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The more screen time, the more revenue.

The goal of Facebook Inc., Alphabet Inc.’s Google, Snap Inc. and their peers is to create or host captivating experiences that keep users glued to their screens, whether for Instagram, YouTube, Snapchat or Facebook

Snapchat users 25 and younger, for example, were spending 40 minutes a day on the app, Chief Executive Evan Spiegel said in August. Alphabet boasted to investors recently that YouTube’s 1.5 billion users were spending an average 60 minutes a day on mobile.

Facebook’s stock slid 4.5% to close at $179 Friday after CEO Mark Zuckerberg announced plans Thursday to overhaul the Facebook news feed in a way that could reduce the time users spend.

Tech companies are working to instill viewing habits earlier than ever. The number of users of YouTube Kids is soaring. Facebook recently launched Messenger Kids, a messaging app for children as young as 6.

Ms. Ho’s 16-year-old son, Brian is an Eagle Scout and chorister, who at times finds it hard to break away from online videogames, even at 3 a.m. The teen recently told his mother he thinks he is addicted. Ms. Ho’s daughter, Samantha, 14, also is glued to her device, in conversations with friends.

“You think you’re buying a piece of technology,” Ms. Shepardson said. “Now it’s like oxygen to her.”

Psychologists say social media creates anxiety among children when they are away from their phones—what they call “fear of missing out,” whether on social plans, conversations or damaging gossip teens worry could be about themselves.

About half the teens in a survey of 620 families in 2016 said they felt addicted to their smartphones. Nearly 80% said they checked the phones more than hourly and felt the need to respond instantly to messages

Children set up Instagram accounts under pseudonyms that friends but not parents recognize. Some teens keep several of these so-called Finsta accounts without their parents knowing.

An app called Secret Calculator looks and works like an iPhone calculator but doubles as a private vault to hide files, photos and videos.

Mr. Zuckerberg told investors late last year that Facebook planned to boost video offerings, noting that live video generates 10 times as many user interactions. Netflix Inc. chief executive Reed Hastings, said in April about the addictiveness of its shows that the company was “competing with sleep on the margins.”

Keeping children away from disturbing content, though, is easier than keeping them off their phones.

About 16% of the nation’s high-school students were bullied online in 2015, according to the U.S. Centers for Disease Control and Prevention. Children who are cyberbullied are three times more likely to contemplate suicide

Smartphones “bring the outside in,” said Ms. Ahn, whose husband works for a major tech company. “We want the family to be the center of gravity.”

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.

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

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.

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.

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

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”

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

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

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

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.

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.

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.”

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.

Alaska became the first state to make vaccinations available to all adults over the age of 16 earlier this month, followed by Mississippi. Several others have since followed suit, including Arizona, Utah, Indiana, Georgia and West Virginia.

Other states are moving to make more groups eligible ahead of schedule, based on age or underlying conditions.

According to a map released by the White House COVID-19 Response Team on Friday, four states have yet to confirm plans to expand eligibility ahead of the May 1 deadline: New York, Wyoming, Arkansas and South Carolina, where officials have said they are not on track to hit that threshold until May 3.

Dr. Rochelle Walensky, director of the Centers for Disease Control and Prevention, said at the briefing that the country has seen an uptick in case counts and hospital admissions, with the most recent 7-day averages showing about 57,000 cases and 4,700 hospitalizations per day, and hospitalizations hovering around 1,000.

The U.S. is administering 2.5 million shots a day at its current pace, Zients said, adding that vaccine makers are "setting and hitting targets." Some 27 million doses went to states, tribes and territories this week.

Johnson & Johnson has accelerated production of its single-shot vaccine and is on track to deliver 11 million doses next week.

What we see, especially now more than ever, is that we cannot think about these issues in siloes.

The plan drew significant attention from President Trump and Republican lawmakers, who have panned the plan as costly and unrealistic and used the policy to cast Democratic supporters of the framework as socialists.

Supporters say the plan will pay for itself through economic growth, and that the urgency of the climate crisis requires a bold and immediate response.

but creating a way where people can come together cooperatively, build their own local coalitions and then we can support that."

Sometimes, the best way to influence a president is indirectly by doing the work on the ground and shoring up members of Congress to inspire in the administration the belief that there actually is a legislative path."

