Learn About Being an Animal Behaviorist

Learn About Being an Animal Behaviorist Learn About Being an Animal Behaviorist Animal behaviorists, also called ethologists, can work in a wide variety of fields such as animal training, academic research, teaching, publishing, and advertising. Duties Animal behaviorists apply principles of animal behavior science while studying how animals interact with each other and their environments. They may research an animal’s methods of communication, instinctual responses, learning methods, psychology, and group interaction skills. An applied animal behaviorist compiles a case study to determine how an animal’s problematic behavior developed. Their goal is to investigate whether the behavior is a normal one being exhibited at inappropriate times or if it is the result of a prior negative experience. To resolve the problem, the behaviorist may suggest various forms of treatment including conditioning, behavior modification, and training. Animal behaviorists in academia may give lectures to students, supervise lab activities, and conduct and publish their own research projects. They may also collaborate with other researchers and travel to observe animals in the wild if relevant to their studies. Career Options Many animal behaviorists work in the area of applied animal behavior, primarily training domestic animals and assisting with the modification of behavioral problems. Applied animal behaviorists may work with companion animals, livestock, laboratory animals, and wildlife. Many animal behaviorists who work in the companion animal training fields are self-employed. Animal behaviorists with a doctorate may work at colleges or universities as professors and researchers. Additional research opportunities that do not necessarily require a Ph.D. can be found with private health companies, laboratories, the federal government, zoos, aquariums, and museums. Other career paths for animal behaviorists include media related options such as working in broadcasting, film, writing, and advertising. Education and Training Animal behaviorists generally have a background in biology, psychology, zoology, or animal science. Usually, animal behaviorists pursue an undergraduate degree in one of these areas before seeking an advanced degree in biology or psychology with a concentration in animal behavior. Advanced coursework at the graduate level tends to include learning theory, comparative and experimental psychology, and physiology. The American Veterinary Medical Association (AVMA) offers board specialty certification to veterinarians through its American College of Veterinary Behaviorists (ACVB). Certification involves a two-year residency program under the supervision of a board-certified veterinary behaviorist and a comprehensive board exam. The Animal Behavior Society (ABS) offers certification as a Certified Applied Animal Behaviorist (CAAB) to members who have completed an advanced degree (Masters or Ph.D.) in the behavioral sciences and can document at least five years of practical experience in the field. Dog trainers also work as animal behaviorists, and while they may not necessarily have advanced degrees, they do tend to have a strong background in canine learning and conditioning techniques. Many are certified through the Association of Pet Dog Trainers (APDT) or other national groups. Salary The salary an animal behaviorist earns can vary based on factors such as the  type of employment, job location, years of experience, and level of education. According to SimplyHired.com, the national average salary (as of January 22, 2019) for an animal behaviorist is $69,751, though the salary varies by location, as professional jobs in large cities with high living costs tend to pay more. Job Outlook While the Bureau of Labor  Statistics (BLS) does not separate out data specifically for animal behaviorists, the outlook for career growth in related fields is expected to be fairly solid. Animal care and service positions are expected to grow at a rate of about 22 percent over the decade from 2016 to 2026, while agricultural and animal science positions will grow at a rate of about 7 percent over the same period, on par with the average profession. The publics growing interest in animal behavior, specifically as it relates to their own pets, may also push this specific niche career path to grow at an even higher rate.

