Category: Human Behavior and Cognitive Science

  • No, the men are overcompensating to correct the overcompensation by feminists an

    No, the men are overcompensating to correct the overcompensation by feminists an

    No, the men are overcompensating to correct the overcompensation by feminists and postmodernists. The problem is that it’s almost impossible for a woman to say much that is distinguishable from NAXALT and resulting marxist, postmodernist, feminist science denialism. https://t.co/Tb2VIJvhaK


    Source date (UTC): 2020-02-18 22:19:53 UTC

    Original post: https://twitter.com/i/web/status/1229893322979889155

    Reply addressees: @TennyTennison2

    Replying to: https://twitter.com/i/web/status/1229839965124792320

  • (I thought it was general knowledge by now and part of his credibility. But I’ve

    (I thought it was general knowledge by now and part of his credibility. But I’ve followed him for years. )
    The Conflict’s not so much race, but agency, resulting class, class size, and resulting subculture. Race is just a convenient low resolution proxy that obscures the problem. https://twitter.com/JayMan471/status/1229855528052023301

  • “I can’t be manipulated. I’m immune. I care what my wife thinks. That’s the only

    –“I can’t be manipulated. I’m immune. I care what my wife thinks. That’s the only woman whose thinking i need to care about. And she’s happy with that monopoly on my care. And most women will be very happy with that monopoly of my care.”— Noah J Revoy


    Source date (UTC): 2020-02-18 14:42:00 UTC

  • One more time. Three means of human coercion or more gently, weapons of influenc

    One more time. Three means of human coercion or more gently, weapons of influence.

    The Physical:

    Body and Movement

    Using Force or Violence

    The fear of harm or promise of defense.

    By the Dominant or Established Male

    The Material:

    Resources and Opportunity

    Using Bribe or Trade

    The fear of loss of gains, or promise of gains

    By the Brother, Ally, or Ascendant Male

    The Social:

    Cooperation and Insurance

    Using Undermining or Advocacy

    The fear of ostracization or promise of inclusion

    By the female and especially dominant female

    Personality:

    Big5/6 Personality Traits with 10/12 Personality facets.

    Where One Traits differs Dominance Expression.

    Where all Facets differ by Gender Bias.

    Where all personalities cluster by three types:

    Dominant or Established Male.

    Ascendant Male.

    Female.

    Gender:

    Where sex is genetically determined and either male or female.

    Where the brain evolves a dominant lateral, female, associative (wide association in the present) and longitudinal male a narrow, association over time and space).

    Where the resulting brain structure favors temporal interpersonal emotion in the female necessary for child rearing, and intertemporal political analytic in the male necessary for holding territory, resources, females, and children from capture by competing males.

    Where sexual preference is for the opposite sex, either male, female, but a small percentage of the population is subject to developmental defect in utero and can express almost any gender distribution.

    Conflict:

    Where developmental defect can cause failure to produce sufficient agency for self control.

    Where genders demonstrate differences in self control by antisocial, disruptive or hostile behavior.

    Where females demonstrate sexual, psychological(interpersonal), social(group), antisocial behavior, by continuous undermining and manipulation.

    Where males demonstrate sexual and physical antisocial behavior by continuous harm to self, others, and property.


    Source date (UTC): 2020-02-18 14:19:00 UTC

  • photos_and_videos/TimelinePhotos_kg5QueHwVw/86969884_210695976995230_86050063280

    photos_and_videos/TimelinePhotos_kg5QueHwVw/86969884_210695976995230_86050063280

    photos_and_videos/TimelinePhotos_kg5QueHwVw/86969884_210695976995230_8605006328026365952_o_210695973661897.jpg AGAIN: MALE VARIATION IN BRAIN STRUCTURE

    By: Alexander Kruel via Brandon Hayes

    New preprint of massive study finds that there is greater variance in the brain structure of males than females, even after accounting for the mean size differences.

    This is a confirmation of results from at least two previous brain imaging studies.

