The Female Brain

gender reassignment surgery female

What are Transgenders?

Has the cross-dresser on the road caught your attention today??

Want to know more about cross-dressers and other people from the transgender community???

If yes, then, this article will is must read for you…

The term ‘transgender’ has been derived from the Latin word ‘trans’ and the English word ‘gender’. Different sorts of individuals come under this category. No particular form of sexual orientation is meant through the term transgender. Heterosexual, homosexual, asexual, bisexual & pansexual - transgender people can identify themselves as any one of these types. The way they behave and act differs from the ‘normative’ gender role of men and women.

The ‘gender identity’ of a transgender (who can be male, female, ‘both male and female’ or ‘neither male nor female’) doesn’t go with his/her ‘assigned gender’, which is determined on the basis of a person’s physical or genetic sex. The characteristics that a transgender individual possess may be related to a specific gender, but they may identify somewhere else on the established gender scale. Transgenders can also identify themselves as ‘other’, ‘bigender’, ‘third gender’, ‘intergender’ or ‘agender’.

Though implied in the 1960s, the term ‘transgender’ became popular in the decade of 70s. The people who, without having gender reassignment surgery, had the desire of living cross-gender were described under the term. All the people whose gender assigned at the time of birth do not gell with their gender identity came under the umbrella of the term in the 1980s. The term is still evolving. According the definition by USI LGBT Campaign – Transgender Campaign (Dated 6th March 2007), transgenders are ‘’People who were assigned a gender, usually at birth and based on their genitals, but who feel that this is a false or incomplete description of themselves’’. People of several overlapping categories like transsexuals, cross-gender individuals, cross-dressers, drag queens; drag kings, transvestites, genderqueer and androgynes are included under transgender identity.

Whether people with ambiguous genitilia or intersex individuals are transgender is a matter of debate. For the female-to-male or FTM transgender people, the term ‘transman’ is used whereas MTF (male-to-female) transgender persons are referred by the term ‘transwoman’. The approximate ratio between transwoman and transman is 1:1.

Transsexual individuals, who constitute a major section of transgenders, prefer to live their lives as people from their opposite gender. Hormones and sex reassignment surgery fall under the agenda of several transsexual persons, who crave for a bodily change. The exact reason behind transsexualism is still an issue of research.

Cross-dresser individuals love to wear clothes usually worn by the members of opposite gender. It’s not necessary that cross-genders identify themselves as people of opposite gender or behave that way. In general, they do not opt for a sex change operation and consider themselves as heterosexual.

Drag king and drag queens are primarily performers who get draped in outrageous and larger-than-life costumes worn by the members of opposite sex. Some cross dressers also like to get identified as drag kings and drag queens.

A transvestite simply loves to cross-dress, but if the person has a fetish or obsession for cross-dressing, then the behavior is known as ‘transvestic fetishism’. Sexual play is an important part of the behavior of a transvestite.

A blend of sexual orientations and gender identities is signified by the term Genderqueer, which is a relatively new concept. In the binary sex system, genderqueerness is quite incomprehensible.

If people like to live as the gender other than that assigned at birth, then they are individuals who live cross-gender. For some of these persons, the term transsexual can also be applied. The human beings who live cross-gender without going for sex reassignment surgery are hailed as ‘transgenderists’.

Various expressions like beyond gender, entirely genderless, moving across genders, between genders etc. are used to refer the androgynes. Pangender, intergender, bigender, agender, non-gendered, ambigender people come under androgyne identities. Both physical and psychological androgyny can be observed.

Nowadays in professional literature, sexual orientation of a person is described without putting reference of his/her gender identity. The term ‘androsexual’ signifies ‘attracted to men’ whereas ‘gynosexual’ indicates individuals who are ‘attracted to women’. The phrases ‘attracted to neither’ and ‘attracted to both’ are used too. With respect to the gender identities and preferences of their transgender clients, therapists are gradually selecting separate terms. Though many professionals of this field advise their clients to opt for sex transition operation, this cannot be a solution for all transgender people, especially cross-gender individuals. In many Western as well as non-Western countries, state-of-the-art medical processes are available for transgender people. Among transmen, breast reduction surgery is quite common whereas transwomen love to go for electrolysis or laser hair removal.

