How is information stored in our brains?
A) in separate segments B) in related networks
C) in chronological segments D) in concise categories
B
You might also like to view...
A healthy lifestyle includes being able to recognize safety hazards
Indicate whether the statement is true or false.
Must schools recognize the Gay/Straight Alliance?
a. Such a club must be recognized if it obtains school board permission. b. Such a club must be treated like any other student groups seeking school recognition and cannot be discriminated against based on viewpoint. c. Such a club can be banned if it offends community standards. d. The Gay/Straight Alliance in not a permissible group because it violates the Establishment Clause. e. None of the above.
What is the likely outcome of promoting acceptance of children with delays or disabilities in early childhood education settings?
A. authentic inclusion of children with delays or disabilities in later years beyond early childhood settings B. better understanding of others with and without disabilities outside of educational settings C. There is no empirical evidence to show that inclusion of children with delays or disabilities has any benefits. D. a higher level of learning and decreased risk of isolation for children with delays or disabilities
D. Lynn Meyers has been producing artistic director of the nationally renowned Ensemble Theatre of Cincinnati (ETC) since 1995. The nonprofit ETC recently celebrating its 25th anniversary and is dedicated to the production and development of new plays and of works new to the region
Lynn values the opinions of each member of her small staff when hiring. She usually interviews four or five people for a staff position and conducts two interviews. After the preliminary interview determines that an applicant is suitable, she says, “We invite the person back to meet the staff they would have contact with on a daily basis.” She has passed on qualified applicants who did not interact well with their prospective coworkers or who did not convince her that they had a strong desire for the job. Lynn researches job applicants online and on social media sites. “Frankly, if we find unprofessional behavior, we take that into consideration,” she says. “We always check references—after we meet the applicant—so we know what to ask the person offering the reference.” When faced with two equally qualified candidates, Lynn chooses the person who demonstrates a long-term commitment to be with ETC and a desire to be part of the team. “If we’re impressed by someone we can’t hire, we keep their application on ?le. More than once we’ve called someone back when we added a job opening or needed to replace someone who didn’t meet our expectations,” says Lynn. She suggests that applicants “should want the job, know why they want it, and be prepared to answer serious questions about their long-term goals.” Lynn passes on applicants who do not demonstrate a strong desire for the job. How can a job applicant show that he or she is very interested in the job? How does Lynn choose between two equally qualified candidates? What does Lynn tell applicants to bring to the job interview?