Why Some Students Fail And Other Students Succeed

July 27, 2017

by Lana Gilbert

What separates students who get straight A’s from students who struggle to pass their classes? Is it a high IQ that pushes students to excel in their classes or is there something else? Angela Lee Duckworth, a teacher turned psychologist, has an answer to that question. After several studies conducted in the military, spelling bees, classrooms, and companies, Angela determined what causes people to excel. Simply put Duckworth says, 

IQ was not the only difference between my best and my worst students. 

In fact, she often saw cases in which students with higher IQ scores performed worse than students with lower IQ scores. So now we are back to our initial question–what separates students who get straight A’s from students who struggle to pass their classes?

Angela says grit is the separating factor. She defines grit as “passion and perseverance for very long-term goals”. Contrary to popular belief, grit has a more significant correlation to high school graduation rates than things like family income and social status do. So now you know you do not need to be some inherently intelligent individual to succeed in life, but how do you form grit?

Unfortunately, the answer is not easy and science does not have enough studies showing what actually builds grit, but on the bright side, we do not need to be talented individuals. Angela has observed cases where high talent could be inversely related to grit–in other words, the more talent one possesses, the less grit they may posses.

Additionally, Angela offers some hope from a study called “growth mindset” performed by Stanford’s Dr. Carol Dweck. Angela says the concept of growth mindset is, “the belief that the ability to learn is not fixed and it can change with your effort.” This means that if you failed to show grit in the past, you still have time to develop it. 

Ubi Kayu utk Kanser

*Makan Ubi Kayu !!!*

🙋🏻‍♂⤵️

Selepas melakukan beberapa penyiasatan, ternyata bahawa benih aprikot mengandungi vitamin B17. Semasa dirawat untuk kanser, saya akan mencari makanan yang juga mengandungi vitamin B17. Ternyata ubi kayu mempunyai vitamin B17. Jadi saya makan 10 gram ubi kayu tiga kali sehari.

Setelah makan ubi kayu selama sebulan, doktor saya memeriksa pundi kencing saya untuk kanser. *Dia terkejut kerana pundi kencing saya benar-benar bersih dan normal.*

Selagi saya terus makan ubi kayu, saya rasa sangat sihat dan sihat. Setiap tiga bulan saya akan pergi untuk pemeriksaan dan keputusan saya tetap bersih. Sejak itu, saya hanya makan ubi kayu dan tidak meneruskan ubat kanser lain.

Ringkasan kandungan aktif vitamin B17 dari ubi kayu adalah:

Nama saintifik vitamin B17 ialah Amygdaline. Sel-sel kanser adalah sel yang tidak matang, mempunyai enzim yang berbeza berbanding dengan sel normal.

Apabila vitamin B17 digabungkan dengan enzim sel normal, B17 akan berubah menjadi 3 jenis gula. Tetapi apabila digabungkan dengan enzim sel kanser, B17 bertukar menjadi 1 gula, 1 benzaldehida dan 1 asid hydrocyanic. Asid hidrosianik ini membunuh sel kanser secara tempatan. Biji aprikot dan *ubi kayu mengandungi vitamin B17.*

En. Pereira, seorang lelaki berusia 70 tahun, didiagnosis dengan kanser prostat. Isterinya di hospital berlaku untuk membaca artikel saya. Mereka tidak mempunyai wang untuk rawatan kanser dan suntikan yang diberikan membuat Mr.Pereira sangat lemah. Isterinya memberikan ubi kayu Mr. Pereira untuk dimakan. Selepas makan ubi kayu selama seminggu, keadaannya mula menjadi lebih baik. Dan selepas sebulan makan ubi kayu setiap pagi, keputusan ujian PSAnya meningkat dari 280-290 menjadi 5.89! Mereka melawat saya untuk menunjukkan keputusan ujian sebelum dan selepas makan ubi kayu. *Pereira tidak mempunyai tanda-tanda kanser selepas terus makan ubi kayu.*

Ada orang lain yang mempunyai kanser hati dan terpaksa menjalani pembedahan. Tetapi dari hasil imbasan MRI, terdapat sel kanser masih wujud. Jadi, dia mula makan ubi kayu selepas pembedahan. *Sebulan selepas makan ubi kayu atau ubi kayu, doktor memberitahu dia tidak perlu menjalani pembedahan lagi kerana imbasan MRI tidak menunjukkan apa-apa sel kanser hadir di hati.*

