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This paper aims to introduce the cognitive function synthesis (CFS) conceptual framework to artificial general intelligence. CFS posits that at the “core” of intelligence in hybrid architectures, “interdependent” cognitive functions are synthesised through the interaction of various associative memory (AM)-based systems. This synthesis could form an interface layer between deliberative/symbolic and reactive/sub-symbolic layers in hybrid cognitive architectures.

A CFS conceptual framework, specifying an arrangement of AMs, was presented. The framework was executed using sparse distributed memory. Experiments were performed to investigate CFS autonomous extraction, consciousness and imagination.

Autonomous extraction was achieved using data from a Wi-Fi camera with the CFS auto-associative AM handling “Sensor Data”. However, noise reduction degraded the extracted image. An environment, simulated in V-REP 3.3.1, was used to investigate consciousness and imagination. CFS displayed consciousness by successfully tracking/anticipating the object position with over 90 per cent congruence. CFS imagination was seen by its predicting two time steps into the future.

Preliminary results demonstrate the plausibility of CFS claims for autonomous extraction, consciousness and imagination.

Only a day or two ago the Stars and Stripes were floating over the House of Lords and the invigorating “Battle Hymn of the Republic” was sung at St. Paul's in the presence of the King Emperor. The events were unique, and to all Britons happy in prophecy. English librarians have long admired their American brethren and their work; and of late they had read with regret the rather querulous remarks in at least one American library journal about the restrictions on book imports incidental to the blockade, and such phrases as “we have friends in both countries,” which gave the impression that our American friends failed to distinguish between the moral value of right and wrong in this world‐struggle. All this was intensified by the fact that every Briton in his heart believes the American to be of his own household, “to come of the blood,” and the want of understanding which we thought we detected was a particularly bitter thing. Of course this was a superficial view, and many of us realized how great was the sympathy between the English speaking races, and how difficult for the American the interracial problems of his country. Now, however, the air has been clarified, and the English librarian may look upon his American brethren as at one with himself in the struggle to preserve that freedom in the world which pervades the literature of our common language.

TO some, Annual Estimates this year may have a nightmarish quality. Not perhaps so much in the safe areas to which many who had the means to do so have gone with those means and no doubt are contributing part of them to the local exchequers; but in the so‐called “dangerous” areas which have lost them and their means and have, because of their liability to air raids, huge expenditure on A.R.P., the librarian may have a severe battle to get what he needs to maintain his work. Our own policy would be to concentrate, so far as is possible, upon the book fund and on salaries. If these can be retained at a fair amount much good will ensue.

This paper aims to answer whether the notion of the gender and leadership stereotypes theory has already reached its boundaries.

To accomplish such a goal, it relies on the extant literature looking for more robust findings, problems, disruptions and pathways toward building a better understanding of this problematic.

The evidence gleaned throughout this paper suggests that the interplay between gender and leadership stereotypes theory has reached its boundaries. Moreover, the traditional sex stereotype or gender traits approach within companies seems to be highly limited taking into account that it tends to nurture rivalry and prejudice among people of different genders. Rather than focusing on leader sex approach or egalitarian quotas, in terms of leadership role and despite the fair argument of diversity, the author proposes that it is wiser to concentrate on a meritocratic view.

It suggests that an androgyny leadership style appears to be welcomed in organizations, yet some shift about this understanding may be occurring. At present, however, female aspirants of leadership roles should work increasingly toward adapting themselves to this profile. In doing so, it is likely that they may be benefited from organizational evaluations in which the merit issue constitutes an imperative.

Overall, it is expected to contribute to theory by arguing that the traditional understanding of gender and leadership stereotypes theory is not suitable anymore to deal with the uncertainties and complexities that shape today’s business arenas. On the contrary, it argues that such approach tends only to encourage gender bias and to nurture a somewhat sex war game in detriment of organizations efficiency and productivity.