    Studies:

    -https://www.biorxiv.org/content/10.1101/2020.02.17.952010v1

    -https://academic.oup.com/cercor/article/28/8/2959/4996558

    -https://academic.oup.com/cercor/article/28/8/2741/3872365

    via @Scientific_BirdAGAIN: MALE VARIATION IN BRAIN STRUCTURE

    By: Alexander Kruel via Brandon Hayes

    New preprint of massive study finds that there is greater variance in the brain structure of males than females, even after accounting for the mean size differences.

    This is a confirmation of results from at least two previous brain imaging studies.

    Studies:

    -https://www.biorxiv.org/content/10.1101/2020.02.17.952010v1

    -https://academic.oup.com/cercor/article/28/8/2959/4996558

    -https://academic.oup.com/cercor/article/28/8/2741/3872365

    via @Scientific_Bird


    Source date (UTC): 2020-02-18 13:41:00 UTC

  • (Humor.) Re: “Mansplaining and Womansplaining” Yeah. I’m a little done with woma

    (Humor.) Re: “Mansplaining and Womansplaining”

    Yeah. I’m a little done with womansplaining as well.

    Mansplaining is merely useless – it won’t accomplish anything even if it should. Womansplaining is useless and false – but often succeeds even though it shouldn’t. 😉

    Womansplaining:”There is no bell curve. Everyone is equal. Everyone has equal potential. And everyone that’s unsuccessful is inhibited by others’ bias or malice.”

    In other words, “I want my dead weight offspring to have a chance at achieving devolutionary and undeserving equality with his or her genetic superiors.”

    Short term, female, empathetic, feels.

    Mansplaining:”There is always a bell curve – and a third of people are dead weight, and its genetic, and women decide who they mate with – so it’s their fault.”

    In other words, “I want my tribe to be free of dead weight offspring so we have a chance at achieving at defeating competing tribes who seek to defeat our genes.”

    Long term, male, analytic, reals.

    That’s the net of it.

    Understand the speaker’s bias, and you understand his brain structure and you understand his reproductive strategy – and that none of that is under his cognitive control and everything he (or she) says is just the persona-puppet following instructions of one’s genes.

    Really. That’s the entirety of the left (Female cognitive bias) right (male cognitive bias)


    Source date (UTC): 2020-02-18 13:20:00 UTC

  • SAINI is wrong. Reich is right and told her so. Eugenics was a missed opportunit

    SAINI is wrong. Reich is right and told her so. Eugenics was a missed opportunity. Galton isn’t discredited just unfashionable in the moral pretense of postmodern and feminist sophistry and pseudoscience. Do women generate a market for social pseudoscience? Data says yes. Why?


    Source date (UTC): 2020-02-18 09:24:21 UTC

    Original post: https://twitter.com/i/web/status/1229698156906131456

    Reply addressees: @GilesPalaeoLab @MikeAlphaOne @royalsociety

    Replying to: https://twitter.com/i/web/status/1229371206656241664

  • Book. From Blog. “Whistleblower” Woman is on ride-sharing site with fellow emplo

    Book. From Blog. “Whistleblower”

    Woman is on ride-sharing site with fellow employees. Guy propositions her. She rejects it. This is somehow ‘sexual harassment’ since according to women, only women should initiate seduction, because they are not adult enough to reject it. She reports it to HR. HR says ‘it’s his first offense, he’s a high performer (and you are not) so either stay on his team and deal with it, or move to another team’. This is the correct solution to the problem when dealing with a high performer and a low performer. You move the lower performer. Instead she plays victim, does not act in the company interest, and acts instead in her own interest, and rallies other women to HR with her. HR says it *is* his first offense because it’s the first offense we have record of. And we have more people complaining about YOU. Women feels she is self righteously due, so continues, writes blog, and undermines company’s competitive male culture of ‘stepping on toes to do what’s right’. This is why it is important to (a) have recruiting, benefits, payroll, and legal departments but NOT HR departments who are universally agents of undermining organizations by politicking – and force people to legal recourse outside the business. (b) this is why high performing companies should be very cautious about hiring women until the naturally destructive nature of women can be tolerated by scale. Sexual harassment is an obvious thing. Unwanted advancement is not sexual harassment. It’s just human. Why don’t we teach women how to reject men, and that men must respect it and not retaliate when rejected – rather than all these layers of deceit and destruction.


