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during this same period, students' self-reported narcissism levels have shot through the roof. "Many people see the current group of college students, sometimes called 'Generation Me,' " Konrath continues, "as one of the most self-centered, narcissistic, competitive, confident, and individualistic in recent history."

Reading a book carves brand-new neural pathways into the ancient cortical bedrock of our brains. It transforms the way we see the world—makes us, as Nicholas Carr puts it in his recent essay, "The Dreams of Readers," "more alert to the inner lives of others." We become vampires without being bitten—in other words, more empathic. Books make us see in a way that casual immersion in the Internet, and the quicksilver virtual world it offers, doesn't.

if society really is becoming more psychopathic, it's not all doom and gloom. In the right context, certain psychopathic characteristics can actually be very constructive. A neurosurgeon I spoke with (who rated high on the psychopathic spectrum) described the mind-set he enters before taking on a difficult operation as "an intoxication that sharpens rather than dulls the senses." In fact, in any kind of crisis, the most effective individuals are often those who stay calm—who are able to respond to the exigencies of the moment while at the same time maintaining the requisite degree of detachment.

mental toughness isn't the only characteristic that Special Forces soldiers have in common with psychopaths. There's also fearlessness.

I ask Andy whether he ever felt any regret over anything he'd done. Over the lives he'd taken on his numerous secret missions around the world. "No," he replies matter-of-factly, his arctic-blue eyes showing not the slightest trace of emotion. "You seriously don't think twice about it. When you're in a hostile situation, the primary objective is to pull the trigger before the other guy pulls the trigger. And when you pull it, you move on. Simple as that. Why stand there, dwelling on what you've done? Go down that route and chances are the last thing that goes through your head will be a bullet from an M16. "The regiment's motto is 'Who Dares Wins.' But sometimes it can be shortened to 'F--- It.' "

one of the things that we know about psychopaths is that the light switches of their brains aren't wired up in quite the same way as the rest of ours are—and that one area particularly affected is the amygdala, a peanut-size structure located right at the center of the circuit board. The amygdala is the brain's emotion-control tower. It polices our emotional airspace and is responsible for the way we feel about things. But in psychopaths, a section of this airspace, the part that corresponds to fear, is empty.

Turn down the signals to the amygdala, of course, and you're well on the way to giving someone a psychopath makeover. Indeed, Liane Young and her team in Boston have since kicked things up a notch and demonstrated that applying TMS to the right temporoparietal junction—a neural ZIP code within that neighborhood—has significant effects not just on lying ability but also on moral-reasoning ability: in particular, ascribing intentionality to others' actions.

at an undisclosed moment sometime within the next 60 seconds, the image you see at the present time will change, and images of a different nature will appear on the screen. These images will be violent. And nauseating. And of a graphic and disturbing nature. "As you view these images, changes in your heart rate, skin conductance, and EEG activity will be monitored and compared with the resting levels that are currently being recorded

"OK," says Nick. "Let's get the show on the road." He disappears behind us, leaving Andy and me merrily soaking up the incontinence ad. Results reveal later that, at this point, as we wait for something to happen, our physiological output readings are actually pretty similar. Our pulse rates are significantly higher than our normal resting levels, in anticipation of what's to come. But with the change of scene, an override switch flips somewhere in Andy's brain. And the ice-cold Special Forces soldier suddenly swings into action. As vivid, florid images of dismemberment, mutilation, torture, and execution flash up on the screen in front of us (so vivid, in fact, that Andy later confesses to actually being able to "smell" the blood: a "kind of sickly-sweet smell that you never, ever forget"), accompanied not by the ambient spa music of before but by blaring sirens and hissing white noise, his physiological readings start slipping into reverse. His pulse rate begins to slow. His GSR begins to drop, his EEG to quickly and dramatically attenuate. In fact, by the time the show is over, all three of Andy's physiological output measures are pooling below his baseline.

Nick has seen nothing like it. "It's almost as if he was gearing himself up for the challenge," he says. "And then, when the challenge eventually presented itself, his brain suddenly responded by injecting liquid nitrogen into his veins. Suddenly implemented a blanket neural cull of all surplus feral emotion. Suddenly locked down into a hypnotically deep code red of extreme and ruthless focus." He shakes his head, nonplused. "If I hadn't recorded those readings myself, I'm not sure I would have believed them," he continues. "OK, I've never tested Special Forces before. And maybe you'd expect a slight attenuation in response. But this guy was in total and utter control of the situation. So tuned in, it looked like he'd completely tuned out."

My physiological output readings, in contrast, went through the roof. Exactly like Andy's, they were well above baseline as I'd waited for the carnage to commence. But that's where the similarity ended. Rather than go down in the heat of battle, in the midst of the blood and guts, mine had appreciated exponentially. "At least it shows that the equipment is working properly," comments Nick. "And that you're a normal human being."

TMS can't penetrate far enough into the brain to reach the emotion and moral-reasoning precincts directly. But by damping down or turning up the regions of the cerebral cortex that have links with such areas, it can simulate the effects of deeper, more incursive influence.

Before the experiment, I'd been curious about the time scale: how long it would take me to begin to feel the rush. Now I had the answer: about 10 to 15 minutes. The same amount of time, I guess, that it would take most people to get a buzz out of a beer or a glass of wine.

The effects aren't entirely dissimilar. An easy, airy confidence. A transcendental loosening of inhibition. The inchoate stirrings of a subjective moral swagger: the encroaching, and somehow strangely spiritual, realization that hell, who gives a s---, anyway? There is, however, one notable exception. One glaring, unmistakable difference between this and the effects of alcohol. That's the lack of attendant sluggishness. The enhancement of attentional acuity and sharpness. An insuperable feeling of heightened, polished awareness. Sure, my conscience certainly feels like it's on ice, and my anxieties drowned with a half-dozen shots of transcranial magnetic Jack Daniel's. But, at the same time, my whole way of being feels as if it's been sumptuously spring-cleaned with light. My soul, or whatever you want to call it, immersed in a spiritual dishwasher.

