wanyu/IteraTeR_full_sent huggingface dataset:
Original: %DIFDELCMD < %DIFDELCMD < %%% Now after almost a decade of theory building 20%DIFDELCMD < ] %%% and research, PsyCap is widely recognized throughout the world and is being applied in positive leadership 21%DIFDELCMD < ][%%% 22 and human resource development and performance management programs in all types of organizations - businesses, health, education, military and athletics%DIFDELCMD < %DIFDELCMD < %%% Relationship with different organizational outcomes
Revised: %DIFDELCMD < %DIFDELCMD < %%% Now after almost a decade of theory building 20%DIFDELCMD < ] %%% 21%DIFDELCMD < ][%%% 22 and human resource development and performance management programs in all types of organizations - businesses, health, education, military and athletics%DIFDELCMD < %DIFDELCMD < %%% Relationship with different organizational outcomes
Edit intent: coherence
Original: %DIFDELCMD < %DIFDELCMD < %%% Now after almost a decade of theory building 20%DIFDELCMD < ] %%% and research, PsyCap is widely recognized throughout the world and is being applied in positive leadership 21%DIFDELCMD < ][%%% 22 and human resource development and performance management programs in all types of organizations - businesses, health, education, military and athletics%DIFDELCMD < %DIFDELCMD < %%% Relationship with different organizational outcomes
Revised: %DIFDELCMD < %DIFDELCMD < %%% Now after almost a decade of theory building 20%DIFDELCMD < ] %%% and research, PsyCap is widely recognized throughout the world and is being applied in positive leadership %DIFDELCMD < ][%%% 22 and human resource development and performance management programs in all types of organizations - businesses, health, education, military and athletics%DIFDELCMD < %DIFDELCMD < %%% Relationship with different organizational outcomes
Edit intent: coherence
Original: %DIFDELCMD < %DIFDELCMD < %%% Now after almost a decade of theory building 20%DIFDELCMD < ] %%% and research, PsyCap is widely recognized throughout the world and is being applied in positive leadership 21%DIFDELCMD < ][%%% 22 and human resource development and performance management programs in all types of organizations - businesses, health, education, military and athletics%DIFDELCMD < %DIFDELCMD < %%% Relationship with different organizational outcomes
Revised: %DIFDELCMD < %DIFDELCMD < %%% Now after almost a decade of theory building 20%DIFDELCMD < ] %%% and research, PsyCap is widely recognized throughout the world and is being applied in positive leadership 21%DIFDELCMD < ][%%% and human resource development and performance management programs in all types of organizations - businesses, health, education, military and athletics%DIFDELCMD < %DIFDELCMD < %%% Relationship with different organizational outcomes
Edit intent: coherence
Original: %DIFDELCMD < %DIFDELCMD < %%% Now after almost a decade of theory building 20%DIFDELCMD < ] %%% and research, PsyCap is widely recognized throughout the world and is being applied in positive leadership 21%DIFDELCMD < ][%%% 22 and human resource development and performance management programs in all types of organizations - businesses, health, education, military and athletics%DIFDELCMD < %DIFDELCMD < %%% Relationship with different organizational outcomes
Revised: %DIFDELCMD < %DIFDELCMD < %%% Now after almost a decade of theory building 20%DIFDELCMD < ] %%% and research, PsyCap is widely recognized throughout the world and is being applied in positive leadership 21%DIFDELCMD < ][%%% 22 %DIFDELCMD < %DIFDELCMD < %%% Relationship with different organizational outcomes
Edit intent: coherence
Original: %DIFDELCMD < %DIFDELCMD < %%% Now after almost a decade of theory building 20%DIFDELCMD < ] %%% and research, PsyCap is widely recognized throughout the world and is being applied in positive leadership 21%DIFDELCMD < ][%%% 22 and human resource development and performance management programs in all types of organizations - businesses, health, education, military and athletics%DIFDELCMD < %DIFDELCMD < %%% Relationship with different organizational outcomes
Revised: %DIFDELCMD < %DIFDELCMD < %%% Now after almost a decade of theory building 20%DIFDELCMD < ] %%% and research, PsyCap is widely recognized throughout the world and is being applied in positive leadership 21%DIFDELCMD < ][%%% 22 and human resource development and performance management programs in all types of organizations - businesses, health, education, military and athletics%DIFDELCMD < %DIFDELCMD < %%% Relationship with different organizational outcomes=
Edit intent: fluency
Original:  A training package contains three compulsory endorsed components Competency standards , Qualifications framework and Assessment guidelines . Competency standards Competency standards are a set of benchmarks used to assess the skills and knowledge that a person must demonstrate in the workplace to be seen as competent.
