ChaseDream
搜索
返回列表 发新帖
查看: 8375|回复: 68

[阅读小分队] 【每日阅读训练第四期——速度越障22系列】【22-07】科技

  [复制链接]
发表于 2013-7-22 17:33:50 | 显示全部楼层 |阅读模式
自己电脑坏了还木有修好

同学马上就要下班回来用电脑,所以提前把作业给发了

今天topic比较杂:

temperature(time1,2),intelligence(time3,4),sleep&weight(time5),depression(time6)



   
Part I: Speed
   


In U.S., June 2013 ranked 15th warmest June on record

【 Time 1】
The National Climatic Data Center (NCDC) released their climate report for June 2013 in the United States and found that June 2013 ranked the 15th warmest month on record. The average temperature in the U.S. for June 2013 was 70.4 degrees Fahrenheit, which is 2 degrees above the 20th Century average. June 2013 was also ranked as the 13th wettest June on record for the contiguous United States with an average of 3.43 inches was recorded, which is 0.54 inch above the 20th Century average. Headlines for the U.S. in June 2013 reflected the heavy rains across the Southeast and intense drought and wildfires in the West.
     
In the western U.S., over 4,000 wildfires burned over 1.2 million acres in June 2013. Colorado had its most destructive wildfire ever; it destroyed nearly 500 homes. A persistent weather pattern formed across the U.S. that brought upon ridging across the Western U.S. (a ridge is an elongated region of relatively high atmospheric pressure, the opposite of a trough). Meanwhile, a large trough of low pressure persisted across the U.S. East. Heavy rains brought flooding across the U.S. Southeast. New Jersey and Delaware both had their wettest June on record. Meanwhile, 18 states (from Georgia to Maine) had June precipitation totals that ranked among their 10 wettest. Arizona, Colorado, and Wyoming each had one of their 10 driest Junes on record. It’s no surprise that the areas that saw high precipitation totals experienced cooler temperatures, while those who remained dry had temperatures above average.
(words:251)

   
【 Time 2】

Other highlights for the month of June 2013 include record warmth across Alaska. Some areas broke record high temperatures that climbed into the low 90s during the third week of the month. The statewide temperature was 4.0°F above the 1971-2000 average and the third-warmest June in its 96-year period of record. The U.S. Northeast had above-average temperatures and an above-average month for precipitation. Across the Southeast, temperatures were below average with precipitation well above average. Tropical Storm Andrea and a series of disturbances produced heavy rains and severe weather. The Midwest had temperatures around average, but experienced above average rainfall with only a few spots seeing below average precipitation totals. Severe weather picked up dramatically by the middle of June, which brought upon plenty of wind and even tornado reports across the region. The rest of the United States (Western regions) had below average precipitation and above average temperatures.
   
The most impressive temperature recorded in the U.S. in June 2013 was in Death Valley on June 30. They recorded a high temperature of 129°F, which was the warmest temperature ever recorded not only at that city, but also the highest reading ever recorded in U.S. history for the month of June. Talk about hot!
(words:204)
http://earthsky.org/earth/june-2013-ranked-15th-warmest-month-on-record-in-u-s

   
      
Building talent intelligence
by Shlomo Ben-Hur | posted: 17 Jul 2013

【 Time 3】
Organizations succeed when they have the right people in the right roles: hardly a controversial statement these days. We know that companies that outperform their peers at talent management also return significantly more value to their shareholders – around 22 per cent more than the industry average. We also know that good hiring and promotion decisions have a bigger impact on market value than creating a customer-focused environment or having good union relationships.
   
Why, then, do so many companies struggle to get talent management right? Because they simply don't have the talent intelligence required.
Talent intelligence is the understanding that businesses have of the skills, expertise and qualities of their people. It is the basis of every people decision that companies make; without it, they would be reduced to hiring, firing and promoting people at random. The problem is that most organizations' talent intelligence isn't that intelligent.
      