In order to reflect their gender identity, many transgender people from the Western society have gone for changing their legal gender in addition to their names. In recent times, the terms ‘transgender and transsexual’ or just ‘trans’ is used with the purpose of respecting those transsexuals who do not wish to get identified as transgender. A person who has undergone ‘transition’ may not identify with the states of transgender or transsexual. They are now just a ‘man’ or a ‘woman’.

About the Author

Jason Rase provides gay sex personals and ways to find swinger sex online.

I'll Make a Man Out of You- The Sex Change Operation

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cerebral cortex anatomy

anatomy of the brain fill in the blanks?

Cerebral hemispheres
Pons
Midbrain
Cerebellum
Medulla
Diencephalon

i dont mean to be rude but these answers should be somewhere in your text book. try looking them up.

Nervous system: Cerebral cortex, insula ,white and gray matter, motor cotex, and Broca's area

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cerebellum spinal cord

Detailed Information on Medulloblastoma

Medulloblastoma is the most common malignant brain tumor in kids. Medulloblastomas are tumors that occur in the posterior fossa region of the brain. These tumors are also referred to as primitive neuroectodermal tumor (PNET). Tumors that have the similar characteristics can also arise in other parts of the brain. This tumor type has a tendency to spread to other areas of the brain and spinal cord. Tumours affecting the central nervous system (CNS), which is made up of the brain and spinal cord, are fairly rare. Medulloblastomas arise in the fourth ventricle, between the brain stem and the cerebellum.

The primary symptoms of any brain tumour are usually due to increased pressure within the skull (raised intracranial pressure). Common symptoms are unsteadiness, headaches, and vomiting due to hydrocephalus (from blockage of cerebrospinal fluid flow). Other specific symptoms connected with medulloblastoma are nystagmus (jerky eye movements), stiffness in the neck, and muscle weakness. The symptoms that people have will depend on the size and position of the tumour. The tumour is more common in boys than girls. Medulloblastoma almost always occurs in children less than 15 years old, and most commonly between the ages of 5-6 years.

In adults, medulloblastoma is rare, comprising less than 2% of CNS malignancies. They can also arise in adults, but this is extremely rare. The cause of medulloblastoma is unknown. Medulloblastoma is associated with recessively inherited Turcot and ataxia-telangiectasia syndromes. The treatment for medulloblastoma depends on a number of factors, including your child's general health and the size and position of the tumour. Surgery, radiation therapy and chemotherapy are used to treat medulloblastoma. The aim of surgery is to remove as much tumor as possible.

When surgery is done by highly skilled neurosurgeons using modern techniques, most tumors can be totally removed. Radiotherapy treatment is the employ of high-energy rays to kill the cancer cells and is commonly used after surgery to kill any remaining malignant cells. As medulloblastoma may spread through the CSF to the spinal cord, radiotherapy is given to the brain and spinal cord. Chemotherapy is the use of anti-cancer drugs that destroy cancer cells. It may be given alone, or together with surgery and radiotherapy, to treat medulloblastoma. Chemotherapy may be given to young children instead of radiotherapy.

About the Author

Juliet Cohen writes articles for beauty tips. She also writes articles for new hairstyles and fashion hairstyles.

my chiari story (a life of suffering)

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emotions

Business Case For Emotional Intelligence Ei And Emotional Intelligence Eq

What is the Business Case for Emotional Intelligence?

Institute for Health and Human Potiential http://www.ihhp.com/

Research data from a variety of sources points to a beneficial bottom-line impact when your people develop their emotional intelligence (EI) skills, http://www.ihhp.com/what_is_eq.htm.

Findings are grouped by category:  executives and managers, supervisors, sales.

