Group items tagged

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.

We seem driven (so to speak) to transform cars, conveyances that show us the world, into machines that also see the world for

There is evidence that one’s cognitive map can deteriorate. A widely reported study published in 2006 demonstrated that the brains of London taxi drivers have larger than average amounts of gray matter in the area responsible for complex spatial relations. Brain scans of retired taxi drivers suggested that the volume of gray matter in those areas also decreases when that part of the brain is no longer being used as frequently. “I think it’s possible that if you went to someone doing a lot of active navigation, but just relying on GPS,” Hugo Spiers, one of the authors of the taxi study, hypothesized to me, “you’d actually get a reduction in that area.”

A consequence is a possible diminution of our “cognitive map,” a term introduced in 1948 by the psychologist Edward Tolman of the University of California, Berkeley. In a groundbreaking paper, Dr. Tolman analyzed several laboratory experiments involving rats and mazes. He argued that rats had the ability to develop not only cognitive “strip maps” — simple conceptions of the spatial relationship between two points — but also more comprehensive cognitive maps that encompassed the entire maze.

Could society’s embrace of GPS be eroding our cognitive maps? For Julia Frankenstein, a psychologist at the University of Freiburg’s Center for Cognitive Science, the danger of GPS is that “we are not forced to remember or process the information — as it is permanently ‘at hand,’ we need not think or decide for ourselves.” She has written that we “see the way from A to Z, but we don’t see the landmarks along the way.” In this sense, “developing a cognitive map from this reduced information is a bit like trying to get an entire musical piece from a few notes.” GPS abets a strip-map level of orientation with the world.

We seem driven (so to speak) to transform cars, conveyances that show us the world, into machines that also see the world for us.

For Dr. Tolman, the cognitive map was a fluid metaphor with myriad applications. He identified with his rats. Like them, a scientist runs the maze, turning strip maps into comprehensive maps — increasingly accurate models of the “great God-given maze which is our human world,” as he put it. The countless examples of “displaced aggression” he saw in that maze — “the poor Southern whites, who take it out on the Negros,” “we psychologists who criticize all other departments,” “Americans who criticize the Russians and the Russians who criticize us” — were all, to some degree, examples of strip-map comprehension, a blinkered view that failed to comprehend the big picture. “What in the name of Heaven and Psychology can we do about it?” he wrote. “My only answer is to preach again the virtues of reason — of, that is, broad cognitive maps.”

Silver linings aside, it will take many, many more instances of coordinated response to stop a movement generations in the making. In more than a decade of studying the earlier white power movement, I have become familiar with the themes of underground activity that are today clearly drawing from the earlier movement. In the absence of decisive action across multiple institutions, a rich record of criminal activity and violence will continue to provide these activists with a playbook for further chaos.

The Base, furthermore, is what experts call "accelerationist," meaning that its members hope to provoke what they see as an inevitable race war. They have conducted paramilitary training in the Pacific Northwest. Both of these strategies date back to the 1980s, when the Order trained in those forests with hopes of provoking the same race war.

One of the men arrested Thursday was formerly a reservist in the Canadian Army, where he received training in explosives and demolition, according to the New York Times. This kind of preparation, too, is common among extremists like these. To take just a few representative examples, in the 1960s, Bobby Frank Cherry, a former Marine trained in demolition, helped fellow members of the United Klans of America to bomb the 16th Street Birmingham Baptist Church, killing four black girls.

This news out of Virginia shows that there is a real social benefit when people direct their attention to these events -- and sustain the public conversation about the presence of a renewed white-power movement and what it means for our society.

we’re networked organisms who move around in shifting surroundings, environments that have the power to transform our thinking

Annie Murphy Paul’s new book, “The Extended Mind,” which exhorts us to use our entire bodies, our surroundings and our relationships to “think outside the brain.”

In 2011, she published “Origins,” which focused on all the ways we are shaped by the environment, before birth and minute to minute thereafter.

