Are some people born serial killer Research Paper

Are some people born serial killer - Research Paper Example 12). According to this description, there has been over 200 serial killers over a period of more than 100 years, and that these murderers killed, on average, between 8 and 14 victims during the period of 4 to 8 years. Further, Scott states that the stereotype of the serial killer, according to the popular public perception, is that these killers are male, psychopathic and sexual sadists (Scott, 2000). Keeney & Heide (2000) state that serial killers must be distinguished from spree killers and mass murderers. A mass murderer is somebody who kills a large amount of people in one setting. The Columbine murders come to mind, as does the case of George Hennard, who killed 23 people in a Luby's Diner in Killeen, Texas in October of 1991. The spree killer, on the other hand, is somebody who kills many people in different locations, but in the context of one event. The case of Andrew Cunanan, who killed the designer Gianni Versace, as well as a number of other individuals around the country, before finally killing himself, is an example of this. The spree killer is different from the serial killer, because there is not a â€Å"cooling off† period. This means that there was not a chance for the killer to calm down – the killer is keyed up throughout his killing spree. The serial killer, on the other hand, kills, then has periods of calm and kills again, etc. (Keeney & Heide, 2000). There has been a number of theories about how serial killers are â€Å"formed† - are they born with the disposition to become serial killers, or is it entirely the environment, or is it a combination of both? The following will demonstrate the pros regarding the theory that serial killers are born, not made, then the cons, which argue that serial killers are made, not born. In the end, it seems to be a combination of both, although it might be different for every killer. Pros Bi-Polar Disorder, an inherited disorder, is a component in serial killer personality. The theory above has been put forth by Jonathan Pincus and Dorothy Lewis. The two have studied serial killers for years, and have written a book detailing their theory on what â€Å"creates â€Å" a serial killer. By â€Å"trifecta,† Pincus and Lewis state that serial killers invariably show a combination of brain damage, mental illness and prior abuse (Pincus, 2001, p. 27). Louis Culpepper, who was no t a serial killer, but was a child molester, was the first person who Pincus examined who showed the trifecta. Culpepper was thirty years old and was molesting his six year old stepdaughter. Pincus examined Culpepper and found that Culpepper had frontal lobe damage, and was physically and sexually abused as a child. (Pincus, 2001, p. 27). Culpepper was the initial criminal who showed signs of this trifecta. From there, Pincus examined serial killers, and found that every one of these killers had the trifecta as well. Pincus' theory led him to believe that the typical serial killer suffered from bi-polar disorder, which means that they go through bouts of mania, and it is during this mania that the killer would go through the kinds of manic urges that marks the start of the urge to kill. This is one of the reasons why many serial killers appear normal to the outside world, theorizes Pincus, because if the killer is not going through a manic state, that individual will appear calm and placid to the outside world. Thus, the typical refrain of â€Å"I can't believe that he would do this – he seemed like such a nice fellow† is explained by this, according to Pincus (Pincus, 2001, p. 129). Thus, this part of the trifecta is inherited, and it is an important component. Still, this does not tell the whole story, as evidenced below in the cons section –

None Essay Example | Topics and Well Written Essays - 1000 words - 4

None - Essay Example Glass camera is a new concept in the market whereby a person wears the gadget on the face similar to a Smartphone. The glass camera fundamentally transforms all human interactions including getting driving directions, check mail, and even make calls. This hands-free gadget projects images onto a transparent screen suspended in front of the eyes. The gadget stimulates the inner eye through vibration, using this gadget is similar to being naked with a machine with synapses and wires combined. Glass camera is a head-mounted computer and it has a microphone, a camera, as a result seeing, and hearing what the person sees and hears. However, this gadget not meant for recording daily activities like other cameras is a smart device for alerting messages, answering questions, and provides driving directions. This gadget can take pictures without raising alarm because a person only needs to press the button on the side of the device and start instant recording. This glass has a processor although in the cloud, and accesses internet through an internal Wi-Fi. With the help of a Bluetooth, this gadget can share a person’s mobile data and a bone conduction transducer helps in receiving the sound. As a result, this is a credible gadget for any consumer especially on the road. Glass camera efficiently gives the driver directions without necessarily having to use both hands to get direct the information. In other words, this gadget may reduce road accidents caused by drivers searching for directions from other hands-on gadget. Technology is on the increase and Glass camera is not only flashy, but also classic. Everyone can use this gadget at the comfort of his or her homes or offices. The Glass camera may have a better advantage to people with poor vision. As a result, this gadget may become a head-mounted eye for this group of people. On the other hand, the gadget has many opportunities for scientific, industrial, and medical applications. It