So this, I think to myself, is how it feels to be a psychopath. To cruise through life knowing that no matter what you say or do, guilt, remorse, shame, pity, fear—all those familiar, everyday warning signals that might normally light up on your psychological dashboard—no longer trouble you.

I suddenly get a flash of insight. We talk about gender. We talk about class. We talk about color. And intelligence. And creed. But the most fundamental difference between one individual and another must surely be that of the presence, or absence, of conscience. Conscience is what hurts when everything else feels good. But what if it's as tough as old boots? What if one's conscience has an infinite, unlimited pain threshold and doesn't bat an eye when others are screaming in agony?

relying on a single assessor is unreliable, especially when some of the judgements are subjective. So I started a call for volunteers to get assessors. Meanwhile Malo Bourgon set up a separate assessment on Youtopia, harnessing the awesome power of altruists chasing after points. The results are now in, and they are fascinating. They are...

A classic example of this endemic bias at work is illustrated through Einstein. He was disturbed by the implications of an expanding universe. For thousands of years it was assumed — outside of some theological circles — that matter was eternal. The notion that it came into being at a discreet point in time naturally implied that something had caused it and quite possibly that that something had done it on purpose. Not willing to accept this new information, Einstein added a now famous “fudge factor” to his equations to maintain the solid state universe that he was comfortable with — something he would later describe as “the greatest blunder of my career.”

If there is great resistance to notions of design and causality in science, it is exponentially greater when it comes to theology.

But there's another reason as well: Every time computers break some new barrier, we decide—or maybe just finally get it through our thick skulls—that we set the bar too low.

the best estimates of the human brain suggest that our own processing power is about equivalent to 10 petaflops. ("Peta" comes after giga and tera.) That's a lot of flops, but last year an IBM Blue Gene/Q supercomputer at Lawrence Livermore National Laboratory was clocked at 16.3 petaflops.

in Lake Michigan terms, we finally have a few inches of water in the lake bed, and we can see it rising. All those milestones along the way—playing chess, translating web pages, winning at Jeopardy!, driving a car—aren't just stunts. They're precisely the kinds of things you'd expect as we struggle along with platforms that aren't quite powerful enough—yet. True artificial intelligence will very likely be here within a couple of decades. Making it small, cheap, and ubiquitous might take a decade more.

In other words, by about 2040 our robot paradise awaits.

"We believe the tools we are developing will exponentially increase the involvement of the Indigenous people whose languages are threatened, without the need for difficult-to-attain levels of computer literacy,"

Until now endangered aboriginal languages were recorded in the presence of a linguist and selected native speakers with recording equipment

indigenous people whose languages are threatened can record and upload languages at their own pace and at times which suit them, he says, without requiring the presence of a specialist holding a microphone

"The ability provided by the tools we are developing to easily create, record and share language, images, and video, at the same time as building sustainable databases for future use, involves and empowers speakers of indigenous languages in a way which has not been possible before."

One of these forces is America’s income inequality, which has steadily increased since 1969. We typically think of this process as one in which the rich get richer and the poor get poorer. Surely, that should, if anything, make upper income earners able to relax.

technology both creates and reflects economic realities. Instead, less visible forces have given birth to this state of affairs.

even with the same work hours and household duties, women with higher incomes report feeling more stressed than women with lower incomes, according to a recent study by the economists Daniel Hamermesh and Jungmin Lee. In other words, not only does more money not solve our problems at home, it may even make things worse.

t it turns out that the growing disparity is really between the middle and the top. If we divided the American population in half, we would find that those in the lower half have been pretty stable over the last few decades in terms of their incomes relative to one another. However, the top half has been stretching out like taffy. In fact, as we move up the ladder the rungs get spaced farther and farther apart.

The result of this high and rising inequality is what I call an “economic red shift.” Like the shift in the light spectrum caused by the galaxies rushing away, those Americans who are in the top half of the income distribution experience a sensation that, while they may be pulling away from the bottom half, they are also being left further and further behind by those just above them.

since inequality rises exponentially the higher you climb the economic ladder, the better off you are in absolute terms, the more relatively deprived you may feel. In fact, a poll of New Yorkers found that those who earned more than $200,000 a year were the most likely of any income group to agree that “seeing other people with money” makes them feel poor.

Because these forces drive each other, they trap us in a vicious cycle: Rising inequality causes us to work more to keep up in an economy increasingly dominated by status goods. That further widens income differences.

if you are someone who is pretty well off but couldn’t stop working yesterday nonetheless, don’t blame your iPhone or laptop. Blame a new wrinkle in something much more antiquated: inequality.

During his testimony, Mr. Zuckerberg repeatedly said Facebook has a tool for downloading your data that “allows people to see and take out all the information they’ve put into Facebook.”

Most basic information, like my birthday, could not be deleted. More important, the pieces of data that I found objectionable, like the record of people I had unfriended, could not be removed from Facebook, either.

what bothered me was the data that I had explicitly deleted but that lingered in plain sight. On my friends list, Facebook had a record of “Removed Friends,” a dossier of the 112 people I had removed along with the date I clicked the “Unfriend” button. Why should Facebook remember the people I’ve cut off from my life?

When you download a copy of your Facebook data, you will see a folder containing multiple subfolders and files. The most important one is the “index” file, which is essentially a raw data set of your Facebook account, where you can click through your profile, friends list, timeline and messages, among other features.

Upon closer inspection, it turned out that Facebook had stored my entire phone book because I had uploaded it when setting up Facebook’s messaging app, Messenger.

Facebook also kept a history of each time I opened Facebook over the last two years, including which device and web browser I used. On some days, it even logged my locations, like when I was at a hospital two years ago or when I visited Tokyo last year.

“They don’t delete anything, and that’s a general policy,” said Gabriel Weinberg, the founder of DuckDuckGo, which offers internet privacy tools. He added that data was kept around to eventually help brands serve targeted ads.