Revised:  A training package contains three compulsory endorsed components Competency standards Qualifications framework Assessment guidelines Competency standards Competency standards are a set of benchmarks used to assess the skills and knowledge that a person must demonstrate in the workplace to be seen as competent.
Edit intent: coherence
Original:  These benchmarks are packaged into combinations to form units of competency , which consist of Unit codes Code Title Descriptor Pre-requisite(s) Application Statement TAADES401A Design and develop learning programs Unit code  The unit code contains the three alpha characters identifying the Training Package, followed by alpha and/or numeric characters.
Revised:  These benchmarks are packaged into combinations to form units of competency Units of competency Code Title Descriptor Pre-requisite(s) Application Statement TAADES401A Design and develop learning programs Unit code The unit code contains the three alpha characters identifying the Training Package, followed by alpha and/or numeric characters.
Edit intent: clarity
Original:  These benchmarks are packaged into combinations to form units of competency , which consist of Unit codes Code Title Descriptor Pre-requisite(s) Application Statement TAADES401A Design and develop learning programs Unit code  The unit code contains the three alpha characters identifying the Training Package, followed by alpha and/or numeric characters.
Revised:  These benchmarks are packaged into combinations to form units of competency , which consist of Unit codes Code Title Descriptor Pre-requisite(s) Application Statement TAADES401A Design and develop learning programs Unit code - The unit code contains the three alpha characters identifying the Training Package, followed by alpha and/or numeric characters.
Edit intent: fluency
Original: %DIFDELCMD < %DIFDELCMD < %%% The next three letters identify the industry field: "DES" refers to the industry field of learning design. Sometimes the industry field identifier can be more generic, allowing use of the unit across various sectors and training package e.g. "COM" often refers to communication.
Revised: %DIFDELCMD < %DIFDELCMD < %%% 
Edit intent: coherence
Original: %DIFDELCMD < %DIFDELCMD < %%% AQF indicators were indicative only and not prescriptive. It is common to see units with various AQF indicators packaged into a qualification. A unit with an AQF indicator of 3 should not be considered a "level 3 unit", as units do not have levels. A unit of competency describes the skills and knowledge required to undertake the job function described.
Revised: %DIFDELCMD < %DIFDELCMD < %%% 
Edit intent: coherence
Original: %DIFDELCMD < %DIFDELCMD < %%% The last letter in the code is the version identifier: "A" shows it is the first version of the unit describing a competency outcome. Should the training package be updated and the competency outcome of the unit not change, the unit will be recoded as "B" (Note: When NTIS functionality permits, newly allocated codes will not include this—see Transitional note under "Coding maintenance").
Revised: %DIFDELCMD < %DIFDELCMD < %%% 
Edit intent: coherence
Original:  Required skills and knowledge Required Skills and Knowledge (from the National Skills Standards Council-endorsed components of a unit of competency) Developers need to describe the essential skills and knowledge required for competent performance Knowledge: identifies what a person needs to know to perform the work in an informed and effective manner.
Revised:  Required skills and knowledge Developers need to describe the essential skills and knowledge required for competent performance Knowledge: identifies what a person needs to know to perform the work in an informed and effective manner.
Edit intent: clarity
Original:  The 7 key competencies cover: Collecting, analysing and organising ideas and information Expressing ideas and information Planning and organising activities Working with others and in teams Using mathematical ideas and techniques Solving problems Using technology.
Revised:  The seven key competencies cover: Collecting, analysing and organising ideas and information Expressing ideas and information Planning and organising activities Working with others and in teams Using mathematical ideas and techniques Solving problems Using technology.
Edit intent: fluency
Original:  According to egocentrism, individuals will overestimate themselves in relation to others because they believe that they have an advantage that others do not have, as an individual considering their own performance and another's performance will consider their performance to be better, even when they are in fact equal.
