Psychological Profile of Albert Fish

Psychological Profile of Albert Fish Criminal profiling has always been a crucial way of solving crime in law enforcement. This type of mechanism narrows the field of investigation by indicating what kind of person is most likely to have committed a crime by focusing on certain behavioral and personality traits. It is a collection of leads, and has been described as a skilled attempt to provide specific information about a certain type of suspect. A disorganized asocial offender tends to have an unusual personality. As a child, their childhood had often consisted of physical or emotional abuse. Even in school, disorganized offenders struggled to make friends and also with academics. Usually, these offenders are described as strange, socially awkward, and unintelligent. Many are reasons why these offenders are overlooked. For example, in a homicide; the disorganized offender attacks the victims abruptly and uses un-planned or barely planned violence. Disorganized asocial offenders are only comfortable within their famili ar surroundings because of the absence of social norms and values. (Holmes, 1996, p.49) The organized nonsocial offender however, is the exact opposite. These offenders have organized characteristics that match to their own personal lifestyle (Holmes, 1996 p.50). Most of organized offenders are not often recognized because of their ability to â€Å"blend in.† Their charismatic personalities also play a role in their behavior. Even under suspicion, the offender could have the possibilities of preparing responses to benefit his own situation. When committing a crime, they try to leave and little evidence as possible (Holmes, 1996 p. In the case of a murder, the offender would not leave the murder weapon at the crime scene. Alternatively, they would take the weapon and move the body to a different location. An organized nonsocial offender is most likely inclined to use a weapon that belongs to them. Not all serial killers are the same. Although they tend to have a similar motivations, their behaviors are different from one another. Each serial killer can be identified in different sub-categories. The most recognized sub-categories are the visionary, mission, hedonistic, and control serial killers. Visionary killers are propelled to kill because of the voices he hears or visions he sees. God or the devil can be an influence to a visionary killer (Holmes, 1996, p.64). These killers would usually be out of touch with reality. With mission killers, they are the exact opposite of visionary killers. Instead of being out of touch with reality, mission killers are very active in the real world (Holmes, 1996, p.64). They are likely to gravitate to a certain group of people and are prone to target a minority. A hedonistic killer or thrill killer sexual gratification through the murder. These killers use time consuming techniques to murder their victims; this includes dismemberment, necrop hilia, mutilation, and many more. The hedonistic killer is more fixated on the killing compared to the visionary and mission killer. However, there is an extension to the hedonistic subcategory. One that does not kill for sexual gratification for a prime motive is called a hedonistic comfort-oriented killer. The hedonistic comfort-oriented killer preferably kills for personal gain. At last, the power or control serial killer, gains pleasure from the complete domination of his victim. Much like the hedonistic serial killer, a control serial killer gains sexual gratification from the murder; the only difference is having power over the victim (Holmes, 1996, p. 66). The subcategory of â€Å"hedonistic serial killer† best suits Albert Fish because he had lured children inside his home and would torture them multiple ways. Some of the acts of torture would include a paddle laced with sharp nails; he would later sexually assault them. As he continued to do these acts, he eventually murdered and cannibalized his victims, primarily children. Albert Fish is an organized nonsocial, hedonistic serial killer who is a psychopath. Methods Hamilton Howard Fish, also known as Albert Fish, was born in Washington D.C. on May 19, 1870. His father, Randall Fish, was 75 at the time of his birth making him 43 years older than his mother. The youngest of three living siblings, Fish adopted the name Albert after a deceased sibling. Many members of his family had mental illness, and one suffered from religious mania. One of Fish’s brothers was issued into a state mental institution. His sister was identified with a â€Å"mental affliction† Also, his mother experienced aural and visual hallucinations. Three other relatives were diagnosed with mental illnesses (Murderpedia). As a child, Fish suffered several traumatic events such as dealing with the death of his father and also being sent to an orphanage by his mother. At the time, Albert was five years old, the youngest in the entire boy in the entire institution. (Doidge) While at the orphanage, he was exposed to numerous acts of perversion and physical abuse which benefited his obsession with sadomasochism. Over the years, he was introduced to practices such as urolagnia and coprophagia from a telegraph boy. This led Fish to visit public bathhouses to watch boys undress. As he grew older, Fish moved to New York to become a male prostitute. In that time, he began sexually assaulting young boys (Doidge). Fish claimed to have â€Å"had children in every state† although it is not known whether his statement was true (Murderpedia). He mainly targeted African American or mentally challenged children because he believed that they would not be missed. Fish later married a 19 year old woman and had 6 children with her; she eventually abandoned him and their children for another man (Castleden). Although Fish had never abused his children, he encouraged them to participate in his sado-masochism games. This included his children using a nailed studded paddle on Fish’s buttocks. He was also known for writing a letter to Mrs. Budd explainin g in great detail the