Anti Social Personality Disorder Essay Example for Free

Anti Social Personality Disorder Essay Anti-social personality refers to a psychological disorder in which a person lacks the ability to feel emotions such as empathy, remorse, and guilt. These people are often referred to as psychopaths and are dangerous to society because of their violent nature and abilities to overlook what is usually perceived as â€Å"wrong† or â€Å"immoral†. Genetics vs. the Environment. This disorder can come from the conditions of one’s home environment or someone can be genetically predisposed to develop symptoms when crossing with an environmental trigger. Either way, this disorder develops with a combination of physical, genetic, and environmental factors (Mayo Clinic Staff, 2015). Many studies have been done to help determine if children at risk for Anti-social personality disorder are more likely to develop symptoms in an adoptive environment or if that environment would protect them from developing it. Researchers have concluded that the adoptive family environment combined with the biological risks make anti-social personality disorder prevalent in adoptees (Haimowitz, 2011). In other words, it takes a combination of factors to create this particular type of monster. Environment. Criminologist Nathalie Fontaine of Indiana University studies the tendency toward being callous or unemotional- signs of anti-social personality disorder- in children between 7 and 12 years old. Her research showed that these traits aren’t fixed, and can change in children as they grow. So, if psychologists identify children with these risk factors early on, it may not be too late (Moskowitz, 2011). This study supports the idea that, although a person might hold the physical or genetic predisposed factors to develop this disorder, it takes an environmental trigger for the patient to actually begin showing symptoms. Environmental triggers for the disorder could be anything from the death of a loved one during childhood to a violently abusive parent. People diagnosed with Anti-social personality disorder typically have criminal behavior in their lives either from a parent, role model, or having a criminal record themselves. One long-term  study followed 1,795 children from ages 3-23, testing aspects of their growth and development. 137 of these children became criminal offenders by the age of 23. Among the tests that were done on the participants, one measured their responses to fear by associating a stimulus-noise or object- with a punishment such as an electric sh ock or loud sound. After measuring these children’s involuntary reactions through the skin, researchers found a significant lack of fear in the 137 children that became criminals later in life compared to the other 1,568 participants (American Journal of Psychiatry, 2010). Most people are aware of the Little Albert experiment conducted by behaviorist John Watson in 1920. Watson studied a child-Little Albert- by placing him in a room and exposing him to various stimuli including a white rat, white rabbit, and a monkey. The child of course showed joy when being around the cute fluffy animals; the first time. Watson then let the rat back in to the room and this time, when Albert touched he rat, Watson banged a hammer on a metal pipe, making a loud noise and causing the baby to cry. He did this server more times until the child began crying at the sight of the rat, exhibiting fear of the creature itself because he had then associated the loud, scary sound with the rat. This is the way you would expect a child to react, seeing how its human nature. Well, in psychopathic nature, it is more likely that the patient would still relate the noise to the stimuli, but instead would attempt to free themselves of the noise by doing what seems most logical- getting ri d of the rat. This is why children that come from an abusive home are more likely to develop personality disorders than the average child- they relate the abusive behavior to the abuser and instead of exhibiting fear, they seek revenge and closure. Most serial killers have a specific type of victim and this is because their victims are similar to their original abuser and killing them gives temporary satisfaction; but it wears off so they need to seek more, like a drug. The environment in which a child is raised can greatly influence the kind of person the child grows into and what they are able to justify based on what they were exposed to in their childhood. Genetics. In 1998, 8,045 twins were tested using a questionnaire about personality traits common in disorders like antisocial personality. Researchers found that 2/3 of the variations in traits common in personality disorders are explained by genes (Masui, 2011). The character traits and temperament relating to  anti-social personality dis order- violence, narcissism, ignorance, can all be passed down from a parent and the existence of such traits do not imply the development of disorder. The development might begin, however, if the parent acts in these ways toward their child, giving them an environmental trigger. Physical Differences. In one recent study, scientists compares 27 people with severe antisocial personality disorder- psychopaths- with 32 non-psychopaths. In the psychopaths, the researchers observed deformations in another part of the brain called the amygdala- the seat for human emotion- and found that the psychopaths showed a thinning of the outer layer of that region of the brain and an 18 percent reduction in volume compared to that of the average human inability to learn from reward and punishment and also have little response to stress. In Japan, a study was done to support the idea that psychopaths do not respond to reward and punishment, showing a difference in the prefrontal cortex- judgment and panning portion of the brain- in psychopaths compared to the average human brain. In this study, 145 University students in Japan took the 26 question Levenson Self-Report Psychopathy Scale test where they were asked to rate their level of agreement on statements relating to their lives. The 20 students who scored the highest on the test were put in a group labeled as the â€Å"high psychopathy group† (variable) while the 20 who scored the lowest on the test were placed in the â€Å"low psychopathy group† (Control). When presented with various tasks and given reward for one and punishment for another, the researchers found the highly psychopathic showed no change in the proficiency with which the tasks were completed, whether they were offered reward for doing well or threatened with punishment for doing poorly. On the other hand, the control group showed a faster accomplishment rate with the tasks when promised a reward. This study goes to show that people with anti-social personality disorder lack the section of their brain that tells them to respond to incentive. As the aforementioned information supports, I am able to conclude that the three main factors of anti-social personality disorder- Environmental, Genetic, and Physical differences- are all needed for the disorder to develop and grow to its full destructive quality. References Mayo Clinic Staff. Antisocial Personality Disorder. Definition. Mayo Clinic, n.d. Web. 04 Jan. 2015. Haimowitz, Avi G. Heredity versus Environment: Twin, Adoption, and Family Studies. Twin, Adoption, and Family Studies. Rochester Institute of Technology, n.d. Web. 05 Jan. 2015. Moskowitz, By Clara. Criminal Minds Are Different From Yours, Brain Scans Reveal. LiveScience. TechMedia Network, 04 Mar. 2011. Web. 05 Jan. 2015.

