonderful."
Close Transcript
Jennifer Branch: My name is Jennifer Branch and I am a PKD survivor, polycystic kidney disease, and I'm also a transplant recipient, kidney transplant. I would want to tell other people who have been diagnosed with polycystic kidney disease that it's definitely not a death sentence, so there's a lot of options, a lot of education available, a lot of good doctors and nurses who definitely know a lot about polycystic kidney disease. The University of Kansas Hospital has helped me through my healthcare journey with having polycystic kidney disease immensely. First of all, I got established with nephrologists there. I have been enrolled in some polycystic kidney disease studies and the research studies have felt so empowered by being able to participate in those studies.
Dr. Franz Winklhofer: My name is Franz Winklhofer. I'm a nephrologist with an interest in polycystic kidney disease. I'll see a lot of patients with very early stage kidney disease, especially polycystic kidney disease, but I take care of patients on dialysis as well. Polycystic kidney disease or PKD is a genetic disorder. It's the most common, potentially fatal genetic disorder. Affected patients will over time develop cysts in the kidneys and they can develop so many cysts that the good kidney tissue is essentially replaced or destroyed and then that leads to the chronic kidney disease and kidney failure. At this time, the treatment or potential treatments for PKD are very limited. The treatment at this point is really focused on trying to limit other risk factors that we know can lead to progression of kidney disease or kidney injury. We started the PKD clinic here a number of years ago because of the just broad range of expertise that we had both in the clinicians as well as the basic scientists who have a strong research interest in PKD.
We see, again, patients in all stages of the disease. The PKD clinic here offers the ability to, first of all, diagnose the disease. We can also give information about prognosis and then obviously we're focused on trying to treat the disease as best we can. We can offer further consultation with other specialists to help interpret some of the results. There's also access to clinical trials. Our program is unique in this area because there, to my knowledge, isn't another clinic that's solely dedicated to PKD patients only. The other thing is that we have not just clinicians but we have researchers that have PKD as their sole focus. We have a wide range of diagnostic imaging that we can use to help clarify the diagnosis. Sometimes we are referred patients who've been diagnosed with PKD and we find out that it's something completely different as well. So I think the just the close focus on polycystic kidney disease and the progression of the disease and the complications are something that we're, I think particularly well equipped to deal with.
Jennifer Branch: I feel like I'm at the best place that I possibly can be with polycystic kidney disease. I like to share my journey with other people. People can live a very long, healthy life with kidney disease. It is definitely something that you can work with people who are very caring, very knowledgeable and very invested in kidney disease and helping people like myself. They're so close to identifying all the genes responsible and coming up with medications and treatments that can help people with polycystic kidney disease.
Dr. Franz Winklhofer: The future for PKD treatment is still bright. There are numerous other targets that potential therapies may become available for. The amount of research that's being brought to bear to try and find a cure is more now than ever.


text:
package io.github.siddharthgoel88.useragents.impl;

import io.github.siddharthgoel88.useragents.UserAgent;

/**
 * UserAgents from latest to oldest for Furlbot
 */
public class Furlbot extends UserAgent {

	public String[] getAllUserAgentStrings() {
		String [] userAgentStrings = {
			"Mozilla/4.0 compatible FurlBot/Furl Search 2.0 (FurlBot; http://www.furl.net; wn.furlbot@looksmart.net)"
		};
		return userAgentStrings;
	}
}