Revised:  According to egocentrism, individuals will overestimate themselves in relation to others because they believe that they have an advantage that others do not have, as an individual considering his or her own performance and another's performance will consider their performance to be better, even when they are in fact equal.
Edit intent: clarity
Original:  According to egocentrism, individuals will overestimate themselves in relation to others because they believe that they have an advantage that others do not have, as an individual considering their own performance and another's performance will consider their performance to be better, even when they are in fact equal.
Revised:  According to egocentrism, individuals will overestimate themselves in relation to others because they believe that they have an advantage that others do not have, as an individual considering their own performance and another's performance will consider his or her performance to be better, even when they are in fact equal.
Edit intent: clarity
Original:  Windschitl, Kruger & Simms (2003) have conducted research into focalism, focusing specifically on the better-than-average effect, and found that asking participants to estimate their ability and likelihood of success in a task produced results of decreased estimations when they were asked about others' chances of success rather than their own.
Revised:  Windschitl, Kruger & Simms (2003) have conducted research into focalism, focusing specifically on the better-than-average effect, and found that asking participants to estimate their abilities and likelihoods of success in a task produced results of decreased estimations when they were asked about others' chances of success rather than their own.
Edit intent: fluency
Original:  However these results are not completely reliable and could be affected by the fact that individuals like their close friends more than an "average peer" and may as a result rate their friend as being higher than average, therefore the friend would not be an objective comparison target.
Revised:  However these results are not completely reliable and could be affected by the fact that individuals like their close friends more than an "average peer" and may as a result rate their friends as being higher than average, therefore the friend would not be an objective comparison target.
Edit intent: fluency
Original:  "Self versus aggregate" comparisons This idea, put forward by Giladi and Klar, suggests that when making comparisons any single member of a group will tend to evaluate themselves to rank above that group's statistical mean performance level or the median performance level of its members.
Revised:  "Self versus aggregate" comparisons This idea, put forward by Giladi and Klar, suggests that when making comparisons any single member of a group will tend to evaluate herself to rank above that group's statistical mean performance level or the median performance level of its members.
Edit intent: fluency
Original:  Illusory superiority has also explained phenomena such as the large amount of stock market trading (as each trader thinks they are the best, and most likely to succeed), and the number of lawsuits that go to trial (because, due to illusory superiority, many lawyers have an inflated belief that they will win a case).
Revised:  Illusory superiority has also explained phenomena such as the large amount of stock market trading (as each trader thinks she is the best, and most likely to succeed), and the number of lawsuits that go to trial (because, due to illusory superiority, many lawyers have an inflated belief that they will win a case).
Edit intent: fluency
Original:  McCormick, Walkey and Green (1986) found similar results in their study, asking 178 participants to evaluate their position on eight different dimensions of driving skills (examples include the "dangerous–safe" dimension and the "considerate–inconsiderate" dimension).
Revised:  McCormick, Walkey and Green (1986) found similar results in their study, asking 178 participants to evaluate their positions on eight different dimensions of driving skills (examples include the "dangerous–safe" dimension and the "considerate–inconsiderate" dimension).
Edit intent: fluency
Original:  This describes the tendency of people with a below-average IQ to overestimate their IQ , and of people with an above-average IQ to underestimate their IQ . This tendency was first observed by C. L. Downing, who conducted the first cross-cultural studies on perceived intelligence.
Revised:  This describes the tendency of people with a below-average IQ to overestimate their IQs , and of people with an above-average IQ to underestimate their IQ . This tendency was first observed by C. L. Downing, who conducted the first cross-cultural studies on perceived intelligence.
Edit intent: clarity
Original:  This describes the tendency of people with a below-average IQ to overestimate their IQ , and of people with an above-average IQ to underestimate their IQ . This tendency was first observed by C. L. Downing, who conducted the first cross-cultural studies on perceived intelligence.
Revised:  This describes the tendency of people with a below-average IQ to overestimate their IQ , and of people with an above-average IQ to underestimate their IQs . This tendency was first observed by C. L. Downing, who conducted the first cross-cultural studies on perceived intelligence.