Facebook said unfamiliar advertisers might appear on the list because they might have obtained my contact information from elsewhere, compiled it into a list of people they wanted to target and uploaded that list into Facebook

Brands can obtain your information in many different ways. Those include:

■ Buying information from a data provider like Acxiom, which has amassed one of the world’s largest commercial databases on consumers. Brands can buy different types of customer data sets from a provider, like contact information for people who belong to a certain demographic, and take that information to Facebook to serve targeted ads

■ Using tracking technologies like web cookies and invisible pixels that load in your web browser to collect information about your browsing activities. There are many different trackers on the web, and Facebook offers 10 different trackers to help brands harvest your information, according to Ghostery, which offers privacy tools that block ads and trackers.

■ Getting your information in simpler ways, too. Someone you shared information with could share it with another entity. Your credit card loyalty program, for example

I also downloaded copies of my Google data with a tool called Google Takeout. The data sets were exponentially larger than my Facebook data.

For my personal email account alone, Google’s archive of my data measured eight gigabytes, enough to hold about 2,000 hours of music. By comparison, my Facebook data was about 650 megabytes, the equivalent of about 160 hours of music.

In a folder labeled Ads, Google kept a history of many news articles I had read, like a Newsweek story about Apple employees walking into glass walls and a New York Times story about the editor of our Modern Love column. I didn’t click on ads for either of these stories, but the search giant logged them because the sites had loaded ads served by Google.

In another folder, labeled Android, Google had a record of apps I had opened on an Android phone since 2015, along with the date and time. This felt like an extraordinary level of detail.

Rabies moves at a predictable rate, replicating every eight to 10 hours, moving rapidly through chains of neurons and revealing a network. The researchers could allow the virus to move up the nervous system and reach the brain but could sacrifice the monkey before it showed any symptoms of infection.

When the virus has had enough time to travel a predictable distance, the researchers anesthetize the animal, wash out its blood, perfuse the central nervous system with fixatives, and use antibodies to detect where the virus has spread. The kills were timed to various stages to create a map. By the time you’ve gone through several sets of synapses that mapping is an enormous task. There’s an exponential increase in the number of neurons.

the researchers were astounded at what they saw. The motor areas in the brain connect to the adrenal glands. In the primary motor cortex of the brain, there’s a map of the human body—areas that correspond to the face, arm, and leg area, as well as a region that controls the axial body muscles (known to many people now as “the core”).

“Something about axial control has an impact on stress responses,” Strick reasons. “There’s all this evidence that core strengthening has an impact on stress. And when you see somebody that's depressed or stressed out, you notice changes in their posture. When you stand up straight, it has an effect on how you project yourself and how you feel.  Well, lo and behold, core muscles have an impact on stress. And I suspect that if you activate core muscles inappropriately with poor posture, that’s going to have an impact on stress.”

“These neural pathways might explain our intuitive sense for why there are many different strategies for coping with stress,” said Bruno. “I like the examples they give in the paper—that maybe this is why yoga and pilates are so successful. But there are lots of other things where people talk about mental imagery and all sorts of other ways that people deal with stress. I think having so many neural pathways having direct lines to the stress control system, that’s really interesting.”

Bruno specializes more in sensory neuroscience, so he read a more into the findings in the primary somatosensory cortex. Some of these tactile areas in the brain seem to be providing as much input to the adrenal medulla as the cortical areas. “To me that's really new and interesting,” said Bruno. “It might explain why certain sensations we find very relaxing or stressful.”

“It's not clear to me—from our work, and from their work—that what we call motor cortex is really motor cortex,” he said. “Maybe the primary sensory cortex is doing something more than we thought. When I see results like these, I go, hm, maybe these areas aren’t so simple.”

With this come implications for what’s currently known as “psychosomatic illness”—how the mind has an impact over organ functions. The name tends to have a bad connotation. The notion that this mind-body connection isn’t really real; that psychosomatic illnesses are “all in your head.” Elaborate connections like this would explain that, yes, it is all in your head. The fact that cortical areas in the brain that have multi-synaptic connections that control organ function could strip the negative connotations

As he put it, “How we move, think, and feel have an impact on the stress response through real neural connections.”

Quite apart from the “unbalanced power” of the financial sector, and the tendency of a super-sized financial sector to cause increasingly bad global financial crashes, excessive financialization leads to resources being misallocated. “In many of the financial sector’s segments that have grown fastest since deregulation—like investment banks—the transactions are primarily zero-sum.”

However in times of rapid technological transformation like today, the role of the economic priesthood in protecting its own interests can become a massively destabilizing.

Thus we know from the history of the last couple of hundred years that in times of rapid technological transformation, the financial sector tends to become disconnected from the real economy

This has occurred a number of times in the last few hundred years, including the Canal Mania (England—1790s), the Rail Mania (England—1840s), the Gilded Age (US: 1880s—early 1900s) the Roaring Twenties (US—1920s) and the Big Banks of today.

Getting to safety is not made any easier by the fact the modern economic priesthood—the managers of large firms and the banks—has, like their ancient Egyptian forbears, found ways to participate in the casino economy and benefit from “making money out of money”, even as the economy as a whole suffers.  As Upton Sinclair wrote, “It is difficult to get a man to understand something, when his salary depends upon his not understanding it.

Just as the ancient Egyptian economic priesthood clung to power as the economy stagnated, so today the economic priesthood shows no signs of relinquishing their gains or their power. The appetite and expectation of extraordinary returns is still there.

Thus in times of transformational technology, there is a huge expansion of investment, driven by the financial sector. Wealthy investors begin to expect outsized returns and so there is over-investment. The resulting bubbles in due course burst

As a result, the economy remains in the “Great Stagnation”(Tyler Cowen), also known as “the Secular Stagnation (Larry Summers). It is running on continuing life support from the Federal Reserve. Large enterprises still appear to be profitable. The appearance, though not the reality, of economic well-being has been sufficient to make the stock market soa

Just as no change was possible in ancient Egyptian society so long as the economic priesthood colluded to preserve the status quo, so the excesses and prevarications of the Financial Sector will continue so long as the regulators remain its cheerleaders.

Just listen to the chair of the Securities and Exchange Commission (SEC), Mary Jo White at Stanford University Rock Center for Corporate Governance speaking to directors. In her speech, she makes no secret of her view that the overall corporate arrangements are sound. The job of the SEC, as outlined in the speech, is to find the odd individual who might be doing something wrong. The idea that the large-scale activities of the major banks might be socially corrosive is not even alluded.