Executives and Managers
Experienced partners in a multinational consulting firm were assessed on 17 EI competencies and three other competencies.  Partners who scored above the median on 9 or more of the 20 competencies delivered $1.2 million more profit from their accounts than did other partners – a 139 percent incremental gain (Boyatzis, 1999).
Analysis of over 300 top-level executives from fifteen global companies showed that six emotional competencies distinguished stars from the average: Influence, Team Leadership, Organizational Awareness, Self-Confidence, Achievement Drive, and Leadership, http://www.ihhp.com/keynotes.htm (Spencer, L. M., Jr., 1997).
Of 515 senior executives, those who were primarily strong in emotional intelligence were more likely to succeed than those who were strongest in either relevant previous experience or IQ. In other words, emotional intelligence was a better predictor of success than either relevant previous experience or high IQ. More specifically, the executives were high in emotional intelligence in 74 percent of the successes and only in 24 percent of the failures. The study included executives in Latin America, Germany, and Japan, and the results were almost identical in all three cultures (Study by search firm Egon Zehnder International).
Financial advisors at American Express whose managers completed an emotional competence training program were compared to an equal number whose managers had not. During the year following training, advisors whose managers had been trained grew their businesses by 18.1% compared to 16.2% for those whose managers were untrained.
A large beverage firm found that 50% of division presidents left within two years, generally due to poor performance. When the firm started selecting based on emotional competencies such as initiative, self-confidence, and leadership, only 6% left in two years. Furthermore, the executives selected based on emotional competence were far more likely to perform in the top third based on salary bonuses for performance of the divisions they led: 87% were in the top third. In addition, division leaders with these competencies outperformed their targets by 15 to 20 percent. Those who lacked these competencies under-performed by almost 20% (McClelland, 1999)

The Center for Creative Leadership found in their research that the primary causes of derailment in executives involve deficits in emotional competence. The three primary ones are difficulty in handling change, not being able to work well in a team, and poor interpersonal relations.
Accurate self-assessment is one of the foundations of emotional competence.  Competence in this area was associated with superior performance among several hundred managers from 12 different organizations (Boyatzis, 1982).
At Sears, the most successful store managers were those best able to manage their feelings and handle stress, emotional intelligence competencies.  Successful managers achieved higher net profits, sales per square foot, sales per employee, and per dollar of inventory investment than managers less able to cope with their emotions and stress (Lusch & Serpkeuci, 1990).
A study of 130 executives found that how well they handled their own emotions determined how much people around them preferred to deal with them (Walter V. Clarke Associates, 1997).

Supervisors
Supervisors in a manufacturing plant were trained in emotional competencies such as listening skills and helping employees resolve problems on their own.  As a result, lost-time accidents were reduced by 50 percent, formal grievances were reduced from an average of 15 per year to 3 per year, and the plant exceeded productivity goals by $250,000 (Pesuric & Byham, 1996). In another manufacturing plant where supervisors received similar training, production increased 17 percent. There was no increase in production for a control group of similar supervisors who were not trained (Porras & Anderson, 1981).

Sales
A national insurance company found that insurance agents who were weak in emotional competencies such as self-confidence, initiative, and empathy sold policies with an average premium of $54,000. Those who were very strong in at least 5 of 8 emotional competencies sold policies worth $114,000 (Hay/McBer Research and Innovation Group, 1997).
Optimism is an emotional competence which leads to increased productivity. New salesmen at Met Life who scored high on a test of optimism sold 37 percent more life insurance in their first two years than pessimists (Seligman, 1990).
At a computer company, sales representatives who were hired based on their emotional competence were 90% more likely to finish their training than those hired on other criteria (Hay/McBer Research and Innovation Group, 1997).
Sales people at a national furniture retailer who were hired based on emotional competence had half the dropout rate during their first year, compared to the previous selection method (Hay/McBer Research and Innovation Group, 1997).
The most successful debt collectors in a large collection agency had an average goal attainment of 163% over a three-month period. They were compared with a group of collectors who achieved an average of 80% suring the same time period. The successful collectors scored significantly higher in the emotional intelligence competencies of self-actualization, independence, and optimism. (Self-actualization refers to a well-developed, inner knowledge of one's own goals and a sense of pride in one's work.) (Bachman et al., 2000).
At American Express, sales people trained in Emotional Intelligence outsold sales people not trained in EQ by 10%.

At Hallmark Communities, sales staff who developed their EQ generated 25% more sales than untrained sales staff.