Edit intent: clarity
Original:  The disparity between actual IQ and perceived IQ has also been noted between genders by British psychologist Adrian Furnham, in whose work there was a suggestion that, on average, men are more likely to overestimate their intelligence by 5 points, while women are more likely to underestimate their IQ by a similar margin.
Revised:  The disparity between actual IQ and perceived IQ has also been noted between genders by British psychologist Adrian Furnham, in whose work there was a suggestion that, on average, men are more likely to overestimate their intelligence by 5 points, while women are more likely to underestimate their IQs by a similar margin.
Edit intent: clarity
Original:  One study found that participants became defensive when their spouse or partner were perceived by others to be more successful in any aspect of their life , and had the tendency to exaggerate their success and understate their spouse or partner' s success .
Revised:  One study found that participants became defensive when their spouses or partners were perceived by others to be more successful in any aspect of their life , and had the tendency to exaggerate their success and understate their spouse or partner' s success .
Edit intent: fluency
Original:  One study found that participants became defensive when their spouse or partner were perceived by others to be more successful in any aspect of their life , and had the tendency to exaggerate their success and understate their spouse or partner' s success .
Revised:  One study found that participants became defensive when their spouse or partner were perceived by others to be more successful in any aspect of their lives , and had the tendency to exaggerate their success and understate their spouse or partner' s success .
Edit intent: fluency
Original:  One study found that participants became defensive when their spouse or partner were perceived by others to be more successful in any aspect of their life , and had the tendency to exaggerate their success and understate their spouse or partner' s success .
Revised:  One study found that participants became defensive when their spouse or partner were perceived by others to be more successful in any aspect of their life , and had the tendency to exaggerate their successes and understate their spouse or partner' s success .
Edit intent: fluency
Original:  One study found that participants became defensive when their spouse or partner were perceived by others to be more successful in any aspect of their life , and had the tendency to exaggerate their success and understate their spouse or partner' s success .
Revised:  One study found that participants became defensive when their spouse or partner were perceived by others to be more successful in any aspect of their life , and had the tendency to exaggerate their success and understate their spouses' or partners' successes .
Edit intent: fluency
Original:  A direct comparison—which is more commonly used—involves the participant rating themselves and the average peer on the same scale, from "below average" to "above average" and results in participants being far more self-serving.
Revised:  A direct comparison—which is more commonly used—involves the participant rating herself and her average peer on the same scale, from "below average" to "above average" and results in participants being far more self-serving.
Edit intent: clarity
Original:  Researchers have suggested that this occurs due to the closer comparison between the individual and the average peer, however use of this method means that it is impossible to know whether a participant has overestimated themselves , underestimated the average peer, or both.
Revised:  Researchers have suggested that this occurs due to the closer comparison between the individual and the average peer, however use of this method means that it is impossible to know whether a participant has overestimated herself , underestimated the average peer, or both.
Edit intent: fluency
Original:  According to Alicke & Govorun positive characteristics that an individual believes are within their control are more self-serving, and negative characteristics that are seen as uncontrollable are less detrimental to self-enhancement.
Revised:  According to Alicke & Govorun positive characteristics that an individual believes are within her control are more self-serving, and negative characteristics that are seen as uncontrollable are less detrimental to self-enhancement.