🙋🏻‍♂ *Jadi kenapa tidak cuba ubi kayu untuk mengubati kanser?* Ia murah, mudah untuk dimasak,  dan sangat lazat. Ia sangat mudah:⤵️

_*1. Pilih ubi kayu yang segar yang tidak mempunyai warna kebiruan pada permukaannya.*_

_*2. Rebus dan jangan menutup kuali semasa masak. Ini akan membantu mengeluarkan  asid midrosianic berlebihan.*_

_*3. Semasa makan ubi kayu, jangan makan makanan halia / halia, seperti biskut halia, bir halia, gin pada masa yang sama.*_

Saya akan menggalakkan semua orang membaca artikel di atas. Saudara saya sendiri 2 bulan pergi untuk memeriksa PSA dan 2000, mereka memeriksa semula dan 3000. Kakak saya dipanggil untuk memaklumkan. Perkara pertama yang kami lakukan adalah berdoa. Saya teringat di atas artikel seseorang telah menghantar saya. Saya mengemukakannya kepada kakak saya. Dia mencubanya pada adik saya. Selepas bulan makan ubi kayu, PSA beliau menurun dari tahun 2000 ke 6.65. Dia telah mengulangi PSA pada 28/05/2018 dan PSA beliau 0.63. 

Assalam posting 19 Jun 2019 dalam grup ini, ulang posting moga membantu. In Shaa Allah. 

*Adakah anugerah Tuhan ini tidak hebat?*

🤔

Ini boleh membantu seseorang, sila sebarkan

Living skin can now be 3-D-printed with blood vessels included

Credit: RPI

Researchers at Rensselaer Polytechnic Institute have developed a way to 3-D print living skin, complete with blood vessels. The advancement, published online today in Tissue Engineering Part A, is a significant step toward creating grafts that are more like the skin our bodies produce naturally.

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”Right now, whatever is available as a clinical product is more like a fancy Band-Aid," said Pankaj Karande, an associate professor of chemical and biological engineering and member of the Center for Biotechnology and Interdisciplinary Studies (CBIS), who led this research at Rensselaer. "It provides some accelerated wound healing, but eventually it just falls off; it never really integrates with the host cells."

A significant barrier to that integration has been the absence of a functioning vascular system in the skin grafts.

Karande has been working on this challenge for several years, previously publishing one of the first papers showing that researchers could take two types of living human cells, make them into "bio-inks," and print them into a skin-like structure. Since then, he and his team have been working with researchers from Yale School of Medicine to incorporate vasculature.

In this paper, the researchers show that if they add key elements—including human endothelial cells, which line the inside of blood vessels, and human pericyte cells, which wrap around the endothelial cells—with animal collagen and other structural cells typically found in a skin graft, the cells start communicating and forming a biologically relevant vascular structure within the span of a few weeks. You can watch Karande explain this development here.

"As engineers working to recreate biology, we've always appreciated and been aware of the fact that biology is far more complex than the simple systems we make in the lab," Karande said. "We were pleasantly surprised to find that, once we start approaching that complexity, biology takes over and starts getting closer and closer to what exists in nature."

Once the Yale team grafted it onto a special type of mouse, the vessels from the skin printed by the Rensselaer team began to communicate and connect with the mouse's own vessels.

That's extremely important, because we know there is actually a transfer of blood and nutrients to the graft which is keeping the graft alive," Karande said.

In order to make this usable at a clinical level, researchers need to be able to edit the donor cells using something like the CRISPR technology, so that the vessels can integrate and be accepted by the patient's body.

"We are still not at that step, but we are one step closer," Karande said.

"This significant development highlights the vast potential of 3-D bioprinting in precision medicine, where solutions can be tailored to specific situations and eventually to individuals," said Deepak Vashishth, the director CBIS. "This is a perfect example of how engineers at Rensselaer are solving challenges related to human health."

Karande said more work will need to be done to address the challenges associated with burn patients, which include the loss of nerve and vascular endings. But the grafts his team has created bring researchers closer to helping people with more discrete issues, like diabetic or pressure ulcers.

