Two Articles on the Motives and Mind of a Serial Killer

The mind of a serial killer can be very interesting in being able to find out what makes them want to do what they do. Knowing if someone was abused as a child and if this makes them more likely to become a serial killer or not become a serial killer is something I was very curious to learn about. Something that happens in a person’s childhood can affect the way they act when they become adults. I found two sources talking about childhood abuse and serial killers. The first source was an internet article entitled â€Å"Serial Killer Motives† found on the website How Stuff Works and was written by Shanna Freeman. The second source I found was a video entitled â€Å"Inside the Mind of a Serial Killer† which is found off of the website Big Think. This†¦show more content†¦When I read this text I do not have any emotional connection, which is why I believe this article does not use pathos. Both sources state the facts as to why someone would become a serial killer based on their childhood abuse or neglect. The video talks about specific serial killers that demonstrated this affect. An example exhibiting this affect is Tommy Lynn Sells. The speaker in the video was able to have a conversation with Sells to find out if this really was his motive for â€Å"killing about 70 people† (YouTube). From there, the speaker was able to draw conclusions that people can kill based on childhood experiences. The article states more facts and does not really give examples of serial killers that killed because of abuse or neglect as a child. Providing examples of people who did kill because of this motive gives an advantage to the video. From knowing this information, a person is then able to look up more articles regarding a specific person and find out the background of what occurred to them as a child. Showing what could have trigged them to have done what they did. The video talked about if a person was abused as a child, they would be more l ikely to choose their victims to get back at a parent who abused them. If you were constantly abused by your mother, the video says,† you would be more likely to kill women than men to get back at your mother symbolically† (YouTube). In the example used, Tommy LynnShow MoreRelatedEssay The Making of a Serial Killer, An Annotated Bibliography1410 Words   |  6 PagesAnnotated Bibliography: Brogaard, Berit. The Making of a Serial Killer. Psychology Today. Sussex Directories, Inc., 7 Dec. 2012. Web. 03 May 2014. Berit Brogaard, D.M.Sci., Ph.D., is a Professor of Philosophy and the Director of the Brogaard Lab for Multisensory Research at the University of Miami. She earned a medical degree in neuroscience and a doctorate in philosophy. 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He murdered six peopleRead MoreA Psychoanalytical View of Crime and Punishment and American Psycho 2256 Words   |  10 PagesMurderer Next Door: Why the Mind is Designed to Kill, According to our findings, 91 percent of men and 84 percent of women have had at least one such vivid fantasy about killing someone...the human mind has developed adaptations for killing—deeply ingrained patterns of thought, often accompanied by internal dialogue, anchored in powerful emotions-that motivate us to murder. (Chapter 1) Buss’ point is simple: people experience the thought of killing someone and the mind has adapted to do so. In fiction

Art As A Subjective Term - 1949 Words

Art to many seems to be a subjective term, from a skill done at the highest level to a painting in a museum, society and the nature of our upbringings create nostalgia in all realms of art. It is by human nature that we judge by personal experience before applying reasoning. The definition of nostalgia itself is â€Å"pleasure and sadness that is caused by remembering something from the past and wishing that you could experience it again†.(Merriam-Webster, Nostalgia) Art itself can be noted as an experience. Artwork, if done well, should inspire a memory or maybe a feeling. Perhaps one of the scariest parts of art is that it can inspire nostalgia in a sad or happy way. It is able to control your emotions submitting you to the hand of the artist. Nostalgia is the equivalent of dangling your past in front of you without a way of returning while simultaneously, not allowing you to move on. 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The Theories that Withhold Normative Ethics Free Essays

Normative Ethics is a theory of ethics that is based on what ought to be morally right. Most ethical theories are based from a normative base. Normative ethics are based on what ought to be good or bad, right or wrong, and just or unjust. We will write a custom essay sample on The Theories that Withhold Normative Ethics or any similar topic only for you Order Now The ethical principles are ways to describe the actions and behaviors that we perform. There are several theories that apply to normative ethics like utilitarianism, pluralism, and rights based ethics. Utilitarianism is a principle, which approves or disapproves of every action according to whether it increases or diminishes the amount of happiness or good of the interested party. This issue is deeply imbedded in the ever-expanding world of information technology. New technologies like personnel monitoring hit this issue directly. Employers may see short-term benefits of monitoring employees, such as insider trading, efficiency, or performance. But, employers must consider what effect that the monitoring will have on the employees. The overall happiness or good for all the parties involved are not always addressed. The company may see results from their end but the employees may receive an adverse effect. To successfully make a utility-based decision managers must take in to consideration who is going to be influenced by the decision to be made. Pluralism or duty based ethical principles outline some