    Source date (UTC): 2020-02-18 08:52:00 UTC

  • photos_and_videos/TimelinePhotos_kg5QueHwVw/86790915_210269200371241_80646571754

    photos_and_videos/TimelinePhotos_kg5QueHwVw/86790915_210269200371241_80646571754

    photos_and_videos/TimelinePhotos_kg5QueHwVw/86790915_210269200371241_8064657175416406016_o_210269193704575.jpg UPCOMING BOOK ON HUMAN INTELLIGENCE

    Russell T. Warne

    Psychologist – Data Analyst – Educator

    (a book answering the science-denialists)

    Earlier today I submitted the final text for my upcoming book In the Know: Debunking 35 Myths About Human Intelligence. It feels good to have it in the hands of my publisher. There is still some work to do, but most of it is work that my publisher has to do–not me.

    The book has 35 chapters (one per myth), plus an introduction and a conclusion. The chapters are each short enough that they can be read in one sitting, and the language is as non-technical as possible. My goal was to have the book serve as a convenient reference that people could use to combat common incorrect ideas about intelligence.

    The book will be published in fall 2020. In the meantime, here are the myths that the book addresses:

    Section 1: The Nature of Intelligence

    Intelligence is whatever collection of tasks a psychologist puts on a test.

    Intelligence is too complex to summarize with one number.

    IQ does not correspond to brain anatomy or functioning.

    Intelligence is a Western concept that does not apply to non-Western cultures.

    There are multiple intelligences in the human mind.

    Practical intelligence is a real ability, separate from general intelligence.

    Fact: there are aspects of brain anatomy and functioning that correlate with IQ scores.

    Section 2: Measuring Intelligence

    Measuring intelligence is difficult.

    Content on intelligence tests is trivial and cannot measure intelligence.

    Intelligence tests are imperfect and cannot be used or trusted.

    Intelligence tests are biased against diverse populations.

    Section 3: Influences on Intelligence

    IQ only reflects a person’s socioeconomic status.

    High heritability for intelligence means that raising IQ is impossible.

    Genes are not important for determining intelligence.

    Environmentally driven changes in IQ mean that intelligence is malleable.

    Social interventions can drastically raise IQ.

    Brain training programs can raise IQ.

    Improvability of IQ means intelligence can be equalized.

    The reality is that geneticists have identified hundreds of DNA segments that are associated with intelligence. In fact, in some samples, genes have a larger impact than environment on IQ.

    Section 4: Intelligence and Education

    Every child is gifted.

    Effective schools can make every child academically proficient.

    Non-cognitive variables have powerful effects on academic achievement.

    Admissions tests are a barrier to college for underrepresented students.

    Section 5: Life Consequences of Intelligence

    IQ scores only measure how good someone is at taking intelligence tests.

    Intelligence is not important in the workplace.

    Intelligence tests are designed to create or perpetuate a false meritocracy.

    Very high intelligence is not more beneficial than moderately high intelligence.

    Emotional intelligence is a real ability that is helpful in life.

    It is a myth that schools can equalize children in their knowledge, academic skills, or intelligence.

    Section 6: Demographic Group Differences

    Males and females have the same distribution of IQ scores.

    Racial/Ethnic group IQ differences are completely environmental in origin.

    Unique influences operate on one group’s intelligence test scores.

    Stereotype threat explains score gaps among demographic groups.

    Section 7: Societal and Ethical Issues

    Controversial or unpopular ideas should be held to a higher standard of evidence.

    Past controversies taint modern research on intelligence.

    Intelligence research leads to negative social policies.

    Intelligence research undermines the fight against inequality.

