Neural correlates of second language word learning: minimal instruction produ...Gabriel Guillén
This study investigated the neural correlates of second language word learning in 18 adult college students learning French for the first time over 9 months. The students underwent EEG testing at three time points to measure their brain responses to French words and pseudowords. After only 14 hours of instruction, students already showed differences in brain activity to words versus pseudowords. By the third session, after 138 hours of instruction, students' brain responses were similar to native French speakers. Even minimal instruction was enough to produce rapid changes in the brain related to second language word learning.
Neural correlates of second language word learning: minimal instruction produ...Gabriel Guillén
This study investigated the neural correlates of second language word learning in 18 adult college students learning French for the first time over 9 months. The students underwent EEG testing at three time points to measure their brain responses to French words and pseudowords. After only 14 hours of instruction, students already showed differences in brain activity to words versus pseudowords. By the third session, after 138 hours of instruction, students' brain responses were similar to native French speakers. Even minimal instruction was enough to produce rapid changes in the brain related to second language word learning.
This document discusses common questions that recruiters search for online and the problems that lead recruiters to ask these questions. The top eight most frequently searched questions by recruiters are: 1) "How do I leave an effective voicemail?", 2) "What are the key attributes of a recruiter?", 3) "How do I talk to a hiring manager?", 4) "What is the cost of a poor hiring decision?", 5) "What are effective recruiting metrics?", 6) "How do I maintain a talent pipeline?", 7) "What is unconscious bias?", and 8) "Why is HR a necessary evil?". For each question, the presenter outlines the problems recruiters face that prompt the searches and provides recommendations
7 Keys to Social media success April 2014Steve Lowisz
This document provides tips for social media success, including understanding your target audience and their demographics, listening to your audience to create useful content, joining online conversations, establishing thought leadership by creating helpful content and engaging in dialogue, knowing your limits to avoid overreach, and leveraging both online and offline communication channels. The key is to focus on creating and sharing useful, helpful content while actively engaging with your audience.
Bulgaria is located in Southeastern Europe, bordering Romania, Serbia, North Macedonia, Greece, and Turkey. It has a land area of around 111,000 square kilometers and varies greatly in topography from plains to mountains within small areas. The country lies between continental and Mediterranean climate zones, causing sharp weather contrasts over short distances. The landscape consists of alternating high and low east-west bands, including the Danubian Plain, the Balkan Mountains, the central Thracian Plain, and the Rhodope Mountains in the south.
Defrag Keynote: Social Computing and the Enterprise-Bridging the GapMark Koenig
Slides for Keynote Address at Defrag Conference, Denver CO. November 3, 2008.
Before citing, please review Saugatuck's Citation Policy at http://www.saugatech.com/citationpolicy.htm
The Turkish Yoke period from the late 14th to late 19th century saw Bulgarian lands occupied by the Ottoman Empire. Bulgarians were subjected to high taxes, violence, and oppression. Uprisings organized to liberate Bulgaria, including the Uprisings of Konstantin and Fruzhin in 1408-1413 and the First and Second Tarnovo Uprisings in 1598 and 1686. Despite the hardships of the period, Bulgarian traditions and national identity endured.
Language Learning Social Networks (LLSNs): Playing tennis with the net down?Gabriel Guillén
A discussion about how to use and implement Language Learning Social Networks (LLSNs) into the curriculum, emphasizing the strengths and weaknesses of these spaces.
Candidates in Drivers Seat Recruiting Trends Oct 28 FinalSteve Lowisz
The document discusses the shift to a candidate-driven job market. It notes that more candidates are turning down job offers and that they now have more control over where they work and if a company's culture is a good fit. It also discusses that the demand for skilled workers is outpacing supply. The document outlines fundamental issues with recruiting in this environment, such as a lack of communication with candidates and an over-reliance on automation. It proposes three core strategies to improve recruiting: improving communication with candidates, hiring managers, and HR; streamlining hiring processes to move faster; and strengthening employer brand to attract top talent.
Historical monuments in Pleven by Eleonora and IvaNelly Tsvetkova
Skobelev Park is a museum park located near Pleven, Bulgaria that commemorates the Siege of Pleven during the Russo-Turkish War of 1877-78. The Pleven Panorama, located in Skobelev Park, depicts through six large canvases the pivotal five-month Siege of Pleven. The Pleven Regional Historical Museum, founded in 1953, is located in Pleven and houses over 180,000 artifacts related to the history of the region, including the Siege of Pleven.