torture he put their children through, and also how he cannibalized her. He only confessed to the murders of Francis McDonnell, Grace Budd, and Billy Gaffney. Results Fish is indeed an organized nonsocial, hedonistic serial killer. Albert Fish falls into the category of an organized nonsocial offender. Although he is categorized as an organized nonsocial offender, he illustrates traits of a disorganized asocial as well. For this reason, Fish suffered from having an absent father-figure in his life since his father had died when he was only five years old. This caused his mother to send him to an orphanage in which he had became socially awkward. Another characteristic was that Fish claimed that God was persuading him to murder and torture children. His main traits are mostly found within an organized nonsocial offender. For example, Fish had used his charm on Mr. and Mrs. Budd that had gained their trust in order to lure Grace out of their home; this shows that he is able to manipulate others because he gives a good impression of himself. Fish also plans out his attacks before committing them. Albert Fish has a very high likelihood of being a psyc hopath because of the characteristics found in his behavior. His family history may have played a factor in his actions however, he had been examined several times by psychiatrists at Bellevue but was Fish was always released and declared â€Å"disturbed but sane.† This signifies that Fish is capable of manipulating and harming others around him. He has been known to be a master in disguise because of his weak and fragile old man appearance. He Fish uses this as an advantage to try and prey on his victims. References Albert Fish | Murderpedia, the encyclopedia of murderers. (n.d.). Retrieved January 28, 2015, from http://murderpedia.org/male.F/f/fish-albert.htm Albert Fishs Childhood | Twisted Minds a website about serial killers. (2007, January 1). Retrieved January 28, 2015, from http://twistedminds.creativescapism.com/mostnotorious/albert-fish/ Cannibal Albert Fish Documentary. (2012, February 24). Retrieved January 29, 2015, from https://www.youtube.com/watch?v=orJiXNQeScs Castleden, C. (2011). Albert Fish the Lying Cannibal. New York: Constable Robinson. Doidge, C. (2002). The Life of Albert Fish. In Profile of Serial Killers. Create Space Independent Publishing Platform. Forensic Document Examination. (n.d.). Retrieved February 4, 2015, from http://www.forensicsciencesimplified.org/docs/how.html Handwriting Expert, Forensic Document Examiner, Forgery Exam. (2006, January 1). Retrieved February 3, 2015, from http://www.documentlab.com/ Hare, R. (1999). Without conscience: The disturbing world of the psychopaths among us. New York: Guilford Press. Holmes, R., Holmes, S. (2002). Profiling violent crimes: An investigative tool (3rd ed.). Thousand Oaks, Calif.: Sage. Montaldo, C. (2014, December 16). Profile of Serial Killer Albert Fish. Retrieved February 3, 2015, from http://crime.about.com/od/serial/p/albertfish.htm Rawlins, H. (2003, January 1). Serial Killers. Retrieved January 30, 2015, from http://iml.jou.ufl.edu/projects/spring03/rawlins/fishtrial.htm Taylor, T. (n.d.). ALBERT FISH. Retrieved January 30, 2015, from http://www.prairieghosts.com/fish.html

Diversity in the Workplace Essay

This diversity audit begins with a background about the company, as well as some important information about key Diversity executives. What will be addressed in the audit are what efforts Johnson & Johnson made to foster diversity competence and understand, what efforts were made in furthering the knowledge or awareness about diversity, what strategies were used to address the challenges of diversity and how will you ensure that your leaders and managers will be committed to the diversity initiative. The audit concludes with a quote from the vice president of recruiting at Johnson and Johnson, as well as their Diversity and Inclusion Programs and Activities from the Johnson and Johnson Website. In 1886 three brothers, Robert Wood Johnson, James Wood Johnson and Edward Mead Johnson, fount the Johnson & Johnson company in New Brunswick, New Jersey. Today, the company employs approximately 128,700 people with more than 275 operating companies in more than 60 countries. The worldwide hea dquarters remains in New Brunswick, New Jersey. The company prides itself in caring for everyone in the world, they feel this inspires and unites the people who work there. Johnson & Johnson is the world’s sixth largest consumer healthy company, the world’s largest and most diverse medical device and diagnostic company, the world’s fifth largest biologics company and the world’s eighth largest pharmaceutical company. These companies together touch the lives of more than a billion people throughout the world every single day. This company, without a doubt, knows what diversity is. Their product line in itself is so diverse that I would say that diversity is what this company was built on and continues to grow from. They offer health care products that go from taking care of a skin blemish or a headache, to beautifying your hair and teeth products, to products used for metastatic breast cancer, hip placements and coronary stents, to prescription drug products treating everything from migraines to cancer a nd serious infections. According to  the company website, diversity is described as follows, â€Å"People and values are our greatest assets. Diversity is a central part of the cultures across the Johnson & Johnson Family of Companies. It’s a key to our people’s passion for improving the health and well-being of people the world over. Further, our commitment to diversity and inclusion is deeply rooted in the values instilled by Our Credo and is exemplified in a number of our companies’ programs and activities. We recognize that differences in age, race, gender, nationality, sexual orientation, physical ability, thinking style and background bring richness to our work environments. Such differences help us connect better with the health needs of people in communities around the world. We