    Everyone is about as smart as I am.

    https://russellwarne.com/2019/12/01/35-myths-about-human-intelligence/UPCOMING BOOK ON HUMAN INTELLIGENCE

    Russell T. Warne

    Psychologist – Data Analyst – Educator

    (a book answering the science-denialists)

    Earlier today I submitted the final text for my upcoming book In the Know: Debunking 35 Myths About Human Intelligence. It feels good to have it in the hands of my publisher. There is still some work to do, but most of it is work that my publisher has to do–not me.

    The book has 35 chapters (one per myth), plus an introduction and a conclusion. The chapters are each short enough that they can be read in one sitting, and the language is as non-technical as possible. My goal was to have the book serve as a convenient reference that people could use to combat common incorrect ideas about intelligence.

    The book will be published in fall 2020. In the meantime, here are the myths that the book addresses:

    Section 1: The Nature of Intelligence

    Intelligence is whatever collection of tasks a psychologist puts on a test.

    Intelligence is too complex to summarize with one number.

    IQ does not correspond to brain anatomy or functioning.

    Intelligence is a Western concept that does not apply to non-Western cultures.

    There are multiple intelligences in the human mind.

    Practical intelligence is a real ability, separate from general intelligence.

    Fact: there are aspects of brain anatomy and functioning that correlate with IQ scores.

    Section 2: Measuring Intelligence

    Measuring intelligence is difficult.

    Content on intelligence tests is trivial and cannot measure intelligence.

    Intelligence tests are imperfect and cannot be used or trusted.

    Intelligence tests are biased against diverse populations.

    Section 3: Influences on Intelligence

    IQ only reflects a person’s socioeconomic status.

    High heritability for intelligence means that raising IQ is impossible.

    Genes are not important for determining intelligence.

    Environmentally driven changes in IQ mean that intelligence is malleable.

    Social interventions can drastically raise IQ.

    Brain training programs can raise IQ.

    Improvability of IQ means intelligence can be equalized.

    The reality is that geneticists have identified hundreds of DNA segments that are associated with intelligence. In fact, in some samples, genes have a larger impact than environment on IQ.

    Section 4: Intelligence and Education

    Every child is gifted.

    Effective schools can make every child academically proficient.

    Non-cognitive variables have powerful effects on academic achievement.

    Admissions tests are a barrier to college for underrepresented students.

    Section 5: Life Consequences of Intelligence

    IQ scores only measure how good someone is at taking intelligence tests.

    Intelligence is not important in the workplace.

    Intelligence tests are designed to create or perpetuate a false meritocracy.

    Very high intelligence is not more beneficial than moderately high intelligence.

    Emotional intelligence is a real ability that is helpful in life.

    It is a myth that schools can equalize children in their knowledge, academic skills, or intelligence.

    Section 6: Demographic Group Differences

    Males and females have the same distribution of IQ scores.

    Racial/Ethnic group IQ differences are completely environmental in origin.

    Unique influences operate on one group’s intelligence test scores.

    Stereotype threat explains score gaps among demographic groups.

    Section 7: Societal and Ethical Issues

    Controversial or unpopular ideas should be held to a higher standard of evidence.

    Past controversies taint modern research on intelligence.

    Intelligence research leads to negative social policies.

    Intelligence research undermines the fight against inequality.

    Everyone is about as smart as I am.

    https://russellwarne.com/2019/12/01/35-myths-about-human-intelligence/


    Source date (UTC): 2020-02-18 02:40:00 UTC

  • Yeah. I’m a little done with woman-splaining as well. Mansplaining is merely use

    Yeah. I’m a little done with woman-splaining as well. Mansplaining is merely useless. Woman-splaining is useless and false. 😉

    Womansplaining:”There is no bell curve.”
    Mansplaining:”There is always a bell curve – and a third of people are dead weight.”

    That’s the net of it.


    Source date (UTC): 2020-02-17 23:23:25 UTC

    Original post: https://twitter.com/i/web/status/1229546924447019010

    Reply addressees: @AntifaRaising

    Replying to: https://twitter.com/i/web/status/1229545593866985472