Making False Confessions Essay -- Psychology, Learning Disabilities, M

Psychological research and application have established that it is not only people with learning disability or major mental illness that are susceptible to make false confessions. In order for a confession to be false, a person must either confess to a crime that he or she is completely innocent of or overstate his or her involvement in the crime. False confessions can be either voluntary or coerced. Although it is methodologically difficult to establish the frequency of false confessions, anecdotal evidence such as self-reports and case studies indicate that reported cases are only the ‘tip of the iceberg’. It appears that young people are particularly vulnerable and often make false confessions in order to protect others. Standardized psychological tests have been devised in order to assess personality factors such as suggestibility and compliance that render some people more vulnerable than others. The reason people make false confessions is typically due to a combina tion of factors such as psychological vulnerabilities, nature of the custodial confinement and the police interviewing tactics. Notorious cases of false confessions which have lead to the wrongful convictions of innocent people subsequently spending years in prison represent some of the worst cases of miscarriage of justice in Britain. One such cases, that of Engin Raghip of the so-called ‘Tottenham three’ will be discussed in the context of admissibility of psychological evidence in order to demonstrate how the judiciary has increasingly come to accept the psychological notion that most people, under certain circumstances, are susceptible to making false confessions. In order to better understand why people confess to crimes they have not committed, Kassin an... ...expert testimony in assessing the reliability of disputed confessions. The reason people make false confessions is typically due to a combination of factors such as psychological vulnerabilities, nature of the custodial confinement and the police interviewing tactics. Standardized psychological tests have been devised in order to assess personality factors such as suggestibility and compliance that render some people more vulnerable than others but these should never bee looked at in isolation. Studies indicate that reported cases are only the ‘tip of the iceberg’. It appears that young people are particularly vulnerable and often make false confessions in order to protect others. It is not only people with learning disability or major mental illness ´ that are susceptible to make false confessions; depending on the context, anybody can.

Listo Systems Essay

Listo Systems management decide to implement â€Å" Black Box†, a new anti theft data security system to tackle recent increase in data theft. The new anti theft system will influence the movement of data as well as the working style of entire staffs. Cami Machado, an experienced staffs of Listo system who was handling â€Å" traffic† project and technical staff trainings and support is chosen to lead â€Å" Black Box† installation project. Seeing her excellent track record to implement new hardware and software, company chose her to lead the project. She is excited about the business opportunities going to create by installation of new â€Å" Black Box† project. However, the installation process will not be easy, as it seems. She is confident about her ability in successfully installing â€Å" Black Box† but worried about the staffs opposing the process of installation. Most of the technical staffs are against this project. Further, artists’ staffs believe that the great impact of this project will be on creativeness process. In addition to this, installation of this project will increase the risk of loosing creative staffs to rivals who do not have â€Å" Black Box technology†. Causal variables â€Å"Causal variables are those factors that influence the course of developments within an organization and its results or accomplishments. These variables are within the organization’s control and can be altered by the organization† (Hersey, Blanchard & Johnson, 2008). In this case, â€Å"Black Box† is the causal variables. This project has ability to influence Listo development process as well as the end results or accomplishments of Listo. Further, â€Å"Black Box† implementation decision is totally under control of Listo management and the decision of installation can be changed by the Listo management if they want to. Intervening variables The human resources that are affected by the decision of Listo System of implementing Black Box (Causal variable) are intervening variables (Hersey, Blanchard & Johnson, 2008). The current condition of most of the Listo’s technical staffs and artists’ staffs who are resisting the installation of Black Box are intervening variables in this condition. Most these intervening variables (technical and artists staffs) will opt to leave the Listo for competitors if there demand is overlooked. Potential output variables Potential output variables are the dependent variables that reflect the achievements of the organization (Hersey, Blanchard & Johnson, 2008). The extends to which the â€Å" Black Box† can control the hacking and data theft of Listo system will be the potential output variables. The output variables in this will depend on the proper installation of â€Å" Black Box† and the commitment and motivation shown by intervening variables (technical and artists staffs) towards the objective of this project. If I were Cami After thorough analysis of casual, intervening and end result variables, I have found that casual variable is central of three variables. Casual variable create situation of intervening variables, which will have great impact on end results variables. Trying to change intervening variables will not change the end result variable by much rather trying to change casual variables will be effective on both intervening and end result variables (Hersey, Blanchard & Johnson, 2008). In this case, trying to change the attitude of technical staffs and artists staffs will be much less effect on end results variables. Instead, I would rather request suggestion (help) from those apposing staffs on how to implement this new project to satisfy their complain. Modifying Black Box installation project according to their request will improve end result variables. If I were boss If I were Cami boss, I would focus my time on motivation and controlling. The planning to install â€Å" Black Box† and organization require to install â€Å"Black Box† is already finished. Now, I have to focus all my attention on controlling that everything is going according to the plan. If not, what controlling measure should I need to take to bring project on track. Further, to enhance efficiency, employees’ motivation is necessary. Being boss, it is my responsibilities to motivate employees to move forward to accomplishment of organization goals.