Gather the right information
Talent intelligence boils down to one simple idea: companies can only make good talent decisions if they know what they need, what they have and what is available. There are a number of impressive talent management software tools that will help companies to clarify this but, like all systems, they are only as good as the data they are given.
     
This gives the first challenge facing organizations that want to improve their talent intelligence: knowing what data to gather. At the moment most talent data relates to workforce composition – demographics and distribution. This sort of administrative information has its uses but is inherently limited. What is more relevant and valuable is talent assessment data that covers the skills, attributes and characteristics of an organization's workforce.
     
Know how to use your data
Information and analysis do not automatically create intelligence. The next step – one that many firms struggle with – is knowing how to use it. For example, assessment data can be used for much more than making decisions about individual people, such as whether to hire or promote someone. One of the easiest wins is using the results of talent assessment to inform and support processes such as onboarding and development, but only 19 per cent of firms actually do this.
      
In researching for our new book, Talent Intelligence, we spoke to many companies about how they used their talent assessment data and we found not a single one that was extensively, consistently and effectively using this data to shape their people strategy. This is just crazy. It is like buying a sports car and then only ever using it to drive the kids to school.
     
All you need is a spreadsheet
Data analysis may sound complicated but it does not require specialist expertise – just a basic comfort with numbers and a spreadsheet. Start by identifying how connected the different types of talent data you collect are, both with each other and with other sorts of information.
For example, knowing the average competency ratings of new hires can be useful. Yet if you also know the performance scores of new hires one year after they have joined, you can see which competencies are most predictive of initial success. If you know who is still employed three years later, you can work out which factors are most predictive of retention. And if you know who is later promoted, it can provide insight into the types of talent valued in your business and the qualities predictive of longer-term success.
(words:420)

     
【 Time 4】     
Talent intelligence in action
A few years ago, a large global business in the energy sector asked us to help it establish assessment processes to support three key people decisions: recruitment, promotion, and the identification of high-potentials. The processes created were not complex, but led to lasting, significant changes in their people strategy.
     
First, we looked at the competency ratings of new hires in each division to check whether some divisions were attracting stronger candidates and whether the qualities of new hires were aligned with each unit's business objectives. As a result, all three divisions were able to make improvements to their attraction and hiring activities.
   
Next, we compared the average competency ratings of new recruits with those of current employees. We found that the new hires had an uncannily similar pattern of strengths and weaknesses to the current employees. This kick-started a debate in the business about whether it was "just employing clones," which in turn led to changes in hiring practices.
      
Then we looked at the qualities that distinguished people who were identified as high-potentials and those who were actually being promoted. We found that the people labelled as high-potential were generally more outgoing, more entrepreneurial and better performers – all characteristics that the business was seeking. When we looked at the qualities most likely to lead to promotion, however, we found that the key factors were good performance and being viewed as team players.
     
So for all the encouragement the business was trying to give people with the qualities it thought it wanted, the people actually being promoted were different. As a result of these findings, new criteria for promotion were implemented.
   
Finally, we looked at the average competency profiles of the various groups measured and fed the findings into the learning and leadership development functions. As a result, specific development programs were created to address key competency weaknesses in particular groups of employees. The measurement data thus enabled better targeting of learning investment.
   
These were all simple steps, accomplished with simple data and without resorting to expensive systems, but they led to powerful findings that ultimately helped the business deliver its growth strategy.
   
This is the key, critical difference between talent data and real talent intelligence: intelligence makes a difference, adds value, and helps you to improve the bottom line of your business. Everything else is just data.
(word:391)
http://www.management-issues.com/opinion/6709/building-talent-intelligence/
   

      
Should We Sleep More to Lose Weight?
July 10, 2012 — Research to be presented at the Annual Meeting of the Society for the Study of Ingestive Behavior (SSIB) suggests that sleep behavior affects body weight control and that sleep loss has ramifications not only for how many calories we consume but also for how much energy we burn off.