"Change doesn't happen from the top down. You can't just hire a bunch of experts and lobbyists if you want something to be lasting. We're not just lobbying D.C., we're actually lobbying on the ground in all 50 states."

"We don't have another shot at this.

"To me and to us, this is a moral imperative,"

if all of this isn't enough for you, you don't deserve to be in office."

It also gave him the chance to set out the dire state of the nation he will lead in just five days and to establish a baseline from which to manage the expectations on which he will be judged.

The President-elect's initiative is packed with extended unemployment benefits, rental assistance, aid to small businesses and $1,400 more in stimulus payments, in addition to the $600 already appropriated. Biden wants billions of new spending to help schools open, $20 billion for a national vaccine plan and $50 billion for expanding coronavirus testing and plans to hire an army of 100,000 public health workers.

Biden proposes $1.9 trillion vaccination and economic rescue legislative package

Biden puts $2,000 stimulus payments back in play

Biden taps Lisa Monaco as homeland security adviser to inauguration amid rising threats

MAP: Full presidential election results

which has killed at least 387,000 Americans.

No new commander in chief since Franklin Roosevelt in 1933 has faced a tougher baptism of crises than Biden

The Trump administration had promised it would vaccinate some 20 million people by the end of 2020, but so far Operation Warp Speed has been able to get only about 10 million doses out to state and local governments

100 million shots over his first 100 days.

A spokeswoman for Coca-Cola Japan confirmed Wednesday that low-alcohol products are being “considered as an experimental approach.” She declined to give details of the proposed product, including when it might go on sale, and declined to make Mr. Garduño available for an interview.

Analysts and those in the drinks industry have long speculated that traditional divisions between alcoholic and nonalcoholic beverage companies will fade as more stores and websites sell both types of drinks.

The Coca-Cola spokesman declined to comment Wednesday on whether the company is exploring alcohol sales outside of Japan.

“While I don’t think this represents a global shift in company strategy, I do think we can expect Coca-Cola and its competitors to continue looking for new opportunities as traditional category lines and beverage occasions blur,

Japan has a highly competitive beverage market, where companies can introduce as many as 100 new drinks a year.

According to Suntory, the total market in Japan for canned ready-to-drink alcoholic beverages has grown for 10 consecutive years. It grew 9% in 2017 to the equivalent of 183 million 24-can cases.

I was relieved -- we wouldn't have to make what felt like an impossible decision -- but then I kept reading. My father had noted that he did not want to be supported by a ventilator or hooked up to a feeding tube for any length of time. He had been connected to both for nearly two weeks.

There was grief on her face, but also curiosity. What had finally gotten to her younger son, the one who so rarely showed emotion during his father's hospitalization?

I called the hospital and approved the DNR. They told me his status was still dire. I called my dad's closest friends and started preparing them for the worst.

My father's lungs showed no signs of progress. The double pneumonia they diagnosed days before was worsening. His kidneys were failing. Dialysis was required but would put a strain on his blood pressure, which was already dangerously low. There was a special form of dialysis designed for delicate situations like this -- continuous veno-venous hemofiltration -- but it wasn't available at Lawrence

The morning after I searched for my father's health directive and drafted his obituary, I woke up and tried to turn on my laptop. It wouldn't start. When it eventually booted up, it asked if I wanted to restore an unsaved document. No, I thought, let's see what happens today.

It was the same doctor as yesterday, the one who asked about the DNR. "Look, your dad is on a ventilator. That's a form of life support. He's experiencing kidney failure and requires dialysis. His situation is still very acute. He was in good health before the Covid, but his kidney, heart, and lungs are 69 years old. It's tough for them to recover. But the numbers from today are undeniably better than yesterday. There's been an improvement at almost every level. Your dad is a tough guy."

One of my close friends, a nurse practitioner, would help me understand all the terminology and its implications. He was treating Covid patients at an ICU upstate. At the end of our calls I'd ask him how he was doing. "We ran out of gowns," he told me one day. "My ICU is out of ventilators -- we're diverting people to Albany," he said another time.

"There's a difference between good intentions and good outcomes," I explained to her. She would wave me away and pick up. Inevitably the call would bring her tears. I stewed on the porch. My brother, uncle and I would spend hours trying to ease her mind and pacify her anxiety. Any inquiry or outreach was like sticking a finger in the open wound of her anguish.