believe that attracting, developing and retaining a base of employees that reflects the diversity of our customers is essential to our success. We also believe success hinges on relationships with diverse professional and patient organizations, civic groups and suppliers†. (jnj.com) In addition, Johnson and Johnson offers mentoring programs and leadership development programs to ensure personal professional growth. During my research I found that Johnson & Johnson has supporting affinity groups that has strengthened the impact of diversity not only within the organization, but in the community as well. Some of these groups include the Community of Asian Associates at Johnson and Johnson, South Asian Professional Network and Association, Gay and Lesbian Organization for Business and Leadership, Women’s Leadership Initiative, African-American Leadership Council and Hispanic Organization for Leadership and Achievement. These groups are just the tip of the iceberg as far as diversity for Johnson & Johnson. A key executive, Anthony P. Carter is Vice President of Global Diversity and Inclusion, as well as Chief Divers ity Officer for Johnson and Johnson. In an article from Diversity Global Magazine, Mr. Carter was named a 2013 Diversity Executive of Distinction. The article stated that Mr. Carter’s focus on developing cutting edge Diversity and Inclusion programs and strategies is successful because it is aligned with the company’s strategic business objective. As I researched deeper into the company’s responsibility to its customers, employees, communities and shareholders I found that Johnson & Johnson’s respect towards these groups of people who keep the company alive is supported by Anthony’s implementation and design of an inclusive global organizational system, as  well as Diversity and Inclusion incentives. He has further developed opportunities for Johnson and Johnson to maximize their diversity. He oversees an office that implements programs such as Crossing the Finish Line, which is a career acceleration program for people of color. Programs such as these are crucial in developing world-class diverse leaders. An interesting quote by Anthony P. Carter sums up his role nicely, â€Å"Diversity and inclusion describe how we can work together to bring innovative ideas, products and services together to advance the health, well-being and the quality of life of those we serve.† (Diversity Global) In the article Harnessing Diversity to Affect the Bottom Line by Ron Dory, it was noted that one of Carter’s best practices in relation to diversity is the use of ERGs (Employee Resource Groups), which have brought in new markets and impacted the company’s growth in a positive way. Johnson and Johnson prides itself in it’s membership in the Billion Dollar Roundtable, an elite group of companies that spend a billion dollars annually on women owned and minority owned suppliers. Johnson & Johnson’s use of Employee Resource Groups or ERGs as an organization where people who share a culture or background, for example gender, ethnic, religion or age, can meet to rejoice within their culture or address issues in relation. ERGs are often chartered organizations and have volunteer leaders and business plans that are in alignment with the organizations goals and bring value to the company. Mr. Carter’s use of ERGs at Johnson & Johnson has allowed everyone to see that they are not the same but different while trying to achieve the same goals and objectives. He has also advised other companies to not move towards being the same or creating an organization where differences are not acknowledged. It appears the ERGs have allowed diversity to take a strong root within Johnson & Johnson. The have led to the company receiving numerous awards as leaders in diversity. As an example, Johnson and Johnson continue to develop world-class leaders. In September 2013, The United States Hispanic Chamber of Commerce (USHCC) announced this year’s Corporate Advocate of the Year, and the award went to Johnson and Johnson’s Chief Procurement Officer for Medical Devices/Supplier Diversity, Ruben Taborda. The president and CEO of USHCC stated, â€Å"Ruben Taborda is a visionary leader who has demonstrated an unwavering commitment to fostering business relationships between minority-owned enterprises and corporate America. Mr.  Taborda is a true role model, leading by example, committed to providing concrete growth opportunities for Hispanic businesses throughout the nation.† (Global Newswire) Ruben Taborda is just another example of the success Johnson & Johnson has had implementing diversity programs throughout their company. Just from my audit I have seen their success with women, Hispanics and many other minority situations. They truly believe in what they stand for and what they are trying to accomplish in the diversity arena. In retrospect, even though Johnson and Johnson has an impeccable reputation regarding diversity, even to the point that the company thrives from the immense diversity, it is always on the top of the list of the best places work and was one of Divers ity Incs. Top Companies for Diversity, problems arise sometimes when employees or perspective employees do not see it the same way. Examples of this come in the form of lawsuits against the company for discrimination. One case in particular, Francine Parham, vice president of human resources was always bothered that there was a lack of minorities in the high positions within the company. She filed a lawsuit claiming that she did not receive a promotion because she is African-American and was then fired for speaking out against â€Å"a corporate culture of discrimination† (Gordon). Perham stated that in the lawsuit that she was told by her supervisor that he envisioned a promotion for her within the next twelve months and that she never got the promotion because that position was eliminated and that she was not qualified for a higher position even though she had excellent performance review. Perham also alleged that less qualified white men and women were promoted to higher