A US corporation measured the EQ of 1000 sales people, based throughout the U.S. and in Japan, England, & Germany.  They measured the EQ of both successful (at 100% of goal or better) and unsuccessful sales people (at 70% of goal or less).  The
successful sales people were 2.7 times more likely to score well on the EQ measure.  Of the 262 highest scoring salespersons, 95% were at 100% of goal or more.
At L’Oreal, sales agents selected on the basis of specific emotional competencies significantly outsold salespeople selected using the company’s previous selection procedure. On an annual basis, salespeople selected on the basis of emotional competence sold $91,370 more than other salespeople did, for a net revenue increase of $2,558,360. Salespeople selected on the basis of emotional competence also had 63% less turnover during the first year than those selected in the typical way (Spencer & Spencer, 1993; Spencer, McClelland, & Kelner, 1997).
In jobs of medium complexity (sales clerks, mechanics), a top performer is 12 times more productive than those at the bottom and 85 percent more productive than an average performer. In the most complex jobs (insurance salespeople, account managers), a top performer is 127 percent more productive than an average performer (Hunter, Schmidt, & Judiesch, 1990). Competency research in over 200 companies and organizations worldwide suggests that about one-third of this difference is due to technical skill and cognitive ability while two-thirds is due to emotional competence (Goleman, 1998). (In top leadership positions, over four-fifths of the difference is due to emotional competence.)
The US Air Force found that the most successful recruiters scored significantly higher in the emotional intelligence competencies of Assertiveness, Empathy, Happiness, and Emotional Self Awareness. The Air Force also found that by using emotional intelligence to select recruiters, they increased their ability to predict successful recruiters by nearly three times. The immediate gain was a saving of $3 million annually. These gains resulted in the Government Accounting Office submitting a report to Congress, which led to a request that the Secretary of Defense order all branches of the armed forces to adopt this procedure in recruitment and selection. (The GAO report is titled, "Military Recruiting: The Department of Defense Could Improve Its Recruiter Selection and Incentive Systems," and it was submitted to Congress January 30, 1998. Richard Handley and Reuven Bar-On provided this information.)

References
Bachman, J., Stein, S., Campbell, K., & Sitarenios, G. (2000). Emotional intelligence in the collection of debt. International Journal of Selection and Assessment, 8(3), 176-182.
Boyatzis, R. E. (1999). From a presentation to the Linkage Conference on Emotional Intelligence, Chicago, IL, September 27, 1999.
Boyatzis, R. (1982). The competent manager: A model for effective performance. New York: John Wiley and Sons.
Goleman, D. (1998). Working with emotional intelligence. New York: Bantam.
Hay/McBer Research and Innovation Group (1997). This research was provided to Daniel Goleman and is reported in his book (Goleman, 1998).
Hunter, J. E., Schmidt, F. L., & Judiesch, M. K. (1990). Individual Differences in Output Variability as a Function of Job Complexity. Journal of Applied Psychology, 75, 28-42.
Lusch, R. F., & Serpkeuci, R. (1990). Personal differences, job tension, job outcomes, and store performance: A study of retail managers. Journal of Marketing.
McClelland, D. C. (1999). Identifying competencies with behavioral-event interviews. Psychological Science, 9(5), 331-339.
Pesuric, A., & Byham, W. (1996, July). The new look in behavior modeling. Training and Development, 25-33.
Porras, J. I., & Anderson, B. (1981). Improving managerial effectiveness through modeling-based training. Organizational Dynamics, 9, 60-77.
Richman, L. S. (1994, May 16). How to get ahead in America. Fortune, 46-54.
Seligman, M. E. P. (1990). Learned optimism. New York: Knopf.
Spencer, L. M., Jr. , & Spencer, S. (1993). Competence at work: Models for superior performance. New York: John Wiley and Sons.
Spencer, L. M. J., McClelland, D. C., & Kelner, S. (1997). Competency assessment methods: History and state of the art. Boston: Hay/McBer.
Walter V. Clarke Associates. (1996). Activity vector analysis: Some applications to the concept of emotional intelligence. Pittsburgh, PA: Walter V. Clarke Associates.

About the Author

Bill Benjamin: The Science behind Great Leaders. How will you keep talent and engage young generations? How will you manage demands and find time to coach your team? Few leaders’ have clearer solutions than Bill Benjamin, an expert in Emotional Intelligence. The CEO of the Institute for Health and Human Potential, Bill has presented to clients that include The U.S Army and NASA. Keynotes, Leadership 2.0, The Science behind Great Leaders: Managing emotions more intelligently to lead more effectively; Why EI counts more than IQ in leadership performance; Reasons people get promoted and achieve results; Science of emotions that drive behavior. The Big Disconnect, Why most Leaders miss out on engaging the next Generation: Strategies to engage the ‘new generation’; How high potential Gen X & Y’s become more effective leaders. High Performance Sales, What Makes a Successful Sales Person? Qualities that differentiate the top 20%, Resilience in the face of setbacks and adversity, Connect to the needs of clients.