“In the nature-nurture dynamic, nurture begins at the time of conception. The food the mother eats, the air she breathes, the water she drinks, the stress or trauma she experiences — all may affect her child for better or worse, over the decades to come.”

a down-to-earth take on the science of epigenetics — how environmental signals become catalysts for gene expression

the parallel to this latest book is that the boundaries we commonly assume to be fixed are actually squishy. The moment of a child’s birth, her I.Q. scores or fMRI snapshots of what’s going on inside her brain — all are encroached upon and influenced by outside forces.

awareness of our internal signals, such as exactly when our hearts beat, or how cold and clammy our hands are, can boost our performance at the poker table or in the financial markets, and even improve our pillow talk

“Though we typically think of the brain as telling the body what to do, just as much does the body guide the brain with an array of subtle nudges and prods. One psychologist has called this guide our ‘somatic rudder,’

The “body scan” aspect of mindfulness meditation that has been deployed by the behavioral medicine pioneer Jon Kabat-Zinn may help people lower their heart rates and blood pressure,

techniques that help us pinpoint their signals can foster well-being

Tania Singer has shown how the neural circuitry underlying compassion is strengthened by meditation practice

our thoughts “are powerfully shaped by the way we move our bodies.” Gestures help us understand spatial concepts; indeed, “without gesture as an aid, students may fail to understand spatial ideas at all,”

looking out on grassy expanses near loose clumps of trees and a source of water helps us solve problems. “Passive attention,” she writes, is “effortless: diffuse and unfocused, it floats from object to object, topic to topic. This is the kind of attention evoked by nature, with its murmuring sounds and fluid motions; psychologists working in the tradition of James call this state of mind ‘soft fascination.’”

The chapters on the ways natural and built spaces reflect universal preferences and enhance the thinking process felt like a respite

hose promises have also fueled anxiety over how people will be able to compete for jobs outsourced to eerily refined machines or trust the accuracy of what they see online.

Officials with the San Francisco lab said GPT-4’s “multimodal” training across text and images would allow it to escape the chat box and more fully emulate a world of color and imagery, surpassing ChatGPT in its “advanced reasoning capabilities.”

A person could upload an image and GPT-4 could caption it for them, describing the objects and scene.

AI language models often confidently offer wrong answers because they are designed to spit out cogent phrases, not actual facts. And because they have been trained on internet text and imagery, they have also learned to emulate human biases of race, gender, religion and class.

GPT-4 still makes many of the errors of previous versions, including “hallucinating” nonsense, perpetuating social biases and offering bad advice. It also lacks knowledge of events that happened after about September 2021, when its training data was finalized, and “does not learn from its experience,” limiting people’s ability to teach it new things.

Microsoft has invested billions of dollars in OpenAI in the hope its technology will become a secret weapon for its workplace software, search engine and other online ambitions. It has marketed the technology as a super-efficient companion that can handle mindless work and free people for creative pursuits, helping one software developer to do the work of an entire team or allowing a mom-and-pop shop to design a professional advertising campaign without outside help.

it could lead to business models and creative ventures no one can predict.

sparked criticism that the companies are rushing to exploit an untested, unregulated and unpredictable technology that could deceive people, undermine artists’ work and lead to real-world harm.

the company held back the feature to better understand potential risks. As one example, she said, the model might be able to look at an image of a big group of people and offer up known information about them, including their identities — a possible facial recognition use case that could be used for mass surveillance.

OpenAI researchers wrote, “As GPT-4 and AI systems like it are adopted more widely,” they “will have even greater potential to reinforce entire ideologies, worldviews, truths and untruths, and to cement them or lock them in.”

“We can agree as a society broadly on some harms that a model should not contribute to,” such as building a nuclear bomb or generating child sexual abuse material, she said. “But many harms are nuanced and primarily affect marginalized groups,” she added, and those harmful biases, especially across other languages, “cannot be a secondary consideration in performance.”

OpenAI said its new model would be able to handle more than 25,000 words of text, a leap forward that could facilitate longer conversations and allow for the searching and analysis of long documents.