“Corporate chieftains rationally choose financial engineering—debt-financed share buybacks, for example—over capital investment in property, plants and equipment. Financial markets reward shareholder activism. Institutional investors extend their risk parameters to beat their benchmarks… But real economic growth—averaging just a bit above 2 percent for the fifth year in a row—remains sorely lacking.”

Just as in ancient Egypt, no progress was possible so long as the myths and rituals of the economic priesthood and their offerings to the gods were widely accepted as real indicators of what was going on, so today no progress is possible so long as the myths and rituals of the modern economic priesthood still has a pervasive hold of people’s minds

In the modern economy, the myths and rituals of the economic priesthood are built on the notion that the purpose of a firm is to maximize shareholder value and the notion that if the share price is increasing, things are going well. These ideas are the intellectual underpinnings of the zero-sum activities of the financial sector for “making money out of money”, by whatever means possible

Like the myths and rituals of the priests of ancient Egypt, shareholder value theory is espoused with religious overtones. Shareholder value, which even Jack Welch has called “the dumbest idea in the world,” remains pervasive in business, even though it is responsible for massive offshoring of manufacturing, thereby destroying major segments of the US economy, undermining US capacity to compete in international markets and killing the economic recovery.

If instead society decides that the financial sector should concentrate on its socially important function of financing the real economy and providing financial security for an ever wider circle of citizens and enterprises, we could enjoy an era of growth and lasting prosperity.

By the end of World War II, however, American corporations were facing severe talent shortages. Their senior executives were growing old, and a dearth of hiring from the Depression through the war had resulted in a shortfall of able, well-trained managers. Finding people who had the potential to rise quickly through the ranks became an overriding preoccupation of American businesses. They began to devise a formal hiring-and-management system based in part on new studies of human behavior, and in part on military techniques developed during both world wars, when huge mobilization efforts and mass casualties created the need to get the right people into the right roles as efficiently as possible. By the 1950s, it was not unusual for companies to spend days with young applicants for professional jobs, conducting a battery of tests, all with an eye toward corner-office potential.

But companies abandoned their hard-edged practices for another important reason: many of their methods of evaluation turned out not to be very scientific.

this regime, so widespread in corporate America at mid-century, had almost disappeared by 1990. “I think an HR person from the late 1970s would be stunned to see how casually companies hire now,”

Many factors explain the change, he said, and then he ticked off a number of them: Increased job-switching has made it less important and less economical for companies to test so thoroughly. A heightened focus on short-term financial results has led to deep cuts in corporate functions that bear fruit only in the long term. The Civil Rights Act of 1964, which exposed companies to legal liability for discriminatory hiring practices, has made HR departments wary of any broadly applied and clearly scored test that might later be shown to be systematically biased.

about a quarter of the country’s corporations were using similar tests to evaluate managers and junior executives, usually to assess whether they were ready for bigger roles.

Aptitude, skills, personal history, psychological stability, discretion, loyalty—companies at the time felt they had a need (and the right) to look into them all. That ambit is expanding once again, and this is undeniably unsettling. Should the ideas of scientists be dismissed because of the way they play a game? Should job candidates be ranked by what their Web habits say about them? Should the “data signature” of natural leaders play a role in promotion? These are all live questions today, and they prompt heavy concerns: that we will cede one of the most subtle and human of skills, the evaluation of the gifts and promise of other people, to machines; that the models will get it wrong; that some people will never get a shot in the new workforce.

Knack makes app-based video games, among them Dungeon Scrawl, a quest game requiring the player to navigate a maze and solve puzzles, and Wasabi Waiter, which involves delivering the right sushi to the right customer at an increasingly crowded happy hour. These games aren’t just for play: they’ve been designed by a team of neuroscientists, psychologists, and data scientists to suss out human potential. Play one of them for just 20 minutes, says Guy Halfteck, Knack’s founder, and you’ll generate several megabytes of data, exponentially more than what’s collected by the SAT or a personality test. How long you hesitate before taking every action, the sequence of actions you take, how you solve problems—all of these factors and many more are logged as you play, and then are used to analyze your creativity, your persistence, your capacity to learn quickly from mistakes, your ability to prioritize, and even your social intelligence and personality. The end result, Halfteck says, is a high-resolution portrait of your psyche and intellect, and an assessment of your potential as a leader or an innovator.

When the results came back, Haringa recalled, his heart began to beat a little faster. Without ever seeing the ideas, without meeting or interviewing the people who’d proposed them, without knowing their title or background or academic pedigree, Knack’s algorithm had identified the people whose ideas had panned out. The top 10 percent of the idea generators as predicted by Knack were in fact those who’d gone furthest in the process.

What Knack is doing, Haringa told me, “is almost like a paradigm shift.” It offers a way for his GameChanger unit to avoid wasting time on the 80 people out of 100—nearly all of whom look smart, well-trained, and plausible on paper—whose ideas just aren’t likely to work out.

He has encouraged the company’s HR executives to think about applying the games to the recruitment and evaluation of all professional workers.

scoring distance from work could violate equal-employment-opportunity standards. Marital status? Motherhood? Church membership? “Stuff like that,” Meyerle said, “we just don’t touch”—at least not in the U.S., where the legal environment is strict. Meyerle told me that Evolv has looked into these sorts of factors in its work for clients abroad, and that some of them produce “startling results.”

consider the alternative. A mountain of scholarly literature has shown that the intuitive way we now judge professional potential is rife with snap judgments and hidden biases, rooted in our upbringing or in deep neurological connections that doubtless served us well on the savanna but would seem to have less bearing on the world of work.

We may like to think that society has become more enlightened since those days, and in many ways it has, but our biases are mostly unconscious, and they can run surprisingly deep. Consider race. For a 2004 study called “Are Emily and Greg More Employable Than Lakisha and Jamal?,” the economists Sendhil Mullainathan and Marianne Bertrand put white-sounding names (Emily Walsh, Greg Baker) or black-sounding names (Lakisha Washington, Jamal Jones) on similar fictitious résumés, which they then sent out to a variety of companies in Boston and Chicago. To get the same number of callbacks, they learned, they needed to either send out half again as many résumés with black names as those with white names, or add eight extra years of relevant work experience to the résumés with black names.

a sociologist at Northwestern, spent parts of the three years from 2006 to 2008 interviewing professionals from elite investment banks, consultancies, and law firms about how they recruited, interviewed, and evaluated candidates, and concluded that among the most important factors driving their hiring recommendations were—wait for it—shared leisure interests.