positions and she believes this was because she is black. She also pointed out the lack of diversity at the top. Johnson and Johnson’s responded, â€Å"We have a deeply established commitment to diversity and incl usion in the workplace and deny the allegations in this case†(Gordon). There were two other cases, one in which an African American and one a Hispanic, filed similar lawsuits, accusing Johnson and Johnson of paying them lower wages and denying promotions to people of color. After ten years, that case was dismissed. Despite the fact that five of the highest-paid executives at Johnson and Johnson are white, four of them being men, and ten of the twelve directors are white with no women of color on the board, Calvert Investments still rated Johnson and Johnson’s diversity an 85 out of 100. They have an  abundance of internal minority groups and minority recruitment outreach efforts, they are a strategic partner of Minority Business Round Table and they sponsor scholarships for minority students. (Gordon) I believe that companies such as Johnson and Johnson, with such outstanding reviews regarding diversity, and notable for their roles in diversity, are sometimes an easy target for people who are looking for lawsuit settlements. Reverse discrimination plays a large part in this process. It is very easy for a person, especially one of a protected class, to claim discrimination, especially against mega companies such as Johnson and Johnson. These people know that the company would not want their reputation tainted so they make false claims to try and get whatever they can from the company. So the five highest paying executive in Johnson and Johnson may be white, but they also may be the most qualified, they may have worked the hardest to get to that point and they may be the most dedicated thereby deserving every dollar they earn. In my own experience, in managing a small local business, it is the qualified, hard-working, dedicated and reliable employee that will be promoted, no matter what the race, gender, religion, etc. According to Global Dynamics Inc., â€Å"leading healthcare provider, Johnson and Johnson has been rated, by Diversity Inc. Magazine as the #1 company for promoting diversity and inclusion in the U.S. Diversity and Inclusion (D&I) are regarded as critical factors in making Johnson and Johnson one of the â€Å"best places to work† in the U.S†. Although Johnson and Johnson met some challenges when they wanted to expand its Diversity and Inclusion initiative globally, they succeeded in meeting those challenges and the initiative was a success. Town hall meetings led by local leaders and web-based training reached several countries within the regions, live video conferences and live international video meetings were introduced and became groundbreaking for Johnson and Johnson. This resulted in improved employee morale, productivity and communication. (Global-Dynamics) In conclusion, my diversity audit of Johnson and Johnson showed they are a major player in the diversity arena. They have diverse employees, market their products to diverse groups and have initiatives in place to expand lead their company diversity even further in the future. An article in the NY Times sums it well by stating, â€Å"Johnson and Johnson’s achievements in diversity, in concept and in practice, succeed in bringing value to all those  con stituents† (Forsythe). Johnson & Johnson is a company that is focused on building their brand by building superior products and understanding the importance of diversity in achieving success in the global marketplace. They have made diversity an integral part of their processes including procurement, supply chain, product development, information management, sales and marketing, and community service. My audit research of Johnson & Johnson showed they are a worldwide leader in all of the above and they make a concerted effort to lead other companies in the same direction. Having all the initiatives and being part of outside organizations that push diversity allows them to exert pressure necessary to achieve diversity in the workplace throughout the world. The NY Times article also quoted Marjorie Geller, Vice President of Recruiting as saying â€Å"There’s no question about it, our commitment to diversity has a powerful impact on our recruitment and our talent-development processes, as well as the products we offer to customers. We try very hard to assure that our diverse culture translates into value for our customers, our employees, our communities and our stockholders† (Forsythe). The following is the Diversity and Inclusion Programs and Activities from the Johnson and Johnson Website: Throughout our companies, a wealth of programs and activities support our belief that a diverse, inclusive culture is essential to business success. Following is a sampling of these activities. Employee Resource Groups Employee resource groups are voluntary, employee-driven groups that focus on shared interests and experiences and look to apply those perspectives to initiatives that create value for the enterprise. These groups provide support, networking as well as personal and professional enrichment opportunities for their members such as mentoring, community outreach, supplier diversity, career development and cultural awareness activities. Mentoring Programs Mentoring is widely offered throughout the Johnson & Johnson Family of Companies as formal or informal programs. We look to expand learning opportunities and support development of a diverse workforce by making these  nurturing relationships available to an ever increasing number of employees across the enterprise. In the spring of 2010, Johnson & Johnson introduced a custom, web-enabled mentoring service called Mentoring Works! that contributes to the Global Diversity & Inclusion strategic objective of building a culture of inclusion. Mentoring Works! is an enabler for talent development, employee engagement, and effective knowledge transfer as it makes it easier for people to connect, network and learn from each other. Diversity