Edit intent: clarity
Original:  A Charter for Democracy and Local Self-sustainable Development, Zed Books, London and New York , 2005 Goldsmith, Edward, “Preface” to Alberto Magnaghi’s The Urban Village Magnaghi, Alberto, Le projet local, Pierre Mardaga, Sprimont , 2003  Small, Mike, “Universalism and the Genius Loci:
Revised:  A Charter for Democracy and Local Self-sustainable Development, Zed Books, London and New York 2005 Goldsmith, Edward, “Preface” to Alberto Magnaghi’s The Urban Village Magnaghi, Alberto, Le projet local, Pierre Mardaga, Sprimont , 2003 Small, Mike, “Universalism and the Genius Loci:
Edit intent: fluency
Original:  A Charter for Democracy and Local Self-sustainable Development, Zed Books, London and New York , 2005 Goldsmith, Edward, “Preface” to Alberto Magnaghi’s The Urban Village Magnaghi, Alberto, Le projet local, Pierre Mardaga, Sprimont , 2003  Small, Mike, “Universalism and the Genius Loci:
Revised:  A Charter for Democracy and Local Self-sustainable Development, Zed Books, London and New York , 2005 Goldsmith, Edward, “Preface” to Alberto Magnaghi’s The Urban Village Magnaghi, Alberto, Le projet local, Pierre Mardaga, Sprimont 2003 Small, Mike, “Universalism and the Genius Loci:
Edit intent: fluency
Original:  A Charter for Democracy and Local Self-sustainable Development, Zed Books, London and New York , 2005 Goldsmith, Edward, “Preface” to Alberto Magnaghi’s The Urban Village Magnaghi, Alberto, Le projet local, Pierre Mardaga, Sprimont , 2003  Small, Mike, “Universalism and the Genius Loci:
Revised:  A Charter for Democracy and Local Self-sustainable Development, Zed Books, London and New York , 2005 Goldsmith, Edward, “Preface” to Alberto Magnaghi’s The Urban Village Magnaghi, Alberto, Le projet local, Pierre Mardaga, Sprimont , 2003 Magnaghi, Alberto, La Biorégion Urbaine. Petit Traité sur le Territoire Bien Commun, Eterotopia France, Paris 2014 Magnaghi, Alberto, La Conscience du Lieu, Eterotopia France, Paris 2017 Poli, Daniela, Formes et Figures du Projet Local. La Patrimonialisation Contemporaine du Territoire, Eterotopia France, Paris 2018 Small, Mike, “Universalism and the Genius Loci:
Edit intent: meaning-changed
Original:  Towards a Fair and Non-hierarchical Bottom-up Globalization" in ISoCaRP, Planning in a more Globalized and Competitive World, ed. by Paolo La Greca, Gangemi, Rome , 2005 Magnaghi, Alberto, "Local self-sustainable Development: Subjects of Transformation", Tailoring Bio-technologies, n.1 2005 , Wageningen Choay, Françoise, "Utopia and the Anthropological Foundation of Built Space", in van Schaik, Martin, Máčel, Otakar (eds.), Exit Utopia.
Revised:  Towards a Fair and Non-hierarchical Bottom-up Globalization" in ISoCaRP, Planning in a more Globalized and Competitive World, ed. by Paolo La Greca, Gangemi, Rome 2005 Magnaghi, Alberto, "Local self-sustainable Development: Subjects of Transformation", Tailoring Bio-technologies, n.1 2005 , Wageningen Choay, Françoise, "Utopia and the Anthropological Foundation of Built Space", in van Schaik, Martin, Máčel, Otakar (eds.), Exit Utopia.
Edit intent: fluency
Original:  Towards a Fair and Non-hierarchical Bottom-up Globalization" in ISoCaRP, Planning in a more Globalized and Competitive World, ed. by Paolo La Greca, Gangemi, Rome , 2005 Magnaghi, Alberto, "Local self-sustainable Development: Subjects of Transformation", Tailoring Bio-technologies, n.1 2005 , Wageningen Choay, Françoise, "Utopia and the Anthropological Foundation of Built Space", in van Schaik, Martin, Máčel, Otakar (eds.), Exit Utopia.
Revised:  Towards a Fair and Non-hierarchical Bottom-up Globalization" in ISoCaRP, Planning in a more Globalized and Competitive World, ed. by Paolo La Greca, Gangemi, Rome , 2005 Magnaghi, Alberto, "Local self-sustainable Development: Subjects of Transformation", Tailoring Bio-technologies, n.1 2005 Choay, Françoise, "Utopia and the Anthropological Foundation of Built Space", in van Schaik, Martin, Máčel, Otakar (eds.), Exit Utopia.
Edit intent: coherence
Original:  Architectural Provocations 1956-76, IHAAU-TU - Prestel, Munich/Berlin/London/New-York , 2005 Magnaghi, Alberto, "The Local Proiect: Summing up a Political Vision", in Paloscia, Raffaele (ed.), The Contested Metropolis.
Revised:  Architectural Provocations 1956-76, IHAAU-TU - Prestel, Munich/Berlin/London/New-York 2005 Magnaghi, Alberto, "The Local Proiect: Summing up a Political Vision", in Paloscia, Raffaele (ed.), The Contested Metropolis.
Edit intent: fluency