Lacking “reliable predictors of future performance,” Rivera writes, “assessors purposefully used their own experiences as models of merit.” Former college athletes “typically prized participation in varsity sports above all other types of involvement.” People who’d majored in engineering gave engineers a leg up, believing they were better prepared.

the prevailing system of hiring and management in this country involves a level of dysfunction that should be inconceivable in an economy as sophisticated as ours. Recent survey data collected by the Corporate Executive Board, for example, indicate that nearly a quarter of all new hires leave their company within a year of their start date, and that hiring managers wish they’d never extended an offer to one out of every five members on their team

In the late 1990s, as these assessments shifted from paper to digital formats and proliferated, data scientists started doing massive tests of what makes for a successful customer-support technician or salesperson. This has unquestionably improved the quality of the workers at many firms.

In 2010, however, Xerox switched to an online evaluation that incorporates personality testing, cognitive-skill assessment, and multiple-choice questions about how the applicant would handle specific scenarios that he or she might encounter on the job. An algorithm behind the evaluation analyzes the responses, along with factual information gleaned from the candidate’s application, and spits out a color-coded rating: red (poor candidate), yellow (middling), or green (hire away). Those candidates who score best, I learned, tend to exhibit a creative but not overly inquisitive personality, and participate in at least one but not more than four social networks, among many other factors. (Previous experience, one of the few criteria that Xerox had explicitly screened for in the past, turns out to have no bearing on either productivity or retention

the idea that hiring was a science fell out of favor. But now it’s coming back, thanks to new technologies and methods of analysis that are cheaper, faster, and much-wider-ranging than what we had before

Gone are the days, Ostberg told me, when, say, a small survey of college students would be used to predict the statistical validity of an evaluation tool. “We’ve got a data set of 347,000 actual employees who have gone through these different types of assessments or tools,” he told me, “and now we have performance-outcome data, and we can split those and slice and dice by industry and location.”

Evolv’s tests allow companies to capture data about everybody who applies for work, and everybody who gets hired—a complete data set from which sample bias, long a major vexation for industrial-organization psychologists, simply disappears. The sheer number of observations that this approach makes possible allows Evolv to say with precision which attributes matter more to the success of retail-sales workers (decisiveness, spatial orientation, persuasiveness) or customer-service personnel at call centers (rapport-building)

There are some data that Evolv simply won’t use, out of a concern that the information might lead to systematic bias against whole classes of people

When Xerox started using the score in its hiring decisions, the quality of its hires immediately improved. The rate of attrition fell by 20 percent in the initial pilot period, and over time, the number of promotions rose. Xerox still interviews all candidates in person before deciding to hire them, Morse told me, but, she added, “We’re getting to the point where some of our hiring managers don’t even want to interview anymore”

what most excites him are the possibilities that arise from monitoring the entire life cycle of a worker at any given company.

Mullainathan expressed amazement at how little most creative and professional workers (himself included) know about what makes them effective or ineffective in the office. Most of us can’t even say with any certainty how long we’ve spent gathering information for a given project, or our pattern of information-gathering, never mind know which parts of the pattern should be reinforced, and which jettisoned. As Mullainathan put it, we don’t know our own “production function.”

What begins with an online screening test for entry-level workers ends with the transformation of nearly every aspect of hiring, performance assessment, and management.

I turned to Sandy Pentland, the director of the Human Dynamics Laboratory at MIT. In recent years, Pentland has pioneered the use of specialized electronic “badges” that transmit data about employees’ interactions as they go about their days. The badges capture all sorts of information about formal and informal conversations: their length; the tone of voice and gestures of the people involved; how much those people talk, listen, and interrupt; the degree to which they demonstrate empathy and extroversion; and more. Each badge generates about 100 data points a minute.

he tried the badges out on about 2,500 people, in 21 different organizations, and learned a number of interesting lessons. About a third of team performance, he discovered, can usually be predicted merely by the number of face-to-face exchanges among team members. (Too many is as much of a problem as too few.) Using data gathered by the badges, he was able to predict which teams would win a business-plan contest, and which workers would (rightly) say they’d had a “productive” or “creative” day. Not only that, but he claimed that his researchers had discovered the “data signature” of natural leaders, whom he called “charismatic connectors” and all of whom, he reported, circulate actively, give their time democratically to others, engage in brief but energetic conversations, and listen at least as much as they talk.

His group is developing apps to allow team members to view their own metrics more or less in real time, so that they can see, relative to the benchmarks of highly successful employees, whether they’re getting out of their offices enough, or listening enough, or spending enough time with people outside their own team.

Torrents of data are routinely collected by American companies and now sit on corporate servers, or in the cloud, awaiting analysis. Bloomberg reportedly logs every keystroke of every employee, along with their comings and goings in the office. The Las Vegas casino Harrah’s tracks the smiles of the card dealers and waitstaff on the floor (its analytics team has quantified the impact of smiling on customer satisfaction). E‑mail, of course, presents an especially rich vein to be mined for insights about our productivity, our treatment of co-workers, our willingness to collaborate or lend a hand, our patterns of written language, and what those patterns reveal about our intelligence, social skills, and behavior.

people analytics will ultimately have a vastly larger impact on the economy than the algorithms that now trade on Wall Street or figure out which ads to show us. He reminded me that we’ve witnessed this kind of transformation before in the history of management science. Near the turn of the 20th century, both Frederick Taylor and Henry Ford famously paced the factory floor with stopwatches, to improve worker efficiency.

“The quantities of data that those earlier generations were working with,” he said, “were infinitesimal compared to what’s available now. There’s been a real sea change in the past five years, where the quantities have just grown so large—petabytes, exabytes, zetta—that you start to be able to do things you never could before.”