Fail to Plan, Plan to Fail Essay

Those who fail to plan, plan to fail, or at least plan not to improve, according to the management literature. Look at school improvement, and there’s similar agreement pretty much across the literature that the schools that improve are the ones that plan. They establish a clear educational vision and consequent shared mission; identify goals or objectives that enable them to achieve that mission and thereby realise that vision; audit themselves, thereby identifying areas for improvement; and develop and implement educational programs on the basis of leadership 57 that audit that address areas for improvement n ways that help them achieve the mission. That process, much of the literature suggests, is recursive or cyclical. The key in the school improvement literature seems to be that there’s a first step, identifying your vision and shared mission, that then informs the next step, the planning process of identifying goals or objectives aligned with the vision and mission. Whether you look at the management literature or the school improvement literature, at its simplest, goal setting is a way of asking what do we want, do we have what we need so that we can develop and implement what we plan, do our various goals elate to one another or are any in conflict, and is there anything we’ve overlooked, including internal and external blockers? There, in 200 or so words, you have the whole easy-peasy school improvement planning story, and can stop reading and go and get that coffee right now. Or not. The problem, if you’re still reading, is that planning and goal setting can sometimes lead to fragmented, uncoordinated programs with conflicting objectives that actually work against one another. Yes, setting specific, challenging goals, and developing and implementing educational programs to meet them can drive school mprovement, but as Adam Galinsky, author with Lisa Ordonez, Maurice Schweitzer and Max Bazerman of ‘Goals gone wild,’ in the 58 teacher june/july 2009 Journal of the Academy of Management Perspectives, told the Boston Globe’s Drake Bennett, goal setting ‘can lead to crazy behaviours to get people to achieve them. ’ ‘We contend,’ write Ordonez, Schweitzer, Galinsky and Bazerman in ‘Goals gone wild,’ ‘that goal setting has been over- prescribed. In particular, we argue that goal setting has powerful and predictable side effects. Rather than being offered as an â€Å"over-the-counter† salve for boosting performance, oal setting should be prescribed selectively, presented with a warning label and closely monitored. ’ Tunnel vision To be fair, Ordonez, Schweitzer, Galinsky and Bazerman have their eyes set on performance management, and its tendency to an outcome orientation like a defined sales target, say, or reduced time spent on a process, rather than school improvement, and its tendency to the systemic development and implementation of programs. Nonetheless, people in a school who want to improve it will end up setting, or having set for them, some kind of performanceoriented goal. The message from Ordonez, Schweitzer, Galinsky and Bazerman is that they should pursue that goal with care. Let’s consider why goals, as Ordonez and colleagues put it, go wild. The first reason, they argue, is that a goal might be inappropriate or so specific that in pursuing it, people ignore important elements of their behaviour, and maybe even their attitudes and values, that are not specified by the goal. ‘Suppose that a university department bases tenure decisions primarily on the number of articles that (academics) publish,’ they write. ‘This goal will motivate (the academics) to accomplish the narrow objective of publishing articles. Other important objectives, however, such as research impact, teaching and service, may suffer. ’ Worse, say Ordonez and colleagues, referring to Barry Staw and Richard Boettger’s ‘Task revision: A neglected form of work performance’ in the Academy of Management Journal, goals can give us tunnel vision. In their study on the effects of goals, Staw and Boettger asked students to proofread a paragraph that contained both grammatical and content errors. They found that those asked simply to ‘do your best’ corrected both grammatical and content errors, while those who were asked specifically to correct grammar gnored content, and those who were asked specifically to correct content ignored grammar. The reason? Goals ‘inform the individual about what behaviour is valued and appropriate,’ argue Staw and Boettger. The goal-setting problem, Ordonez and colleagues add, is that when we plan we tend to latch on to specific, measurable standards rather than complex sets of behaviours, and the attitudes and values that underlie them, precisely because specific standards are easy to measure and complex sets of behaviours are not. Command performance The goal-setting