We examined state-readiness for change and trait-resistance to change, and assessed the distinctiveness of the two constructs, their stability over a four-to-six-month period, and the capacity for each to be influenced by transformational leadership. Equivalence testing suggested that each construct was measuring a distinct phenomenon. However, neither readiness for a specific change (state-readiness) nor resistance to organizational change in general (trait-resistance) were particularly stable over time (rs = .31, .30). In addition, while transformational leadership was significantly correlated with both state-readiness and trait-resistance at Time 1 (rs = .40, -.24), it was only significantly correlated with state-readiness at Time 2 (r = .34). Transformational leadership at Time 1 had a small predictive relationship with state-readiness several months later at Time 2 (r = .20). However, this predictive relationship was no longer significant after controlling for precursory and contemporaneous employee attitudes toward change. Results are discussed with a particular focus on the management of unplanned change events such as the recent Covid-19 pandemic. The implications of this research for traditional versus emerging leadership ontologies are also explored.MAD statementIn the aftermath of the COVID-19 pandemic, where workplaces were required to implement major changes with little advance notice, the stability of employee attitudes toward change has been a critical consideration. The present study suggests that organizations may approach their preparations for future unplanned changes with a degree of optimism. Employee attitudes toward change may be less stable than previously suggested. Our findings revealed that the behaviour of designated leaders had only a small and temporary association with employee attitudes toward change. The study suggests the promise of emerging leadership perspectives that reconceptualize leadership as a collective social process driven by all employees during times of significant change.

The post-World War II occupation of western Germany remains salient to developing theories of post-war crime, insurgency, and policing during post-conflict reconstruction. Yet there are no quantitative assessments of civilian crime for its first year (1945–6). Different from the Soviet-controlled East, where there is a relatively robust consensus that social and governmental disorder led to prolonged violent criminality, the picture for the western US and British zones is less clear and the literature is disjointed. We address this gap and in so doing help resolve the account of post-war criminality in the west with new data derived from the records of the US and British military government courts. Comparative analyses of crimes against the person, against property, and against civil restrictions were conducted. We employed a historical criminological approach to interpreting these data and to extrapolating their findings to current theories of counterinsurgency, post-conflict policing, and reconstruction. They indicate high rates of petty property crimes, minor civil violations, and limited violent disorder, commensurate with earlier studies of 1947 onwards. We could also better assess contested accounts of social conditions, revealing a more nuanced picture than prior historical analyses. Drawing on criminological, psychological, and counterinsurgency theories, we suggest that economic and social strain forced extensive minor law-breaking that, when combined with intense anxieties, manifested as fear of violent crime. But, importantly, Germans remained confident in the US and British military governments’ ability to ensure security, aiding the west’s recovery.

Leisure-time physical activity has well demonstrated benefits in mitigating symptoms of depression and, to a lesser extent, anxiety. A variety of theoretical mechanisms have been proposed as mediators of this linkage. There has been no reported attempt to develop a unified model of the relative contributions of the proposed mechanisms. To begin to fill this gap, 394 first-year university students were surveyed concerning their participation in physical activity (broadly defined), their level of depressive and anxiety symptoms as indexed by the Kessler 10, and four mediators identified as promising candidates in the literature: behavioral activation (sense of purpose and achievement), belonging (sense of social contact and inclusion), sense of flow (concentrated engagement in activity), and coaching relationship (formal or informal assistance from another person). Each of the candidate mechanisms individually mediated the relationship between physical activity and the K10 score. However, the scores for each of the mechanisms themselves were inter-correlated to a small or medium degree. When all scores were analysed as an integrated model, only behavioral activation and belonging were significant mediators. Once these two mediators had been accounted for, there was no additional direct effect of physical activity on both depression and anxiety. The next steps for refining and testing the model are discussed.

The present study was part of an evaluation of the Arts for Recovery, Resilience, Teamwork and Skills (ARRTS) program conducted by the Australian Defence Force (ADF) for wounded, injured and ill veterans as an adjunct to their established treatments. Two previous evaluations, one using categorical judgments and one using standardised rating scales, yielded evidence of overall benefit plus specific benefits in terms of behavioural activation (e.g., sense of purpose and achievement), belonging (sense of social contact and inclusion), sense of flow (concentrated engagement) and good relationships with instructors/mentors. The previous evaluations diverged in their evidence regarding the duration of the benefits of the ARRTS program. The first indicated that high levels of benefit lasted over 24 months, but the second study revealed that the ratings returned to baseline within six months. The current evaluation used primarily categorical judgments of benefits, focusing on the three- and six-month intervals following the program. In agreement with the first evaluation, benefits remained at high levels through the three- and six-month periods. In addition to the categorical judgments, most respondents reported continuing with art-based activities following the program, plus a desire for follow-up contact with fellow participants and arts groups. The results of this and previous evaluations are discussed with respect to emotional memory processes that encode the overall reaction but not its detailed aspects over time.