People analytics will unquestionably provide many workers with more options and more power. Gild, for example, helps companies find undervalued software programmers, working indirectly to raise those people’s pay. Other companies are doing similar work. One called Entelo, for instance, specializes in using algorithms to identify potentially unhappy programmers who might be receptive to a phone cal

He sees it not only as a boon to a business’s productivity and overall health but also as an important new tool that individual employees can use for self-improvement: a sort of radically expanded The 7 Habits of Highly Effective People, custom-written for each of us, or at least each type of job, in the workforce.

the most exotic development in people analytics today is the creation of algorithms to assess the potential of all workers, across all companies, all the time.

The way Gild arrives at these scores is not simple. The company’s algorithms begin by scouring the Web for any and all open-source code, and for the coders who wrote it. They evaluate the code for its simplicity, elegance, documentation, and several other factors, including the frequency with which it’s been adopted by other programmers. For code that was written for paid projects, they look at completion times and other measures of productivity. Then they look at questions and answers on social forums such as Stack Overflow, a popular destination for programmers seeking advice on challenging projects. They consider how popular a given coder’s advice is, and how widely that advice ranges.

The algorithms go further still. They assess the way coders use language on social networks from LinkedIn to Twitter; the company has determined that certain phrases and words used in association with one another can distinguish expert programmers from less skilled ones. Gild knows these phrases and words are associated with good coding because it can correlate them with its evaluation of open-source code, and with the language and online behavior of programmers in good positions at prestigious companies.

having made those correlations, Gild can then score programmers who haven’t written open-source code at all, by analyzing the host of clues embedded in their online histories. They’re not all obvious, or easy to explain. Vivienne Ming, Gild’s chief scientist, told me that one solid predictor of strong coding is an affinity for a particular Japanese manga site.

Gild’s CEO, Sheeroy Desai, told me he believes his company’s approach can be applied to any occupation characterized by large, active online communities, where people post and cite individual work, ask and answer professional questions, and get feedback on projects. Graphic design is one field that the company is now looking at, and many scientific, technical, and engineering roles might also fit the bill. Regardless of their occupation, most people leave “data exhaust” in their wake, a kind of digital aura that can reveal a lot about a potential hire.

professionally relevant personality traits can be judged effectively merely by scanning Facebook feeds and photos. LinkedIn, of course, captures an enormous amount of professional data and network information, across just about every profession. A controversial start-up called Klout has made its mission the measurement and public scoring of people’s online social influence.

Now the two companies are working together to marry pre-hire assessments to an increasing array of post-hire data: about not only performance and duration of service but also who trained the employees; who has managed them; whether they were promoted to a supervisory role, and how quickly; how they performed in that role; and why they eventually left.

Over time, better job-matching technologies are likely to begin serving people directly, helping them see more clearly which jobs might suit them and which companies could use their skills. In the future, Gild plans to let programmers see their own profiles and take skills challenges to try to improve their scores. It intends to show them its estimates of their market value, too, and to recommend coursework that might allow them to raise their scores even more. Not least, it plans to make accessible the scores of typical hires at specific companies, so that software engineers can better see the profile they’d need to land a particular job

Knack, for its part, is making some of its video games available to anyone with a smartphone, so people can get a better sense of their strengths, and of the fields in which their strengths would be most valued. (Palo Alto High School recently adopted the games to help students assess careers.) Ultimately, the company hopes to act as matchmaker between a large network of people who play its games (or have ever played its games) and a widening roster of corporate clients, each with its own specific profile for any given type of job.

When I began my reporting for this story, I was worried that people analytics, if it worked at all, would only widen the divergent arcs of our professional lives, further gilding the path of the meritocratic elite from cradle to grave, and shutting out some workers more definitively. But I now believe the opposite is likely to happen, and that we’re headed toward a labor market that’s fairer to people at every stage of their careers

For decades, as we’ve assessed people’s potential in the professional workforce, the most important piece of data—the one that launches careers or keeps them grounded—has been educational background: typically, whether and where people went to college, and how they did there. Over the past couple of generations, colleges and universities have become the gatekeepers to a prosperous life. A degree has become a signal of intelligence and conscientiousness, one that grows stronger the more selective the school and the higher a student’s GPA, that is easily understood by employers, and that, until the advent of people analytics, was probably unrivaled in its predictive powers.

the limitations of that signal—the way it degrades with age, its overall imprecision, its many inherent biases, its extraordinary cost—are obvious. “Academic environments are artificial environments,” Laszlo Bock, Google’s senior vice president of people operations, told The New York Times in June. “People who succeed there are sort of finely trained, they’re conditioned to succeed in that environment,” which is often quite different from the workplace.

because one’s college history is such a crucial signal in our labor market, perfectly able people who simply couldn’t sit still in a classroom at the age of 16, or who didn’t have their act together at 18, or who chose not to go to graduate school at 22, routinely get left behind for good. That such early factors so profoundly affect career arcs and hiring decisions made two or three decades later is, on its face, absurd.

I spoke with managers at a lot of companies who are using advanced analytics to reevaluate and reshape their hiring, and nearly all of them told me that their research is leading them toward pools of candidates who didn’t attend college—for tech jobs, for high-end sales positions, for some managerial roles. In some limited cases, this is because their analytics revealed no benefit whatsoever to hiring people with college degrees; in other cases, and more often, it’s because they revealed signals that function far better than college history,

Google, too, is hiring a growing number of nongraduates. Many of the people I talked with reported that when it comes to high-paying and fast-track jobs, they’re reducing their preference for Ivy Leaguers and graduates of other highly selective schools.

This process is just beginning. Online courses are proliferating, and so are online markets that involve crowd-sourcing. Both arenas offer new opportunities for workers to build skills and showcase competence. Neither produces the kind of instantly recognizable signals of potential that a degree from a selective college, or a first job at a prestigious firm, might. That’s a problem for traditional hiring managers, because sifting through lots of small signals is so difficult and time-consuming.

all of these new developments raise philosophical questions. As professional performance becomes easier to measure and see, will we become slaves to our own status and potential, ever-focused on the metrics that tell us how and whether we are measuring up? Will too much knowledge about our limitations hinder achievement and stifle our dreams? All I can offer in response to these questions, ironically, is my own gut sense, which leads me to feel cautiously optimistic.