【 Time 5】
In recent years an increasing number of epidemiological studies have found a relationship between how long we sleep for and obesity as well as type 2 diabetes, suggesting that insufficient sleep increases the risk of gaining weight and developing diabetes.
Work carried out by researchers from the German Universities Tubingen and Lubeck and Uppsala University in Sweden has investigated the effect of short term sleep deprivation on hunger as well as on physical activity and energy used by the body. Physical activity was measured by special devices worn on the wrist that detect acceleration. Energy used by the body was assessed by indirect calorimetry, a method which estimates how much heat is produced by a person as they use oxygen.
     
Sleep deprivation increased how hungry participants felt and also raised the amount of the "hunger hormone" ghrelin detected in their blood. In fact, the shorter the amount of sleep a person had experienced the hungrier they were. After just one night of disrupted sleep volunteers moved around less although this was not surprising considering they also felt more tired. In addition, staying awake for one complete night reduced the amount of energy used by the body when resting. This research tells us when we are sleep deprived we are likely to eat more calories because we are hungrier. This alone might cause us to gain weight over time. However sleep loss also means we burn off fewer calories which adds to the risk of gaining weight.
   
Ongoing studies aim to find out if increasing sleep time might help with weight control efforts. While there is still some way to go before sleep improvement is used to treat obesity and diabetes, the available research results clearly supports the notion that sleep is involved in the balance between the amount of calories we eat and the amount we use up through activity and metabolism.
(words:312)
http://www.sciencedaily.com/releases/2012/07/120710093929.htm
  


   
Part II: Obstacle


     
The Search for the Best Depression Treatment
【 Time 6】
When someone is diagnosed with depression, patient and doctor often begin a long trial-and-error of different treatments. Sometimes they work, sometimes they don’t, so patients may try several options before finding the best one. But in the future, a brain scan, blood test, or some combination could help guide doctors to the best drugs, or lead them to suggest talk therapy.
   
Recently, Emory University researcher Helen Mayberg reported that a PET scan, a commonly used imaging method, can reveal whether a patient will respond better to an antidepressant or cognitive behavioral therapy. And in May, Medscape reported that David Mischoulon of Massachusetts General Hospital presented findings that the amount of a particular protein in the blood of depression patients could indicate whether a patient would do better by adding a form of folic acid to his or her treatment.
     
A key goal of such research is to distinguish between causes of depression. “The presence of certain biomarkers might give us a clue whether [a particular patient’s] depression is truly biologically driven, or whether it is depression like sadness over an event,” says Mischoulon. “If we can identify people who have these biological bases, it might suggest these patients might do better with medications, as opposed to psychotherapies or meditation.”
     
According to the World Health Organization, depression is the leading cause of disability globally. Many people do not seek or do not have access to treatment, and among those who do, fewer than 40 percent of depression patients improve with the first type of treatment they try. The problem is not that treatments like antidepressants and cognitive behavioral therapy don’t work, it’s that no one treatment works for every patient. Researchers from many disciplines, from neuroscience to genomics, are studying this complex disorder, which likely represents many different conditions with unique origins and treatments. Large clinical trials to predict a patient’s response to therapy or drugs based on brain or body biomarkers could improve treatment for future patients and perhaps uncover a clearer understanding of depression’s origins.
   
“You see now a number of big studies on predictive biomarkers,” says Mayberg, who has pioneered pacemaker-like implants as a treatment for severe cases of depression. She’s also involved in a large study of patients who will be treated with antidepressants or cognitive behavioral therapy based on brain scans. “It’s going to be interesting over the next year or two to see how this plays out,” she says. One question will be whether researchers will be able to identify markers that are both unambiguous but also practical to test. Brain scans may be the best place to start, she says, because they focus on the origin of the condition, but once good biomarkers are identified via brain scan, surrogates found in the blood may provide a simpler and more affordable option.
   