problem, essentially, depends n whether a goal is set by command or by consultation, negotiation or – horror – genuine collaboration. Goals set by command are, by definition, set by those with the power, whether you like it or not, to set them. The risk of such goal setting is that, first, it may lead to goals that are inappropriate or overly specific and, second, that leaders and their followers can be prone to what could be called target fixation or what Christopher Kayes, calls ‘destructive goal pursuit’ in Destructive Goal Pursuit: The Mount Everest disaster, to which Ordonez and colleagues also refer. As they note, ‘Kayes identifies warning signs of leaders who have become excessively fixated on goals. These occur in leaders who express narrowly- defined goals, associate goals with destiny, express an idealised future, offer goal-driven justifications, face public expectations and attempt to engage in face-saving behaviour. ’ It’s a useful checklist to use to audit yourself or a leader in your institution, but remember, we tend to latch on to specific measurable things rather than complex sets of behaviours, and the attitudes and values that underlie them, precisely The goal-setting problem s that when we plan we tend to latch on to specific, measurable standards†¦ because specific standards are easy to measure. leadership 59 because the specifics are easy to measure and complex sets of behaviours are not. Performance anxiety Of course, one of the main planks of the education policy of this and the previous Commonwealth government is the standards agenda – the benchmarking of student achievement outcomes, which educators and schools then strive to achieve, and which at their worst could end up as ‘league tables. ’ Whether you’re a fan of the standards agenda or not, it’s clearly the mother of all oals in Australian education, and worth considering in terms of goal setting. Ordonez and colleagues have some interesting observations to make, particularly about what they call the serious side-effects of setting challenging or so-called stretch goals. These, they argue, can lead people to choose riskier strategies and to cheat, and can create a culture of competition that erodes cooperation. On ethics, they argue, ‘The interplay between organisational culture and goal setting is particularly important. An ethical organisational culture can rein in the harmful effects of goal setting, but at the same ime, the use of goals can influence organisational culture. Specifically, the use of goal setting, like â€Å"management by objectives,† creates a focus on ends rather than means†¦. Goal setting impedes ethical decision making by making it harder for employees to recognise ethical issues and easier for them to rationalise unethical behaviour. Given that small actions within an organisation can have broad implications for organisational culture, we postulate that aggressive goal setting within an organisation will foster an organisational climate ripe for unethical behaviour. That is, not only does goal setting irectly motivate unethical behaviour, but its introduction may also motivate unethical behaviour indirectly by subtly altering an organisation’s culture. ’ Handle with care If the bad news of the government-mandated standards agenda is that there’s a risk of a form of goal setting that creates a focus on ends rather than means, the good news for schools is that the school-improvement literature puts a premium on one thing that’s evident in the first 200 words of this story: collegiality. With any luck, your school- improvement planning process and the goals that you consequently set are the result of onsultation, negotiation and collaboration, not command and, if they are, chances are yours are learning goals, not performance targets. As Ordonez and colleagues observe, performance goals inhibit learning. ‘When individuals face a complex task, specific, challenging goals may inhibit learning from experience and degrade performance compared to exhortations to â€Å"do your best. † An individual who is narrowly focused on a performance goal will be less likely to try alternative methods that could help her learn how to perform a task†¦. Overall, the narrow focus of specific goals can inspire erformance, but prevent learning. ’ As Edwin Locke and Gary Latham recommend in ‘Building a practically useful theory of goal setting and task motivation: A 35-year odyssey’ in American Psychologist, we should be setting ‘learning goals’ in complex situations rather than ‘performance goals. ’ The problem, as Ordonez and colleagues note, is that, ‘In practice, however, managers may have trouble determining when a task is complex enough to warrant a learning, rather than a performance, goal†¦. The goal of setting the right goals is itself a challenging affair. ’ Perhaps it’s time for a new axiom: those ho fail to plan carefully, plan at their peril.