University Recognizing that education is essential to learning about the benefits of diversity and inclusion, we have established the Johnson & Johnson Diversity University. Diversity University is a dynamic online website designed to help employees build the competencies and the skills needed to understand and value differences and the benefits of working collaboratively to meet our Credo commitments and business goals. Diversity University includes a variety of guides, toolkits and resources for self-guided learning; a strong elearning curriculum that includes Diversity & Inclusion Fundamentals, Building Trusting Relationships in a Global and Diverse Environment, and Leveraging Diverse Thinking Styles: The Whole Brain ® Advantage; as well as links to other interactive portals providing cross-cultural education and skill building exercises. Office of Diversity & Inclusion The Office of Diversity & Inclusion was formed as a functional group within Johnson & Johnson to drive diversity & inclusion as a business imperative and to ensure a competitive advantage. The Chief Diversity Officer reports directly to the Chairman and Chief Executive Officer of Johnson & Johnson. The team serves as business catalysts, executing a global diversity strategy that enables Johnson & Johnson to win in the global marketplace. (JNJ.com) Also of interest is the following web address which shows the details of Johnson and Johnsons Diversity and Inclusion Business Model: http://www.jnj.com/sites/default/files/pdf/Global%2BDI%2BCall%2BOut.pdf References: Diversity Global. Retrieved from: http://www.diversityglobal.com/tops.aspx?id=Anthony-P-Carter-1449 Dory, R. Harnessing Diversity to Affect the Bottom Line. Epoch Times (Oct 10, 2013). Retrieved from: http://www.theepochtimes.com/n3/313845-harnessing-diversity-to-affect-the-bottom-line/ Forsythe, J. (2005) Leading With Diversity. Retrieved from: http://www.nytimes.com/marketing/jobmarket/diversity/jandj.html Global-Dynamics (2013). Retrieved from: http://www.global-dynamics.com/johnson-johnson Globe Newswire (2013). Retrieved from: http://www.globenewswire.com/news-release/2013/09/25/575887/10049970/en/USHCC-Honors-Ruben-Taborda-of-Johnson-Johnson-with-Corporate-Advocate-of-the-Year-Award.html Gordon, C. Fired Johnson & Johnson Exec Claims ‘Culture Of Discrimination (July 2013) Retrieved from: http://jobs.aol.com/articles/2013/07/15/fired-johnson-and-johnson-discrimination/[->0] JNJ.com (2013). Retrieved from: http://www.jnj.com/about-jnj/diversity [->0] – http://jobs.aol.com/articles/2013/07/15/fired-johnson-and-johnson-

Learning and Memory

Learning and Memory Jessica A. Rountree, Brenda Bejar, Lisa Jackson, Derek Delarge PSY340 November 14, 2011 Dr. April Colett Learning and Memory On the surface learning and memory are connected easily. When an individual learns to walk, they retain the information in the memory. The learning process is something that happens every day. As human beings we are programmed to learn life lessons, and retain them in our memory. The memory keeps pictures, smells, experiences, and tastes for us to learn how to live our lives. Learning is the experiences we have, and memory stores this information (Pinel, 2009). It is as simple as that. However, researchers have found how the brain functions while retaining memory. A closer look into learning and memory one find’s it is not quite that simple. The brain, although protected by the skull, is a fragile organ. A blood clot, a blow to the head, or drug use can damage the brain enough that learning is stunted, and memory does not exist. For an individual who cannot remember 20 years of their life due to a car accident is going to experience psychological damage as well. It is not just the absence of memory itself, but the fear as well. Learning and memory are something that the majority of individuals take for granted. There are those that can learn, yet not retain memory. Amnesia patients often can retain motor skills, a learned skill, however, cannot recall memories. Memory and learning deficits affect an individual to life’s core. Depending on what type of deficit is occurring learning and memory may not be related. Retaining the ability to walk means learning is still in place, however not knowing what you had for breakfast is memory. Knowing how to eat is a learned response to feeling hungry. The mind works the knowledge presented to it. Whether that knowledge is carried properly thought the process of the brain is a different story. An individual can experience death so many times they learn it is a part of life. However, it is the memory that betrays us. Learned information leads to memories. Long-term potentiation (LTP) shows facilitation of synaptic transmissions following an electrical stimulation at a high frequency. This study was done mostly on rat hippocampus. The hippocampus is where the process of learning and memory take place. During research on rats it was found that the co-occurrence of firing presynaptic and postsynaptic cells must fire at the same time to induce LTP (Pinel, 2009). Hebb’s postulate for learning is the assumption this co-occurrence is physiologically necessary for learning and memory. He states the axon of cell A nears cell B and excites it. This closeness talks part in firing. Growth processes or metabolic changes take place in both cells (Pinel, 2009). Even to the smallest molecule learning and memory are intertwined with one another. Misfires of these cells can cause poor learning and retention. Researchers would not know the extent of the unique relationship between learning and memory if not for the rat experiments. What makes learning possible is also what makes memory possible. The neurons take information to the hippocampus where it is divided, processed and stored. In Pavlov’s conditioning experiment, he learned that a conditioned response can be created from memory (Pinel, 2009). Given the limits on information processing capacity, the specific details encoded and retrieved in memory come at the expense of other details. Comparing the types of details