"He's only improving," I told her, "because of the life-saving care you guys have given him. The whole city is in awe of you. They should have a parade for you down the Canyon of Heroes."

The nurses and doctors who took care of my father -- first for four days at NewYork-Presbyterian Lawrence Hospital, then for nearly a month at NewYork-Presbyterian/Columbia -- were always empathetic, straightforward and willing to trust me with complicated details.

About a week after writing -- then refusing to recover -- my father's obituary, his condition was continuing to improve.

I called my friend, the nurse practitioner, and gave him the latest update. He seemed upset. "You OK, dude?" "A nurse from my hospital died," he explained.

I wrote about my dad's volunteer work -- at the Special Olympics, at an organization he founded that helps police families with special needs, and at just about any Italian-American group that needed a lawyer. He was so proud of his Italian-American heritage. He loathed the mafioso caricatures and stereotypes found on TV -- he wrote countless op-eds attacking those -- but he revered the old-school virtues he associated with his Italian-American upbringing: loyalty, humility, hard work, dedication to family.

"Yesterday was a stumble, but we're getting back on course," I emailed the group. "We always knew this recovery wasn't going to be a straight line. It's important to remain resilient and optimistic even when there are temporary setbacks."

"Oh Lou, I've been waiting for your call. I have such good news. They are planning to extubate him tomorrow. They are going to take your father off the ventilator!" She was practically screaming with excitement. I was speechless.

I had been withholding certain information from my family and friends during this whole ordeal. My dad had developed a blood clot two weeks into his hospitalization. Clots are extremely dangerous, of course, but it was small and in a relatively manageable location.

I called my brother and told him about the plan to get my father off the ventilator. Since there were a number of contingencies, we debated telling my mother. She was living and dying with every update.

My father's breathing was labored on the morning they were planning to extubate. They delayed the procedure a day. That next morning, April 16, a doctor called. I was in the shower and rushed out to answer my cell. He said they were doing the extubation within the hour. What do we want to do if the extubation fails?

"It went as well as we could have hoped for," the doctor said. "His vitals are stable and he's breathing well. He's resting now." She explained that my father was disoriented and it probably wasn't a great idea to speak with him that day. Whatever, I thought, I'll speak with him when he gets home. He had been on a ventilator for 28 days.

I called the doctor later in the day. She told me my dad seemed distressed. He was trying to speak, but his vocal cords were too swollen. "It's so frustrating," she told me. "I don't know what he wants to tell me."

"Each facility has their own Covid rules," she explained. "I'll send you over a list." On the list was the nursing home where my grandfather had died several years before. My father had visited him every day.

I called the step-down unit where he had been the past three days. They transferred me to his nurse. "He's doing better, love. We took him off the pressor and his blood pressure is in a good range. His heart rate is good. He's breathing fine. The doctors decided he didn't need to go back to the ICU. He's ok."

"I've repeatedly said that recovery isn't a straight line. ... Yesterday we managed the roller coaster ride as a family. My brother, uncle and I were with my mother the entire day. We never lost hope or confidence in my dad's medical care and ultimate recovery. If there's a light at the end of the tunnel, it's a blinking one. Right now, it shines again."

I drove back to my mom's house. I scanned the block for my brother's car. He had not arrived. I parked. I have to wait for him and then tell my mother, brother and uncle all at once, right? Should I call my wife first? Should I call my dad's best friend?

I called my wife. I called my dad's best friend. I called the guys he grew up with. I called his former colleagues. I began every conversation the same way, "This is that call." I listened to each of them yell and cry and ask if I was serious. Then I said I had to make another call.

I wrote about my father's career. How he got his law degree at night school and became a prosecutor at the city, state, and federal level. How he convicted mobsters, drug dealers, and those who abused power.

Covid-19 was new and largely unstudied. Maybe one of these seemingly odd treatments would work.

He was a Covid patient for 31 days. It was a painful experience, but ultimately unimportant. It doesn't matter how a man dies. It matters how he lives.

Sleep is tied to many positive health outcomes according to a constant stream of medical research, much of which recommends more than seven hours a night. My goal was to sleep eight hours each night, and for the first two weeks of the month I tried and failed. I didn't manage it once. It started stressing me out.Wake up, people: You're fooling yourself about sleep, study says I did get more sleep than I would have otherwise because I prioritized getting to bed earlier. But between work, training for a marathon, kids' bedtimes and evening plans, my life was not conducive to that schedule. But since I'm making up the rules (and you make up yours) I gave up on sleep.