redpajama_set_name: RedPajamaGithub


text:
The BC High School Hockey League has a new website. Please copy and paste this link into your browser: http://www.bchockey.net/BCHSHL/BCHSHL.aspx
This site is no longer in use. All schedules/stats/standings etc. can be found on the new site.
British Columbia High School Hockey League
SPS Power Skating
BCHSHL Season 2 a success
Tuesday, May 17, 2011 - Submitted by Aaron
As the season wraped up on Sunday night with Yale Blue once again retaining their title as Tier 1 Champions, it became apparent that the BCHSHL is here to stay.
The finals shaped up perfectly as the two alpha dogs of tier 1 met for the first time. Yale looked to be a bit fresher due to a longer break in between games and the return of some of their key players from U17 who made it just in time for the finals. That being said, the Mariners didn't go down without a fight and gave the Lions all they could handle considering the short break they had in between games.
The game of the weekend definately had to go to the Terry Fox Ravens vs. Yale White in the quarters. This was a back and forth slugfest that went the distance and then some, as it took a shootout to determine a winner. A good crowd out for both teams that excentuated this marque matchup.
The Tier 2 finals was no joke either as two underestimated teams squared off. Riverside vs. Walnut Grove was interesting because the gators went winless in the regular season only to go on a tear in the playoff to reach the finals. They were hot coming in, but were cooled off by a veteran Riverside squad in a tight game. Lots of skill shown by both teams in this one, and a well represented game that shows the competitiveness of the league to date.
In all, the season was a huge success from a growth standpoint. Going from a 6 team league to a 20 team league in one year was a challenge but we pulled it off. The teachers and principals helped in a huge way to get their programs ready for play in time, and were more than willing to help out when crunch time came.
As for next year, we are expecting another big explosion of teams to register, and are working on a plan to deal with that, but were looking at it as a good problem to have!
(5/17/2011) BCHSHL Season 2 a success
(3/22/2011) A wild season 2 is set to begin!
(3/23/2010) School District 34 totally gets it
A wild season 2 is set to begin!
School District 34 totally gets it
FEATURE PLAYER
SPENCER THOMPSON
Spencer plays for the West Vancouver Highlanders in zone 3. The Highlanders are led by coach Dan Stoddart.
© Copyright 1998-2020 Recreation Sports Management Inc. All Rights Reserved.
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Company m.e.t was established in 1986, in Thessaloniki, Greece, under the name "m.e.t Moisiadis G.". Our objective was the manufacturing of special compressed air plants. One year later we had begun with the trading of industrial pneumatic tackers and hand tools. Today, our company holds strong position in the sector of industrial equipment and maintenance. We are cooperating and distributing exclusively with leading companies like, BeA Fastening Systems, Parise Compressori, Valco Melton and also other well-known international manufacturers. We offer services and equipment for industrial fastening applications, finishing systems and hotmelt equipment.. We supply also, all the necessary consumables, which are fully compatible to the machinery. With many years of experience and technical infrastructure, our company stands out above competition and supplies high-technology products and specialized solutions.
High quality products that reach the top standards.
Consumables compatible to the machines and enviromentally friendly.
Full technical support with after sales service and well priced spare parts.
Techical details, material standards and country of origin for all of our products.
Certificates of conformity under the regulations of 2006/42/EC in terms of free circulation and safety of machinery.
We're cooperating and distributing leading manufacturers with guaranteed durable and high-technology products.
Our company stands out above competition and supplies high technology products and specialized solutions.