and processes that individuals from one culture prioritize over others offers insight into the type of information given priority in cognition, perhaps reflecting broader cultural values. The properties of memories and the types of memory errors people commit offer a window into the organization of memory. In terms of types of memory errors, if people falsely remember conceptually related, but not phonologically related items, it suggests that the meaning of the information is critical to the organization of memory, whereas phonological information is not (Chan et al. 2005). Information can be encoded not only in terms of its precise properties (e. g. , remembering the unique perceptual features of an item) but also in terms of its gist, or general thematic properties (e. g. , a category or verbal label). One example of highly specific memory representation comes from the literature on priming. Priming occurs when prior experience with an item facilitat es a response. Its effects are implicit: they do not rely on conscious recollection the item encountered previously. Although people respond to different examples of the same item (e. g. , a different picture of a cat) more quickly than to unrelated items, suggesting facilitation from prior exposure to a related item, the benefit is smaller than it is for a repeated presentation of the original item (Koutstaal et al. , 2001). The functions of the brain are well known for the control of the functional memory and learning and how the two have become interdependent. When individuals begin to stimulate the memory is when the learning occurs. Stimulating learning incites memory. With the knowledge at the center of the attention, it is imperative to stimulate the brain through lifelong learning so that one can start to achieve longevity and quality of life (Khorashadi, 2010). The brain is the organ is responsible for what we refer to as the mind. The basics of the mind are feeling, thinking, wanting, learning, behavior and memory. Memory is the fundamental mental process of the brain. If  as  humans if we  not have memory then we are  capable of simple reflexes and stereotyped behaviors. There are two different types of memory the declarative memory and the non-declarative memory. The examples of a declarative memory are semantic memory, which is the general memory, and the episodic memory, which is the detailed memory. Then the non-declarative memory is the skilled learning, priming and conditioning. Memory and learning are the most studied subjects within the field of neuroscience. Memory is a behavioral change caused by experiences, and learning is a process that is acquired by memory. Memory makes it possible to obtain pervious learning skills. There are different types of  memory along with learning. Memory has temporal stages; short, intermediate, and long. The successive processes capture, store and retrieve information within the brain. There are different parts of the brain that process different aspects of the memory. It is known that a patient that suffers from amnesia will become memory impaired. With the two types of amnesia retrograde and anterograde the loss or inability to form memories will occur. With learning there are also different types the non-associative learning associative learning. These different types of non-associative are known as the habituation, which is a decreased response to repeated presentation of a stimulus. The distribution that is the restoration of a response amplitude after habituation. Then there is the sensitization that increases responses to most stimuli. There is also the associative learning that involves the relations between events. Classical conditioning is the neutral stimulus paired with another stimulus that elicits a response. The instrumental or operant conditioning is association is made between the behavior and the consequences of one’s behavior (Okano, 2000). Learning and memory are interchangeable processes that rely on each other. When memory-related neurons fire in sync with certain brain waves memories last. Theta oscillations are known to be involved in memory formation, and previous studies have identified correlations between memory strength and the activity of certain neurons, but the relationships between these events have not been understood. Research shows that when memory-related neurons are well coordinated to theta waves during the learning process, memories are stronger. When memory-related neurons in the brain fire in sync with certain brain waves, the resulting image recognition and memories are stronger, than if this synchronization does not occur (CSMC, 2010). In society, he or she widely accepted the necessity to be a lifelong learner if one is to thrive in today’s rapidly changing, economy, and technologically global society. Today’s economy ushers in adjustments and transitional challenges at several levels, and lifelong learning viewed as the vehicle that will empower individuals to meet and adapt to the challenges of today’s technological society according to (Jarvis, 1992). Too often today the knowledge and skills obtained from previous life experiences has become insufficient to respond to technological and economy question of today. The lack of accord that lies between an individual’s external world, and internal biographies that has been gathering over one’s lifetime, is a point of disjuncture. This is the point in one’s life that ushers in and ideal time, and condition for higher learning (Jarvis, 1992). A decision an individual must make at this point with a response to this disjuncture. An individual must decide to further their education to keep up with technology, or proceed with life as normal. With the ever-changing world of technology today it is only a matter of time before the point of disjuncture becomes inevitable. The traditional theory of the human brain was that it was a fixed and limited system, and it would develop its potential at the younger years of life. The theories insist that neurons were finite and could not regenerate. The contrast with the