Team Evaluation Tool Assignment Example | Topics and Well Written Essays - 250 words

Team Evaluation Tool - Assignment Example Various tools can be used to help in achieving quality based team performance. One of the tools that prove to be more useful is brainstorming. Every team has both strengths and weaknesses, which highly influence the direction of the organization. Brainstorming in the team will help identify strengths and areas that need improvement (Glasman, 1986). Brainstorming helps to come up with proper suggestions on better ways for improving team performance. In connection to the above, brainstorming improves leadership performance, as a leader will identify the areas that need more concentration. When the deficiencies have been identified, then the team and the manager will proceed in implementing them hence quality and strong leadership and team performance (Parry, 1997). Performance appraisal is another useful tool that can be utilized to help in evaluating the team as well as the leadership performance. The performance evaluation allows both the management and the individual team players identify their strengths and weaknesses. The method gives space for better and quality team performance and leadership performance (Narayan-Parker, 1993). Barksdale, S., Lund, T., & American Society for Training and Development. (2001). Rapid evaluation: Tools, worksheets, and job aids to help you: develop an evaluation strategy, use the right evaluation approach, understand, and analyze evaluation data. Alexandria, VA: American Society for Training &

What are the characteristics of the Mediterranean welfare state and Essay

What are the characteristics of the Mediterranean welfare state and what particular challenges do they face (Politics) - Essay Example Such a model of governance has been applied in varying degrees and forms throughout the world; however, the largest concentration of these has been noted within the continent of Europe. As a function of the horrors of the Second World War and a long history of social activism, many nations within the European model is the most developed form of the welfare state in existence in the world today. Although it may be simple and concise to simply lump all of these welfare states in together as a means of better understanding their core components and the ways in which they interact within the lives of their citizens, such an approach would necessarily miss many of the nuances that different cultures that and economic realities have with respect to the way the welfare state itself is exhibited. As a function of this, the following brief analysis will seek to consider the ways in which the so-called â€Å"Mediterranean Welfare states† differ from those that are in place throughout mu ch of the rest of Europe and indeed throughout the rest of the world. In this way, it is the hope of this author that such a level of analysis will help the reader to come to a better understanding of the social and economic externalities that define the way that these respective governments interact with their shareholders (Bover, 2011). Moreover, as a function of this level of critique and review, the author will also seek to provide a level of critique with regards to the challenges that such systems face as a function of the policies and actions that define them. Accordingly, such a report will include a high degree of economic analysis and consideration as a means of trying to understand the ways in which the central governments of these nations seek to divide and redistribute wealth while at the same time balancing job creation, FDI, and labour demands that define the

Personal Leadership Philosophy and Practice Paper Thesis

Personal Leadership Philosophy and Practice Paper - Thesis Example What is leadership? Leadership can be broadly defined as unique approach of individuals or leaders who can bring about changes in other people. It is an integral part of human behaviour as it is linked to followers. Kouzes and Posner (2007) assert that leaders’ approach to tackling issues or promoting a cause is major factor that makes them popular amongst the followers. It becomes highly pertinent within the organizations as it helps to meet the challenges of work paradigms and inspires others to achieve a common goal. Leadership styles Chandler (1977) has explored the issues with reference to individual approach and says that strategies of managerial leadership become their major motivating factor for their success within the organizations. I believe that three major styles of leadership are popular within organizations: Transformational; situational; and participative. James Burns (1978) states that transforming leadership is based on a relationship of mutual inspiration an d elevation that converts followers into leaders and may convert leaders into moral agents. The political leaders are often endowed with traits of transformational leaders who take up social causes as major agenda to transform them into staunch followers. Situational leaders exploit situations to enhance performance. Sjostrand and Tyrstrup (2001) believe that managerial leadership is relational ongoing social construction which adapts to the changing equations. This is very important in the contemporary environment of fast changing technology and globalization. Such types of leaders are able to convince others to adopt changes and take them as opportunities for improving productive outcome. Participative leadership takes into consideration the views of others and promotes collectives decision making based on informed choice for common goals. Tannenbaum & Schmidt (1973) emphasize that organizational leaders increasingly prefer participative leadership as they can use effective commun ication to share organizational vision, mission and goals with the workforce. Leadership traits Leadership qualities and traits encourage participation of the workforce in the overall strategy of having collective goals through shared learning. Many scholars have conducted studies to find the traits and behaviour and leadership style that has transformed common man into effective leaders (Stogdill 1974; Yukl 2002). Few of the important traits that a leader must inculcate are: good communication; vision; adaptability towards change; positive attitude and commitment; creativity, initiative and belief; integrity and ethics; compassion and caring nature. Effective communication is one of the most crucial traits of the leaders which is used to disseminate information and inculcate a sense of responsibility amongst the various stakeholders of the organization. Visionary leaders empower their followers so that they can make decisions based on informed choices. It facilitates in adapting to the changes which occur due to transforming technologies and values and significantly impact organizational processes. Indeed, effective leadership influences cultural identity and helps adapt to the changing environment. The organizational le