Arts-based activities are increasingly being offered to current and former military members as an adjunct to their established therapeutic interventions. Individuals who undertake arts-based activities have shown reductions in both anxiety and depressive symptoms. However, little is known about the specific mechanisms engaged by these activities or the duration of their positive effects. The current research aims to test changes in four mechanisms-specifically, behavioural activation, belonging, therapeutic alliance and flow states-that have been prominent contributors to success in established therapeutic interventions. The mechanisms plus changes in anxiety, depression and core self evaluations were assessed during a four-week art-based program for veterans that included visual, written, musical or theatrical streams in a nonclinical setting. Participants demonstrated increased positive changes in all four mechanisms and core self evaluations, which peaked at the end of the program. Conversely, anxiety and depressive symptoms reduced in a similar pattern. Over a six-month follow-up, the scores on all measures returned to levels similar to their baselines.

We examined the malleability of two frequently-cited attitudes toward change and their relationship with transformational leadership using a repeated measures design for two time points separated by six to eight months in two organizations (N = 165). Readiness fora specific change (state-readiness) together with generalized resistance to change (traitresistance) were measured. State-readiness showed a significant correlation between time points (r = .50) and a significant increase over time. In contrast, trait-resistance did not show a significant change over time but did show a significant correlation between time points (r= .62). Transformational leadership was correlated with state-readiness at both Time 1 (r = .46) and Time 2 (r = .47) but was not correlated with trait-resistance at either time point. A hierarchical regression revealed that the variables for organization, state-readiness at lime 1, trait-resistance at Time 2, and transformational leadership at Time 2 additively explained 46.5% of variance in state-readiness at lime 2. The results are discussed with respect to their implications for change management theories. MAD statement Leaders are thought to play a key role in influencing employees to implement an organizational change. Less is known whether leaders, who use transformational behaviours, will have a short-term and/or longer lasting influence on employee attitudes toward change. A survey of employees at two time points several months apart revealed that transformational leadership had a significant concurrent, but not lasting, association with attitudes toward a specific change. Consequently, sizeable initial leadership efforts to shape employee attitudes that are not sustained may be wasted. However, these results also mean that mistakes in leadership at the start of a change may be correctable over the course of implementation.

The disruptive and at times traumatic nature of military service can create mental health issues among veterans. Wounded, injured or ill personnel, even if their physical and psychological rehabilitation goes well, can experience an acute loss of purpose and structure that is provided during their military service, especially post-discharge. It is also increasingly recognised that contemporary veterans have unique requirements, and in this context, military personnel often find their traditional medical and psychological treatments are insufficient to address their needs. Fortunately, there is growing evidence that a range of exercises, such as physical activity as well as animal- and art-based activities can serve as worthwhile adjuncts to more familiar programs of rehabilitation and reintegration. There is growing evidence that these activities reduce anxiety, depression and PTSD symptoms - all of which are relevant to military personnel. The theoretical basis concerning symptom reduction includes behavioural, cognitive and neurophysiological theories. Tests of these theories may result in enhanced treatment. This paper will describe these adjunct activities and how they are being implemented with Australian Defence Force (ADF) personnel, with particular focus on the evidence and theories surrounding art-based endeavours as an adjunct to established therapies.

Increasingly, military personnel are being exposed to arts-based rehabilitation activities that have been demonstrated as having positive effects in reducing both depressive and anxiety-based symptoms. However, little is known about the specific processes that are engaged by these activities, as well as the duration of positive effects. This study aimed to uncover the underlying contributors to the positive effects as recalled by the military personnel who undertook a four-week program of training leading to visual, written, musical or theatrical creations, in a nonclinical setting.The respondents reported benefits from the program, including sustained increases in behavioural activation, sense of belonging, flow and therapeutic alliance with the trainers during and following the program. Many respondents recalled that the positive effects of the program were enduring, lasting up to 24 months or longer. All four positive effects clustered strongly on a single factor. Most respondents felt they would have benefited from a follow-up activity after the conclusion of the program. Respondents who had a higher core self-evaluation score reported more benefits from the program than those who did not.