animal research has proven that new brain cells can be born in the hippocampus region responsible for new learning and memory. With this revelation the individual pursuit of activities that will foster brain health by developing neuron connections that underlie learning and experiences. Learning is imperative to human, and brain health. It is also imperative to quality of life. Today intuitions have financial incentives for people to continue lifelong learning has become a part of several health care programs. It is imperative that older Americans understand that learning is a healthy activity, not only for the brain, but for physical, emotional, and Spiritual, conditions as people age. . The learning and memory process is more delicate than individuals believe. However, the brain is an organ that can be exercised. It is important to remember to try to learn new things, and keep the brain moving. The brain and the mind are connected physically, and metaphysically. In order for the mind to be at ease, the brain has to function normally. Without normal brain function, an individual can experience depression. This depression can cause a slowing of the firing process causing false memories. The biological function of learning and memory are connected with one another in a delicate balance of connectivity. An electric charge between one neuron and another incites learning, and readies the memory. Perspective can change our learning process. An individual tends to learn something that interests them, rather than something that does not. The interest in the activity sends a stronger signal to the brain. This strong electric current incites the learning process, which makes memorizing the task much easier. This is why it is a strong belief that learning and memory are created by cells becoming close enough to respond to each other. An interest jump-starts this process. A healthy mind achieved through learning can reduce the affects of Alzheimer’s patients. More proof that as long as the brain is stimulated learning and memory can still take place. Reference Cedars-Sinai Medical Center (2010, March 24). When memory-related neurons fire in sync with certain brain waves, memories last. Retrieved November 14, 2011 from http://www. brandeis. edu/gutchess/publications/Gutchess_Indeck. pdf Chan, J. C. , McDermott, K. B. , Watson, J. M. , & Gallo, D. A. (2005). The importance of material-processing interactions in inducing false memories. Memory & Cognition, 33, 389–395. Jarvis, P (1912) Paradox of learning on becoming and individual in society. San Francisco: Jossey-Bass Publisher. Khorashadi, M. (2010). Differential effects of estrogen on memory processes and learning strategies: A selective review of animal studies. Mcgill Science Undergraduate Research Journal, 5(1), 24-29 Koutstaal, W. , Wagner, A. D. , Rotte, M. , Maril, A. , Buckner, Okano, H. (2000). Pnas. Retrieved from http://www. pnas. org/content/97/23/12403. full http://www. pnas. org/content/97/23/12403. full Pinel, J. (2009). Biopsychology (7th edition). Boston, MA: Allyn and Bacon. R. L. , & Schacter, D. L. (2001). Perceptual specificity invisual object priming: Functional magnetic resonance imaging evidence for a laterality difference in fusiform cortex. Neuropsychologia, 39, 184–199. Learning and memory The goals of the course are to provide students with foundational knowledge in behave viral neuroscience which includes contemporary theoretical issues and research methods, to encourage studs nuts to think now, and into the future, about the role of the nervous system in all psychological processes, to beg in to develop the ability to read and interpret original research articles in behavioral neuroscience and to practice CE writing skills. Lectures: Regular attendance at lectures is required. Textbook reading assignments are meant o provide additional breadth and background for the material discussed in lecture.It is assumed that the assigned readings will be completed before class. Exams: Your comprehension of the lecture and reading materials will be assessed by 3 exam s and a final exam. Exams will be in multiple choice format. Together they will comprise 75% of the final grade. The final exam will be given on FRIDAY 12/11/2009 from 8:00 – 11:00 AM. This is the only time the final exam will be given. Exemptions from taking the exam at the scheduled time will only be gar need under college and university exceptions (e. G. , no more than three exams in one day), or to students who have serious illness or family emergencies.Therefore, please plan accordingly. Article Summaries: One goal of the course is to build foundational knowledge in behavioral neuroscience , including contemporary theoretical issues and research methods. While we will discuss the results of many r search studies, we will also read and discuss original research articles in order to give you a fuller appreciation f or the theoretical issues and search methods. You will be required to read each article and to write a brief (no more than one page) narrative summarizing the article.The articles will be available via Blackboard and w ill be announced in class and on Blackboard. Grades on summary papers comprise 10% of your final grade. Neuroscience in the Media Paper: Another goal of th e course is to encourage students to think now, and into the future, about the role of nervous system in all psychological processes. To encourage such broader thinking, each SST dent will be required to iscuss an example of â€Å"physiology in the media† (movies, television, music, magazine nest, newsprint, etc).This term paper will discuss and critique an example of physiology in the media with r preference to original scholarly research articles on the topic. The Media Watch paper will comprise 15% of the final grade and is due on December 4th 2009. To facilitate the Neuroscience in the Media paper project, a b rife description of the media example that will be the basis for your paper is due on October 7th and a bill graphs of original research articles for the topic is due on November 6th.