OpenAI developers said GPT-4 was more likely to provide factual responses and less likely to refuse harmless requests

Duolingo, the language learning app, has already used GPT-4 to introduce new features, such as an AI conversation partner and a tool that tells users why an answer was incorrect.

The company did not share evaluations around bias that have become increasingly common after pressure from AI ethicists.

GPT-4 will have competition in the growing field of multisensory AI. DeepMind, an AI firm owned by Google’s parent company Alphabet, last year released a “generalist” model named Gato that can describe images and play video games. And Google this month released a multimodal system, PaLM-E, that folded AI vision and language expertise into a one-armed robot on wheels: If someone told it to go fetch some chips, for instance, it could comprehend the request, wheel over to a drawer and choose the right bag.

The systems, though — as critics and the AI researchers are quick to point out — are merely repeating patterns and associations found in their training data without a clear understanding of what it’s saying or when it’s wrong.

GPT-4, the fourth “generative pre-trained transformer” since OpenAI’s first release in 2018, relies on a breakthrough neural-network technique in 2017 known as the transformer that rapidly advanced how AI systems can analyze patterns in human speech and imagery.

The systems are “pre-trained” by analyzing trillions of words and images taken from across the internet: news articles, restaurant reviews and message-board arguments; memes, family photos and works of art.

Giant supercomputer clusters of graphics processing chips are mapped out their statistical patterns — learning which words tended to follow each other in phrases, for instance — so that the AI can mimic those patterns, automatically crafting long passages of text or detailed images, one word or pixel at a time.

In 2019, the company refused to publicly release GPT-2, saying it was so good they were concerned about the “malicious applications” of its use, from automated spam avalanches to mass impersonation and disinformation campaigns.

Altman has also marketed OpenAI’s vision with the aura of science fiction come to life. In a blog post last month, he said the company was planning for ways to ensure that “all of humanity” benefits from “artificial general intelligence,” or AGI — an industry term for the still-fantastical idea of an AI superintelligence that is generally as smart as, or smarter than, the humans themselves.

The word for ‘philosophy’ in Korean is 철학, pronounced ch’ŏrhak. It literally means the ‘study of wisdom’ or, perhaps better, ‘how to become wise’, which reflects its more dynamic and proactive implications

At night, in the darkness of the cave, he drank water from a perfectly useful ‘bowl’. But when he could see properly, he found that there was no ‘bowl’ at all, only a disgusting human skull.

Our lives and minds are affected by others (and their actions), as others (and their minds) are affected by our actions. This is particularly true in the Korean application of Confucian and Buddhist ideas.

Wŏnhyo understood that how we think about things shapes their very existence – and in turn our own existence, which is constructed according to our thoughts.

In the Korean tradition of philosophy, human beings are social beings, therefore knowing how to interact with others is an essential part of living a good life – indeed, living well with others is our real contribution to human life

he realised that there isn’t a difference between the ‘bowl’ and the skull: the only difference lies with us and our perceptions. We interpret our lives through a continual stream of thoughts, and so we become what we think, or rather how we think

As our daily lives are shaped by our thoughts, so our experience of this reality is good or bad – depending on our thoughts – which make things ‘appear’ good or bad because, in ‘reality’, things in and of themselves are devoid of their own independent nature

We can take from Wŏnhyo the idea that, if you change the patterns that have become engrained in how you think, you will begin to live differently. To do this, you need to change your mental habits, which is why meditation and mindful awareness can help. And this needs to be practised every day

Wŏnhyo’s most important work is titled Awaken your Mind and Practice (in Korean, Palsim suhaeng-jang). It is an explicit call to younger adherents to put Buddhist ideas into practice, and an indirect warning not to get lost in contemplation or in the study of text

While Wŏnhyo had emphasised the mind and the need to ‘practise’ Buddhism, a later Korean monk, Chinul (1158-1210), spearheaded Sŏn, the meditational tradition in Korea that espoused the idea of ‘sudden enlightenment’ that alerts the mind, accompanied by ‘gradual cultivation’

we still need to practise meditation, for if not we can easily fall into our old ways even if our minds have been awakened

his greatest contribution to Sŏn is Secrets on Cultivating the Mind (Susim kyŏl). This text outlines in detail his teachings on sudden awakening followed by the need for gradual cultivation

hinul’s approach recognises the mind as the ‘essence’ of one’s Buddha nature (contained in the mind, which is inherently good), while continual practice and cultivation aids in refining its ‘function’ – this is the origin of the ‘essence-function’ concept that has since become central to Korean philosophy.