Answer these 5 questions as related to social media:
1) What the heck is it?
2) Is it a fad?
3) Why are some afraid of it?
4) Why do we often get it wrong?
5) How do we do it right?
Proficiency Development through a Hybrid Course with e-Tandems Gabriel Guillén
E-tandems remains peripheral to the foreign language curriculum (O’Dowd, 2010, 2013), in spite of the proliferation of Language Learning Social Networks and research findings showing learners’ linguistic progress in tandem learning. Similarly, recent studies have shown that students taking hybrid courses reach comparable levels of oral proficiency to those taking traditional courses (Blake, 2008; Rubio, 2012). This study measures linguistic development through a 10 week hybrid course of intermediate Spanish with an e-tandem component, in contrast with a traditional Spanish course. Results showed similar overall proficiency development for both groups and a greater improvement in sentence mastery for hybrid students.
This document provides a summary of activities from a trip involving preliminary exams, sightseeing at historical sites from different eras in Thracia and Bulgaria, meetings with local leaders and students in Erlangen, Germany, activities like bowling and enjoying Bavarian food, and culminating in a final concert upon returning to Bulgaria. Key locations mentioned include an ancient Thracian home, a Bogomil building, the Golden Church in Preslav, castles in Bavaria, Nuremberg, Bamberg, and cities in Bulgaria like Plovdiv and Veliko Turnovo. The trip involved learning about the past and present through examinations, sightseeing, and cultural exchanges to help work towards the future.
The document summarizes several notable natural landmarks found across Bulgaria, including its highest mountain Rila Mountain which contains the seven Rila lakes, Pirin Mountain, the 125m high Raisko pruskalo waterfall located in Stara Planina, Trigrad gorge in the Rhodope Mountains, rock formations with drawings in the Rhodopes, the beautiful rock bridges in the east Rhodopes, the 200m high Belogradchishki skali rock formations, and the sand pyramids near Melnik in Pirin mountain. Bulgaria is also known for its Rose Valley region.
There are six main folklore regions in Bulgaria, each with distinctive musical styles and costumes. The Dobrudja region features two folklore styles and harvest songs accompanied by gadulka, kaval and gayda. The Moesia region has a wealth of folk dances played on local instruments. The Pirin region features varied songs from past migrations and harvest festivals, along with the Macedonian horo dance. The Rhodopes region is known for slow, emotional songs and dances performed gracefully with few instruments. The Thracian region has powerful and natural songs, especially Christmas carols. The Sofia region features various styles and the lively Shopi dance.
2010 Seattle SMA Presentation - Conference Room Or Cubicle, What type of recr...Steve Lowisz
This document summarizes a presentation on how talent acquisition professionals can build credibility with hiring managers. It discusses moving from being viewed as an "expense center" to a "profit center" by focusing on quality of hire rather than just filling seats. It recommends recruiters lead the job ordering and candidate selection process, communicate proactively, and focus on metrics that drive business results like quality of hire and productivity rather than just time-to-fill. It also provides examples of competencies and steps recruiters can take to align their strategy with organizational objectives.
The State School of Finance and Management "Intellect" in Pleven, Bulgaria was established in 1990 and provides training in eight specialties to students from grades 8 through 12, with an emphasis on economics, foreign languages, and intensive study. Over 90% of graduates continue their education at universities in Bulgaria or abroad, most commonly in Germany, the UK, or US. Teachers use innovative and interactive teaching methods for their subjects as well as extracurricular activities. The school has participated successfully in several European Union educational programs and projects. It also operates a student company called "Junior Achievement" since 1998 that provides hands-on business experience and has achieved recognition in national and international competitions. The school aims to prepare students for life
Skill vs. Attitude: What Makes the Best Candidate?Steve Lowisz
In Mark Murphy’s book “Hiring for Attitude,” he says that 46% of newly hired employees will fail within 18 months, attributed mainly to non-technical or non-skill related items. While it is certainly true that most employees are fired for non-skill related items, this does not prove that attitude is more important than skill or other Candidate Metrics; rather, that attitude should be looked at as equal to the rest of the candidate’s attributes. The truth of the matter is that we often hire for skill, and most often fire for attitude, but what about the important attributes in between? We should be hiring for four Core Candidate Metrics: Skills, Competency, Culture and Attitude.