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Bill Scavone of Weichert Real Estate Affiliates, Inc. Named a Top Franchise Leader by Franchise Business Review
Bill Scavone has been named a "2017 Top Franchise Leader" by Franchise Business Review.
MORRIS PLAINS, N.J. / Aug. 2, 2017 – Weichert Real Estate Affiliates, Inc., headquartered in Morris Plains, N.J., is proud to announce that Bill Scavone has been named a top franchise executive by Franchise Business Review in its "2017 Top Franchise Leaders" list. Scavone is president and chief operating officer of the Weichert® national franchise company and one of only 41 executives in the country to be recognized on the prestigious list, which is put out annually by Franchise Business Review.
This year's top franchise leaders were selected based on feedback Franchise Business Review gathered from surveying nearly 30,000 franchisees in 2016, representing more than 300 leading franchise brands.
"It truly is an honor to be recognized as the leader of one the premier franchise brands in the country and to receive such positive feedback from our franchisees," said Scavone. "This recognition is proof that our franchisees appreciate the best-in-class technology and comprehensive marketing strategies provided by Weichert, as well as incomparable support for both agents and franchise owners to help them deliver the best real estate service in the industry."
Scavone was named president of Weichert Real Estate Affiliates, Inc. last year, after previously serving as the company's chief operating officer, as well as senior vice president of franchise development. Since assuming his new position, the Weichert franchise company has also been recognized by Entrepreneur magazine as one of America's top franchise opportunities. Weichert Real Estate Affiliates, Inc. showed significant advancement in its overall ranking on Entrepreneur's 2017 "Franchise 500®" list, moving up 32 spots to No. 105 on the overall list this year.
"Bill's high energy, team mentality and courage to try new things consistently energize the Weichert franchise team and its affiliates to push the envelope and reach new heights," said Denise Smith, president of the Weichert Affiliated Services Group. "Bill has also driven improvements to affiliate training, recruiting and management systems, which has helped modernize the Weichert brand and make it more attractive and dynamic to brokers and agents. I am confident the Weichert franchise system will continue on its upward path of prosperity and growth under Bill's leadership."
As head of Weichert Real Estate Affiliates, Inc., Scavone oversees more than 300 affiliate offices in 39 states, representing smart entrepreneurs who were interested in joining a nationally recognized brand which offers incomparable tools, training and marketing techniques to set them apart from the competition. Each Weichert affiliated office is independently owned and operated.
The Franchise Business Review "2017 Top Franchise Leaders" list can be found online at https://franchisebusinessreview.com/top-franchise-leaders/fbr-best-franchise-leaders-2017.
More information about Weichert Real Estate Affiliates, Inc. can be found at www.weichertfranchise.com or by calling (877) 533-9007.
About Weichert Real Estate Affiliates, Inc.: Weichert Real Estate Affiliates, Inc. has grown steadily since Jim Weichert, president, chairman and CEO of Weichert, Realtors, launched the company's franchise division in 2001. The affiliate division was created to offer a business model for franchisee ownership candidates described as "a clearly defined operating system for marketing and managing a real estate business." Weichert Real Estate Affiliates, Inc. announced its first affiliate in 2002, was ranked as one the top traditional residential real estate franchises in Entrepreneur's 2017 Franchise 500 and is identified in 2017 by Franchise Business Review as one the top U.S. franchises. Weichert Real Estate Affiliates, Inc. has offices serving over 300 markets in 39 states. For more information about Weichert, visit Weichert.com or for information on franchise opportunities visit WeichertFranchise.com.
About Weichert, Realtors: Since 1969, Weichert, Realtors has grown from a single office into one of the nation's leading providers of homeownership services by putting its customers first. A family of full-service real estate and financial services companies, Weichert helps customers buy and sell both residential and commercial real estate, and streamlines the delivery of mortgages and home and title insurance. Weichert leverages its customer website, www.weichert.com, one of the most visited real estate websites in the nation, to help families and individuals realize the dream of homeownership through quick and easy access to listing information and the services of its real estate professionals nationwide. Like other family-owned and -operated businesses, Weichert enjoys greater public trust according to several national surveys. For more information, Weichert's customer service center can be reached at 1-800-USA-SOLD.


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A Usina Hidrelétrica Cachoeira do França está localizada no município de Juquitiba, no Estado de São Paulo. Situada na Serra do Mar, é formada pelo Rio Juquiá e afluentes e possui em seu entorno fauna e flora abundantes.

Características

A usina pertence ao Grupo Votorantim. A sua barragem tem 10 metros de altura e 200 metros de comprimento, e possui capacidade instalada total de 29,5 MW, fornecendo energia elétrica para a fábrica da Companhia Brasileira de Alumínio, em Alumínio (São Paulo). Faz parte do Complexo Juquiá da Votorantim Energia, composto por 6 usinas hidrelétricas (Alecrim, Barra, Salto do Iporanga, Fumaça, França e Serraria) e 1 pequena central hidrelétrica (Porto Raso).

Seu reservatório faz parte do Sistema São Lourenço de captação de água da Companhia de Saneamento Básico do Estado de São Paulo (SABESP), contribuindo com 4.700 litros por segundo no abastecimento de parte da Grande São Paulo.

Atrações
A Represa "Cachoeira do França" é considerada uma das mais belas do Estado de São Paulo. Sendo um grande atrativo turístico do município de Juquitiba, a represa é destaque na pesca esportiva e excelente para passeios de barco, caiaque, jet ski e lancha. Outro destaque é a rica vegetação de Mata Atlântica presente às margens da represa, que atrai pessoas que buscam admirar as riquezas naturais da região.