These ideas also influenced the reformed view of Confucianism that became linked with the mind and other metaphysical ideas, finally becoming known as Neo-Confucianism.

During the Chosŏn dynasty (1392-1910), the longest lasting in East Asian history, Neo-Confucianism became integrated into society at all levels through rituals for marriage, funerals and ancestors

Neo-Confucianism recognises that we as individuals exist through plural relationships with responsibilities to others (as a child, brother/sister, lover, husband/wife, parent, teacher/student and so on), an idea nicely captured in 2000 by the French philosopher Jean-Luc Nancy when he described our ‘being’ as ‘singular plural’

Corrupt interpretations of Confucianism by heteronormative men have historically championed these ideas in terms of vertical relationships rather than as a reciprocal set of benevolent social interactions, meaning that women have suffered greatly as a result.

Setting aside these sexist and self-serving interpretations, Confucianism emphasises that society works as an interconnected set of complementary reciprocal relationships that should be beneficial to all parties within a social system

Confucian relationships have the potential to offer us an example of effective citizenship, similar to that outlined by Cicero, where the good of the republic or state is at the centre of being a good citizen

There is a general consensus in Korean philosophy that we have an innate sociability and therefore should have a sense of duty to each other and to practise virtue.

The main virtue of Confucianism is the idea of ‘humanity’, coming from the Chinese character 仁, often left untranslated and written as ren and pronounced in Korean as in.

It is a combination of the character for a human being and the number two. In other words, it signifies what (inter)connects two people, or rather how they should interact in a humane or benevolent manner to each other. This character therefore highlights the link between people while emphasising that the most basic thing that makes us ‘human’ is our interaction with others.

Neo-Confucianism adopted a turn towards a more mind-centred view in the writings of the Korean scholar Yi Hwang, known by his pen name T’oegye (1501-70), who appears on the 1,000-won note. He greatly influenced Neo-Confucianism in Japan through his formidable text, Ten Diagrams on Sage Learning (Sŏnghak sipto), composed in 1568, which was one of the most-reproduced texts of the entire Chosŏn dynasty and represents the synthesis of Neo-Confucian thought in Korea

with commentaries that elucidate the moral principles of Confucianism, related to the cardinal relationships and education. It also embodies T’oegye’s own development of moral psychology through his focus on the mind, and illuminates the importance of teaching and the practice of self-cultivation.

He writes that we ourselves can transform the unrestrained mind and its desires, and achieve sagehood, if we take the arduous, gradual path of self-cultivation centred on the mind.

Confucians had generally accepted the Mencian idea that human nature was embodied in the unaroused state of the mind, before it was shaped by its environment. The mind in its unaroused state was taken to be theoretically good. However, this inborn tendency for goodness is always in danger of being reduced to passivity, unless you cultivate yourself as a person of ‘humanity’ (in the Confucian sense mentioned above).

You should constantly try to activate your humanity to allow the unhampered operation of the original mind to manifest itself through socially responsible and moral character in action

Humanity is the realisation of what I describe as our ‘optimum level of perfection’ that exists in an inherent stage of potentiality due our innate good nature

This, in a sense, is like the Buddha nature of the Buddhists, which suggests we are already enlightened and just need to recover our innate mental state. Both philosophies are hopeful: humans are born good with the potential to correct their own flaws and failures

this could hardly contrast any more greatly with the Christian doctrine of original sin