"For those patients, these would be perfect, because ulcers usually appear at distinct locations on the body and can be addressed with smaller pieces of skin," Karande said. "Wound healing typically takes longer in diabetic patients, and this could also help to accelerate that process."

More information: Tânia Baltazar et al, 3D bioprinting of a vascularized and perfusable skin graft using human keratinocytes, (...), Tissue Engineering Part A (2019).  DOI: 10.1089/ten.TEA.2019.0201

question for interview

10 Impressive Questions to Ask in a Job Interview

By Alison Green

Photo: The Cut

As someone who has interviewed probably thousands of job candidates in my career, I’ve long been surprised by how many people don’t ask good questions when their interviewer gives them the opportunity. A surprising number of candidates don’t have many questions at all, or simply use the time to try to further pitch themselves for the job. To me, this is crazy — after all, this is a job that you’re considering spending 40 or more hours at a week, a job that might have a huge impact on your career and your quality of life for years to come. You should have questions!

But people understandably worry about what to ask. They stress about seeming demanding or nitpicky, or that they’ll be negatively judged for things they want to know. They also worry that they don’t quite know how to draw out the information they really want about the job or the manager or the company. So here are the ten best questions to ask in an interview when it’s your turn to ask the questions — to both impress your potential employer and help you get useful insights into whether or not this is the right job for you.

1. “How will you measure the success of the person in this position?”

This gets right to the crux of what you need to know about the job: What does it mean to do well, and what will you need to achieve in order for the manager to be happy with your performance?

Initially, you might think that the job description already laid this out, but it’s not uncommon for a job description to be the same one an employer has been using for the last ten years, despite the job having changed significantly during that time. Organizations often post job descriptions that primarily use boilerplate language from HR, while the actual manager has very different ideas about what’s most important in the role. Also, frankly, most employers just suck at writing job descriptions (which is why so many of them sound like they were written by robots rather than humans), so it’s useful to have a real conversation about what the role is really about. You might find out that while the job posting listed 12 different responsibilities, your success really just hinges on 2 of them, or that the posting dramatically understated the importance of 1 of them, or that the hiring manager is battling with her own boss about expectations for the role, or even that the manager has no idea what success would look like in the job (which would be a sign to proceed with extreme caution).         

2. “What are some of the challenges you expect the person in this position to face?”                                             

This can get at information you’d never get from the job description — like that you’ll have to deal with messy interdepartmental politics, or that the person you’ll be working with most closely is difficult to get along with, or that you’ll need to work within draconian budget restrictions on your program. It can also create an opening for you to talk about how you’ve approached similar challenges in the past, which can be reassuring to your interviewer. I don’t recommend asking questions just so you can follow up with a sales pitch for yourself — that’s annoying and usually pretty transparent — but if asking about challenges leads to a real discussion of how you’d approach them, it can be genuinely useful for you both.                                      

3. “Can you describe a typical day or week in the job?”                                                     

If the job description mentioned a combination of admin work and program work, it’s important to know whether 90 percent of your time will be spent on the admin work or if the split is more like 50/50. Or you might find out that the part of the job that you were most excited about actually only comes up every six months. But even barring major insights like that, the answer to this question can just help you better visualize what it will actually be like to be in the job day after day.                       

Tip: Some interviewers will respond to this question with, “Oh, every day is different.” If that happens, try asking, “Can you tell me what the last month looked like for the person in the job currently? What took up most of their time?”                                                   

4. How long did the previous person in the role hold the position? What has turnover in the role generally been like?

If no one has stayed in the job very long, that could be a red flag about a difficult manager, unrealistic expectations, lack of training, or some other land mine. If just one person left after a few months, that’s not necessarily a danger sign — after all, sometimes things just don’t work out. But if you hear there’s been a pattern of people leaving quickly, it’s worth asking, “Do you have a sense of what has led to the high turnover?”

5. “What are you hoping this person will accomplish in their first six months and in their first year?”