This document discusses metrics for measuring recruiting performance and return on investment. It defines metrics as quantifiable measurements that can be compared to benchmarks and encourage behaviors focused on candidate quality and ROI. Traditional metrics like cost per hire and time to fill are criticized for not accounting for candidate quality. New metrics proposed include sourcing channels, recruiter efficiency, acceptance rates, candidate satisfaction, manager satisfaction, quality of hire, and efficiency ratio. These metrics better support business objectives by focusing on candidate quality rather than just cost and speed. Sample surveys and dashboards for tracking various metrics are also presented.
This document discusses common questions that recruiters search for online and the problems that lead recruiters to ask these questions. The top eight most frequently searched questions by recruiters are: 1) "How do I leave an effective voicemail?", 2) "What are the key attributes of a recruiter?", 3) "How do I talk to a hiring manager?", 4) "What is the cost of a poor hiring decision?", 5) "What are effective recruiting metrics?", 6) "How do I maintain a talent pipeline?", 7) "What is unconscious bias?", and 8) "Why is HR a necessary evil?". For each question, the presenter outlines the problems recruiters face that prompt the searches and provides recommendations
7 Keys to Social media success April 2014Steve Lowisz
This document provides tips for social media success, including understanding your target audience and their demographics, listening to your audience to create useful content, joining online conversations, establishing thought leadership by creating helpful content and engaging in dialogue, knowing your limits to avoid overreach, and leveraging both online and offline communication channels. The key is to focus on creating and sharing useful, helpful content while actively engaging with your audience.
Bulgaria is located in Southeastern Europe, bordering Romania, Serbia, North Macedonia, Greece, and Turkey. It has a land area of around 111,000 square kilometers and varies greatly in topography from plains to mountains within small areas. The country lies between continental and Mediterranean climate zones, causing sharp weather contrasts over short distances. The landscape consists of alternating high and low east-west bands, including the Danubian Plain, the Balkan Mountains, the central Thracian Plain, and the Rhodope Mountains in the south.
Defrag Keynote: Social Computing and the Enterprise-Bridging the GapMark Koenig
Slides for Keynote Address at Defrag Conference, Denver CO. November 3, 2008.
Before citing, please review Saugatuck's Citation Policy at http://www.saugatech.com/citationpolicy.htm
The Turkish Yoke period from the late 14th to late 19th century saw Bulgarian lands occupied by the Ottoman Empire. Bulgarians were subjected to high taxes, violence, and oppression. Uprisings organized to liberate Bulgaria, including the Uprisings of Konstantin and Fruzhin in 1408-1413 and the First and Second Tarnovo Uprisings in 1598 and 1686. Despite the hardships of the period, Bulgarian traditions and national identity endured.
Language Learning Social Networks (LLSNs): Playing tennis with the net down?Gabriel Guillén
A discussion about how to use and implement Language Learning Social Networks (LLSNs) into the curriculum, emphasizing the strengths and weaknesses of these spaces.
Candidates in Drivers Seat Recruiting Trends Oct 28 FinalSteve Lowisz
The document discusses the shift to a candidate-driven job market. It notes that more candidates are turning down job offers and that they now have more control over where they work and if a company's culture is a good fit. It also discusses that the demand for skilled workers is outpacing supply. The document outlines fundamental issues with recruiting in this environment, such as a lack of communication with candidates and an over-reliance on automation. It proposes three core strategies to improve recruiting: improving communication with candidates, hiring managers, and HR; streamlining hiring processes to move faster; and strengthening employer brand to attract top talent.
Historical monuments in Pleven by Eleonora and IvaNelly Tsvetkova
Skobelev Park is a museum park located near Pleven, Bulgaria that commemorates the Siege of Pleven during the Russo-Turkish War of 1877-78. The Pleven Panorama, located in Skobelev Park, depicts through six large canvases the pivotal five-month Siege of Pleven. The Pleven Regional Historical Museum, founded in 1953, is located in Pleven and houses over 180,000 artifacts related to the history of the region, including the Siege of Pleven.
Answer these 5 questions as related to social media:
1) What the heck is it?
2) Is it a fad?
3) Why are some afraid of it?
4) Why do we often get it wrong?
5) How do we do it right?