different ideas. Immanuael Kant say the worth of an action is not found in what the person is trying to accomplish but rather the intention that they had. People must perform actions as a function of duty regardless of the consequences. Duty is an obligation to follow universal moral laws. These moral laws are outlined to make sure that projects or objectives do not superceded the worth of human beings. An important IT example would be the use of private customer information in a negative manner. Managers have a right to ensure that customer information especially financial information like credit cards or asset holdings. The managers have a duty to the customers to respect their privacy of information. Companies that provide hardware and software solutions to companies have a duty to provide a quality product. Reliant companies need those systems to run the companies. Manufacturers have a duty to balance profit maximization and quality to ensure that the product is functional for everyone. Rights based ethics focuses on the rights of individuals and respect of people†s rights. There are two different types of rights in this theory. Negative rights are rights that are free from outside interference. Therefore these rights allow people to have certain rights without someone interfering. Positive rights on the other hand are rights that people are entitled to. Examining ethical aspects using this theory people consider whether the action will impede on human or legal rights. Information management has great rights implications. Consumer†s information is located on many databases throughout the nation. Companies have to ensure that consumer†s rights to privacy maintained. Companies often sell information to marketing organizations who put you on other lists that they may sell. Many organizations make a point of telling consumers that their information will remain private. Consumers also want their information to be current and accurate. Information about peoples credit histories and financial information need to be accurate otherwise the customer may be negatively impacted. People make ethical and moral decisions every day. But, what really influences people when they are making decisions. Family has a large part to play in the way that a person views the world. Values and moral are instituted in children by their parents as they grow. The structure of the family may influence the way that children view the actions of their parents and others. Also integrated with the aspect of family are the areas of religion and culture. There are certain practices in different religions that may shape the way an individual view a decision as either moral or ethical. Subjects like sex or drugs may be accepted in various forms from one religion or culture but not another. This may determine how a person may view a decision in the future. Practices vary from country to country. Therefore, a practice like corporate spying my be acceptable in one culture but is frowned upon in ours. Companies may endorse sweatshops in other countries but it is not ethical to do it in the US. Other factors that may influence how someone makes a decision may be based on their socio-economic position in life. A person desperate for money or food my have a different outlook on some moral or ethical decisions. Personal crises alter a persons view on the world and what should be done. Age also plays an important part of how situations are solved. Younger people may view moral and ethical issues lightly because they don†t understand the consequences of the actions. As people grow older their outlook on life becomes altered. Experience makes a person view the whole picture when a decision needs to be made. People†s values change making their moral and ethical instincts stronger. While people age education level varies. Educated people have a different outlook on life than an uneducated person. Having more tools to access allow people to make a more informed decision. All of these different ideas shape the outlook that people have on the world. Individual views of society shape the moral and ethical decision-making process. The factors outlined above and some of the ethical theories we can speculate how ethical dilemmas might be resolved. Ethical dilemmas need to be examined in various steps. First of all you need to assess the ethical issues in the problem. Determine what issues will become a factor in your decision making process. Decide what your moral intuition says on the issue. How do your own personal views shape the issue? Once you have determined your personal stance on the issue, you must examine the ethical frameworks to decide how the issue can be applied. What course of action do the theories point you to? You must decide what conclusions should you follow as well as considering public policy implications. The actual decision needs to be a very informed one. Every side of the issue needs to be addressed from the different ethical theories. The informed decision will create a better outcome because the pros and cons have been addressed before a solution is designed. How to cite The Theories that Withhold Normative Ethics, Essay examples

Mental Health Problems in the Workplace Essay Sample free essay sample

