Category: Psychology

“Insects Can Solve Problems, They Can Learn”

(p. D6) Never underestimate the power of the bee brain.
In the latest triumph for one of humanity’s favorite insects, bumblebees learned how to push a ball to the center of a platform for a sugary treat.
That may not make them a threat on the chess board, but soccer or even Skee-Ball might be within their intellectual grasp — if it were scaled down in size, of course.
The new research finding is one more reason that scientists who study insects, of all sorts, would like to point out that just because a brain is small, doesn’t mean it is simple.
Clint Perry, one of the bumblebee trainers at Queen Mary University of London, and a confirmed small brain partisan, said, “I’ve actually been asked if bees have brains.”
In fact, a number of recent experiments have shown that “insects can solve problems, they can learn,” he said. And scientists have yet to define the limits of insects’ mental abilities.
. . .
The task of pushing a little ball to the center of a platform was completely arbitrary. Bees don’t do anything like this in nature, where they seek out flowers for nectar and pollen. So it was a brand new behavior demanding some kind of general ability to learn.
The way the bees learned was important, too. They were pre-trained to expect a treat in the center of a platform. But having to push a ball to the center to get the treat was something they hadn’t seen.
Then the researchers tried several ways of teaching the bees what to do. The bees learned best by watching a fellow bee perform the feat. After that kind of observation, 10 of 10 bees solved the problem on the first try. On later tries, they continued to improve, taking less time.

For the full story, see:
Gorman, James. “SCIENCETAKE; The Power of the Bumblebee Brain.” The New York Times (Weds., FEB. 28, 2017): D6.
(Note: ellipsis added.)
(Note: the online version of the story has the date FEB. 23 [sic], 2017, and has the title “SCIENCETAKE; Bumblebees Demonstrate the Power of Insect Brains.”)

The “Grit” of the Successful Consists of “Passion and Perseverance”

(p. A11) Most people would think of John Irving as a gifted wordsmith. He is the author of best-selling novels celebrated for their Dickensian plots, including “The Cider House Rules” and “The World According to Garp.” But Mr. Irving has severe dyslexia, was a C-minus English student in high school and scored 475 out of 800 on the SAT verbal test. How, then, did he have such a remarkably successful career as a writer?
Angela Duckworth argues that the answer is “grit,” which she defines as a combination of passion and perseverance in the pursuit of a long-term goal. The author, a psychology professor at the University of Pennsylvania, has spent the past decade studying why some people have extraordinary success and others do not. “Grit” is a fascinating tour of the psychological research on success and also tells the stories of many gritty exemplars, . . .
. . .
Ms. Duckworth first realized the importance of grit as a teacher. Before she became an academic, she worked as a seventh-grade math teacher at a public school in New York. Some of her students were more inherently gifted with numbers than others. But not all of these capable students, to her surprise, got the best grades. Those who did weren’t always “math people”: For the most part, they were those who consistently invested more time and effort in their work.
Ms. Duckworth decided to become a research psychologist to figure out what explained their success. One of her first studies was of West Point cadets. Every year, West Point enrolls more than 1,000 students, but 20% of cadets drop out before graduation. Many quit in their first two months, during an intense training program known as Beast Barracks, or Beast. The most important factor in West Point admissions is the Whole Candidate Score, a composite measure of test scores, high-school rank, leadership potential and physical fitness. But Ms. Duckworth found that this score, which is essentially a measure of innate ability, did not predict who dropped out during Beast. She created her own “Grit Scale,” scored using cadets’ responses to statements like “I finish whatever I begin” or “New ideas and projects sometimes distract me from previous ones.” Those who scored highest on the Grit Scale were the most likely to make it to the end of Beast.
. . .
Grit may be defined by strenuous effort, but what drives that work, Ms. Duckworth finds, is passion, and a great service of Ms. Duckworth’s book is her down-to-earth definition of passion. To be gritty, an individual doesn’t need to have an obsessive infatuation with a goal. Rather, he needs to show “consistency over time.” The grittiest people have developed long-term goals and are constantly working toward them. “Enthusiasm is common,” she writes. “Endurance is rare.”