Google’s understanding of the promise of analytics is probably better than anybody else’s, and the company has been changing its hiring and management practices as a result of its ongoing analyses. (Brainteasers are no longer used in interviews, because they do not correlate with job success; GPA is not considered for anyone more than two years out of school, for the same reason—the list goes on.) But for all of Google’s technological enthusiasm, these same practices are still deeply human. A real, live person looks at every résumé the company receives. Hiring decisions are made by committee and are based in no small part on opinions formed during structured interviews.

Historians are no longer grandees at the centre of a fixed civilisation; they are simply journalists writing about celebrities who haven't got the grace to be alive any more

There are those who wonder if the whole of history is now valuable only as a politically correct lesson in the stupidity and cruelty of monarchs, aristocrats, industrialists and generals

You don't even have to dignify it with ideological abstractions any more; history is really the story of a series of subjugations, oppressions, exploitations and abuses.

The biggest challenge facing the great teachers and communicators of history is not to teach history itself, nor even the lessons of history, but why history matters.

A history in which historians have to stand on one side of an argument or another, for, in between, they are nothing but dry-as-dust statisticians

we measure the exponential growth in the public appetite for history

Certainly, history is popular in grand traditional forms, but new subgenres of history have, for the last 20 years, exploded in popularity, too.

After all, isn't that what poetry and novels show, that humanity is best comprehended by understanding humans rather than ideas? But for some, this leads to the worry that history can now only mean witness

History, then, as one long, grovelling apology or act of self-abasement and self-laceration.

We haven't arrived at our own moral and ethical imperatives by each of us working them out from first principles; we have inherited them and they were born out of blood and suffering, as all human things and human beings are.

This does not stop us from admiring and praising the progressive heroes who got there early and risked their lives to advance causes that we now take for granted.

In the end, I suppose history is all about imagination rather than facts

If you cannot feel what our ancestors felt when they cried: 'Wilkes and Liberty!' or, indeed, cried: 'Death to Wilkes!', if you cannot feel with them, then all you can do is judge them and condemn them, or praise them and over-adulate them.

History is not the story of strangers, aliens from another realm; it is the story of us had we been born a little earlier

History is memory

Processes of violent imperialism have paved the way for the cultural pandemic originating in the West

Most former British colonies now use English as their official language (e.g. Ghana and South Africa). Ever since the US colonized Puerto Rico after winning the Spanish-American war (note the absence of Puerto Rico, or Cuba, in the name of the war), the official languages on the island became Spanish and, of course, English.

Today, English is the third most spoken language in the world and tops the list of second languages. English is a necessity for studying at the most prestigious institutions of higher learning, a ticket to working almost anywhere in the world, and an instrument enabling a livelihood in the wealthiest nations.

This phenomenon feeds into the growth of social inequality linked to globalization. The majority of the time, English learned as a second language in public schools does not create a proficiency level adequate for working, studying, or relying on the language in daily life.

People dedicate their time and resources to learning and perfecting their understanding and knowledge of English, rather than preserving their own customs and culture.

The process of globalization leads people to visualize an array of opportunities and an exponentially better future linked to the English language. A language is not only an instrument of communication, however. It is also the tool of a society, made up of its culture, traditions, and sets of religious and ideological beliefs

English has also become the main language used in science. Doctors around the world use English to communicate their findings. Most research papers are written in English as a way to facilitate international scientific cooperation.

Although this may seem like a necessity to promote scientific discovery, the resulting gap is problematic. The researchers who have not had the chance to learn English are at a disadvantage.

These processes suggest a disconcerting implication – globalization is simply a more “socially acceptable” means of imperialism, without violence

Globalization and the expansion of the English language have resulted in oppression and inequality.

If the preservation of other cultures is given the same importance and value as spreading English is currently receiving, the language can be an addition, not a replacement, to a naturally evolving culture’s array of nuances.

The new variant, called B.1.1.7

Last week, the U.K. reported a record-breaking 419,000 cases.

Studies suggest the new variant increases the transmissibility by about 50%.

Now scientists say the virus is already here in the U.S., and circulating widely-- albeit at very low levels

"A rough estimate, for across the U.S., would be a frequency of about 1 in 1000,"

In England, B.1.1.7 took about three month to take over and become the dominant strain in the outbreak.

having this new variant dominant outbreak could be very problematic, researchers say. It could fuel another surge on top of the already staggering surge the country is struggling to stop.

What's going to happen if a more contagious form starts to circulate widely, even dominate the outbreak?

Right now scientists don't believe the new variant is more deadly. But its increased transmissibility could, in the end, be even more dangerous

"Perhaps counterintuitively, I think that increased transmissibility is probably the worst of these two scenarios, because if something is more transmissible, then you just get it into a larger population,"

that each sick person could infect 1.8 people, on average.

the U.S. still has about two months to prepare for — and slow down — the variant.

Each week, more than 1.5 million people test positive for the virus across the country.

The U.S. needs to be thinking about how to minimize damage from this new variant, right now, Hodcroft says. "This is our early warning. Because by the time you have something spreading exponentially in your country, it is much harder to get it under control."

Anglin is an ideological descendant of men such as George Lincoln Rockwell, who created the American Nazi Party in the late 1950s, and William Luther Pierce, who founded the National Alliance, a powerful white-nationalist group, in the 1970s. Anglin admires these predecessors, who saw themselves as revolutionaries at the vanguard of a movement to take back the country. He dreams of a violent insurrection.

Anglin has the internet. His reach is exponentially greater, his ability to connect with like-minded young men unprecedented.

Anglin and his ilk like to talk about the Overton Window, a term that describes the range of acceptable discourse in society.