INTRODUCTION Cohesion within military teams is not only vital to their performance but also modulates the adverse impact of work stressors on mental health, including depression, distress, and morale. This study stems from previous findings concerning cohesion during recruit training in the Australian Army. In that study, ratings of cohesion clustered on three dimensions, namely horizontal bonding among team members, vertical bonding with leaders, and organizational bonding with the wider army. Ratings on all three dimensions increased during recruit training, similar to what has been during U.S. Army basic training. The present study takes the next step, which is to determine the relationship between team cohesion and external measures of group performance during training in three types of military occupational specialty, specifically, infantry, quartermaster, and administrative clerk. MATERIALS AND METHODS The final sample of respondents consisted of 261 infantry trainees, 22 quartermaster trainees, and 39 administrative clerk trainees. These sample sizes, their gender distribution (9% female), and age distribution are proportional to their representation in the Australian Army. The questionnaires given to trainees and their instructors were adapted from Siebold and Kelly's Platoon Cohesion Index used for measuring the types of bonding within a team. The questionnaire for trainees was administered three times during their respective courses. The cohesion questionnaire for instructors was administered at the completion of training. This study was conducted under defence ethics approval DPR-LREP 069-15. RESULTS The trainees' ratings of horizontal, vertical, and organizational bonding generally started at a high value and further increased throughout each of the three courses. Vertical bonding tended to be higher than the horizontal bonding, which in turn was consistently higher than organizational bonding. At the end of each course, the trainees' ratings of horizontal bonding had a large significant correlation with their instructors' ratings of the trainees' horizontal bonding (r = 0.70), while the ratings of vertical bonding by the trainees versus their instructors had a smaller correlation (r = 0.21). In relation to the trainees' individual grades on their course, the trainees' grades were not significantly correlated with their section's horizontal bonding (r = 0.29), while their section's mean grade was correlated with their instructors' ratings of horizontal bonding (r = 0.44). CONCLUSIONS The present results during military occupational specialty training paralleled previous findings that Australian Army recruits quickly developed solid team cohesion early in their training, which generally continued to rise in all three courses. Furthermore, as seen previously with recruits, vertical bonding between section members in all three courses and their instructor leaders tended to be higher than horizontal bonding among team members, which in turn was higher than vertical bonding of the trainees with the wider Army. These findings have useful implications for health professionals. When discussing feelings of depression, distress, and low morale, health professionals might explore a military member's sense of bonding with their team members, their leaders, and their wider organization as possible contributors to their concerns. By the same token, advice aimed at promoting cohesion may help evoke their protective effects.

Introduction With the removal in 2016 of restrictions on recruiting women to the combat arms in the all-volunteer Australian Army, a key question has been whether adding women to small combat teams will reduce the sense of cohesion among their members, which entails their subjective bonds with each other, their leader, and wider organization. Despite recent initiatives in Australia and the USA, there are too few women in combat units in any country to answer this question and how these subjective bonds affect a team's ability to stick together under pressure. Men and women recruits in the Australian Army have undertaken basic soldier training in mixed-gender teams since 1995. Recruit training provides the foundation of teamwork and cohesion in all types of units. The present study capitalized on this well-established practice as an avenue for illuminating the development of cohesion in the form of subjective bonds within mixed-gender teams. Materials and Methods The respondents were 89 females and 434 males, who were members of 46 teams denoted as "sections," each consisting of 9-12 recruits. The gender mix of the sections varied from 0% female (all males) up to 55.6% females. The recruits were surveyed on three occasions during the 81-day recruit training (Days 10, 46, 80). The questionnaire comprised 18 items asking the recruits' ratings of "vertical" bonding with their instructor/leaders, "horizontal" bonding within their sections, and "organizational" bonding with the wider Australian Army. This study was conducted under Defence ethics approval DPR-LREP 069-15. Results At the start of training, vertical bonding of the recruits with their instructor/leaders was significantly higher than horizontal and organizational bonding, which were similar. During training, all three types of bonding as rated by both female and male recruits increased and largely converged to a high level. Any apparent gender-related differences were not statistically significant. Bonding scores for females did decline slightly as the proportion of women increased, but only significantly for vertical bonding. Even these declines all occurred within a band of high scores. For male recruits, there was no discernible relationship of bonding scores with the percentage of females in a section; the lines of best fit appeared flat. Conclusions Within the Australian Army, women and men have been trained in mixed-gender sections since 1995 with sustained success, at least anecdotally. The present findings provide the first independent confirmation that all three dimensions of cohesion increase in strength during recruit training much to the same degree in women and men alike. To the extent that felt cohesion translates into effective teamwork, mixed-gender training establishes a sound foundation for integrating women into combat units as well as support units, where they have traditionally served.