Beep Heard Round the World

Beep Heard Round the World Beep Heard Round the World In 1957, there came a sound from the clear October sky that couldnt have been less monumental. It was a simple series of beeps, capable of being heard by anyone with a ham radio set. Yet those beeps and the machine that made them, touched off a chain of events that has transformed the planet. Beep. Beep. Beep. From a missile range in what is now Kazakhstan, technicians working for the Soviet Union launched Sputnik 1the worlds first artificial satelliteinto orbit on October 4, 1957. Every 98 minutes, Sputnik, which looked like a whiskered aluminum beach ball, circled the globe. The Space Race had just begun. Since the end of World War II, the United States and the Soviet Union were locked in a competitive rivalry that, on occasion, flared up into serious armed conflict. However, the terrible destruction that could result if the Cold War turned hot was never far from public consciousness; American schoolchildren were taught to duck under their desks in the event of an atomic bomb attack and space-alien movies drew on the fears of a communist invasion. Designed and constructed in little more than a month, Sputnik 1 was a simplified probe, containing only temperature and pressure gauges, batteries, and a radio transmitter.Until the late 1950s, both sides relied on fleets of heavy bombers to carry their nuclear weapon payloads. But using captured German designs (and sometimes scientists), U.S. and Soviet militaries were developing missiles capable of delivering deadly weapons quickly and reliably. The same technology could be used to deliver an object into Earth orbit. An 18-month period in 1957-1958 was designated as the International Geophysical Year, with the intention of spurring worldwide exploration of the earth. In 1955 the Eisenhower administration announced it would attempt to launch a satellite using civilian-developed technology in conjunction with IGY. The Soviets, in typical Cold War fashion, raced to beat the Americans into orbit. Unlike the American effort, the Soviets were going to repurpose a military missile for the job and did their work in top secrecy. Scaling Back The Soviet satellite was originally planned to be a scientific probe weighing more than a ton and carrying an array of instruments to study outer space. The work proved to be too difficult and the Soviets scaled back to something far simpler. Sputnik 1 was small183 poundsand equipped with two radio transmitters and pressure and temperature gauges. The body was filled with nitrogen gas to act as a crude micrometeorite detectorif the shell was punctured, the resulting gas leak would affect temperature and pressure readings. Sputnik 1 was launched in secret to an altitude of 560 miles, where it completed elliptical orbits every 98 minutes, speeding along at 18,000 miles per hour. Soviet statements announcing this success bragged how the world could see how the new socialist society had turned even the most daring of mans dreams into reality. Sputnik was an indisputable sensation. Observers with binoculars scanned the dawn skies to spot the satellite. Amateur radio operators listened to Sputniks signal as it passed overhead. Others feared nuclear warheads could now be put into Earth orbit, tipping the balance of power to the Soviets. For many Americans, however, the launch of Sputnik was more of a humiliation. To coincide with the anniversary of the Soviet Revolution, Sputnik 2, carrying a live dog, was launched less than a month later. Meanwhile, the publicized launch of the American Vanguard was moved up to December 1957. The grapefruit-size payload was sent only a few yards as the rocket exploded on the launch pad. Over the next year seven more American launches failed. The Soviets held onto their early lead in the Space Race. The Luna 1 probe flew past the moon in early 1959. In 1961, cosmonaut Yuri Gagarin became the first man in space and was promoted in flight from senior lieutenant to major in the Soviet Air Force. It would take a decade for the United States, with its successful Apollo program, to be seen as the clear leader in space technology. There is no underestimating the influence of Sputnik. It led to Voyager, which has probably traveled farther through space than any other man-made object, as well as the International Space Station, a cooperative project among many countries, including the United States and Russia. Over fifty years after the launch of Sputnik 1 American and Russian astronauts live and work together in Earth orbit. This idea would have been anathema to both countries a half-century ago, when the world was transfixedand transformedby a constant string of beeps from space. What did the beeps mean? They were actually coded messages providing straightforward pressure and temperature data. Who could have believed that simple telemetry would have so much meaning? There is no underestimating the influence of Sputnik. It led to Voyager, which has probably traveled farther through space than any other man-made object, as well as the International Space Station.

Navy Special Warfare Boat Operator (SB)