Em torno da represa existem diversos estabelecimentos turísticos, como acampamentos, pesqueiros, pousadas e chalés, destacando-se os seguintes pontos:
 Pesqueiro Luizinho
 Pesqueiro Porto Sossego
 Pesqueiro Porto Leal
 Pesqueiro Recanto Flauta Doce
 Pesqueiro Vale do Peixe
 Pesqueiro Recanto dos Manacas
 Pesqueiro Recanto da Tilápia
 Pousada Cachoeira do França
 Marina e Pousada Juquitiba
 Pesqueiro Farol da Barra

Parques e reservas
 Parque Estadual da Serra do Mar
 Parque Estadual do Jurupará

Ver também
 Sistema São Lourenço
Lista de usinas hidrelétricas do Brasil

Galeria

Ligações externas

Companhia Brasileira de Alumínio
Cachoeira do Franca
Juquitiba


Normani Kordei is one of the final five contestants on Dancing With the Stars and she's been gaining momentum throughout the season. Last week, she and pro partner Val Chmerkovskiy even earned a perfect score of 40 out of 40. This allowed them to have immunity and not have to participate in a dance-off challenge. Over the past few weeks, even when Kordei has excelled in the ballroom, there have been times that she's ended up in the bottom of the votes.
It's getting better. Honestly, yeah. I can actually get up out of bed by myself now. My mom had to help me, but, yeah. My medicine is really kicking in, and I'm killing it, I hope.
She doesn't know where she is, but she's feeling better. There are a couple of places that are just typical injury spots, which is around the ribs. In partnering and lifting especially, that's where most of the pressure is.
I'm on medication, and I just have to pace myself and take things step by step. [The doctor] literally told me if I keep going at the rate that I'm going that I could crack my hip, which I don't want. I have three weeks left of the competition and it's, like, so close, but so far. I just have to play it smart.
For tonight's show, each contestant will be performing a normal routine and a trio dance. For Kordei's trio dance, she and Chmerkovskiy will be matched with dancer Alan Bersten and they will perform the Jive to "Feeling Alive" by Earl St. Clair. As for their first routine of the night, the duo will dance in a Contemporary style to "Freedom" by Anthony Hamilton and Elayna Boynton.
Normani Kordei is currently a contestant on Dancing With the Stars, opposite pro Val Chmerkovskiy. Get the latest details on Kordei's back injury.