Introduction: Armed forces view their officers' character as foundational to their ability to lead the personnel entrusted to them. The character of junior officers is of particular interest, because they must increasingly make quick, morallyladen decisions while dispersed among civilians without time to consult their commanders. However, little is systematically known about the character of officers. Accordingly, the present study was aimed at mapping Australian Army junior officers' perceptions of the chief aspects of their own character and also those of their main role models, specifically, their senior officers, including their trustworthiness as an essential aspect of effective leadership. The present study also tested whether these character perceptions were aligned with four core values of the Australian Army -courage, initiative, teamwork, and respect which are intended to shape the character of its personnel. Materials and Methods: The respondents (N = 171 lieutenants) ranked how well each of 24 positive character strengths applied to themselves as individuals. To test the alignment of these rankings with the respondents' perception of their leaders' character, respondents nominated the five top strengths of their effective leaders. This study was approved by the Australian Defence Human Research Ethics Committee (ADHREC 009-2013). Results: With regard to the first aim, five character strengths -integrity, leadership, good judgment, trustworthy, and teamworker -were ranked by the respondents as being their chief personal strengths at frequencies significantly above those expected from random allocation. With regard to the second aim, the respondents aligned the rankings of their character strengths with those of their effective leaders through the entire list, not just the highest-ranking items. Nevertheless, there were two significant differences. The respondents assigned their leaders higher ranks for wisdom than for themselves, but assigned lower ranks to their leaders for being trustworthy. With regard to the third aim, the respondents' perceptions of their chief character strengths were not well aligned with the four core values of the Australian Army. Teamworker was given a significant top ranking, but courage, initiative, and respectful were not. Thus, the respondents did not appear to respond according to organizational demand characteristics. Conclusions: The present study achieved its aims. First, it revealed five character strengths that junior officers in the Australian Army tended to see as their own chief strengths. Second, the junior officers saw their character strengths as aligned with those of their senior officers. By and large, this alignment extended across all the character strengths, regardless of their specific ranking. Subject to further experimental testing, this finding provides correlational evidence that junior officers may model their character on what they see in their senior officers. Third, in contrast, the junior officers' rankings were not well aligned with the Australian Army's stated core values. The junior officers saw teamworker as one of their chief strengths, but not courage, initiative, or respectful. This pattern does not imply that the junior officers rejected strengths as valuable but only that they are not among the junior officers' own chief strengths.

For the past 32 years, we have polled first-year biology students annually at the University of New South Wales concerning their views about evolution and creationism. The purposes of the research were to identify the level of commitment among incoming students to creationist beliefs that could interfere with their receptivity to evolutionary science and to assess in retrospect whether these creationist beliefs were changing over time.