Proficiency Development through a Hybrid Course with e-Tandems Gabriel Guillén
E-tandems remains peripheral to the foreign language curriculum (O’Dowd, 2010, 2013), in spite of the proliferation of Language Learning Social Networks and research findings showing learners’ linguistic progress in tandem learning. Similarly, recent studies have shown that students taking hybrid courses reach comparable levels of oral proficiency to those taking traditional courses (Blake, 2008; Rubio, 2012). This study measures linguistic development through a 10 week hybrid course of intermediate Spanish with an e-tandem component, in contrast with a traditional Spanish course. Results showed similar overall proficiency development for both groups and a greater improvement in sentence mastery for hybrid students.
This document provides a summary of activities from a trip involving preliminary exams, sightseeing at historical sites from different eras in Thracia and Bulgaria, meetings with local leaders and students in Erlangen, Germany, activities like bowling and enjoying Bavarian food, and culminating in a final concert upon returning to Bulgaria. Key locations mentioned include an ancient Thracian home, a Bogomil building, the Golden Church in Preslav, castles in Bavaria, Nuremberg, Bamberg, and cities in Bulgaria like Plovdiv and Veliko Turnovo. The trip involved learning about the past and present through examinations, sightseeing, and cultural exchanges to help work towards the future.
The document summarizes several notable natural landmarks found across Bulgaria, including its highest mountain Rila Mountain which contains the seven Rila lakes, Pirin Mountain, the 125m high Raisko pruskalo waterfall located in Stara Planina, Trigrad gorge in the Rhodope Mountains, rock formations with drawings in the Rhodopes, the beautiful rock bridges in the east Rhodopes, the 200m high Belogradchishki skali rock formations, and the sand pyramids near Melnik in Pirin mountain. Bulgaria is also known for its Rose Valley region.
There are six main folklore regions in Bulgaria, each with distinctive musical styles and costumes. The Dobrudja region features two folklore styles and harvest songs accompanied by gadulka, kaval and gayda. The Moesia region has a wealth of folk dances played on local instruments. The Pirin region features varied songs from past migrations and harvest festivals, along with the Macedonian horo dance. The Rhodopes region is known for slow, emotional songs and dances performed gracefully with few instruments. The Thracian region has powerful and natural songs, especially Christmas carols. The Sofia region features various styles and the lively Shopi dance.
2010 Seattle SMA Presentation - Conference Room Or Cubicle, What type of recr...Steve Lowisz
This document summarizes a presentation on how talent acquisition professionals can build credibility with hiring managers. It discusses moving from being viewed as an "expense center" to a "profit center" by focusing on quality of hire rather than just filling seats. It recommends recruiters lead the job ordering and candidate selection process, communicate proactively, and focus on metrics that drive business results like quality of hire and productivity rather than just time-to-fill. It also provides examples of competencies and steps recruiters can take to align their strategy with organizational objectives.
The State School of Finance and Management "Intellect" in Pleven, Bulgaria was established in 1990 and provides training in eight specialties to students from grades 8 through 12, with an emphasis on economics, foreign languages, and intensive study. Over 90% of graduates continue their education at universities in Bulgaria or abroad, most commonly in Germany, the UK, or US. Teachers use innovative and interactive teaching methods for their subjects as well as extracurricular activities. The school has participated successfully in several European Union educational programs and projects. It also operates a student company called "Junior Achievement" since 1998 that provides hands-on business experience and has achieved recognition in national and international competitions. The school aims to prepare students for life
Skill vs. Attitude: What Makes the Best Candidate?Steve Lowisz
In Mark Murphy’s book “Hiring for Attitude,” he says that 46% of newly hired employees will fail within 18 months, attributed mainly to non-technical or non-skill related items. While it is certainly true that most employees are fired for non-skill related items, this does not prove that attitude is more important than skill or other Candidate Metrics; rather, that attitude should be looked at as equal to the rest of the candidate’s attributes. The truth of the matter is that we often hire for skill, and most often fire for attitude, but what about the important attributes in between? We should be hiring for four Core Candidate Metrics: Skills, Competency, Culture and Attitude.
This document discusses metrics for measuring recruiting performance and return on investment. It defines metrics as quantifiable measurements that can be compared to benchmarks and encourage behaviors focused on candidate quality and ROI. Traditional metrics like cost per hire and time to fill are criticized for not accounting for candidate quality. New metrics proposed include sourcing channels, recruiter efficiency, acceptance rates, candidate satisfaction, manager satisfaction, quality of hire, and efficiency ratio. These metrics better support business objectives by focusing on candidate quality rather than just cost and speed. Sample surveys and dashboards for tracking various metrics are also presented.