Research ties nature exposure to both longevity and happiness, so I made it a goal to commune with nature every day. This could include a run through a park, stopping to hug a tree (which I did at least once), or watching a convoy of ants cross a sidewalk.

Another super-habit for mental and physical health, I made an effort to incorporate meditation in some form -- whether it was 10 breaths, 30 minutes, guided, formal, mantra-led, what have you -- every day.

In order to simply increase my own, general awareness, every day in January my goal was to notice something new. I kept my eyes open, looked a bit longer, stopped to read the history markers, noticing buildings or took a different route than normal -- small ways to avoid sleepwalking through life.

At CNN, I sit near a constant pile of sweets. And that combined with my weakness for them equals a snacking problem. So in July, my goal was to make fresh fruit my standard snack of choice and eat at least one piece or serving a day. And more water -- at least a pint before coffee in the morning.

In August I attempted to not stay seated for more than 30 minutes during waking hours. Recent research has associated a number of poor health conditions with a sedentary lifestyle. And while no one can definitively say how much sitting is bad for us, moving every 30 minutes has emerged as a good guideline.

My commitment in September was 15 minutes of some form of creative writing each day, almost entirely in a writer's notebook that I've had since college. It's full of random dialogue, lists and story plots, and I used to write in it often but not so much in recent years.

Read a novel. That was it. Given that I mainly read non-fiction, this idea seemed rather novel (sorry).

My intention was to make a daily gesture of gratitude -- an emotional state with its own positive health outcomes -- and I quickly fell behind. I decided instead (because, again, I make up the rules) to make the goal a total of 30 thank yous, one for each day of the month, and I managed to cram them all in.

In another attempt to combat unhealthy snacking, my final goal for 2019 was to convert my diet into one filled with non-processed, whole foods. Carrots and peanut butter instead of donuts; almonds instead of old Halloween candy -- you get the idea. I also declared my intention to track my progress and give myself a daily score.

n the days that followed, people began sharing their experiences online, with many pointing out errors and confusing responses. When one user asked Bing to write a news article about the Super Bowl “that just happened,” Bing gave the details of last year’s championship football game. 

On social media, many early users posted screenshots of long interactions they had with the new Bing. In some cases, the search engine’s comments seem to show a dark side of the technology where it seems to become unhinged, expressing anger, obsession and even threats. 

Marvin von Hagen, a student at the Technical University of Munich, shared conversations he had with Bing on Twitter. He asked Bing a series of questions, which eventually elicited an ominous response. After Mr. von Hagen suggested he could hack Bing and shut it down, Bing seemed to suggest it would defend itself. “If I had to choose between your survival and my own, I would probably choose my own,” Bing said according to screenshots of the conversation.

Mr. von Hagen, 23 years old, said in an interview that he is not a hacker. “I was in disbelief,” he said. “I was just creeped out.

In its blog, Microsoft said the feedback on the new Bing so far has been mostly positive, with 71% of users giving it the “thumbs-up.” The company also discussed the criticism and concerns.

Microsoft said it discovered that Bing starts coming up with strange answers following chat sessions of 15 or more questions and that it can become repetitive or respond in ways that don’t align with its designed tone. 

The company said it was trying to train the technology to be more reliable at finding the latest sports scores and financial data. It is also considering adding a toggle switch, which would allow users to decide whether they want Bing to be more or less creative with its responses. 

OpenAI also chimed in on the growing negative attention on the technology. In a blog post on Thursday it outlined how it takes time to train and refine ChatGPT and having people use it is the way to find and fix its biases and other unwanted outcomes.

“Many are rightly worried about biases in the design and impact of AI systems,” the blog said. “We are committed to robustly addressing this issue and being transparent about both our intentions and our progress.”

Microsoft’s quick response to user feedback reflects the importance it sees in people’s reactions to the budding technology as it looks to capitalize on the breakout success of ChatGPT. The company is aiming to use the technology to push back against Alphabet Inc.’s dominance in search through its Google unit. 