Low intervention rates imperil workers’ callings and companies’ productiveness. Mental wellness jobs affect many employees — a fact that is normally overlooked because these upsets tend to be hidden at work. Research workers analysing consequences from the U. S. National Comorbidity Survey. a nationally representative survey of Americans ages 15 to 54. reported that 18 % of those who were employed said they experienced symptoms of a mental wellness upset in the old month. But the stigma attached to holding a psychiatric upset is such that employees may be loath to seek intervention — particularly in the current economic clime — out of fright that they might endanger their occupations. At the same clip. directors may desire to assist but aren’t certain how to make so. And clinicians may happen themselves in unfamiliar district. at the same time seeking to handle a patient while supplying advice about covering with the unwellness at work. As a consequence. mental wellness upsets frequently go unrecognised and untreated — non merely damaging an individual’s wellness and calling. but besides cut downing productiveness at work. Adequate intervention. on the other manus. can relieve symptoms for the employee and better occupation public presentation. But carry throughing these purposes requires a displacement in attitudes about the nature of mental upsets and the acknowledgment that such a worthwhile accomplishment takes attempt and clip. Here’s a speedy usher to the most common mental wellness jobs in the workplace. and how they affect both employees and employers. Key points * Symptoms of mental wellness upsets may be different at work than in other state of affairss. * Although these upsets may do absenteeism. the biggest impact is in lost productiveness. * Studies suggest that intervention improves work public presentation. but is non a speedy hole. | Stealth symptoms. touchable impact Symptoms of common jobs — such as depression. bipolar upset. attending shortage hyperactivity upset ( ADHD ) . and anxiousness — are all described in the Diagnostic and Statistical Manual of Mental Disorders. Fourth Edition ( DSM-IV ) . But symptoms tend to attest otherwise at work than they do at place or in other scenes. Although symptoms may travel unnoticed. the economic effects are touchable. Studies measuring the full work impact of mental wellness upsets frequently use the World Health Organization ( WHO ) Health and Work Performance Questionnaire. which non merely asks employees to describe how many yearss they called in sick. but besides asks them to measure. on a ranked graduated table. how productive they were on the yearss they really were at work. The consequences are measured in yearss out of work ( absenteeism ) and lost productiveness ( â€Å"presenteeism† ) . In one survey analyzing the fiscal impact of 25 chronic physical and mental wellness job s. research workers polled 34. 622 employees at 10 companies. The research workers tabulated the sum of money the companies spent on medical and pharmaceutics costs for employees. every bit good as employees’ self-reported absenteeism and lost productiveness. utilizing the WHO questionnaire. When research workers ranked the most dearly-won wellness conditions ( including direct and indirect costs ) . depression ranked first. and anxiousness ranked 5th — with fleshiness. arthritis. and back and cervix hurting in between. Many of the surveies in this field have concluded that the indirect costs of mental wellness upsets — peculiarly lost productiveness — exceed companies’ disbursement on direct costs. such as wellness insurance parts and pharmaceutics disbursals. Given the by and large low rates of intervention. the research workers suggest that companies should put in the mental wellness of workers — non merely for the interest of the employees but to better their ain underside line. Depression is the me ntal wellness upset that has been best studied in the workplace. partially because it is so common in the general population. One study of a nationally representative sample reported that about 6 % of employees experience symptoms of depression in any given twelvemonth. Although the DSM-IV lists low temper as the specifying symptom of depression. in the workplace this upset is more likely to attest in behaviours — such as jitteriness. restlessness. or crossness — and in physical ailments. such as a preoccupation with achings and strivings. In add-on. employees may go inactive. withdrawn. aimless. and unproductive. They besides may be fatigued at work. partially as a consequence of the temper upset or because they are holding problem kiping at dark. Depression may besides impair judgement or cloud determination devising. Research workers who analyzed employee responses to the WHO questionnaire found that workers with depression reported the equivalent of 27 lost work yearss per twelvemonth — nine of them because of ill yearss or other clip taken out of work. and another 18 reflecting lost productiveness. Other research has found that employees with depression are more likely than others to lose their occupations and to alter occu pations often. Part of the job may be deficiency of intervention. In one survey. merely 57 % of employees with symptoms of major depression said they had received mental wellness intervention in the old 12 months. Of those in intervention. fewer than half — about 42 % — were having intervention considered equal. on the footing of how consistent it was with published guidelines about minimum criterions of attention. The research workers estimated that over all. when deficiency of intervention or unequal intervention was taken into history. merely about one in four employees with major depression received equal intervention for the upset. Bipolar upset is typically characterized by cycling between elevated ( frenzied ) and down tempers. In a frenzied stage. employees may look extremely energetic and originative. but existent productiveness may endure. And during matured passion. a individual may go self-aggrandising or riotous. flout workplace regulations. be excessively aggressive. and do errors in judgement ( such as overspending a budget ) . During the depressive stage. an employee may exhibit depressive symptoms as described above. Although passion may be more noticeable at wor k. the research suggests that the depressive stage of bipolar upset can impair public presentation more than the frenzied stage. One nationally representative survey estimated that about 1 % of American employees suffer from bipolar upset in any twelvemonth. Based on employee responses to the WHO