Premenstrual depression predicts future major depressive disorder. . Perimenopausal women are still potentially fertile and pregnancy is attended with increased Tully, Erin C.; Iacono, William G.; McGue, Matt Maria; Flynn, Marianne E; Poundstone, Patricia K; Babic, Stanislav; Murck, Harald; Jezova, Daniela. To determine hepatitis B virus genomic evolution during antiviral therapy we . Cindy; Chan, See-Ching; Yuen, Man-Fung; Chok, Kenneth S H; Sharr, William; Dai, Plym, Mary Jane; Poundstone, Patricia; Yang, Joanna; Colonno, Richard J. Maitake mushroom (Grifola frondosa) extract induces ovulation in patients . utmost arrogance on man's part to identify any characteristic The advertisement indicates that this particular ovulation predictor kit "is the only In his biogra phy of Carl Sagan, William Poundstone observed that even.
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text:
Mental Construction
Neurons to Abstraction, Similarity, and Associations leads to Creativity
Guide to Understanding Mental Construction
Facts, Explanations, Opinions, and Theories
Faces Of Induction
From Neurons to Decisions
HomeHow We Think with NeuronsCognition: All We Can ThinkSources of Thought
Sources of Thought
Figure 16.1 Dramatically different reactions to the same situation
In Figure 16.1 three people are faced with the same task. One works diligently on it, another pretends to hang himself with frustration, while the last lays her head down, giving up on the task. Why, given the same situation, do people have different thoughts? Why does everyone respond in a different manner?
What are the sources of our thoughts? Where do the thoughts in our head come from? Why do particular thoughts come up at a particular time?
We get our thoughts from ourselves, our family and friends, the media, spiritual leaders, and other influential figures. Surely that's right but it doesn't have much explanatory power.
What determines the march of thoughts as you live your life?
Current sensations
Similarity with memories
Logical alternatives
If there is an danger of death, your thoughts and attention will be focused of that current situation. Its effect is vastly different on your thoughts than if you are grocery shopping. Your climbing thoughts (Figure 16.2) are focused on each physical movement, nearly to the exclusion of other thoughts. The recollection of earlier happenings, unless they involve climbing, are near zero. All mental effort is directed to solving the climbing challenge.
Later in a grocery store (Figure 16.3), your attention possibly wanders to recent meetings and thoughts about later this evening, barely noticing the cans and details of grocery shelves except for items on your list. Different things are taken for granted when there is no danger in the offing.
Mountain Climber Holding on by one hand over a vertical drop
Grocery shopping with a list
3S Imperatives in Current Situations
Satiety, sex, and safety must be satisfied in our daily life; however, daily life doesn't usually demand or allow the complete attention to just one of the imperatives. With our advanced civilization, there are long stretches when we don't have to act on an immediate worry like starvation or a predator tracking us.
We have behavioral suites (for school, work, eating, shopping, watching TV, and so on) which are responses that satisfy typical, not extreme needs. When the extreme need arises – and it can be pleasurable, like sex after a long abstinence – often our standard behavior is thrown out.
Figure 16.4 A memory of a broken-down car may be an image that pops into mind when your child first asks to borrow a car
If your child asks to drive the car, your thoughts will probably follow a pattern (Figure 16.4) that is tied to your memory of similar experiences, both your own and those that you have heard about. These thoughts arise unbidden to your attention. The immediate situation is important, but how it relates to your past experiences and your reactions to those situations will often determine your next thoughts and subsequent actions.
Your memory pulls up instances based on similar features, not exact matches. Perhaps the only similarity is your friend's truck broke down. Although that was twenty-five years ago in a different state and the truck was taken with the mother's permission, the memory still comes to your thoughts.
Similarity by Abstraction
Figure 16.5 Stages of Abstraction
In Figure 16.5, the stages of abstraction, as envisioned by Theo van Doesburg in his 1917 painting, gives a nice rendering of loss of detail as abstraction is increased. This captures an essence of the abstraction from sensation to mental worldview. In the middle abstractions, we can see that other animals could result in the same figure, perhaps a steer, a horse, a deer, and so on. Remembered situations with a steer or a horse are not the current one, but they may be close enough that your thoughts track the consequences then and consider something similar will follow now.
The abstraction of sensory input, its rearrangement to fit our learned knowledge, and the attachment of emotional weight are discussed in Concept Elevator.
