"我都把单词抄了20遍，怎么还是记不住？""我明明都通宵复习了，还是考砸了……""昨天在自习室奋 战一晚上，论文一个字都憋不出！" 转眼间又到期末，你是不是觉得自己的注意力像跳岩的羚羊，记忆像漏水的桶，情绪像过山车？相信同 学们都在为过个好年努力冲刺，然而努力的感觉不等于努力的效果，大家可别努力错了方向，不如来看 看心理学研究得出的科学提分策略！ 首先，调适心态，找到适度紧张感。 我们学习时很容易被发光的学霸、谆谆教诲的老师、满怀期待的家长夹击，由此引发的焦虑会影响学习 状态和成绩。如果能调节好心态，学习就能事半功倍。根据耶克斯-多德森定律，太过焦虑或者完全不 焦虑，学习效率都会比较低。无论是过度松弛的"考差就考差，多挨几顿批评而已，临时抱佛脚就好 了"，还是极度紧绷的"完了完了，复习不完了，挂科怎么办"，都会导致思路不清晰，学习状态不佳。 所以，"躺平"的同学要给大脑"踩油门"，试着通过深挖具体目标、及时给予正反馈等方式找回自己的学 习动力，制造适度紧张感和兴奋感；"过载"的同学则要给大脑"踩刹车"，用适当的方式宣泄焦虑情绪， 如休息、倾诉、运动等。 如果我们完全依靠AI处理各种学习任务，如查资料、计算、写 ...

近日，江苏省交通综合执法局积极践行"人工智能+交通执法"，在全国交通执法行业推出首个基于全新 工作流和共享知识库的智能工作台，通过 AI 技术整合千余部法规、典型案例和权威解读，让基层执法 人员实现 "现场疑问即时解、复杂案件精准办"，有效提升了执法效率与公信力。 破局"书到用时方恨少"：沉睡资料变身"随身顾问" 交通运输执法领域宽、门类多。从水上航道到陆路运输，从工程质量到港口安全，涉及的法律法规、部 门规章多达千余部，且更新频繁、解释多元。"过去查一个案例或者依据，像在大海捞针；遇到新类型 案件，尺度拿不准，只能层层请示。"一位基层中队长坦言。 老张边答边反思，AI即时点评："第二问回应不够精准，建议引用《安全生产事故隐患排查治理暂行规 定》第九条、第十条、第十一条……" 这种基于费曼学习法的"以教促学"模式，让枯燥的法规学习变成沉浸式演练。执法人员还能让AI自动生 成个性化周或月学习计划，也可以把晦涩法条翻译成"群众听得懂的大白话"，甚至可以智能润色执法文 书，确保说理严密、逻辑闭环。"以前背法条像啃石头，现在跟AI'吵架'都能涨本事！"一名95后队员笑 着说。 科技赋能执法，智慧守护交通 "我们的定位 ...

Core Viewpoint - The article discusses the phenomenon of "brain rot," a term selected by Oxford University as the word of the year for 2024, which refers to the decline of independent thinking, focus, critical thinking, and cognitive depth in the face of overwhelming information [5][6]. Group 1: The Impact of Information Overload - The article highlights how individuals are inundated with information yet struggle to form their own insights, leading to a crisis of thought [4][6]. - An experiment involving adults showed that those who limited their exposure to short videos had a significantly higher retention rate of information compared to those who consumed them excessively [10][11]. - Children exposed to excessive television showed a marked decline in creativity and detail in their drawings, indicating that fragmented information consumption affects cognitive development [12][14]. Group 2: The New Ignorance Era - The article references David Brooks, who argues that the internet has not improved human ignorance but has instead ushered in a "new ignorance era," where superficial knowledge replaces deep understanding [16][17]. - It points out that many individuals can recall trivial internet trends but struggle with deeper intellectual engagement, reflecting a shift in thinking habits rather than a decline in ability [18][19]. Group 3: Strategies to Combat Brain Rot - The article proposes a "brain shaping plan" to regain cognitive control, which includes actively filtering information sources, engaging in deep reading, and establishing "phone-free" zones to enhance focus [29][30][32]. - It emphasizes the importance of the Feynman Technique, which involves explaining concepts clearly to others as a measure of understanding [34]. - Encouraging cross-disciplinary learning is suggested as a way to foster innovative thinking and break down cognitive barriers [35].

Core Insights - The article discusses the transformative impact of AI technology on career opportunities, highlighting the shift from traditional roles to independent developer positions enabled by AI tools [1][3][4]. Group 1: Career Transformation - AI tools have significantly lowered the skill barriers for independent developers, allowing individuals without extensive programming knowledge to create complex applications [3][4]. - The experience gained in traditional roles can enhance the effectiveness of new career paths, as demonstrated by the case of a former user researcher who successfully transitioned to an independent developer [4]. Group 2: Expanding Employment Demographics - The emergence of new careers driven by AI technology has eliminated age and educational barriers, enabling younger individuals and those with no prior experience to enter the tech field [6][8]. - A notable example includes a high school student who, with the help of AI, was able to participate in a hackathon and gain recognition, showcasing the potential for youth in the tech industry [6]. Group 3: Evolving Work Models - The article emphasizes a shift towards flexible work models where employment is centered around ideas and AI tools rather than fixed roles and teams [8]. - The diversification of income streams for independent developers, such as through content creation and app monetization, reflects a broader trend towards stability in new career paths [8].

Core Insights - Procter & Gamble (P&G) has announced a change in its CEO, with Jon Moeller stepping down and Shailesh Jejurikar, an internal candidate, taking over. Jejurikar has been with the company for 36 years and has risen through the ranks to become the global COO [1] - P&G is recognized for its internal talent development system, which has produced numerous executives not only for itself but also for other major companies in the consumer goods sector, making it a "CEO factory" [1] Talent Development Mechanism - P&G's recruitment process emphasizes identifying innate traits through its famous "P&G Eight Questions," focusing on leadership, initiative, purpose, and persuasion [3][4] - The company prioritizes candidates with strong drive, resilience, and leadership qualities, which are considered more critical than acquired skills [4][5] - P&G's approach to talent development includes a "coach" model, where managers guide employees through questioning and discussions, fostering independent thinking and problem-solving [12][14] Corporate Culture - P&G's corporate culture encourages managers to engage directly with retail environments, ensuring they remain connected to consumer insights [13] - The company promotes a safe environment for knowledge sharing, which is essential for effective coaching and mentorship [20][21] - Employees are motivated to become coaches themselves, as this aligns with their career advancement goals and contributes to a supportive workplace culture [18][20] Recruitment and Retention Strategies - P&G's recruitment strategy focuses on finding candidates who demonstrate a genuine interest in their work and a willingness to reflect on their experiences [6][7] - The company recognizes that high-quality talent is less motivated by financial incentives and more by the opportunity for personal and professional growth within a supportive environment [9][10] - P&G's internal promotion paths are a significant draw for potential employees, as they can see clear career advancement opportunities [10][11] Lessons for Other Companies - Other companies, especially in the tech sector, can learn from P&G's structured approach to talent development and the importance of fostering a culture that values internal growth and mentorship [23][24] - The emphasis on quality over speed in talent development can lead to more effective outcomes, as seen in P&G's practices [24] - Companies should focus on creating a supportive environment that encourages employees to share knowledge and grow together, which can enhance overall organizational performance [20][21]