They’d been tugging at that window for years only to watch, with surprise and delight, as it flew wide open during Donald Trump’s candidacy. Suddenly it was okay to talk about banning Muslims or to cast Mexican immigrants as criminals and parasites—which meant Anglin’s even-more-extreme views weren’t as far outside the mainstream as they once had been

Until the Roof massacre, Burkholder hadn’t thought about the “adorable,” “happy-go-lucky” boy in her class who loved dinosaurs. Anglin was a normal kid back then, whose only remarkable quality was his extraordinarily nasal voice—it was so bad that Burkholder thought he might have a sinus problem, and raised the issue with his mother, Katie, at a parent–teacher conference.

y all outward appearances, Andrew Anglin had an ordinary, comfortable childhood, at least until adolescence. He grew up in a big house in Worthington Hills, an upper-middle-class neighborhood, where he collected X-Men comics, played computer games, ate burgers at the original Wendy’s restaurant, and got into music with his best friend, West Emerson. And he loved to read. One book that left a deep impression on him was Weasel, which tells the story of a boy in frontier Ohio seeking revenge against a psychopath who, having run out of American Indians to murder, takes to slaughtering white homesteaders.

A declared atheist, he styled his reddish hair in dreadlocks and favored jeans with 50-inch leg openings. He often wore a hoodie with a large fuck racism patch on the back.

Anglin was one of only two vegans at Linworth

But people who knew Anglin in high school told me that, for reasons that were unclear, his behavior became erratic and frightening sometime around the beginning of his sophomore year at Linworth

The final price of any vaccine should be one that governments of poor and rich countries alike can afford so all citizens can get it free at the point of care.

Without price controls, poor countries are unlikely to be able to afford or access enough vaccines to protect their populations.

A sad truth we have learned from past global pandemics is that poor people are hit first and worst. Vaccines are most urgently needed where health systems are fragile, and where the effects of this new coronavirus could be catastrophic.

Many countries lack the resources, infrastructure, and health care personnel to mount full-scale efforts to detect the virus and prevent it from spreading, meaning it will move quickly and easily among populations. In these settings, the number of cases is likely to grow exponentially, putting stress on already burdened health care workers and facilities and making it harder to provide timely care for those who are ill. Vaccines will be an important tool for preventing such a catastrophe.

For those with resources — rich countries and rich people — a vaccine would be valuable, one of several tools we will need to prevent the most serious effects of the new coronavirus. But for those who are poor or who live in poor countries, it may be essential. Without it, they will suffer disproportionately and unnecessarily.

To let a coronavirus vaccine be monopolized by the rich will perpetuate the unjust economics of outbreaks, where the poor always pay the heaviest price. Allowing this to happen would be a moral disgrace.

Good old fashioned advertising does that to a degree. But Facebook is much more powerful, adaptive and efficient.

Facebook is designed to do specific things. It’s an engine to understand people’s minds and then manipulate their thinking.

Those tools are refined for revenue making but can be used for many other purposes. That makes it ripe for misuse and bad acting.

The core of all second wave Internet commerce operations was finding network models where costs grow mathematically and revenues grow exponentially.

The network and its dominance is the product and once it takes hold the cost inputs remained constrained while the revenues grow almost without limit.

Facebook is best understood as a fantastically profitable nuclear energy company whose profitability is based on dumping the waste on the side of the road and accepting frequent accidents and explosions as inherent to the enterprise.

That’s why these companies employ so few people relative to scale and profitability.

That’s why there’s no phone support for Google or Facebook or Twitter. If half the people on the planet are ‘customers’ or users that’s not remotely possible.

The core economic model requires doing all of it on the cheap. Indeed, what Zuckerberg et al. have created with Facebook is so vast that the money required not to do it on the cheap almost defies imagination.

Facebook’s core model and concept requires not taking responsibility for what others do with the engine created to drive revenue.

It all amounts to a grand exercise in socializing the externalities and keeping all the revenues for the owners.

Here’s a way to think about it. Nuclear power is actually incredibly cheap. The fuel is fairly plentiful and easy to pull out of the ground. You set up a little engine and it generates energy almost without limit. What makes it ruinously expensive is managing the externalities – all the risks and dangers, the radiation, accidents, the constant production of radioactive waste.

managing or distinguishing between legitimate and bad-acting uses of the powerful Facebook engine is one that would require huge, huge investments of money and armies of workers to manage

But back to Facebook. The point is that they’ve created a hugely powerful and potentially very dangerous machine

The core business model is based on harvesting the profits from the commercial uses of the machine and using algorithms and very, very limited personnel (relative to scale) to try to get a handle on the most outrageous and shocking abuses which the engine makes possible.

Zuckerberg may be a jerk and there really is a culture of bad acting within the organization. But it’s not about him being a jerk. Replace him and his team with non-jerks and you’d still have a similar core problem.

To manage the potential negative externalities, to take some responsibility for all the dangerous uses the engine makes possible would require money the owners are totally unwilling and in some ways are unable to spend.

Of the 2,250 adults who answered the pings, 46.9% were not thinking about the task they were doing at the moment. This was the case for 30% of their activities, with one exception: during sex. That, apparently, had

their full attention.

To remain mindful, the Dalai Lama said, he sleeps a lot: about nine hours a night. He also gets up at 3 a.m. to meditate. He has another session in the afternoon and one more right before bed.

Scientists had Buddhist monks meditate while being scanned by an MRI machine. While strapped to a board and put in the huge, noisy machine, the monks calmed their minds, reduced distractions and paid attention to life moment-by-moment.

The participants were then subjected to a stressful day-long training exercise. Both groups had similar spikes in blood pressure and breathing rates during the test, but when it was over, the mindfully trained Marines' heart rate and breathing recovered much faster, as did their nervous systems.

The data on stress reduction is pretty good," said Richard J. Davidson, founder of the Center for Healthy Minds at the University of Wisconsin-Madison. He has published hundreds of scientific papers about the impact of emotion on the brain and did some of the first MRIs of meditating Buddhist monks.

Several workplace studies found that employees who get mindfulness training become more productive and stable. They demonstrate more self-control and efficiency. Employees with mindfulness training also seem to pick up on things faster and can read group dynamics better.

Davidson suggests that the data are "much weaker and less convincing" as mindfulness relates to curing a specific disease.It can't cure cancer or chronic pain, but the practice can help manage some of the symptoms. For instance, if you have chronic lower back pain, mindfulness may be as helpful as medication at easing that pain.