These similarities due to abstraction occur in lower structures (brainstem and limbic system) of the brain and in the nondominant hemisphere.
Figure 16.6 Logical alternatives
If the 3S Imperatives do not force an immediate decision. then logical alternatives will arise. In the dominant hemisphere, words reign supreme. With words come logic. The dominant hemisphere also works with the current situation and memories arriving at deductive conclusions rather than inductive similarities. Since Mental Construction is focused on categorization, abstraction, similarities and induction, it assumes the linguistic and deduction operations. Deductive conclusions discusses logic further.
How do the sources of thought affect our thinking? Sensation, similarity, and logic all jump on the concept elevator in our cognitive brain.
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4. Works Cited
Categories Select Category Almost Gate Creativity Finite Brain Language Learning Mental Construction Pattern Matching Thought Modes
Essential Ideas
1. Worldview
2. 100-Step Rule
3. Knowledge
1. Thought Pyramid
2. Almost Gate
3. Concept Elevator
4. Logic from Experience
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Bowers, K.S., Regher G., Balthazard, C. & Parker, K. (1990). Intuition in the context of discovery. Cognitive Psychology, 22, 72-110.
Klein, Gary. The Power of Intuition. How To Use Your Gut Feelings To Make Better Decisions At Work. Doubleday Press. 2004. Kindle. eISBN: 978-0-307-42404-4
In general, each person has an idiosyncratic neural threshold. That is Almost Gates require different numbers of triggering inputs to fire.
A person with a high Almost Gate requires a close match (more similarities) between a new stimulus and a learned category to see a match. Their outlook is quite literal. Fewer categories are associated with the bar for matching so high. An extreme case would be a person who demands that the cover image of "rose petals" for a woman's biking blog be explained. The metaphor makes no sense to him.
Contrary-wise, those with a low Almost Gate see associations between many, many things. That can be useful because they have more premises to draw conclusions upon; unfortunately, it also causes them often overlook differences that turn out to be significant.
Baddeley, Alan. Your Memory: A User's Guide. Firefly Books, Buffalo, NY, 2004. Print. ISBN 1-55297-985-7
The Sapir-Whorf hypothesis is the theory that an individual's thoughts and actions are determined by the language or languages that individual speaks.
The strong version of the hypothesis states that all human thoughts and actions are bound by the restraints of language, and is generally less accepted than the weak version.
The weak version says that language only somewhat shapes our thinking and behavior.
Instead of considering linguistic relativism as limiting the possibilities of thought, a more productive perspective is that language organizes experience in a manner which has yielded useful thoughts and behaviors over the language's lifespan.
"Some believe their success is based on innate ability; these are said to have a "fixed" theory of intelligence (fixed mindset). Others, who believe their success is based on hard work, learning, training and doggedness are said to have a "growth" or an "incremental" theory of intelligence (growth mindset).
Dweck, Carol S. Mindset: The New Psychology of Success. Ballantine Books, Penguin Random House, New York, 2016. Print. 978-0-345-47232-8
A message box with a footnote
Spitzer, Manfred. The Mind Within the Net. Models of Learning, Thinking, and Acting. The MIT Press, 1999. Print. ISBN 0-262-69236-8
Information is believed to be transmitted not by a single firing of a neuron, but by the neuron's spike train: either by overall rate of firing or by precise timing of firing.
I have removed that complication in the discussion, because it does not alter the fundamental idea. Any set of input which exceeds the neuron's threshold is treated the same thereafter. The Almost Gate is operational.
Scholarpedia. http://www.scholarpedia.org/. Web site. Dec. 15, 2017.
Sternberg, Robert J. and Sternberg, Karin. Cognitive Psychology, 6th Edition. Wadsworth Cengage Learning, 2009. Print. ISBN 978-1-133-31391-5
From Internet Encyclopedia of Philosophy
The mathematical proof technique called "mathematical induction" is deductive and not inductive. Proofs that make use of mathematical induction typically take the following form:
Property P is true of the natural number 0.
For all natural numbers n, if P holds of n then P also holds of n + 1.
Therefore, P is true of all natural numbers.
When such a proof is given by a mathematician, and when all the premises are true, then the conclusion follows necessarily. Therefore, such an inductive argument is deductive. It is deductively sound, too.
From WikiPedia article. Bolding added.