Equity and Trust Research Proposal Example | Topics and Well Written Essays - 2750 words

Equity and Trust - Research Proposal Example Although cash contributions are generally found to be price elastic, property contributions are price elastic only for high-income taxpayers. These results suggest that the current tax-favored status for donations of appreciated assets by taxpayers other than the wealthy should be reassessed. These findings are also important when considering alternative tax system proposals, such as the flat tax which does not permit a deduction for charitable contributions. It is not only the charitable status of private schools and hospitals that are threatened by the provisions of the draft Charities Bill. The removal of the legal presumption, which will require charities to positively prove the benefits delivered to the public, will challenge the charity status of many faith-based organizations as well. The legal presumption in this case and many others is no... Rather it is a necessary device to protect those charities that deliver indirect benefits not subject to the rude gaze of public scrutiny. To combat harmful discrimination by private tax-supported groups, society should, at a minimum, maximize the use of all currently existing legal tools. One such tool used by the federal government against private groups (whether tax-supported or not) is the conditioning, under civil rights laws, of the receipt of federal financial assistance (FFA) on the recipient's agreement not to discriminate. However, these civil rights laws have not been interpreted broadly enough to apply to private, tax-supported organizations based solely on their receipt of tax benefits.

Placement report Essay Example for Free

Placement report Essay N.V. Elmar (Naamloze Vennootschap Electriciteit-Maatschappij Aruba) is in charge of providing electricity in Aruba. Formerly, the company’s name is N.V. ELECTRA founded by Mr. John G. Eman in 1950. After his death, his wife Mrs. F. van der Biest-Eman took over his place and continued the company’s operation. In November 9, 1950, N.V. ELECTRA discusses with Parliament the dealings of providing electricity in Aruba at the public’s interest. Under this discourse, the company had experienced several issues. ELECTRA then becomes a government property after the approving the proposal. Within the proposal, the company specifies itself to be under the control of OGEM N.V. located at the city of Rotterdam, Holland. Its first operation in November 15, 1950, N.V. Elmar has the capacity of 3000 KW with three diesel engines and eventually increased in 1958 buying a power station with a capacity of 15,000 KW. However, in 1982, OGEM experienced bankruptcy and decided to sell its shares of N.V. Elmar to Utilities Aruba N.V. owned by the government. Now, the company proudly states of its financial stability and management under the limits of concession (elmar.aw, 2004). Now, Elmar has a number of 163 employees and approximately 33,000 consumers on the island of Aruba. Island of Aruba   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Serviced by the N.V. Elmar, Aruba is a Carribean island 24 km west coast of Venezuela. Of the three Dutch Islands, Aruba is the smallest having an area of 194 km2 with eight regions, namely, Noord / Tanki Leendert, Oranjestad (West), Oranjestad (East), Paradera, Santa Cruz, Savaneta, Sint Nicolas (North) and Sint Nicolas (South). The official language used is Dutch, particularly in education, mass media and civil service. Another language, is Papiamento, second to English as the main language in the island. The population also speaks of Spanish, a prevalent language in upper grades of primary schools (Elmar, 2006). Role in the Company   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Because I hold a position in the Human Resources Department, most of my concerns are on employee benefits, recruitment and other employee related issue. Six months in N.V. Elmar has undoubtedly reached my capacity as an employee in the Human Resources Department. Two of their projects for employees, health and wellness program and monetary rewards will be discussed as the main concept of this report. Methodology Research Design   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Elmar, like any other company, has major concerns on their employees. To address, this, the company initiated a corporate Health and Wellness program. In this program, the awareness of employees on health related issues and quality of life are substantially relayed. The company has outlined the procedures by giving employees education and promotion on health programs, and orientation and coordination of health assistance. Primarily, it is important to know what the general health status in the island is. Some of the researches made convey of obesity as the primary contributor to life-limiting illnesses in Aruba. The reasons for a high rate in the island are the decreased deprivation of food and a sedentary lifestyle. Aruba is a developed country and in most studies, countries in this state have high incidences of obesity especially on families with lower household income. Often, the quality of food is overlooked wherein buying foods high in calorie and fat is rampant. In a survey conducted in 1991-1992, 67% of the Aruba population is overweight. Moreover, this finding affects both sexes. Next study was conducted in 1995 to 1996 showing the nutritional state of first up to fifth grade overweight. Approximately, 13.4 to 14% of the first graders are overweight and 26.1 to 29.4% of the fifth graders experience obesity. A more recent study in 2004 by Dr. Richard Visser stated that of the 367 children studied, 133 were obese, the number of underweight children is 18, and the remaining 216 were healthy. Significantly, Visser found out that one factor of the growing population concerning obesity in oner population is the unawareness and disregard as a public concern. Hence, attention such treatment and proper education about being obese is insufficient.