Destiny's Child - Emotion

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food for brain function

Brain Food, Not!

Brain Food… Not!

Being bombarded with media, it is impossible not to know which kinds of food are bad for us. But still, we keep taking or ingesting them in the hopes that all those bad effects would go away. But perhaps, it is nice to be reminded of why they are considered bad in the first place to gain consciousness about these things and hopefully stop taking them. It’s for our own good anyway.

We all know that alcohol, when taken in huge amounts, is bad for our body and overall well being. Countless criminal cases have already  been filed and reported all over the world due to alcohol abuse and intoxication (rape,  drunk driving, death, etc.) Alcohol is good when taken in moderation. There are even studies that say it helps regulate the heart rate and blood pressure (like with red wine). The key is the word "moderation". Otherwise, you end up like all those victims of the cases mentioned. For those who are still ignorant about how the alcohol affects the body, let me describe it to you.  Alcohol is a substance that goes straight to the brain thereby killing brain cells in the process. This is why you get drunk, woozy or tipsy. You also lose motor control and your emotional reality drastically changes. Most of you will feel uninhibited, more carefree than usual and even indestructible for some.

Now let's talk about Nicotine. Like alcohol, this substance also affects the brain in a very bad way (aside from the countless illnesses it can cause you through chronic use). Nicotine constricts capillaries and therefore restricts blood flow to your brain. Blood brings oxygen to the brain, right? So without blood, there's no supply of oxygen and when you have poor oxygen in your brain, your brain functioning is hampered. In extreme cases, it gets fatal.

Hydrogenated fats, though not as negatively potent as the first two above, can cause heart failure and other heart diseases through continued ingestion.  It is actually an ingredient of the top 5 cancer-causing food of today (e.g. hotdogs, bacon, donut, fries, chips/cookies).

These three types of substances should be avoided as much as possible for better brain and body health.

Most of us don't know this but those artificial food substances and flavoring included in the processed food we take can lower a person's brain power.  One of the things they do is cause erratic fluctuations in your blood sugar level leading to drastic and erratic mood swings, over fatigue and moody behavior. One of the best things you can do to avoid this is to not include refined flour and sugar products in your diet. Potatoes, for instance, when taken in excessive amounts, are not good for your health either.

Let me explain to you the process further:

Carbohydrates turn into sugar once it gets digested. 20% of these carbohydrates are used by your brain. The brain always prefers to have a steady supply of blood sugar rather than an erratic supply of them (meaning, having huge supply sometimes, and then little supply in some occasions) which happens when a person goes on a yo-yo kind of diet. Otherwise, the fluctuation of blood sugar results to lethargy and moodiness. What you can do is try to eat many times in a day but in small quantities. This way, your blood sugar levels are always balanced. You feel active & renewed, mood swings are at bay and you can think more clearly. Always remember that processed flour and sugary products are the kinds of simple carbohydrates that can cause wild fluctuations in your system. So take them in moderation or don't take them at all. When wild fluctuations happen, a surge of insulin enters the blood stream which leads to hypoglycemia or plunging blood sugar level which then causes adrenal hormones to be released. This makes you feel that "sugar high" feeling. If you keep experiencing "sugar highs and sugar lows", your moods will be affected, you tend to feel sleepy, you're not as attentive and alert. This shows that you are not able to maximize your brain function.

Keep in mind that simple carbohydrates are bad for your brain while complex carbohydrates are good for your brain. The latter help improve your alertness and mental capacities. It helps improve your brain power.  Looking at their molecular structure under a microscope, you will observe that they are long like those of our intestines. This means that it takes a long time for them to get digested and turned into blood sugar. Therefore, it avoids the so-called sugar rush in your system. Instead, they give a steady supply of balanced sugar levels to your blood stream.

About the Author

Karen Prime (http://www.more-iq.blogspot.com/)

Organic Live Whole Raw Food Concentrate Marine Phytoplankton Enhancing Brain Function

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