Introduction:Although men and women recruits to the Australian Army have trained in mixed-gender platoons since 1995, restrictions on women joining the combat arms were only removed in 2016. As part of a longitudinal study starting with recruit training, this article examined recruit records collected before 2016 with the aims of delineating (1) the relative performance of women versus men in mixed-gender platoons and (2) the relative performance of men in mixed-gender platoons versus all-male platoons.Materials and Methods:De-identified instructor ratings for 630 females and 4,505 males who completed training between 2011 and 2015 were obtained. Recruits were distributed across 128 platoons (averaging 41.6 members, SD = 8.3) of which 75% contained females, in proportions from 5% to 45%. These analyses were conducted under defense ethics approval DPR-LREP 069-15.Results:Factor analyses revealed that instructor ratings generally loaded onto a single factor, accounting 77.2% of the variance. Consequently, a composite recruit performance score (range 1-5) was computed for 16 of 19 competencies. Analyses of the scores revealed that the distributions of the scores for females and males overlapped considerably. Observed effects were negligible to small in size. The distributions were all centered between 3.0 and 3.5. In mixed-gender platoons, 51% of the females and 52% of the males fell in this band, and 44% of recruits in all-male platoons had scores in this band. The lower three bands (1.0-3.0) contained a slightly greater proportion of females (18%) than males in either mixed-gender platoons (12%) or all-male platoons (12%). Conversely, the upper three bands (3.5-5.0) contained a slightly smaller percentage of females (31%) than males in either mixed-gender platoons (36%) or all-male platoons (44%). Although scores for females were reliably lower than those of males in mixed-gender platoons, χ2 (4) = 16.01, p < 0.01, the effect size (V = 0.07) did not reach the criterion for even a small effect (0.10). For male recruits, those in mixed-gender platoons had scores that were reliably lower than in all-male platoons, χ2 (4) = 48.38, p < 0.001; its effect size (V = 0.11) just exceeded the criterion for a small effect (0.10). Further analyses revealed that male scores had a near-zero correlation (r = -0.033) with the proportion of females in platoons (0-45%).Conclusion:This large-scale secondary analysis of instructor ratings of female and male recruits provides a platform for monitoring the integration of women into the combat arms. The analyses revealed nearly complete overlap in the performance of female versus male recruits. The detected gender-related differences were negligible to small in size. These small differences must be viewed with considerable caution. They may be artifacts of rater bias or other uncontrolled features of the rating system, which was designed for reporting individual recruit performance rather than aggregate analyses. Even with these limitations, this baseline snapshot of recruit performance suggests that, at recruit training, women and men are already working well together, which bodes well for their subsequent integration into the combat arms.

INTRODUCTION In integrating women into combat roles, one key question has been whether women will reduce the cohesion of small teams, which is their ability to stick together and perform well under pressure. Among other things, team cohesion protects the mental health of military personnel during initial training as well in operational zones. To provide new converging evidence on the cohesion of all-male versus mixed-gender recruit teams at the end of training, cohesion ratings were obtained from both recruits and their instructors. MATERIALS AND METHODS The recruits consisted of 83 females, 398 males, and 8 non-specified individuals across 46 small teams. The teams' gender mix varied from 0% female (all males) up to 64% female. The recruit questionnaire comprised 18 items that covered the bonding of the recruits with each other (horizontal), with their instructor leaders (vertical), and with the wider Army (organizational). In addition, two to three instructors rated each team on their horizontal and vertical bonding. This study had Defence ethics approval (DPR-LREP 069-15). RESULTS (1). The ratings of recruits and instructors were significantly correlated for both horizontal bonding (r = 0.44) and vertical bonding (r = 0.49). These correlations were similar to correlations obtained previously from U.S. Army infantry platoons. (2). The recruits in the present study gave their teams significantly higher ratings for horizontal bonding (M = 4.18, SD =0.33) than did their instructors (M = 3.95, SD =0.31), F(1,45) = 22.12, p < 0.001). Neither the ratings of recruits nor their instructors were significantly correlated with the percentage of females per team, rs = 0.063, 0.249, ps > 0.05. (3). For vertical bonding, the recruits' ratings (M = 4.48, SD =0.37) were high and similar to those of instructors (M = 4.56, SD =0.44), F(1,45) = 1.65, p > 0.20). The vertical bonding scores were also not significantly correlated with the percentage of females per team, rs = -0.168, -0.139, ps > 0.25. CONCLUSIONS Our findings agree with a previously published analysis of recruit performance over a 5-year period (2011-2015). Composite instructor ratings of recruit performance, including their teamwork, were similar for males and females regardless of the gender composition of platoons, which ranged from all male to 45% female.The next step in this research is to determine the pattern and dynamics of bonding between team members and their leaders as soldiers progress through their advanced training and ultimately operational deployment. Such research should reveal whether any differences in cohesion appear in relation to team gender composition.The present results have useful implications for health professionals. When discussing feelings of stress, depression, and/or with male or female military clients, health professionals may find it worthwhile to explore their clients' sense of bonding with their team members, their leaders, and their wider organization as one possible contributor to the individual's concern. By the same token, advice aimed at promoting the three dimensions of cohesion may help capitalize on their protective effects.