The seventh diagram in T’oegye’s text is entitled ‘The Diagram of the Explanation of Humanity’ (Insŏl-to). Here he warns how one’s good inborn nature may become impaired, hampering the operation of the original mind and negatively impacting our character in action. Humanity embodies the gradual realisation of our optimum level of perfection that already exists in our mind but that depends on how we think about things and how we relate that to others in a social context

For T’oegye, the key to maintaining our capacity to remain level-headed, and to control our impulses and emotions, was kyŏng. This term is often translated as ‘seriousness’, occasionally ‘mindfulness’, and it identifies the serious need for constant effort to control one’s mind in order to go about one’s life in a healthy manner

For T’oegye, mindfulness is as serious as meditation is for the Buddhists. In fact, the Neo-Confucians had their own meditational practice of ‘quiet-sitting’ (chŏngjwa), which focused on recovering the calm and not agitated ‘original mind’, before putting our daily plans into action

These diagrams reinforce this need for a daily practice of Confucian mindfulness, because practice leads to the ‘good habit’ of creating (and maintaining) routines. There is no short-cut provided, no weekend intro to this practice: it is life-long, and that is what makes it transformative, leading us to become better versions of who were in the beginning. This is consolation of Korean philosophy.

Seeing the world as it is can steer us away from making unnecessary mistakes, while highlighting what is good and how to maintain that good while also reducing anxiety from an agitated mind and harmful desires. This is why Korean philosophy can provide us with consolation; it recognises the bad, but prioritises the good, providing several moral pathways that are referred to in the East Asian traditions (Confucianism, Buddhism and Daoism) as modes of ‘self-cultivation’

As social beings, we penetrate the consciousness of others, and so humans are linked externally through conduct but also internally through thought. Humanity is a unifying approach that holds the potential to solve human problems, internally and externally, as well as help people realise the perfection that is innately theirs

big hope for stem cells is that they can be used to replace damaged tissue in everything from spinal cord injuries to Parkinson's disease.

Scientists once thought it was impossible to turn adult tissue back into stem cells, which meant that new stem cells could only be created by harvesting embryos - a practice that raised ethical qualms in some countries and also means that implanted cells might be rejected by the body.

The new stem cells are known as "induced pluripotency stem cells", or iPS cells.

"We would like to be able to find a way of obtaining spare heart or brain cells from skin or blood cells. The important point is that the replacement cells need to be from the same individual, to avoid problems of rejection and hence of the need for immunosuppression."

Thomas Perlmann, Nobel Committee member and professor of Molecular Development Biology at the Karolinska Institute said: "Thanks to these two scientists, we know now that development is not strictly a one-way street."

"You can't take out a large part of the heart or the brain or so to study this, but now you can take a cell from for example the skin of the patient, reprogram it, return it to a pluripotent state, and then grow it in a laboratory," he said.

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?

the "you choose who to let in" narrative is powerful because it trades on traditional notions of space and boundary regulation, and further appeals to our heightened sense of individual responsibility, and, possibly even vanity. The basic message is that so long as we exercise good judgment when selecting our friends, no privacy problems will arise

What this appeal to status quo relations and existing privacy settings conceals is the transformative potential of Graph : new types of searching can emerge that, due to enhanced frequency and newly created associations between data points, weaken, and possibly obliterate obscurity.

he other dominant narrative emerging is that the Graph will simplify "stalking."

the stalker frame muddies the concept, implying that the problem is people with bad intentions getting our information. Determined stalkers certainly pose a threat to the obscurity of information because they represent an increased likelihood that obscure information will be found and understood.

Well-intentioned searches can be problematic, too.

It is not a stretch to assume Graph could enable searching through the content of posts a user has liked or commented on and generating categories of interests from it. For example, users could search which of their friends are interested in politics, or, perhaps, specifically, in left-wing politics.

In this scenario, a user who wasn't a fan of political groups or causes, didn't list political groups or causes as interests, and didn't post political stories, could still be identified as political.

In a system that purportedly relies upon user control, it is still unclear how and if users will be able to detect when their personal information is no longer obscure. How will they be able to anticipate the numerous different queries that might expose previously obscure information? Will users even be aware of all the composite results including their information?