Navy Special Warfare Boat Operator (SB) Navy Special Warfare Boat Operator (SB) Navy Special Boat Operators (SB) are also known as SWCC, which is an acronym for Special Warfare Combatant-craft Crewmen. The members of SWCC drive a variety of Special Warfare craft. They support SEALs and other Special Operations Command forces during their maritime and riverine missions, and conduct unconventional small boat operations such as coastal/riverine patrols. SEAL Teams, SEAL Delivery Vehicle (SDV) Teams, and Special Boat Teams comprise the elite combat units of Naval Special Warfare, a service component  of the United States Special Operations Command. These units are organized, trained, and equipped to conduct a variety of missions, including unconventional warfare, direct action, special reconnaissance, foreign internal defense, and counter-terrorism missions. They also support psychological and civil affairs operations in maritime and riverine environments. These highly trained specialists are deployed worldwide in support of National Command Authority objectives, conducting operations with other conventional and unconventional forces. Duties of SB include: Conducting maritime insertions/extractions of SEALS and other Special Operations Forces.Collecting information and intelligence on enemy military installations in coastal areas.Performing parachute/helicopter insertion operations in support of missions.Supporting military and civilian law enforcement agencies. Working Environment SBs may be exposed to arctic, desert or jungle environments including survival in enemy controlled areas and all water conditions. They may also perform administrative and foreign training missions in a wide variety of climates throughout the world. A-School (Job School) Information SWCC Indoc, San Diego, CA - 2 weeksSWCC Basic Crewman Training, San Diego, CA - 5 weeksCrewman Qualification Training (CQT) - 14 weeks ASVAB Score Requirement: ARWK104, MC50 Security Clearance Requirement: Secret Other Requirements Must Be U.S. citizenUncorrected vision can be no worse than 20/200 in each eye. Both eyes must be correctable to 20/20. You may request a waiver if you have had your vision corrected through a PRK/Lasik procedure.Must have normal depth perception and normal color visionMust be age 30 or younger (waivers available on a case-by-case basis)Not be under civil restraint, a substance abuser nor have a pattern of minor convictions or any non-minor, a misdemeanor, or felony convictions (waivers are granted depending on number and severity). This program is closed to women. The physical screening test is designed to assess the applicants physical ability to undergo initial training. The test will be administered exactly as indicated. No waiver will be granted for failure to successfully complete the physical screening test. The run/swim times and push-up/sit-up/pull-up standards are minimum standards only. Maximum effort is required for all exercises and will be reported on the physical fitness screening test form submitted with your application. 500-yard swim using breast and/or sidestroke in under 13 minutes10-minute restPerform a minimum of 42 push-ups in 2 minutes2-minute restPerform a minimum of 50 sit-ups in 2 minutes2-minute restPerform a minimum of 6 pull-ups (no time limit)10-minute restRun 1 ½ miles wearing running shoes in under 12 minutes and 30 seconds SB is open to new recruits under the SWCC-Challenge Program. The SWCC Challenge Program Option guarantees the opportunity to enter the Naval Special Warfare/SWCC community for individuals desiring a 4-year USN enlistment. This option provides for entry into Class A School. Applicants must volunteer for diving duty to become eligible for all training pipelines offered in Special Operations. Individuals can also volunteer for the program during basic training, or at any time during their career (up to age 30). Sub-Specialties Available for This Rating: Navy Enlisted Classification Codes for SWCC Current Manning Levels for This Rating: CREO Listing Note: Advancement ( promotion ) opportunity and career progression are directly linked to a ratings manning level (i.e., personnel in undermanned ratings have greater promotion opportunity than those in overmanned ratings). Sea/Shore Rotation for This Rating First Sea Tour: 60 monthsFirst Shore Tour: 36 monthsSecond Sea Tour: 60 monthsSecond Shore Tour: 36 monthsThird Sea Tour: 48 monthsThird Shore Tour: 36 monthsFourth Sea Tour: 48 monthsForth Shore Tour: 36 months Note: Sea tours and shore tours for sailors that have completed four sea tours will be 36 months at sea followed by 36 months ashore until retirement. Note: The Naval Special Warfare community is a sea-intensive community. Due to the unique nature of the special warfare mission, sailors in the elite communities of Navy Special Warfare Operator (SO) and Naval Special Warfare Boat Operator (SB) should expect to serve back-to-back sea tours prior to assignment ashore. Sailors in these communities can expect their initial back-to-back sea tours to be within the same geographic location, contingent upon the needs of the Navy and NSW. Much of the above information courtesy of the Navy Personnel Command

Interview Questions for Pharmacists

Interview Questions for Pharmacists Interview Questions for Pharmacists No matter how good a candidate looks on paper, its essential to properly evaluate each job candidate to ensure theyre a good fit for your pharmacy. They need to have the appropriate skills, degrees, and certifications, but they also need certain soft skills. From outstanding customer service to a personality that fits into your organizations culture, choosing the right person can be a difficult task.   In most cases, you only have one interview to get an idea of whether or not a candidate will be a good fit. However, if you look at key data, you can make an educated selection for a new employee:   Find out the last places your candidate worked and chronologically go through and find out details about each job. It will give you an idea of if they are a job-hopper and likely wont be with you for more than a year, or if they have tried multiple career paths.  Ask them how their former bosses would rate them and what he or she would list as the candidate’s strengths and weaknesses. Look for honesty and a drive for self-improvement. Remember to follow up with former bosses as well to get their impressions of your candidate.   Ask the candidate what they rate as their biggest accomplishments and find out why those accomplishments are a big deal for them. It gives you an idea of their value systems, what goals they set and how they go about achieving their goals.  Have the candidate describe the team at the last three jobs he or she had, and how the company was when they left. Find out what role your candidate played in any changes. For instance, if the company went through a large merger, was the candidate part of team-building programs? That can be an indication of how he or she will work with you in the future.   Think about problems you have in your pharmacy- such as difficult customers- and ask the candidate how they would deal with that problem.Ask, What are your biggest weaknesses professionally and what have you done to overcome them?  Job candidates often turn it around and give responses such as “I work too hard.” But youre looking for a legitimate answer that highlights the candidates self-awareness and willingness to work on flaws. Look for a candidate who acknowledges her weakness, but then goes on to explain how she is working on correcting that weakness, such as I have a tendency to rush and forget to double-check my work. Im working on fixing this bad habit by making a checklist that I make myself go through with every project, to ensure I checked over everything thoroughly for accuracy. Ask, What’s the biggest misconception that people have about you and how do you overcome it? This will tell you about areas where the candidate is self-conscious or defensive. How they handle peoples impressions, gossip or other issues is an important part of how they will fit into the daily routine.   While hiring is never easy, particularly for a pharmacy position, if you do some preparation and choose interview questions carefully, you can improve your chances of hiring the right person.