For the full review, see:

Emily Esfahani Smith. “BOOKSHELF; The Virtue of Hard Things; A study of Ivy League undergraduates showed that the smarter the students were, as measured by SAT scores, the less they persevered.” The Wall Street Journal (Weds., May 4, 2016): A11.
(Note: ellipses added.)
(Note: the online version of the review has the date May 3, 2016.)

The book under review, is:
Duckworth, Angela. Grit: The Power of Passion and Perseverance. New York: Scribner, 2016.

“Many of Our Worst Behaviors Are in Retreat”

(p. A19) Mr. Sapolsky is one of those very few eminent scientists who are also eminent–or even coherent–when writing for the general public.
. . .
The author’s comprehensive approach integrates controlled laboratory investigation with naturalistic observations and study. To his immense credit, he doesn’t omit cultural norms, social learning, the role of peer pressure or historical tradition. He also has a delightfully self-deprecating sense of humor. Introducing a chapter titled “War and Peace,” he summarizes the chapter’s goals as: (a) to demonstrate that “many of our worst behaviors are in retreat, our best ones ascendant”; (b) to examine “ways to improve this further”; (c) to derive “emotional support for this venture” (d) and, “finally, to see if I can actually get away with calling this chapter ‘War and Peace.’ ” Earlier, after an especially abstruse sentence, he adds a footnote: “I have no idea what it is that I just wrote.”
. . .
It’s no exaggeration to say that “Behave” is one of the best nonfiction books I’ve ever read. .

For the full review, see:
David P. Barash. “BOOKSHELF; How the Brain Makes Us Do It; Biology can explain but not excuse our worst behavior; Testosterone may drive a vicious warlord, but social triggers shape his actions.” The Wall Street Journal (Tues., May 2, 2017): A19.
(Note: ellipses added.)
(Note: the online version of the review has the date May 1, 2017.)

The book under review, is:
Sapolsky, Robert M. Behave: The Biology of Humans at Our Best and Worst. New York: Penguin Press 2017.

Pessimistic Are Best Prepared for Bad News

(p. A13) In a study published in the journal “Emotion” in February, 2016, Dr. Sweeny and colleagues at the University of California, Riverside, showed that people resort to a number of coping strategies to manage their discomfort while waiting for an outcome. Dr. Sweeny calls this “misery management.”
. . .
None of these coping mechanisms worked, according to the study. They failed to reduce the participants’ distress–and some even made it worse. . . .
A better way to wait, the researchers found, is when participants agonized through their waiting period, ruminating and feeling anxious and pessimistic rather than attempting to minimize their anxiety and worry. Those who did this responded more productively to bad news and more joyfully to good news than participants who suffered little during the wait. This is “waiting well.”

For the full commentary, see:
Elizabeth Bernstein. “When a Little Agonizing Helps.” The Wall Street Journal (Tues., May 23, 2017): A13.
(Note: ellipses added.)
(Note: the online version of the commentary has the date May 22, 2017, and has the title “How to Manage a Long Wait for News.”)

The paper co-authored by Sweeney, and mentioned above, is:
Sweeny, Kate, Chandra A. Reynolds, Angelica Falkenstein, Sara E. Andrews, and Michael D. Dooley. “Two Definitions of Waiting Well.” Emotion 16, no. 1 (Feb. 2016): 129-43.

A.I. “Continues to Struggle in the Real World”

The passages quoted below are authored by an NYU professor of psychology and neural science.

(p. 6) Artificial Intelligence is colossally hyped these days, but the dirty little secret is that it still has a long, long way to go. Sure, A.I. systems have mastered an array of games, from chess and Go to “Jeopardy” and poker, but the technology continues to struggle in the real world. Robots fall over while opening doors, prototype driverless cars frequently need human intervention, and nobody has yet designed a machine that can read reliably at the level of a sixth grader, let alone a college student. Computers that can educate themselves — a mark of true intelligence — remain a dream.