Obscurity is a protective state that can further a number of goals, such as autonomy, self-fulfillment, socialization, and relative freedom from the abuse of power. A major task ahead is for society to determine how much obscurity citizens need to thrive.

It could be possible, for example, to tell instantly how the millions of lines of software running a network of satellites would react to a solar burst or a pulse from a nuclear explosion — something that can now take weeks, if ever, to determine.

“This is a revolution not unlike the early days of computing,” he said. “It is a transformation in the way computers are thought about.”

quantum computing relies on the fact that subatomic particles inhabit a range of states. Different relationships among the particles may coexist, as well. Those probable states can be narrowed to determine an optimal outcome among a near-infinitude of possibilities, which allows certain types of problems to be solved rapidly.

Mr. Brownell, who joined D-Wave in 2009, was until 2000 the chief technical officer at Goldman Sachs. “In those days, we had 50,000 servers just doing simulations” to figure out trading strategies, he said. “I’m sure there is a lot more than that now, but we’ll be able to do that with one machine, for far less money.”

If Microsoft’s work pans out, he said, the millions of possible combinations of the proteins in a human gene could be worked out “fairly easily.”

Quantum computing has been a goal of researchers for more than three decades, but it has proved remarkably difficult to achieve. The idea has been to exploit a property of matter in a quantum state known as superposition, which makes it possible for the basic elements of a quantum computer, known as qubits, to hold a vast array of values simultaneously.

There are a variety of ways scientists create the conditions needed to achieve superposition as well as a second quantum state known as entanglement, which are both necessary for quantum computing. Researchers have suspended ions in magnetic fields, trapped photons or manipulated phosphorus atoms in silicon.

In the D-Wave system, a quantum computing processor, made from a lattice of tiny superconducting wires, is chilled close to absolute zero. It is then programmed by loading a set of mathematical equations into the lattice. The processor then moves through a near-infinity of possibilities to determine the lowest energy required to form those relationships. That state, seen as the optimal outcome, is the answer.

Given that our online tools and platforms are built in a way to make our browsing experience as frictionless as possible, is it any surprise that so much of our personal information is disclosed without our ever realizing it?

on many important issues, civilization only destroys itself by extending the number of important operations that we can perform without thinking about them. On many issues, we want more thinking, not less.

Instead of having the designer think through all the moral and political implications of technology use before it reaches users — an impossible task — we must find a way to get users to do some of that thinking themselves.

most designers, following Wilde, think of technologies as nothing more than mechanical slaves that must maximize efficiency. But some are realizing that technologies don’t have to be just trivial problem-solvers: they can also be subversive troublemakers, making us question our habits and received ideas.

Recently, designers in Germany built devices — “transformational products,” they call them — that engage users in “conversations without words.” My favorite is a caterpillar-shaped extension cord. If any of the devices plugged into it are left in standby mode, the “caterpillar” starts twisting as if it were in pain. Does it do what normal extension cords do? Yes. But it also awakens users to the fact that the cord is simply the endpoint of a complex socio-technical system with its own politics and ethics. Before, designers have tried to conceal that system. In the future, designers will be obliged to make it visible.

Will such extra seconds of thought — nay, contemplation — slow down civilization? They well might. But who said that stopping to catch a breath on our way to the abyss is not a sensible strategy?

ultimately, students who use essay-writing services are cheating no one more than themselves. They are depriving themselves of the opportunity to ask, "What new insights and perspectives might I gain in the process of writing this paper?" instead of "How can I check this box and get my credential?"

why stop with exams? Why not follow this path to its logical conclusion? If the entire course is online, why shouldn't students hire someone to enroll and complete all its requirements on their behalf? In fact, "Take-my-course.com" sites have already begun to appear. One site called My Math Genius promises to get customers a "guaranteed grade," with experts who will complete all assignments and "ace your final and midterm."

What he saw there was a culture of warfare that often perpetuated itself through misunderstanding and misinformation, with no mechanism for those of opposing sects or political forces to gain a sense of the enemy as a fellow human being.