ASME Journal Seeks Associate Editor

ASME Journal Seeks Associate Editor ASME Journal Seeks Associate Editor ASME Journal Seeks Associate Editor The Editorial Board of the Journal of Nanotechnology in Engineering and Medicine (JNEM) is currently seeking an associate editor in the area of bioengineering. The JNEM is the interdisciplinary journal supported by Bioengineering Division, Fluids Engineering Division, Heat Transfer Division and Materials Division. The Journal of Nanotechnology in Engineering and Medicine is uniquely focused on communicating the latest advancements in nanoscience and applications of nanostructures and nanomaterials to the creative conception, design, development, analysis, control and operation of devices and technologies in engineering, medical and life science systems. The JNEM associate editor would be an ASME member who, with the nomination of the Bioengineering Division and the approval of the journal's editorial board and the ASME Technical Committee on Publications and Communications, would work under the direction of the JNEM technical editor to assist in editing, reviewing, and revising of manuscripts submitted to the journal in the area of bioengineering. To be considered for the position, please send a curriculum vitae and a cover letter along with the names and contact information for three professional or academic reference to khusid@adm.njit.edu. To learn more about the Journal of Nanotechnology in Engineering and Medicine, visit http://nanoengineeringmedical.asmedigitalcollection.asme.org/journal.aspx.

Confessions of a Condescending Colleague

Confessions of a Condescending Colleague Confessions of a Condescending Colleague There’s at least one in every office- that woman who just seems to have it out for you. No matter what you say or do, she’s right there with a biting comment, just looking for the chance to discredit or embarrass you (or both).And while us ladies have long been known to use our wits to win battles rather than our fists, attacks like these can still make you feel like a punching bag, even if you don’t have the bruises to show for it.Today, though, I have a confession to make: I’ve been the offending party. Yeah, I know, I’m not proud of it. But I’m hoping that, by being completely honest about what I was thinking, you’ll have better insight on your own workplace nemesis, and be much better equipped for the next verbal assault.Here’s the story: A few years ago, I worked with a woman that I’m still convinced was hired purely for her ample cleavage (we’ll call her Sally). I’ll admit, that alone didn’t make her my least favorite person- it’s not like she could he lp it, right? But, when she introduced herself to me as a consultant who was hired to do my job, the claws came out.Though she was seemingly oblivious to the fact that our roles clearly overlapped, I wanted to make sure she knew she wasn’t welcome, and decided to resort to my eighth grade recess attack strategy.Like I said, not my finest moment (and sorry, Sally), but I did manage to learn a few lessons from this experience. Here are three strategies you can employ to help combat your catty colleague.Get PerspectiveAfter sitting myself down and thinking about my actions, I realized I had never considered where was Sally was coming from in all this.To be fair to her, I had no clue what she was told when she was hired. Maybe she wasn’t told that someone already fulfilled her new role. (Or, even worse, maybe she was told I wasn’t getting the job done.) As soon as I started to consider how things looked from her vantage point, it was much harder for me to be so critical, and I was forced to accept the possibility that we had both been misinformed about each other’s roles.If you’re not feeling the love from a colleague, yes, make an effort to understand where she’s coming from- but try to share your perspective on things with her as well. If you can help your colleague understand your circumstances, you’ll also help dispel the million (or more) assumptions she may have about you, help her see things in a new light, and, hopefully, encourage her to act her age.Grow a PairThe battles you’ll face in the office may not leave a mark, but your ego will certainly take some hits. Although I was previously convinced that Sally was deprived of a soul, I realize now it probably didn’t feel too great when she showed up for an event and her name tag was misspelled (every time), or when no one seemed to want to talk to her, or when her fellow co-workers constantly asked her to clarify for the hundredth time, “what is it you do, exactly?” (and, er, yes- thos e are totally fictional examples).If I were Sally, I would've been tempted to hide in a corner until it was safe to go home, but of course, that never solves the issue. On the contrary, Sally could’ve easily earned my respect- and instantly put me in my place- by calling me out on my childish actions.If someone is deliberately trying to put you down or make your life miserable, don’t take it. You don't have to put up with that behavior at work, and even though it’s tough, standing up for yourself and confronting someone may be just what it takes to cut her off for good.Know Your EnemyOf course, there might not be anything you can really do to completely quell your colleague’s fighting words. In these cases, I suggest the classic battle strategy that advises “know your enemy, and know yourself.” It was effective in feudal China, and it happens to be a smart approach for the office as well.After I recognized how unprofessional my reactions were, I decided to actually try t his one myself. I set about learning a bit more about my enemy- specifically, her motivation for taking this role.What I discovered was painfully simple. I won’t go into the gossip here, but suffice it to say that, once I understood what she was really after (hint: it wasn’t my job), she became a lot less of a threat.If someone has an issue with you at work, take some time to do a bit of research on her. Don’t snoop in her filing cabinets, obviously, but Google her, read articles she’s written, and casually ask your co-workers questions about her.Understanding a little more about your enemy, where she’s coming from, and what she might be after might not end the battle, but it may make you feel a little better about the situation.It’s a fact of life not everyone is going to like you, but that doesn’t mean you have to put up with condescending remarks. By taking some time to deconstruct your workplace enemy, you may be able to figure out where her hostility is coming fro m and react accordingly. And, if not, beat her at her own game, and make it a point to outclass her by doing a stellar job and never stooping to her level. Believe me, I’ll be taking my own advice on this one from now on!Photo courtesy of John O'Nolan.