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Monetary and Non-Monetary rewards are essential for performance improvement of employees. Though we may see that vision, mission, and goals would be enough motivating entities in employee performance, still, these direct costs will provide a meaningful and prosperous stay in the company. In the monetary rewards, as the name implies, more of salary additions are being worked upon while the non-monetary rewards focus on recognizing the employee capability on work and other areas. Elmar Company has an incentives and rewards system, wherein it compensates, reinforces, and encourage enhancement of employee duties. In these types, providing incentives and rewards may focus on team or individual distribution. Moreover, the essentiality of these programs for employee performance, will direct work efforts in advantage to the mission, vision and goals of the company. Incentives and rewards are given to teams, organizations, or individuals in the company that exceed the company’s expectations. Procedures   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Elmar company has outlined its goals and objectives in preparing the health and wellness programs. In this way, the company will properly monitor how the program is advancing towards the organization’s benefits. The company’s concern for its employees marks the unity of the two in a system of social relations. Upon noting the principles held by the company in this program, the statement now implies that there is the importance for maintenance, prevention, and promotion of health status of employees.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The vision of the company in pursuing this project is to develop an advanced and efficient program for the health and wellness of the company. Conceptual perceptions about this vision are: Corporate health and wellness means work with the employees of Elmar. Corporate health and wellness underlines the positive dimensions of health. Corporate health and wellness has to involve different groups, organizations and institutions.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Subsequently, the company has marked the strategic and operational objectives for this program. Strategic objectives cover the expected results upon reinforcement of the program while the operational objective sees how the actual procedure must perform on the employees. The following are the strategic objectives: To reduce medical costs and disability costs: many companies have found that they can significantly reduce the cost of employee health care benefits by proactively promoting health, safety and wellness. To reduce absenteeism: numerous studies have found that employee wellness programs can significantly reduce employee absenteeism. To enhance productivity: many studies have linked health risks with reduced employee productivity and have found that healthier workers are more productive. To improve general health and well being. (Corporate Health and Wellness Program, 2006: 12) While these are the operational objectives: Structure and develop corporate health and wellness programs and activities according to priorities established. These programs c.q. activities are directed to the individual employee, Elmar as an organization and the community of Aruba. Establish and reinforce collaborative relations with organizations in the community, government, and NGO’s, related to the development of specific projects in corporate health and wellness. Generate an employee data bank related to the risk factors in health and wellness that can be used to generate assistance, prevention and education programs. Develop educational activities for the employees that can reinforce the actions of promotion in corporate health and wellness. (Corporate Health and Wellness Program, 2006: 12).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   To start the program, first, the company must identify which are the employee needs prior to implementing operational objectives. In order to have an appropriate amount of data, the company will have to conduct as survey amongst its employees, invite an organization that will manage the physical examination among employees and facilitate education about eating healthy.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The monetary and non-monetary programs will take effect on employee’s performance level. Generally, it enhances the performance to satisfy or exceed the objectives. Examples of Monetary incentives are: Performance awards – monetary incentives that reward employees upon performance that exceeds the expectation of the company. Observation of giving this award is through formal performance ratings of record on the appraisal period. Special act or service awards – one-time awards like lump sum for employees that had done a specific task from performance. Judgment in this kind of award comes from the first line supervisors. Quality Step increases – gives employees faster than normal progression by facilitating stepped rates and a permanent increase in basic pay. Time Off awards – granting employees leave without charging their annual leave. Gain Sharing – a system, wherein both the company and the employee gain improved productivity. In this system, the company measures the productivity of employees, which in turn gives additional income to the company, then, the employees and involved organization will benefit through associated earnings of the company.