“I began to think, ‘I’m meeting the same people over and over again,’” he said. “I’m seeing people I knew as kids, and now they’re grown-up fighters, in power, fighting the same fight. And you start to think about your work in terms of: ‘Am I helping to change anything? Am I having any impact?’ ”

“I thought of myself as a war illustrator. I started calling myself that.”

as a visiting artist at the university’s Center for Art, Science and Technology, he transformed what he initially conceived of as an unconventional photo and testimonial project involving fighters into a far more unconventional way of hearing and seeing his subjects, hoping to be able to engender a form of empathy beyond the reach of traditional documentary film

Then he and a small crew captured three-dimensional scans of the men and photographed them from multiple angles

He interviewed Mr. Khaled in Gaza and Mr. Peled in Tel Aviv, asking them the same six questions — basic ones like “Who’s your enemy and why?”; “What is peace for you?”; “Have you ever killed one of your enemies?”; “Where do you see yourself in 20 years?”

he began to build avatars of his interviewees and ways for them to move and respond inside a virtual world so realistic it makes even a 3-D movie seem like an artifact from the distant past. Mr. Harrell describes it as “long-form journalism in a totally new form.”

“You have something here you don’t have in any other form of journalism: body language.”

indeed, inside the world they have made, the power comes from the feeling of listening to the interviewees speak (you hear Mr. Ben Khelifa’s disembodied voice asking the questions, and the men’s voices answer, overlaid by the voice of an interpreter) as your body viscerally senses a person standing a few feet away from you, his eyes following yours as he talks, his chest rising and falling as he breathes.

Sofia Ayala, an M.I.T. sophomore, tested the project after I did and emerged — as I did — with a mesmerized flush on her face, a feeling of meeting someone not really there. “It makes it feel so much more personal than just reading about these things online,” she said. “When someone’s right there talking to you, you want to listen.”

“In many places I’ve been, you’re given your enemy when you’re born,” he said. “You grow up with this ‘other’ always out there. The best we can hope is that the ‘other’ will now be able to come into the same room with you for a while, where you can listen to him, and see him face to face.”

And so Operation Peacemaker was born. Loosely based on an academic fellowship, the ONS program invites some of the most hardened youth into the fold: often teenage boys suspected of violent crimes but whom authorities don't have enough evidence to charge criminally.

They are hooked up with mentors -- the reformed criminals-turned-city workers -- who offer advice, guidance and support to get jobs. If the fellows show good behavior after six months, they can earn a stipend of up to $1,000 a month.

In the media, the fellowship is often dubbed "cash for criminals," which makes Boggan's eyes roll. He laughs because, although it's true, the program is so much more. And it's predicated on the most basic of human elements: "We harass them with love and kindness."

But political puritans such as Cruz and Sanders tend to make policy the way they explain the world — with unwarranted, clumsy simplicity.

Authentically believing that the whole country secretly agrees with your agenda and will join you on the barricades is not a virtue, it is a fantasy. Sincerely proposing poorly thought-out policy does not change the fact that it is poorly thought-out policy.

Language evolved to solve the crisis of visual theft and to exploit cooperation and exchange

language is a "social technology" that allows for cooperation between unrelated individuals and groups. According to the archaeological record, it was this cooperation and sharing of ideas that preceded human migration around the planet and the ensuing human population explosion.

thousands of languages evolved

Can humans afford to have all these different languages, asks Professor Pagel. In a world where we want to promote cooperation, in a world that is more dependent than ever on cooperation to maintain and enhance humanity's levels of prosperity, multiple languages may not be practical.

languages reflect the myriad ways that the human mind perceives and responds to the world, and to lose any of them is to (slightly) diminish and limit the variety and expressive depth of human intellectual, creative and experiential capacity.

Like LOL, like, entrenched in all kinds of sentences, used subconsciously, and difficult to parse the real meaning of without careful consideration, has all the hallmarks of a piece of grammar—specifically, in the pragmatic department, modal wing.