Best Buys CEO says he uses 5 criteria to decide whether someones a leader

Best Buy's CEO says he uses 5 criteria to decide whether someone's a leader Best Buy's CEO says he uses 5 criteria to decide whether someone's a leader Best Buy‘s  CEO has five criteria to determine whether someone is a leader.“I’ve spelled out the five ‘be’s of leadership,” CEO and chairman Hubert Joly told Business Insider. “I think it resonates with what we’re trying to do.”Joly has led Best Buy’s turnaround efforts since taking on the role of CEO in 2012. By all accounts, his work has paid off, with the company’s share price increasing  271% over the past five years. Best Buy reported that comparable sales grew 5.6% in fiscal 2018.According to Joly, reducing turnover and promoting internal leadership in the Best Buy workforce has been a major part of the company’s recent success. As Best Buy develops its leaders, here are the “be”s that Joly says every leader needs to meet.1. Be a purposeful leader“Be clear about your purpose in life, what drives you, and make sure it’s connected with the purpose of the company,” he said.If you’re driven by making money or career advancement, that’s fine for some roles. But, many people want a deeper purpose in their career. You need to make sure that your purpose lines up with that of where you work.“Most of us want to do something meaningful,” Joly said. “We want to live a purposeful life.”2. Be clear about your role as a leader“Do you believe your role as leaders is to be the smartest person in the room, and make sure everybody knows that?” Joly asked. “Or is it to create an environment in which others can be successful and, you know, blossom and flourish and so forth?”Most companies need a leader who is willing to help others succeed - even if it doesn’t immediately benefit the leader.3. Be clear about who you’re servingA good leader is focused on serving the customers, not the boss, Joly believes.“If you believe you’re serving the servants, meaning people on the front line, and your role is to help them be successful, then you’ve got it,” he said.4. Be a values-driven leader“Integrity is really impor tant,” Joly said.Joly admits that some of his criteria can sound like “propaganda.” However, he says that proof is in the results. As a result of an emphasis on ethical, values-driven leadership, turnover at Best Buy has significantly decreased over the last five years.“These numbers with turnover and employee satisfaction, really, would not happen if we’re just going to tell people, ‘Be happy,’ ” Joly said.5. Be an authentic leaderJoly’s final leadership criteria is being yourself.“Work-life balance almost has the connotation that your work is not part of your life,” Joly said. “So you can be an aâ€", the most terrible person at work, and then you can be the most wonderful person outside - it makes no sense.”Instead, people should strive to be their full, authentic selves at all times.Kate Taylor is a retail reporter for Business Insider. She has previously covered food and franchises for Entrepreneur. Find her on Twitter @Kate_H_Taylor.This column was or iginally published on BusinessInsider.com.