There is growing interest in young driver training that addresses age-related factors, including incompletely developed impulse control. Two studies investigated whether training of response inhibition can reduce risky simulated driving in young drivers (aged 16-24 years). Each study manipulated aspects of response inhibition training then assessed transfer of training using simulated driving measures including speeding, risky passing, and compliance with traffic controls. Study 1 (n = 65) used a Go/No-go task, Stop Signal Task and a Collision Detection Task. Designed to promote engagement, learning, and transfer, training tasks were driving-relevant and adaptive (i.e. difficulty increased as performance improved), included performance feedback, and were distributed over five days. Control participants completed matching "filler" tasks. Performance on trained tasks improved with training, but there was no significant improvement in simulated driving. Study 2 enhanced response inhibition training using Go/No-go and SST tasks, with clearer performance feedback, and 10 days of training. Control participants completed testing only, in order to avoid any possibility of training response inhibition in the filler tasks. Again performance on trained tasks improved, but there was no evidence of transfer of training to simulated driving. These findings suggest that although training of sufficient interest and duration can improve response inhibition task performance, a training schedule that is likely to be acceptable to the public does not result in improvements in simulated driving. Further research is needed to investigate whether response inhibition training can improve risky driving in the context of real-world motivations for risky driving.

The authors tested the effect of role-specific versus cross-role preparation on subsequent team-level performance in a complex, decision-making task, specifically a simulation of a business management team. Prior to forming 3-member teams for the simulation, participants were prepared individually for either one specific management role—marketing, operations, or finance—or across all three roles in rotation. Thereafter, teams whose members had role-specific preparation performed significantly better on objective measures of business performance (i.e., profit and market share) than teams whose members had cross-role preparation. Furthermore, participants who received role-specific preparation rated their teammates more highly on indicators of a transactive memory system (TMS)—especially specialization versus credibility and coordination—than did participants in cross-role teams. Results indicated that role-specific preparation set up the preconditions for a differentiated TMS, in which there is considerable individualized knowledge and skills, versus an integrated TMS, in which there is greater shared knowledge and skills. As a framework for future research, the authors propose a model that incorporates the key elements of a TMS, specifically, each team member’s task-relevant knowledge and skills, their subjective awareness of other member’s knowledge and skills, and the communication channels between members.

The risky driving of young drivers may owe in part to youthful motivations (such as experience-seeking, authority rebellion, desire for peer approval) combined with incompletely developed impulse control. Although self-reported impulsiveness has been positively associated with self-reports of risky driving, results based on objective measures of response inhibition (e.g., Go/No-go tasks) have been inconclusive. The present study examined interrelationships between measures of response inhibition, self-report impulsiveness scales, and responses to events during a simulated drive that were designed to detect impulsive, unsafe behaviours (e.g., turning across on-coming traffic). Participants were 72 first-year Psychology students. More speeding and "Unsafe" responding to critical events during simulated driving were associated with poorer impulse control as assessed by commission errors during a Go/No-Go task. These results consolidate evidence for a relationship between impulse control and risky driving amongst young drivers.

Contrary to Robert Dykstra's contention, we do not attempt to equate Soviet and U.S. crimes. Instead, we present new quantitative evidence that indicates a higher rate of U.S.-perpetrated crime than previously thought. The result should be a re-appraisal of U.S. soldiers' behavior that penetrates further than the popular narrative that contrasts a peaceful West with a disorderly East. Dykstra's mistaken critique of our statistical results appears to derive from his failure to appreciate the full relationship between crime reports and crime charges and from his lack of familiarity with the complications surrounding the calculation of the dark number.

We develop an extension of the Rescorla-Wagner model of associative learning. In addition to learning from the current trial, the new model supposes that animals store and replay previous trials, learning from the replayed trials using the same learning rule. This simple idea provides a unified explanation for diverse phenomena that have proved challenging to earlier associative models, including spontaneous recovery, latent inhibition, retrospective revaluation, and trial spacing effects. For example, spontaneous recovery is explained by supposing that the animal replays its previous trials during the interval between extinction and test. These include earlier acquisition trials as well as recent extinction trials, and thus there is a gradual re-acquisition of the conditioned response. We present simulation results for the simplest version of this replay idea, where the trial memory is assumed empty at the beginning of an experiment, all experienced trials are stored and none removed, and sampling from the memory is performed at random. Even this minimal replay model is able to explain the challenging phenomena, illustrating the explanatory power of an associative model enhanced by learning from remembered as well as real experiences.