One challenge for researchers is that depression is probably a conglomeration of many diseases, says Madhukar Trivedi, a University of Texas Southwestern researcher heading a large trial that is trying to distinguish patients who respond better to one type of antidepressant compared to another. “There are a lot of subtypes in depression, so any given marker, whether genetic, protein, imaging, or EEG, ends up accounting for only a small percentage of variance for any group of patients,” says Trivedi.   
     
If these researchers are successful, they could dramatically change how depression is treated and perhaps diagnosed. Doctors in the United States use the Diagnostic and Statistical Manual of Mental Disorders, or DSM, to diagnose depression. The diagnoses are largely based on the collection of symptoms presented or described by patients. In May, the head of the National Institute of Mental Health, Thomas Insel, announced that his institution would focus its research in areas other than the categories presented by the DSM. “Patients with mental disorders deserve better,” he said.
   
Bruce Cuthbert is heading the NIMH’s project to establish new ways of studying mental illness and potentially to improve future versions of the DSM by more precisely identifying the brain abnormalities in various diseases, including depression. The idea behind the project is to map out the genetic, circuit, and cognitive aspects of mental illness and to focus on individual features of disorders instead of clinical diagnoses. It could provide the information necessary to improve the DSM so that it is based on neuroscience and not just collections of symptoms. “In the future, we might define the disorders differently, or we might not. But this project will provide a framework to look at neural systems and how they operate and how that contributes to disease,” says Cuthbert.
     
Perhaps more immediately, the NIMH project could help researchers tune clinical trials of drugs to the right patients by focusing on discrete symptoms. For example, anhedonia, the inability to feel pleasure or seek pleasure, is a major symptom of depression, but it is also found in other patients, such as those with schizophrenia. By recruiting patients with measurable anhedonia, drug developers may be more likely to succeed in clinical trials than if they focused only on depression patients, says Cuthbert.
      
The NIMH project could also help to identify biomarkers of depression. “It could give us a structure to look at the pathology through different markers of the disease,” says Trivedi. “The goal is fantastic, but the proof is going to come in doing it.”
(words:885)
http://www.technologyreview.com/news/516881/the-search-for-the-best-depression-treatment/


本帖子中包含更多资源

您需要 登录 才可以下载或查看,没有帐号?立即注册

x
发表于 2013-7-22 17:40:25 | 显示全部楼层
先占座!
--------------------------------------
1'20''
1'29''
2'16''
2'03''
17''
1'47''

4'29''
发表于 2013-7-22 17:44:47 | 显示全部楼层
time 1 :1:48
time 2: 2:34
NCDC released their climate report for June 2013 in the United States and found that June 2013 ranked the 15th warmest month on record. 然后介绍了下大概的各个区域的general 情况 主要是temperature和rainfal,重点说了几个极值,与之前的历史趋势做了比 较,New Jersey and Delaware both had their wettest June on record. Meanwhile, Georgia &Maine had June precipitation totals that ranked among their 10 wettest. Arizona, Colorado, and Wyoming each had one of their 10 driest Junes on record
The most impressive temperature recorded in the U.S. in June 2013 was in Death Valley on June 30.


time 3:2:11
time4: 3:04
outperform their peers at talent management ,The problem is that most organizations' talent intelligence isn't that intelligent.,

knowing what data to gather,this sort of administrative information has its uses but is inherently limited. What is more relevant and valuable is talent assessment data that covers the skills,
knowing how to use it. found not a single one that was extensively, consistently and effectively using this data to shape their people strategy.
usespreadsheet
sound complicated but it does not require specialist expertise ,by identifying how connected the different types of talent data you collect are, both with each other and with other sorts of information.

time 4的话都很喜欢,特别是最后一段,我很想背下来 哈哈,所以就抄写过来,太喜欢了,用词简单但都有力量:
critical difference between talent data and real talent intelligence: intelligence makes a difference, adds value, and helps you to improve the bottom line of your business. Everything else is just data.
time 5 : 4:32
SSIBsuggests that sleep behavior affects body weight control and that sleep loss has ramifications not only calories we consume but also for how much energy we burn off. 最后说了很多熬夜也是回饿会减少燃烧脂肪,对我太有用了!谢谢!