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Non-monetary incentives may be tangible or incentives that have more bases on rewards like trophies, medals, certificates, and plaques. Moreover, this kind of incentive may take an intangible position, for example, if an employee has exceeded the expectation of the company, the organization may include training opportunities and assignment of employees to a more meaningful, challenging, and prestigious kind of work. Even though these incentives may not have much value directly on budget, some studies have shown that this becomes more important as motivating factors for employee performance. The Report SWOT Analysis   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   SWOT (which stands for strengths, weaknesses, opportunities, and threats) is a type of management observation on the overall performance of an organization. This method is often used on businesses because results can be easily transformed in other business philosophy like Porter’s five forces. Generally, the SWOT analysis has effect on overall evaluation when one factor has a cited defect or disadvantage. The strengths and weaknesses are the internal factors while the external factors are the opportunities and threats (marketingteacher.com, 2007). Strengths The strengths of the health and wellness program are in aspects of giving educational awareness to employees considering health problems, disease prevention, and health status. Hence, employee performance may increase. Moreover, productivity may increase because of reduced absenteeism, medical insurance policies, and cost effective strategies. The strengths of monetary and non-monetary incentives take effect on employee and company relationship. Employees regard much of their work because of these rewards, which in turn will not only increase productivity but also enhance the quality of products and services as well. In addition, if properly examined, is the preservation and maintenance of employees with exceptional skills and abilities. Weaknesses Apparently, the weaknesses of health and wellness programs are the appropriate participation of employees particularly in health awareness programs. The individual may listen to these lectures but do not apply them in real life. One weakness of incentives is on the monetary rewards. Generally, monetary rewards have the â€Å"amounts† in order to make employee performance more successful and productive. However, some employees may look at incentive as the central mark of their performance rather than cling on the vision and mission of the organization. In addition, not all employees may non-monetary rewards as a moral perspective, because some employees may develop envy among their co-workers if abundantly present in most of the incentive policies. Opportunities A big opportunity for health and wellness program is to widen the controlled areas in health provisions such as insurance policies and discounts on medical services. The company may also generate proper motivation of these programs when medical specialists are very much involved with the program. There should always be continuity with this kind of program because health is a very essential to an individual. In monetary incentives and non-monetary incentives, monitoring units for choosing which of the employees will gain the award should have a regard. In this way, proper evaluation of the programs will provide trust to employees that the awardees deserve. Hence, envy will not have its place in the organization. Threats The health and wellness program should look unto costs prevalently diverse in most health programs like medicines, fees of professionals and other related issues on economic changes in effect to medical facilities. One threat in monetary programs is that there may be possibilities of lost on the best employees if monitoring is not properly achieved. Hence, the probability of giving good services and products may have hindrances. Reflection   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   As part of this project, I have noticed the essentiality of the company and employee relationship. Seeing how Elmar valued this social interaction, the severity to serve the company is overwhelming yet incomparable to what I have seen on other organizations. Both the company and its employees are very much interested on the productivity and quality of service. Furthermore, I have seen the social impact of the health and wellness project, as it projects how the society has evolved from a simple unit to a larger unit of the company because it affects the employee performance. Monetary and non-monetary incentives are appropriate sources of motivating employees on the vision and mission of the company but proper attention on the monitoring and evaluation of awardees should be considered, as this could affect trust amongst employees. I think these are apparent objectives after the actual placement: Enhance productivity due to reduced absenteeism and proper well-being. Reduced medical costs because of subsequent education of employees on health related issues. Educational activities for employees in areas like Roll in â€Å"Wit Gele Kruis† for yearly check ups and mini health fair. Monetary Rewards has succeeded in increasing productivity. Non-monetary rewards have increased company commitment among employees. Conclusion   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Questionnaire results were positive, looking at the overall performance of corporate health and wellness programs. This survey will generally help the family to be aware in eating the right food and proper diet to reduce the medical costs. The mini survey has given positive results and future benefits to most employees. On the other hand, monetary and non-monetary incentives will help in motivating employees of their performance level and commitment to the company. There is also a great probability of preserving and acquiring employees with exceptional talents and skills. Bibliography N.V. Elmar. â€Å"About Us.† 2004 29 January 2008 http://www.elmar.aw/info/content/wp_aboutus.jsp SWOT Analysis. 29 January 2008 http://www.marketingteacher.com/Lessons/lesson_swot.htm