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worst human being to exist.

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☺️👉🏼👈🏼

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the satisfaction of deleting notes once your exams end

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Being a student and a writer at the same time involves a lot of arguing with yourself over when it is appropriate to write and when it is appropriate to do work.

The answer somehow always ends up being that it's time to sleep, but we keep arguing anyway.

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A girlfriend, good grades and a good script can fix everything.

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Where there is deep grief , there was great love.

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Happy Baarthday @kanyarasi-gang 🎈🥳🎉

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Leaves you foottapping

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Paatal lok has left me with some points and insights and for sure it helped me to revive an old story of mine which I wrote for a senior hero.

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parso is a very dangerous concept of time

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Delia Owens, Where the Crawdads Sing

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I love mexican standoffs.

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Writing a "Curious" Character

Curiosity - the impulse or desire to investigate, observe, or gather information, particularly when the material is novel or interesting.

This drive appears spontaneously in nonhuman animals and in young children, who use sensory exploration and motor manipulation to inspect, bite, handle, taste, or smell practically everything in the immediate environment.

The Five-Dimensional Model of Curiosity

Deprivation sensitivity—recognizing a gap in knowledge the filling of which offers relief. This type of curiosity doesn’t necessarily feel good, but people who experience it work relentlessly to solve problems. This dimension was derived from Berlyne and Loewenstein’s work.

Joyous exploration—being consumed with wonder about the fascinating features of the world. This is a pleasurable state; people in it seem to possess a joie de vivre. This dimension was influenced by Deci’s research.

Social curiosity—talking, listening, and observing others to learn what they are thinking and doing. Human beings are inherently social animals, and the most effective and efficient way to determine whether someone is friend or foe is to gain information. Some may even snoop, eavesdrop, or gossip to do so. This dimension stems from Renner’s research.

Stress tolerance—a willingness to accept and even harness the anxiety associated with novelty. People lacking this ability see information gaps, experience wonder, and are interested in others but are unlikely to step forward and explore. This dimension builds on recent work by Paul Silvia, a psychologist at the University of North Carolina at Greensboro.

Thrill seeking—being willing to take physical, social, and financial risks to acquire varied, complex, and intense experiences. For people with this capacity, the anxiety of confronting novelty is something to be amplified, not reduced. This dimension was inspired by Zuckerman's work.

The researchers conducted surveys across the United States to discover which of the dimensions lead to the best outcomes and generate particular benefits.

For instance, joyous exploration has the strongest link with the experience of intense positive emotions.

Stress tolerance has the strongest link with satisfying the need to feel competent, autonomous, and that one belongs.

Social curiosity has the strongest link with being a kind, generous, modest person.

They also explored attitudes toward and expressions of work-related curiosity.

In a survey of 3,000 workers in China, Germany, and the United States, they found that 84% believe that curiosity catalyzes new ideas, 74% think it inspires unique, valuable talents, and 63% think it helps one get promoted.

In other studies across diverse units and geographies, they have found evidence that 4 of the dimensions—joyous exploration, deprivation sensitivity, stress tolerance, and social curiosity—improve work outcomes.

The latter two seem to be particularly important: Without the ability to tolerate stress, employees are less likely to seek challenges and resources and to voice dissent and are more likely to feel enervated and to disengage.

And socially curious employees are better than others at resolving conflicts with colleagues, more likely to receive social support, and more effective at building connections, trust, and commitment on their teams.

People or groups high in both dimensions are more innovative and creative.

A monolithic view of curiosity is insufficient to understand how that quality drives success and fulfillment in work and life. To discover and leverage talent and to form groups that are greater than the sum of their parts, a more nuanced approach is needed.

Psychologists have compiled a large body of research on the many benefits of curiosity:

It enhances intelligence: In one study, highly curious children aged three to 11 improved their intelligence test scores by 12 points more than their least-curious counterparts did.

It increases perseverance, or grit: Merely describing a day when you felt curious has been shown to boost mental and physical energy by 20% more than recounting a time of profound happiness.

And curiosity propels us toward deeper engagement, superior performance, and more-meaningful goals: Psychology students who felt more curious than others during their first class enjoyed lectures more, got higher final grades, and subsequently enrolled in more courses in the discipline.

Since the 1950s psychologists have offered competing theories about what makes one person more curious than another. Rather than regard curiosity as a single trait, we can now break it down into five distinct dimensions. Instead of asking, “How curious are you?” we can ask, “How are you curious?”

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