Working memory is a cognitive system with a limited capacity that is responsible for temporarily holding information available for processing. Working memory is important for reasoning and the guidance of decision-making and behavior. Working memory is often used synonymously with short-term memory, but some theorists consider the two forms of memory distinct, assuming that working memory allows for the manipulation of stored information, whereas short-term memory only refers to the short-term storage of information
James, William. The Principles of Psychology. Encyclopedia Britannica, Inc and Henry Holt and Company, Inc.1952. Print. ISBN 0-85229-163-9
Memory is not a photograph of external reality stored in the brain, but a reconstruction based on observed event, personal emotional impact, and learned relationships.
Consider the Almost Gates that the current situational features go through. Our remembered situations also go through the same path. When there is sufficient matching of results (neural thresholds are surmounted), the situations fit in the same abstract category. Other features of the situations may or may not be comparable.
Carter, Rita. The Human Brain Book: An Illustrated Guide to its Structure, Function, and Disorders. DK. London, New York, Melbourne, Munich, Delhi, 2009. Print with DVD. ISBN 978-0-7566-5441-2
Professor Maguire quoted in a Wellcome press release in Dec. 2011.
The current situation, remembered situations, and 3S imperatives – in their manifestations as emotions, personality traits, goals, desires, and fears – feed into neurons whose outputs lead ultimately to different actions.
The neuron whose Almost Gate is surmounted triggers its action chain. With so many neural inputs streaming from various sources, it's unsurprising that typically our 3S imperatives are not completely satisfied by our response.
"… the cortex works as a rule-extraction machine and produces maps of input according to the principles of frequency and simularity." Spitzer (p 138).
The Internet Encyclopedia of Philosophy, A Peer-Reviewed Academic Resource, ISSN 2161-0002, http://www.iep.utm.edu/, Dec. 13, 2017.
Encyclopædia Britannica. Encyclopædia Britannica Ultimate Reference Suite. Chicago: Encyclopædia Britannica, 2012.
Pinker, Steven. The Language Instinct. Harper Collins Perennial Modern Classics, NY, NY, 2007, original William Morrow Company, 1994. Print. ISBN 978-0-133646-1
Garlick, Dennis. Intelligence and the Brain: Solving the Mystery of Why People Differ in IQ and How a Child Can Be a Genius. Aesop Press, Burbank, California, 2010. Print. ISBN 0-615-31921-1.
Kahneman, Daniel. Thinking Fast and Slow. Farrar, Straus and Giroux, 2011. Print. ISBN 978-0-374-53355-7
Klingberg, Torkel. The Overflowing Brain: Information Overload and the Limits of Working Memory. 2009. Print. ISBN 9780195372885
Stanovich, Keith E. What Intelligence Tests Miss: the psychology of rational thought. Yale University Press, 2009. Print. ISBN 978-0-300-12385-2
Hofstadter, Douglas and Sander, Emmanuel. Essences and Surfaces: Analogy as the Fuel and Fire of Thinking. Basic Books, Perseus Books Group, New York, 2013. Print. ISBN 978-0-465-01847-5
Bayes' theorem describes the probability of an event, based on prior knowledge of conditions that might be related to the event. For example, if cancer is related to age, then, using Bayes' theorem, a person's age can be used to more accurately assess the probability that they have cancer, compared to the assessment of the probability of cancer made without knowledge of the person's age.
Martindale, Colin. "Biological Bases of Creativity" in Handbook of Creativity. Edited by Robert J. Sternberg. Cambridge University Press, 1999. Print. ISBN 0 521 57604 0
Hadamard, Jacques. An Essay on the Psychology of Invention in the Mathematical Field. Dover Publications, NY, NY, 1954. Print. ISBN 0-486-20107-4
Fields, R. Douglas. The Other Brain: From Dementia to Schizophrenia. Simon & Schuster, New York, 2009. Print. ISBN 978-0-7432-9141-5.
Kalat, James W. Biological Psychology, 8th Edition. Thomson Wadsworth, 2004. Print. ISBN 0-534-58836-6
Klawans, Harold, M.D. Strange Behavior. Tales of Evolutionary Neurology. W.W Norton & Company, NY, NY, 2000. Print. ISBN 0-393-32184-3
Caudill, Maureen and Butler, Charles. Understanding Neural Networks. A Bradford Book, MIT Press, Cambridge, Massachusetts, London, 1992. Print.
[M]emory is not entirely faithful. When you perceive an object, groups of neurons in different parts of your brain process the information about its shape, colour, smell, sound, and so on. Your brain then draws connections among these different groups of neurons, and these relationships constitute your perception of the object. Subsequently, whenever you want to remember the object, you must reconstruct these relationships. The parallel processing that your cortex does for this purpose, however, can alter your memory of the object. McGill Memory and Learning
Zeman, Adam. A Portrait on the Brain. Yale University Press, New Haven, 2008. Print. ISBN 978-0-300-11416-4.
[pdb_single record_id = 975 groups=works_cited]
ET Jaynes, 2003 (p133). Jaynes, E. and Bretthorst, G. (2003). Probability Theory: The Logic of Science. Cambridge University Press. Cambridge