Even the trendy technique of “deep learning,” which uses artificial neural networks to discern complex statistical correlations in huge amounts of data, often comes up short. Some of the best image-recognition systems, for example, can successfully distinguish dog breeds, yet remain capable of major blunders, like mistaking a simple pattern of yellow and black stripes for a school bus. Such systems can neither comprehend what is going on in complex visual scenes (“Who is chasing whom and why?”) nor follow simple instructions (“Read this story and summarize what it means”).
Although the field of A.I. is exploding with microdiscoveries, progress toward the robustness and flexibility of human cognition remains elusive. Not long ago, for example, while sitting with me in a cafe, my 3-year-old daughter spontaneously realized that she could climb out of her chair in a new way: backward, by sliding through the gap between the back and the seat of the chair. My daughter had never seen anyone else disembark in quite this way; she invented it on her own — and without the benefit of trial and error, or the need for terabytes of labeled data.
Presumably, my daughter relied on an implicit theory of how her body moves, along with an implicit theory of physics — how one complex object travels through the aperture of another. I challenge any robot to do the same. A.I. systems tend to be passive vessels, dredging through data in search of statistical correlations; humans are active engines for discovering how things work.

For the full commentary, see:
GARY MARCUS. “Gray Matter; A.I. Is Stuck. Let’s Unstick It.” The New York Times, SundayReview Section (Sun., JULY 30, 2017): 6.
(Note: the online version of the commentary has the date JULY 29, 2017, and has the title “Gray Matter; Artificial Intelligence Is Stuck. Here’s How to Move It Forward.”)

“Basic Fairness Is Probably Written into Our Genetic Code”

(p. C2) Basic fairness is probably written into our genetic code. Human societies depend on the expectation of reciprocity: We assume that a neighbor will collect our mail if we’ve mowed their lawn, or that drivers will take turns braking at stop signs.
Fundamental as this trait might seem, however, its evolutionary origins are hazy. Previous research has shown that chimpanzees–one of our closest relatives–are less motivated by fairness than by what they immediately stand to gain from a transaction.
A new study shows that chimps can go beyond such reflexive selfishness and cooperate, even if it costs them something. But they don’t just give up what’s theirs, even to their kin. They are particular about when they will share some of their food, according to research led by University of Vienna biologist Martin Schmelz and just published in Proceedings of the National Academy of Sciences.
Like many of us, the team found, chimps keep score: They’re most likely to allot treats to a partner if that chimp helped them first.

For the full commentary, see:
SUSAN PINKER. “MIND AND MATTER: What Chimps Understand About Reciprocity.” The Wall Street Journal (Sat., July 22, 2017): C2.
(Note: the online version of the commentary has the date July 21, 2017.)

The full academic article that is summarized above, is:
Schmelz, Martin, Sebastian Grueneisen, Alihan Kabalak, Jürgen Jost, and Michael Tomasello. “Chimpanzees Return Favors at a Personal Cost.” Proceedings of the National Academy of Sciences 114, no. 28 (July 11, 2017): 7462-67.

How to Use Dyslexia and ADHD to Become a Better Leader

(p. R7) Leading a company without using email, reading memos or going to endless meetings sounds like a pipe dream. But it’s a reality for Selim Bassoul, chief executive and chairman of Middleby Corp., the Elgin, Ill., kitchen-supply maker with such popular brands as Viking and Aga Rangemaster.
Mr. Bassoul, 60, has dyslexia and attention deficit hyperactivity disorder (ADHD), conditions that weren’t diagnosed during his childhood in Lebanon, when he initially struggled in school. Years later, when he was a graduate student at Northwestern University’s Kellogg School of Management, a professor suggested he get tested, he says.
. . .
WSJ: What are some ways that having dyslexia and ADHD affects your leadership style?
MR. BASSOUL: Dyslexia has forced me to be quite conceptual, because I’m not good with detail. I think in general rather than in specific [terms]. That allows me to step back and take in the big picture rather than get bogged down in details. Because of my weaknesses and handicaps, I’ve learned other ways to accomplish the same goal at faster speed.
As a dyslexic you have no choice but to rely on others for help with detail and tactical tasks. You become a great judge of character. You have to select the best team around you.
Then you have ADHD, which makes you restless but it can also be a huge motivator for action. It prompts you to go out of the office and into the field. You find yourself constantly on the front line. I don’t like to be confined to the office. I hate meetings. I am constantly visiting customers, our field offices, our manufacturing plants. I know the operations of my customers better than them, which helps create solutions for them prior to them knowing what they need.