This question can give you a sense of what kind of learning curve you’re expected to have and the pace of the team and organization. If you’re expected to have major achievements under your belt after only a few months, that tells you that they likely won’t give you a lot of ramp-up time. Which might be fine if you’re coming in with a lot of experience, but it might be worrisome otherwise. On the flip side, if you’re someone who likes to jump right in and start getting things done, you might not be thrilled to hear that most of your first six months will be spent in training.

This question can also draw out information about key projects that you wouldn’t otherwise have heard about.                                                

6. “Thinking back to people you’ve seen do this work previously, what differentiated the ones who were good from the ones who were really great at it?”                                      

A job candidate asked me this question years ago, and it might be the strongest question I’ve ever been asked in an interview. The thing about this question is that it goes straight to the heart of what the hiring manager is looking for. Hiring managers aren’t interviewing candidates in the hopes of finding someone who will do an average job; they’re hoping to find someone who will excel at the job. And this question says that you care about the same thing. Sure, it doesn’t guarantee that you’ll do extraordinary work, but it makes you sound like someone who’s at least aiming for that — someone who’s conscientious and driven, and those are huge things in a hiring manager’s eyes.

Plus, the answer to this question can give you much more nuanced insight into what it’ll take to truly excel in the job — and whatever the answer is, you can think about whether or not it’s something you’re likely able to do.

7. “How would you describe the culture here? What type of people tend to really thrive here, and what type don’t do as well?”

If the culture is very formal with lots of hierarchy and you’re happiest in a more relaxed environment, this might not be the right match for you.
Similarly, if it’s a really competitive environment and you’re more low-key, or if they describe themselves as entrepreneurial and you prefer structure, it might not be an ideal workplace for you. If you don’t have a lot of other options, you still might decide to take the job anyway — but you’ll usually be happier if you know what you’re signing up for, and aren’t unpleasantly surprised after you start.

8. “What do you like about working here?”

You can learn a lot by the way people respond to this question. People who genuinely enjoy their jobs and the company will usually have several things they can tell you that they like about working there and will usually sound sincere. But if you get a blank stare or a long silence before your interviewer answers, or the answer is something like “the paycheck,” consider that a red flag.

9. Ask the question you really care about.

Sometimes people use their turn to ask questions in an interview solely as an additional chance to try to impress their interviewer — asking questions designed to reflect well on them (by making them look smart, thoughtful, or so forth) rather than questions designed to help them figure out if the job is even right for them in the first place. It’s understandable to want to impress your interviewer, but interviewing is a two-way street — you need to be assessing the job and the employer and the manager, and figuring out whether this is a job you want and would do well in. If you’re just focused on getting the job and not on whether it’s the right job for you, you’re in danger of ending up in a job where you’re struggling or miserable.

So before you interview, spend some time thinking about what you really want to know. When you imagine going to work at the job every day, what are the things that will most impact whether you’re happy with the work, with the culture, with the manager? Maybe it’s important to you to work in an informal culture with heavy collaboration. Maybe you care most about working somewhere with sane hours, where calls and texts on the weekend or in the evenings are rare. Maybe you’ve heard rumors about the stability of the funding for the position. Whatever’s important to you or that you’d want to have answered before you could know if you’d really want the job, think about asking it now.

Of course, you shouldn’t rely only on your interviewer’s answers about these things. You should also do due diligence by talking to people in your network who might have the inside scoop on the company’s culture or the manager you’d be working for, reading online reviews at places like Glassdoor, and talking to other people who work there.

10. “What’s your timeline for next steps?”

This is a basic logistics question, but it’s useful to ask because it gives you a benchmark for when you can expect to hear something back. Otherwise, if you’re like many people, in a few days you’re likely to start agonizing about whether you should have heard back about the job by now and what it means that you haven’t, and obsessively checking your phone to see if the employer has tried to make contact. It’s much better for your quality of life if you know that you’re not likely to hear anything for two weeks or four weeks or that the hiring manager is leaving the country for a month and nothing will happen until she’s back, or whatever the case might be.

Plus, asking this question makes it easy for you to check in with the employer if the timeline they give you comes and goes with no word. If they tell you that they plan to make a decision in two weeks and it’s been three weeks, you can reasonably email them and say something like, “I know you were hoping to make a decision around this time, so I wanted to check in and see if you have an updated timeline you can share. I’m really interested in the position and would love to talk more with you.”

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