Here are 5 things you should know.
1. Plan B is not a pill that causes abortions, it’s a pill that prevents pregnancies.
Plan B and abortion pills are not the same.
Plan B, or Levonorgestrel, is a dose of hormonal birth control taken within 72 hours of unprotected sex to prevent pregnancy, which is why it’s known as the “morning after pill.” It does this in two possible ways: by stopping an egg from being released from the ovary or preventing a fertilized egg from implanting in the uterine wall.
Mifepristone and Misoprostol are the most commonly used drugs in medical abortions, or what is colloquially referred to as the “abortion pill.” This regimen is used to terminate the pregnancy and is considered in the United States to be safe through 12 weeks gestation, though it is usually only prescribed up to 10 weeks. The Mifepristone blocks the body from producing progesterone, and the Misoprostol causes cramping and bleeding, eventually resulting in the uterus emptying.
Plan B pills prevent pregnancy. Abortion pills, then, can be thought of as Plan C pills. Got it? Good.
The goal of this post is to highlight that these are two (or really three) different drugs that do very different things to the body.
2. Your early attachment style can significantly affect how you cope with stress and regulate your emotions as an adult.
Because it can help shed light on some possible reasons why you feel, think, or behave in a particular way. An explanation like this can be quite powerful in that it can make you aware of the circumstances that shape who you become, especially if you’re the kind of person who thinks their character is all their fault. It’s also valuable for parents to know how their interactions with their kids can become neurally embedded and affect the children’s later life.
None of this is about assigning blame to parents or rejecting personal responsibility.
OK, here we go:
Firstly, according to attachment theory, children of sensitive parents develop secure attachment. They learn to be okay with negative feelings, ask others for help, and trust their own ability to deal with stress.
By contrast, children of unresponsive caregivers can become insecurely attached. They get anxious and upset by the smallest sign of separation from their attachment figure. Harsh or dismissive parenting can lead to avoidant infants who suppress their emotions and deal with stress alone.
Finally, children with abusive caregivers become disorganized: they switch between avoidant and anxious coping, engage in odd behaviors, and often self-harm.
Interactions with early attachment figures become neurally encoded and can be subconsciously activated later in life, especially in stressful and intimate situations. For example, as adults, anxious people often develop low self-esteem and are easily overwhelmed by negative emotions. They also tend to exaggerate threats and doubt their ability to deal with them. Such people often exhibit a desperate need for safety and seek to “merge” with their partners. They can also become suspicious, jealous, or angry without objective cause.
Avoidant people want distance and control. They detach from strong emotions (both positive and negative) and avoid conflicts and intimacy. Their self-reliance means that they see themselves as strong and independent, but this can mean that their close relationships remain superficial, distant, and unsatisfying. And while being emotionally numb can help avoidant people during ordinary challenges, in the midst of a crisis, their defenses can crumble and leave them extremely vulnerable.
3. Tomahawk steaks are a scam.
Tomahawk steaks are just ribeye steaks with extra bone, which looks neat in pictures, but you’re generally paying a 40 to 80 dollar upcharge for that piece of bone that does nothing to enhance the flavor of the steak. It’s not like you can eat that extra 12 inches of bone, it exists only to look cool and cost you money.
Just get a nice bone-in ribeye, you’ll pay less and get the exact same dining experience.
4. US hospitals were required to comply with the Price Transparency rule starting January 1st, and you can report your hospital for non-compliance.
Report a hospital for non-compliance here
PatientRightsAdvocate.org estimates that less than 6% of hospitals are compliant. You can report your hospital for non-compliance to the Centers for Medicare & Medicaid Services here, they can be fined for each day they are non-compliant.
To be compliant, a hospital must make all of the following information publicly available on their website (they can’t require you to email them for the information, or require an account, password, or fee):
1) Single machine-readable digital file containing the following standard charges for all items and services provided by the hospital:
- gross charges
- discounted cash prices
- payer-specific negotiated charges
- de-identified minimum and maximum negotiated charges.
2) Display of at least 300 “shoppable services” (or as many as the hospital provides if less than 300) that a health care consumer can schedule in advance. Must contain plain language descriptions of the services and group them with ancillary services.
You can find more information at https://www.cms.gov/hospital-price-transparency.
5. You don’t need to meet every qualification to apply for a job.
Most companies write job listings for perfect people that don’t exist with the intention of lowering their expectations as time goes on. This is probably why your resume is being tossed out.
The basis comes from this article on HBR and it’s been a game-changer since I really started putting it into practice in the last few years.
When you look at the qualifications for entry-level jobs, many of the items on the list may be things you have not yet encountered. Even when your new job involves technical skills that were covered in your classes, your future employer will likely use tools you haven’t seen before and rely on processes that go beyond what you studied.
Organizations expect people who are new to a role (and particularly people who are new to a firm) to grow into the position. They want new hires to ask a lot of questions, to seek out mentoring, and to even make a few mistakes as they get acclimated to a role.
This is a stupid game that employers are playing, but one you need to be aware of if you want to land a job these days- the things they are asking for have little to do with the things needed to do well at the job.
Check this about how much this game hurts women and minorities in the recruitment process.
Note*: the above does not apply to doctors, executives, senior engineers, etc… this is intended for lower to mid-level positions at companies who write bad job listings.*
So why do companies ask for stupid things they don’t expect to get?
Most companies write unicorn job listings expecting that most people will not fit the criteria. The idea (from their deeply flawed perspective) is that they should aim for the perfect candidate if such a person exists, and then pare down expectations during the recruitment process the longer they go without a good applicant.
The fact is, no one who applies for the the unicorn job listing will be fully qualified. Because, well, they’re looking for a unicorn. And unicorns don’t exist.
So what does this really mean for you, the applicant?
- Brag about every skill on your resume as though you’re an expert.
- Take the bullet points from the job listing you’re applying for and paste them into your resume with your own brand of wordsmithing (unless you literally have no experience with them).
- Until you’re talking to the hiring manager in an interview, do not express even an ounce of uncertainty about your ability to do the job. Everything they ask for should be answered with “no problem I’m great with that”.
- When you are talking to the hiring manager who is actually hiring for the position, this is your opportunity to show your vulnerabilities- let them know you’re just dabbling with database queries for now or you only used project planning software for one project a few years ago. Your candor will almost always be well received.
Your goal is just to get through the pointless gatekeepers and begin speaking with the only person whose opinion actually matters.
All those times you applied for jobs you were perfectly suited for and didn’t get a call back was due to an incompetent recruiter who knows nothing about the job filtering out your resume based on their own flawed understanding of the skills needed.
Nobody’s opinion matters from that company except the person who will be making the decision on you joining their team. Don’t give anyone else the benefit of shooting you down before you’ve got a real chance to sell yourself.