For the full interview, see:
Rachel Emma Silverman, interviewer. “How a Chief Executive with Dyslexia and ADHD Runs His Company.” The Wall Street Journal (Weds., May 17, 2017): R7.
(Note: ellipses added. Bold and italics, in original. The italics question is from the WSJ interviewer.)
(Note: the online version of the interview has the date May 16, 2017, and has the title “How a CEO With Dyslexia and ADHD Runs His Company.”)

“Inexorable” Trend Toward Remote Work

(p. B1) When Dell recently surveyed its 110,000 employees about their work habits, it discovered something surprising: While only 17% of Dell’s employees were formally authorized to work wherever they prefer, 58% were already working remotely at least one day a week. That’s good news, says Steve Price, chief human resources officer at Dell. In 2013, the company had said it wanted half its employees to work remotely for at least part of their week… by 2020.
. . .
. . . , data indicates that the remote-work trend in the U.S. labor force is inexorable, aided by ever-better tools for getting work done anywhere. Surveys done by Gallup indicate that in 2016, the proportion of Americans who did some or all of their work from home was 43%, up from 39% in 2012. Over the same period, the proportion who only work remotely went to 20% from 15%. Amazon.com , American Express , UnitedHealth Group , and Salesforce.com allow employees to work remotely at least some of the time.
. . .
(p. B4) . . . nearly every company that employs knowledge workers is still learning which jobs can best be done remotely, as the tools to accomplish remote work become increasingly powerful.
. . .
To understand the issues, it’s helpful to look at a company that has always been almost entirely remote. Automattic, maker of WordPress, the content-management system that powers 28% of all websites, has 558 employees spread across more than 50 countries, up from 302 in December 2014.
. . .
With teams that may be spread across a dozen time zones, Automattic relies on Slack for synchronous communication, Zoom for weekly video conferences and its own internal system of threaded conversations for documenting everyone’s work and for major decisions.

For the full commentary, see:
Christopher Mims. “More Workers Have Out-of-Office Experience.” The Wall Street Journal (Mon., June 5, 2017): B1 & B4.
(Note: ellipsis inside the first quoted paragraph, in original; other ellipses, added.)
(Note: the online version of the commentary has the date June 4, 2017, and has the title “Why Remote Work Can’t Be Stopped.”)