越障: 6:42
真的复述不太出来了,但是看懂意思,
help researchers tune clinical trials of drugs to the right patients by focusing on discrete symptoms.
and dentify biomarkers of depression.




发表于 2013-7-22 17:46:41 | 显示全部楼层
今天好早~~谢谢change

1.19
1.10
3.23
2.01
1.55

5.27
=>recently, some researchers reported that a PET scan could distinguish the causes of depression.
=>one challenge: depression is probably a congrlomeration of many diseases
=>the value of this methods if the researchers succeed
发表于 2013-7-22 17:49:00 | 显示全部楼层
首页~~~~~~~~

速度
1:40
1:25
3:41
2:04
2:08

越障
6:27
发表于 2013-7-22 17:51:24 | 显示全部楼层
先占座。。以后每天交作业
Time1:   00:59
Time2:   00:50
Time3:   
发表于 2013-7-22 18:36:46 | 显示全部楼层
TIME1 01:26
June 2013 in the US ranks as the warmest and wettest month,causing fires and floods in some states.

TIME2 01:21
The situation of temperature and precipitation differs in different regions.

TIME3 02:29
1.Introduction of the importance that the right people are in right roles.
2.The problem faced by companies in talent management.
3.Three steps to get the required talent inteligence.

TIME4 02:02
The asseseement processes to help make key people decisions.

TIME5 01:55
Recent research reveasl that the loss of sleep can give rise to the risk of diates and obesity,but whether sleep helps control weight requires further research.

OBSTACLE 05:35
1.Recently,some researchers suggest a new way-PET scan to find and distinguish the cause of depression,hoping to differntiate the treatment methods.
2.Some challenges or problems faced by this method.
3.The significance of this new method if it is successful.

发表于 2013-7-22 18:37:14 | 显示全部楼层
咳咳
1'59
1'43
3'25
2'35
2'13

7'15

发表于 2013-7-22 18:55:34 | 显示全部楼层
今天好早!!!占一个!





22-07
time1:2'23/251
     the United State experienced the warmest on record in June 2013, wettest in southeast while dry in the west.
time2:1'52/204
     different regions experienced different severe weather: warmest and wettest, just warmest or just wettest etc.
time3:5'11/420
     the importance of talent management for companies
     how to get talent intelligence:
     >>>get the right informat
     >>>know hot to use the data
     >>>use spreadsheet
time4:3'21/391
     three key processes: recruitment, promotion and identification of high-potentials
     four steps to improve talent intelligence:
time5:2'44/312
     the way to implement the experiment
     the finding of the experiment: sleep deprivation makes people fell hungier to eat more as well as consume less calories >>> less sleep adds weight
obstacle:7'07/885   【感觉这个好像说来说去都是在说专门性的检测有助于确定病因对症下药,是我没有看懂其他的意思吗?= =】
     main idea: a efficient way to treat depression
     attitude: positive
     structure: present problems with the depression treatment: not every treatment is suitable for every patients
                the improvement of the treatment: specific detection in order to find the different causes of depression
                the application of other brain abnormalities


还是慢还是慢还是慢。。。。。。。。。。量变什么时候质变呢???

发表于 2013-7-22 19:32:55 | 显示全部楼层
Good resources! Catching up!!!!!
您需要登录后才可以回帖 登录 | 立即注册

Mark一下! 看一下! 顶楼主! 感谢分享! 快速回复:

手机版|ChaseDream|GMT+8, 2024-3-29 00:09
京公网安备11010202008513号 京ICP证101109号 京ICP备12012021号

ChaseDream 论坛

© 2003-2023 ChaseDream.com. All Rights Reserved.

返回顶部