An Employee Perspective Essay

This error communication situation confuses employees’ performance and motivation. Moreover, let the job feedback become useless and destroy the employee relationship. Therefore, this assignment is to find out the problem of H&M’s Job Feedback by using employee perspective. Moreover, enables employees to become more loyal to the company while they also work toward achieving their long-term career goals. Keywords: Performance & motivation, Brainstorm, Job Feedback, EPAC Introduction & Background Feedback is an anomaly. People have a general sense that feedback is good to give and receive. Therefore, Immediate feedback is critical when we are learning, especially when we do not know what we do not know. Equally important are the attitude of the sender and recipient and the individual providing the critique (London, 2003). A good feedback will provide positive encouragement because they want to convey their genuine interest. When employees feel leadership has their best interest at heart, they are inclined to make corrections and more likely to modify their behavior. Most people want to perform well and they want to know when they are doing something incorrectly. They want constructive a positive feedback by the leader, and they appreciate criticism when it is present in a positive manner. Therefore, feedback is an essential ingredient of an employee development program because people use information about themselves to formulate their career goals, get better performance and motivation. H&M believe in being straightforward and apply the open door principle, which gives employee the right and opportunity to discuss work-related issues directly with management. However, in H&M Hong Kong, employee cannot search any good feedback to provide positive encouragement for their job, this situation shows very critical in the area of Part-time sales Advisor in Hong Kong. Managers are using less time to being seriously to the employee of Part-time sales Advisor. It is because the manager thinks they will not work as a long-term staff (less loyalty) and the role of Part-time staff is less important than the full-time staff. Manager tends to give less time to encourage them by using constructive feedback but Destructive feedback. Destructive feedback is abusive. Although the word â€Å"abusive† may seem extreme as a description of workplace behavior, it occurs, and can be destructive to employees’ performance, careers and self-esteem (Bassman 1992). Therefore, H&M Part-time employees are less receive any comment by their managers. Nonsensically, according to the HR Data of H&M at 2009, there are over a half (55%) of employees are Part-time in H&M around the world. mainly work as Part-time Sales- Advisor. Therefore, if the managers in Hong Kong keep ignore and use less time to encourage them by using constructive feedback.

Opposing views in the play Essay

Priestly was a socialist, he thought that the divide between rich and poor was a problem. Priestly also helped set up a political party which he believed would give people a fairer system. His work and ideas helped to bring changes such as the welfare state. He wrote the play in order to put across his views. † We don’t live alone. We are members of one body. We are responsible for each other.† This shows Priestley’s socialism through the character of the inspector. It shows that we should think about how we behave around other people and how we are all equal. The play was set in 1912 and written in 1945. This was to remind the audience of how it was before the war. Also it was set in 1912 so Priestly could incorporate dramatic irony. In the opening of the play Priestly uses dramatic devices to draw in the audience. The Play is set  In the dining room where it is â€Å"heavily comfortable but not cosy and homelike†. This creates an impression that though the family are wealthy, successful, and of the upper class, there is lack of family warmth. This reveals that the characters in the Birling family are deprived of familial warmth and affection. I think Priestly gives such a detailed description of the stage set because, he wants to accurately reflect a specific period in time, and also as the setting doesn’t change through out the play its best to get it right the first time.  In the opening of the play priestly includes specific props to give a sense of social class in the Birlings. At the very begging Edna is clearing the table of â€Å"dessert plates and champagne glasses, replacing them with a decanter of port, cigar boxes and cigarettes.† These objects are all expensive things, things you would expect to find at a special occasion. Therefore, not only does it show the Birlings upper class, it also shows that there is a special occasion. The characters costumes are roughly described to match the correct period of time. Men more-so, partly because they would all have been the same, and partly because this would be a strict dress code for a special occasion in those days. This would tell the audience immediately what period the play was set in.  At the begging of the play the lighting is a soft pink, this is to show how relaxed the Birlings were and that everything was ok. Like the expression â€Å"looking back through rose coloured spectacles.† Then as the inspector arrives there is a dramatic change of lighting to a hard, brighter light to show the inspector’s sternness. At the beginning of the play the characters are each described briefly of their characteristics and emotions. These descriptions shall change through the play for at the beginning they are clearly happy in celebration and through out the rest of the play become more â€Å"worried, upset, or argumentative†. The inspector is described as â€Å"An impression of ‘massiveness, solidity and purposefulness’, he grows and remains more solid when each of the other characters break down.† This is because Priestly wants to put across that the inspector (a socialist) is superior to the Birlings. The Inspector goes about his investigation in chronological order to the happenings of â€Å"Eva Smith†, slowly breaking down each character letting them foresee their mistakes. Birling’s speeches are really important as Priestly uses dramatic irony to put across his ideas about social status. In his speeches Birling sounds arrogant and pompous, thinking he knows it all when dramatic irony shows how wrong he is. â€Å"Titanic-she sails next week-forty six thousand eight hundred tons-New York in five days-and every luxury-and unsinkable.† The audience all know the Titanic was infact not â€Å"unsinkable† and that it sank a week later, making Birling sound overly confident, bordering on pompous in his vision of the future. He is thus creating in Birling an untrustworthy character-if he is wrong about this he might also be wrong in other things he says. Birling is portrayed as a typical business man, an individualist, and a capitalist and his attitudes reflect that. For example he makes a speech to his son and future son in law which is interrupted by the inspector. He repeats the idea that â€Å"a man has to make his own way, has to look after himself† which seems to embody his individualistic philosophy. It seems that Priestly uses speeches as an important device to highlight the opposing views in the play. The inspector’s final speech would almost parody this earlier speech in that he proposes the exact opposite view â€Å"We are members of one body. We are responsible for each other† Priestly uses the character of the inspector as a mouth-piece to say his socialist views.  Ã¢â‚¬ËœAn inspector calls’ is very much a play to put across Priestly’s veiws about things he believed in, e.g socialism. An enjoyable mystery performance for people who like a twist.