Technology And The World s Privacy - 1325 Words

With a constant paranoia of technology taking over, it draws attention away from the fact that technology has already devoured the world’s privacy. Everyday new technology is being created in order to allow for faster communications, sharper images, and new car innovations to protect their drivers against injury. Technology is at the world’s fingertips and is a constant in the daily lives of moderate individuals. As technology excels there is an increasing amount of opportunity to be socially interactive on different platforms of communication from your home, to the streets, and even in your car. Consequently, the safe guards for these new communication platforms are lacking the ability to protect the consumer’s privacy. These life†¦show more content†¦Microsoft, which owns Skype, has claimed in recent years that it was â€Å"wiretap-unfriendly†, meaning that hackers would not be able to listen into their customer’s private conversations. C Net.com’s journalist, Declan McCullagh claims that after the government backdoor was exposed, â€Å"Microsoft would no longer stand by Skype s earlier claim to be wiretap-unfriendly†(McCullagh). Microsoft not being able to stand by their previous statement, that their users conversations would be kept private, had a drastic affect on the amount of Skype users that continued to communicate via live chat. According to TeleGeography, a data focused research agency, â€Å"Skype is cannibalizing international voice traffic. The downside is that overall traffic has fallen†(Asay). Consumers have feared away from using this live chat in order to communicate and hold private conversations do to Microsofts lack in confidence of their own technology. This has caused consumers to return to phone calls and text messaging in order to protect themselves from unwanted third parties. Conversations on hand held devices are not the only way hackers can attack a consumers privacy with the use of a camera. There are cameras at every corner, and even in consumer’s own living rooms. In Kim Zetter’s article, Gothom Digital Science stated that, â€Å"ThreeShow MoreRelatedUse Of Radio Frequency Identification Technology1098 Words   |  5 PagesInformation: Kelly, E. P., Erickson, G. S. (2005). RFID tags: Commercial applications v. privacy rights. Industrial Management Data Systems, 105(5), 703-713. Retrieved from http://search.proquest.com/docview/234908003?accountid=107221. Purpose of Study: Seeks to examine the use of radio frequency identification technology in commercial applications and to discuss whether regulation is needed to balance commercial economic interests versus consumer privacy and libertarian concerns. 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We have got several this season’s new models of your size, 66 D. And your boyfriend will also like them because they are pink and cute and right to his taste†¦Ã¢â‚¬  Could you tell me your feeling? Happy? Surprised? Or you’re scared? I think most of the people might feel offendedRead More The Impact of Surveillance Technology on Privacy Essay1193 Words   |  5 PagesThe Impact of Surveillance Technology on Privacy      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   David Brin in The Transparent Society warns us of the future of privacy that is on the horizon.   With millions of cameras recording our every public move, who should have control of the information: companies and governments or we the citizens?   If we take a look at Brins vision of our future, his solution to the problem, the role of ICTs and the Kelley Cam at IU, we can come to a conclusion that our privacy is on the line and we asRead MoreThe Issue Of Privacy Laws888 Words   |  4 PagesPrivacy laws are fairly new to humanity. 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What problems could this potentially bring in a societal context? Privacy issues are alreadyRead MoreThreats posed by the internet to personal privacy1012 Words   |  5 PagesPrivacy is a very important issue to Internet users. Fear of disclosure of personal information about an individual has prevented many from using the Internet. According to a 2000 U.S. News World Report survey, 86% of Internet users fear that continued use of the Web threatens their privacy. Private information, in the wrong hands, can cause a great deal of harm to the individuals concerned. There are several issues related to the Internet and privacy that raise concerns for many users. The users