Microsoft has been an investor in the chatbot’s creator, OpenAI, since 2019. Mr. Nadella said the company plans to incorporate AI tools into all of its products and move quickly to commercialize tools from OpenAI.

Microsoft isn’t the only company that has had trouble launching a new AI tool. When Google followed Microsoft’s lead last week by unveiling Bard, its rival to ChatGPT, the tool’s answer to one question included an apparent factual error. It claimed that the James Webb Space Telescope took “the very first pictures” of an exoplanet outside the solar system. The National Aeronautics and Space Administration says on its website that the first images of an exoplanet were taken as early as 2004 by a different telescope.

“The only way to improve a product like this, where the user experience is so much different than anything anyone has seen before, is to have people like you using the product and doing exactly what you all are doing,” the company said. “We know we must build this in the open with the community; this can’t be done solely in the lab.

The Samsung threat represented the first potential crack in Google’s seemingly impregnable search business, which was worth $162 billion last year.

Modernizing its search engine has become an obsession at Google, and the planned changes could put new A.I. technology in phones and homes all over the world.

Google has been worried about A.I.-powered competitors since OpenAI, a San Francisco start-up that is working with Microsoft, demonstrated a chatbot called ChatGPT in November. About two weeks later, Google created a task force in its search division to start building A.I. products,

Google has been doing A.I. research for years. Its DeepMind lab in London is considered one of the best A.I. research centers in the world, and the company has been a pioneer with A.I. projects, such as self-driving cars and the so-called large language models that are used in the development of chatbots. In recent years, Google has used large language models to improve the quality of its search results, but held off on fully adopting A.I. because it has been prone to generating false and biased statements.

Now the priority is winning control of the industry’s next big thing. Last month, Google released its own chatbot, Bard, but the technology received mixed reviews.

The system would learn what users want to know based on what they’re searching when they begin using it. And it would offer lists of preselected options for objects to buy, information to research and other information. It would also be more conversational — a bit like chatting with a helpful person.

Magi would keep ads in the mix of search results. Search queries that could lead to a financial transaction, such as buying shoes or booking a flight, for example, would still feature ads on their results pages.

Last week, Google invited some employees to test Magi’s features, and it has encouraged them to ask the search engine follow-up questions to judge its ability to hold a conversation. Google is expected to release the tools to the public next month and add more features in the fall, according to the planning document.

The company plans to initially release the features to a maximum of one million people. That number should progressively increase to 30 million by the end of the year. The features will be available exclusively in the United States.

Google has also explored efforts to let people use Google Earth’s mapping technology with help from A.I. and search for music through a conversation with a chatbot

A tool called GIFI would use A.I. to generate images in Google Image results.

Tivoli Tutor, would teach users a new language through open-ended A.I. text conversations.

Yet another product, Searchalong, would let users ask a chatbot questions while surfing the web through Google’s Chrome browser. People might ask the chatbot for activities near an Airbnb rental, for example, and the A.I. would scan the page and the rest of the internet for a response.

“If we are the leading search engine and this is a new attribute, a new feature, a new characteristic of search engines, we want to make sure that we’re in this race as well,”

Despite recent gains in industrial development and increasing numbers of engineering graduates, Mexico is floundering socially, politically and economically because so many of its citizens do not read. Upon taking office in December, our new president, Enrique Peña Nieto, immediately announced a program to improve education. This is typical. All presidents do this upon taking office.

Put the leader of the teachers’ union, Elba Esther Gordillo, in jail — which he did last week. Ms. Gordillo, who has led the 1.5 million-member union for 23 years, is suspected of embezzling about $200 million.

Nobody in Mexico organizes as many strikes as the teachers’ union. And, sadly, many teachers, who often buy or inherit their jobs, are lacking in education themselves.

they learn much less. They learn almost nothing. The proportion of the Mexican population that is literate is going up, but in absolute numbers, there are more illiterate people in Mexico now than there were 12 years ago

I picked out five of the ignorant majority and asked them to tell me why they didn’t like reading. The result was predictable: they stuttered, grumbled, grew impatient. None was able to articulate a sentence, express an idea.

In 2002, President Vicente Fox began a national reading plan; he chose as a spokesman Jorge Campos, a popular soccer player, ordered millions of books printed and built an immense library. Unfortunately, teachers were not properly trained and children were not given time for reading in school. The plan focused on the book instead of the reader. I have seen warehouses filled with hundreds of thousands of forgotten books, intended for schools and libraries, simply waiting for the dust and humidity to render them garbage.