Netherlands decriminalised euthanasia-law Essay Example | Topics and Well Written Essays - 250 words

Netherlands decriminalised euthanasia-law - Essay Example The Royal Dutch Medical Association KNMG, together with the Dutch courts, have the responsibility of establishing and maintaining guidelines which are used by physicians in the selection of patients who qualify for either euthanasia, or assisted suicide. If the attending doctor follows all the guidelines given by the KNMG before assisting a patient, he is then not liable for prosecution. Over time, some of these guidelines are being ignored and some of the doctors have resorted to administering the operation without following all the legal guidelines (Dykxhoorn). The Dutch Courts have ruled that euthanasia is allowed to be performed by doctors in cases where, the doctor faces an irresolvable conflict between his responsibility to his ailing patient whose incurable condition necessitates euthanasia, and the Dutch laws which helped make euthanasia illegal. If a patient persistently and freely makes a request for assisted suicide as a result of his condition, the Dutch doctors are obligated to consider the request (Dykxhoorn). The first Dutch government study on euthanasia, The Remmelink Report of September 10, 1991 clearly shows that doctors are increasingly taking over making the making of the decision on if a terminally ill patient is to live or die. In cases where the patient wishes to be aided in suicide or needs euthanasia, the decision on whether a patient should continue to live or is to die is decided by a team of physicians and experts or exclusively by the attending doctor (Patients Rights Council). According to Derek Humphry, Switzerland is the only country, which does not, bar foreigners from obtaining euthanasia and assisted suicide services but laws are carefully regulated to ensure that the reasons for obtaining the assistance are valid as the Swiss laws require. (Humphry) Terminally ill patients should be permitted to decide on whether or not they want to die. However, laws and regulations should be enacted and be strictly regulated to ensure that

To persuade People to refrain from taking Diet Pills Essay

To persuade People to refrain from taking Diet Pills - Essay Example It's very important to study this matter for it will make clear to us the real thing about diet pills. The problem is the rate of people who uses diet pills and those who sell such pills are getting higher. The result of this study will surely change our point of view regarding diet pills. The people will surely will benefit, all in the whole society. In the principle of Ecology there is a saying that everything is connected to everything else. So what's the relation of this As we take diet pills we tend to limit our choices and wants to eat. The pills limited the wants of your stomach. And you really have to maintain your diet. When you take diet pills you will not feel hungry every time. But we don't have notice that some part of the body, or one of the body organs are affected by that pills, such as the sensitive one, the liver which is the screener of all, will be affected. But why is this problem not have been solved, actually there are barriers like the legal barriers for they tend to explain that diet pills had come for solving the problem in the society. There are some good results from taking it. And the cant stop the production for it really helps the people's needs. There are also the attitudinal barriers in which the people keeps on consuming and buying diet pills, their attitude and the willing ness to buy the product tends the hardship to stop them becomes worse. There is also a political barrier in which some of the politicians in authority holds or protect those producers, for they will receive a payment from them. There is also an economical barrier, since the people's attitude cannot be stopped by time they continue buying the pills and so consuming these pills helps the economy, so the economic sectors are afraid to stop the production of diet pills for it helps the economic progression. Solving the problem from the start will be hard to do, but there are solutions to solve this. Education is the solution. Why not educate the people about the bad aspects of taking diet pills. We should make them believe that pills can give them another problem; the willingness to be thin is dangerous. Why not publish some ads on the newspaper, conduct seminars, and even teach those in schools. To solve the issue its very intelligent to start from the roots, we should stop those who buys, and so it will make a bankrupt thing to the producers because nobody or the consuming rate decreases the will tend to stop negotiating the product. Let us dissolve the pills, why not take advantage of the oatmeal, and make the production of fruit and vegetables increase, make them have a vegetarian living, more on fibers and exercises. There is a lot of solutions and not the diet pills. Let us take the natural thing. Not of any synthetic thing around us. God gave us everything. No pills. Let's discipline ourselves, and have the balanced diet. Let us remember that we should value health. No need to have the synthetic solutions to become beautiful. We should go for the