We Are Happier When We Focus on the Future

(p. 1) What best distinguishes our species is an ability that scientists are just beginning to appreciate: We contemplate the future. Our singular foresight created civilization and sustains society. It usually lifts our spirits, but it’s also the source of most depression and anxiety, whether we’re evaluating our own lives or worrying about the nation.
. . .
A more apt name for our species would be Homo prospectus, because we thrive by considering our prospects. The power of prospection is what makes us wise. Looking into the future, consciously and unconsciously, is a central function of our large brain, as psychologists and neuroscientists have discovered — rather belatedly, because for the past century most researchers have assumed that we’re prisoners of the past and the present.
. . .
(p. 6) The central role of prospection has emerged in recent studies of both conscious and unconscious mental processes, like one in Chicago that pinged nearly 500 adults during the day to record their immediate thoughts and moods. If traditional psychological theory had been correct, these people would have spent a lot of time ruminating. But they actually thought about the future three times more often than the past, and even those few thoughts about a past event typically involved consideration of its future implications.
When making plans, they reported higher levels of happiness and lower levels of stress than at other times, presumably because planning turns a chaotic mass of concerns into an organized sequence. Although they sometimes feared what might go wrong, on average there were twice as many thoughts of what they hoped would happen.
. . .
Most prospection occurs at the unconscious level as the brain sifts information to generate predictions. Our systems of vision and hearing, like those of animals, would be overwhelmed if we had to process every pixel in a scene or every sound around us. Perception is manageable because the brain generates its own scene, so that the world remains stable even though your eyes move three times a second. This frees the perceptual system to heed features it didn’t predict, which is why you’re not aware of a ticking clock unless it stops.
. . .
, , , there’s precious little evidence that people . . . spend much time outside the lab thinking about their deaths or managing their terror of mortality. It’s certainly not what psychologists found in the study tracking Chicagoans’ daily thoughts. Less than 1 percent of their thoughts involved death, and even those were typically about other people’s deaths.
Homo prospectus is too pragmatic to obsess on death for the same reason that he doesn’t dwell on the past: There’s nothing he can do about it. He became Homo sapiens by learning to see and shape his future, and he is wise enough to keep looking straight ahead.

For the full commentary, see:
MARTIN E. P. SELIGMAN and JOHN TIERNEY. “We Aren’t Built to Live in the Moment.” The New York Times, SundayReview Section (Sun., MAY 21, 2017): 1 & 6.
(Note: ellipses added. The word “central” in the first passage quoted from p. 6, appears in the online, but not the print, version of the article.)
(Note: the online version of the commentary has the date MAY 19, 2017.)

The Chicago studies mentioned above, are discussed in articles in a special issue on “The Science of Prospection” in the Review of General Psychology 20, no. 1 (March 2016).

The commentary quoted above, is based on the book:
Seligman, Martin E. P., Peter Railton, Roy F. Baumeister, and Chandra Sripada. Homo Prospectus. New York: Oxford University Press, 2011.

Walls and a Door Allow “a Quiet Place to Think”

(p. B6) The lofty building Jordan Hamad moved his tech-advisory firm into four years ago had the trappings of a startup idyll: open floor plan, polished concrete floors, custom-built communal tables.
Soon, the 33-year-old founder of Chairseven says he craved something else: walls and a door.
. . .
Now as he moves the company from Portland, Ore., to New York, Mr. Hamad has joined a cadre of bosses chucking the egalitarianism of working alongside their employees for the old-fashioned private office. Their open-office revolt, they say, is less about reclaiming the corner office than about needing a quiet place to think.
“People will say it’s so cool to have the CEO right next to you, but at the end of the day your team sometimes needs their space and you need yours,” says Mr. Hamad, who currently leases a private office for himself and co-working space for other staff. Other senior team members will soon get private office space, too, he says.
. . .
In a review of more than 100 studies of work environments, British researchers found that despite improving communication in some instances, open-office spaces hurt workers’ motivation and ability to focus.
. . .
“When you’re in a territory that’s clearly yours, you perform better,” says Sally Augustin, an environmental psychologist and principal at La Grange Park, Ill.-based consulting firm Design With Science.
. . .
Open offices are so popular among tech companies that when CircleCI’s founders moved the software-testing startup from an open space in San Francisco to one with 25 closed offices in 2014, it paid half the market rental rate, says co-founder Paul Biggar. In Silicon Valley, many people are “playing startup,” he says, emulating the open spaces of tech giants such as Google Inc.
In reality, he says, engineers need quiet places to concentrate–and so does he. “I love the private office,” he says.

For the full commentary, see:
Vanessa Fuhrmans. “Bosses Say they Want Their Offices Back.” The Wall Street Journal (Tues., May 23, 2017): B6.
(Note: ellipses added.)
(Note: the online version of the commentary has the date May 22, 2017, and has the title “CEOs Want Their Offices Back.” The following sentence, quoted above, appears in the online, but not the print, version of the article: “Other senior team members will soon get private office space, too, he says.”)