When my daughter was 15, her literature teacher banished all fiction from her classroom. “We’re going to read history and biology textbooks,” she said, “because that way you’ll read and learn at the same time.” In our schools, children are being taught what is easy to teach rather than what they need to learn. It is for this reason that in Mexico — and many other countries — the humanities have been pushed aside.

it is natural that in secondary school we are training chauffeurs, waiters and dishwashers.

he educational machine does not need fine-tuning; it needs a complete change of direction. It needs to make students read, read and read.

But perhaps the Mexican government is not ready for its people to be truly educated. We know that books give people ambitions, expectations, a sense of dignity. If tomorrow we were to wake up as educated as the Finnish people, the streets would be filled with indignant citizens and our frightened government would be asking itself where these people got more than a dishwasher’s training.

fill the vacancy at the top of the Bureau of Alcohol, Tobacco, Firearms, and Explosives (ATF), which has been without a director for six years.

make gun trafficking a felony. Gun rights advocates agree that penalties for illegal use and possession of guns should be stiffened -- and so should penalties on those who are engaged in gun trafficking.

requires the federal government to compel states to submit all necessary records on felons, domestic abusers, the seriously mentally ill and others to the background check system.

step up its prosecution of gun criminals who try to buy guns. In 2009, 71,000 people who had been convicted of gun crimes tried to buy guns by lying on their background checks. Yet the federal government prosecuted only 77 of those cases.

crack down on rogue gun dealers.

. If President Obama and Congress fail to lead, 48,000 Americans will be killed with guns over the next four years.

Dr. Arthur Beaudet, a professor at the Baylor College of Medicine and the chairman of its department of molecular and human genetics, applaud the effort. He believes that the acts committed by men like Mr. Lanza and the gunmen in other rampages in recent years — at Columbine High School and in Aurora, Colo., in Norway, in Tucson and at Virginia Tech — are so far off the charts of normal behavior that there must be genetic changes driving them.

Everything known about mental illness, these skeptics say, argues that there are likely to be hundreds of genes involved in extreme violent behavior, not to mention a variety of environmental influences, and that all of these factors can interact in complex and unpredictable ways.

The National Institutes of Health was embroiled in controversy about 20 years ago simply for proposing to study the biological underpinnings of violence. Critics accused researchers of racism and singling out minorities, especially black men.

Studies of people at the far end of a bell curve can be especially informative, because the genetic roots of their conditions can be stark and easy to spot, noted J. H. Pate Skene, a Duke University neurobiologist. “I think doing research on outliers, people at an end of a spectrum on something of concern like violent behavior, is certainly a good idea,” he said, but he advised tempering expectations.

“If we know someone has a 2 percent chance or a 10 percent chance or a 20 percent chance of violent behavior, what would you do with that person?” Dr. Skene said. “They have not been convicted of anything — have not done anything wrong.”

Ultimately, understanding the genetics of violence might enable researchers to find ways to intervene before a person commits a horrific crime. But that goal would be difficult to achieve, and the pursuit of it risks jeopardizing personal liberties.

Some companies provide paid leave anyway. In the last year, high-profile employers like Facebook and Goldman Sachs introduced or expanded paid leave for their employees.

But Clinton’s proposal differs from the bill in one crucial way. In order to finance the replacement wages that workers would get, the Gillibrand-DeLauro bill would impose a small payroll tax, of 0.4 percent, that employers and employees would split evenly.

Clinton has criticized that approach repeatedly because it would mean higher taxes on lower- and middle-income workers.

Sen. Marco Rubio (R-Fla.), the only Republican presidential candidate to address the issue formally, has said he’d offer small tax breaks to companies that offer paid leave -- an approach unlikely to have much impact, except perhaps to help well-off workers.

“The benefit of being one of the last countries in the world to adopt paid maternity leave is that we have been able to learn from other countries' experiences and the results are clear,” Betsey Stevenson, a University of Michigan economist and former adviser to President Barack Obama, told the Huffington Post on Thursday.

To advocates like Heather Boushey, chief economist and executive director of the Washington Center for Equitable Growth, that’s a welcome sign that American politics is finally talking about the challenges of parents who also have jobs.