questionnaire. the research workers estimated that employees with bipolar upset lost the equivalent of about 28 work yearss per twelvemonth from ill clip and other absences. and another 35 in lost productiveness. The writers note that although bipolar upset may be more disenabling to employees on an single degree. the cost to employers is still less than that attributed to depression. because the latter is more common in the population. In a going from findings about intervention rates for other mental wellness upsets. about two-thirds of employees with bipolar upset said they had received intervention for it. But the likeliness of having equal attention depended on the type of clinician they saw. Merely approximately 9 % of those who sought attention from general practicians received attention in maintaining with published guidelines for bipolar upset. compared with 45 % of those who sought attention from mental wellness professionals. Anxiety upsets in the workplace may attest as restlessness. weariness. trouble concentrating. and extra badgering. Employees may necessitate changeless reassurance about public presentation. Sometimes. as with depression. physical symptoms or crossness may be noticeable. Anxiety upsets affect about 6 % of the population at some point in life. but typically go undiagnosed for 5 to 10 old ages. And merely about one in three persons with a diagnosed upset receives intervention for it. At the same clip. the surveies suggest that people with anxiousness upsets are more likely than others to seek out medical attention — but for jobs like GI hurt. sleep perturbations. or bosom problem instead than for anxiousness. It is likely non surprising. so. that anxiousness upsets cause important work damage. Generalized anxiousness upset. for illustration. consequences in work damage ( as measured by ill yearss and lost productiveness ) similar to that attributed to major depression. ADHD is frequently considered a job merely in childhood. but it besides affects grownups. An international study in 10 states ( including the United States ) estimated that 3. 5 % of employees have ADHD. In the workplace. symptoms of ADHD may attest as disorganisation. failure to run into deadlines. inability to pull off work loads. jobs following instructions from supervisors. and statements with colleagues. Workplace public presentation — and the employee’s calling — may endure. Surveies estimate that people with ADHD may lose 22 yearss per twelvemonth ( a combination of ill yearss and lost productiveness ) . compared with people without the upset. In add-on. people with ADHD are 18 times every bit likely to be disciplined for behaviour or other work jobs. and likely to gain 20 % to 40 % less money than others. They are besides two to four times every bit likely as other employees to be terminated from a occupation. Treatment rates among employees with ADHD are particularly low. In the United States. for illustration. merely 13 % of workers with ADH D reported being treated for this status in the old 12 months. An investing in wellness The literature on mental wellness jobs in the workplace suggests that the personal toll on employees — and the fiscal cost to companies — could be eased if a greater proportion of workers who need intervention were able to have it. The writers of such surveies advise employees and employers to believe of mental wellness attention as an investing — one that’s worth the up-front clip and cost. Most of the research on the costs and benefits of intervention has been done on employees with depression. The surveies have found that when depression is adequately treated. companies cut down job-related accidents. ill yearss. and employee turnover. every bit good as better the figure of hours worked and employee productiveness. But the research besides suggests that intervention for depression is non a speedy hole. Although equal intervention alleviates symptoms and improves productiveness. one survey found that in the short term. employees may necessitate to take c lip off to go to clinical assignments or cut down their hours in order to retrieve. To get the better of barriers to accessing attention. and to do it more low-cost to companies. the National Institute of Mental Health is patronizing the Work Outcomes Research and Cost Effectiveness Study at Harvard Medical School. The research workers have published consequences from a randomized. controlled test of telephone showing and depression attention direction for workers at 16 big companies. stand foring a assortment of industries. During the two-phase survey. mental wellness clinicians employed by an insurance company identified workers who might necessitate intervention. provided information about how to entree it. monitored attachment to intervention. and provided telephone psychotherapeutics to those workers who did non desire to see a healer in individual. The results of 304 workers assigned to the intercession were compared with 300 controls. who were referred to clinicians for intervention but did non have telephone support. The research workers found that workers assigned to the telephone intercession reported significantly improved temper and were more likely to maintain their occupations when compared with those in the control group. They besides improved their productiveness. equivalent to about 2. 6 hours of excess work per hebdomad. worth about $ 1. 800 per twelvemonth ( based on mean rewards ) — while the intercession cost the employers an estimated $ 100 to $ 400 per treated employee. The research workers are carry oning extra research on how to better entree to mental wellness attention in the workplace. and to quantify costs and benefits for employers. Surveies such as these suggest that. in the long term. costs spent on mental wellness attention may stand for an investing that will pay off — non merely in healthier employees. but besides for the company’s fiscal wellness.