African American Discrimination in the United States Essay -- American

African American Discrimination in the United States NO! NO? This is the word most often heard by African Americans throughout our vivid history. Although at one time we were a majority of judgment and unfair discrimination, it is now more than likely safe to say, white or black, we are proud to be Americans. In Harper Lee’s novel To Kill A Mockingbird she elucidates what it was like, during the 1930s, to live in a small town who often put judgment before thought. When thinking of discrimination the words unfair, segregation, and prejudice all come to mind. And why we ask ourselves, because someone or something is DIFFERENT. Is that really how our world should think? Should we separate ourselves into groups depending on our differences? This is a question that many white Americans neglect to ask themselves. According to statistics, African Americans make up approximately thirteen percent of the world’s population, with nearly ten million of them in poverty. A large part of black discrimination is due to white racism. Black is automatically seen as opposite of white and therefore seen as different. It is known that black skin stands out more than tan or white skin, which may be the reason why African Americans are the most segregated minority group in the U.S. society (faculty). Black Americans first received freedom from slavery in 1865, and the right to vote in 1870, when the 15th Amendment was established. Why then were they still discriminated against and not truly given the right to vote until 1964, when the Civil Rights Act was passed. To this there may not be an answer (Lieda). In 1964 the Civil Rights Act was passed stating that: â€Å"All persons should be entitled to the full and equal enjoym... ...vantage of a young white woman when posed with the opportunity (Lee). This can be very misleading and inaccurate when it comes down to the innocence of a black man. That is in no way civil to all men if that is the way our justice system works in the U.S. today. When compared to how the way things were in the 1930s, it can easily be seen that our society has come a long way and such assumptions are not usually made. When one looks back through the piles of history our country has made it is easily visible that the world today is much different than it was years ago. Many obstacles have been thrown our way but it seems that each one of them was overcome with the strength and hope many of our people have. Remember different does not necessarily mean wrong. We as a whole have fought a long hard battle to bring us where we stand today, a nation united as one.

Gender Inequality Essay

It is not up for debate whether women are discriminated against in the workplace it is evident in census data; in 1998 women made 73 cents to the dollar paid to men. Even today, there is still a pay gap that exists between women and men. It is said that the organizations that are pro-equal pay, including some unions, support the idea that the government should set wages for all jobs. To the contrary, the organizations that are proponents of equal pay are not for job wages being set by the government-they wish to have the discrimination taken out of pay scales from within the company. Commonly, this pay gap is attributed to the fact that women in the United States are still expected to attend to familial obligations over work. Data shows that women do attend to family obligations, like having a child, caring for a sick family member, or caring for an elder; but they also do not give up on work. Yes, women often chose lower paying jobs in exchange for flexible hours and do spend a lower number of hours per week long-term at their jobs than their male counterparts. Because women are socialized to be the primary care givers they are kept at these lower paying jobs that are more flexible, the jobs allow them to care for their family yet still retain an income (possibly a second income for the household). Women’s changing roles in society has resulted in this workplace problem. Women are allowed and often encouraged to work but they are not rewarded or compensated at the same level, for their efforts, that men in the work force are. The pay gap would be narrowed if companies were more conducive to family schedules. Men and women would receive equal pay for the same job. Companies would benefit by retaining quality employees. Men and women need to start out making the same amount of money for the same job, companies need to offer women ample maternity leave, families need to be offered childcare (or childcare compensation), there needs to be a flexible work environment, and men should never be discouraged from taking paternity leave. It seems that women workers have reached a plateau in society. In order for women to be respected as men are) in the workplace there needs to be a redistribution of domestic and family work. It’s acceptable now for women to work; but this acceptance into the workforce has not drastically changed what they, women, are expected to perform at home. There is no way for women to move forward to equality in pay if they are not recognized as contributors to their job (i.e. women are still expected to perform outside of work in the family setting as well in a way that men are only expected to perform at work and not at home). As soon as more domestic and family work is allocated to men than women will be able to attain equal pay. Women, with less work at home, will be able to commit to full time jobs, have to leave the workforce less, take less leave, and be able to climb the corporate ladder just as men are today. Since 1942, gender inequality, at least in pay, can be traced. In 1942 the National War Labor Board issued a general order that authorized employers to make voluntary adjustments in salaries or pay in order to demonstrate gender equality (at least in jobs were women and men worked the exact same job and had comparable quality and quantity of work) (CNN). Rates of women in labor unions has been increasing since they have entered the workforce. Even with the increase of women union numbers this inequality of pay still exists. Women are encouraged by unions and other organizations to sue their employer if they are being treated unfairly in the workplace. Women are unlikely to pursue this option against their employers because of limited resources, i.e. money and time. Gender discrimination in the workplace is not only evident in the pay gap but also in sexual harassment and the â€Å"glass ceiling† in organizations. The term glass ceiling began as a reference to discrimination against women in the work force. â€Å"Glass ceiling† encompasses many different kinds of discrimination against women workers including but not limited to: differences in pay for comparable work, sexual harassment in the workplace, and companies that do not have family-friendly policies. The glass ceiling is an unwritten rule in many businesses. The ceiling is an invisible barrier that usually affects minorities and women. This barrier is extremely debilitating for women in their job because it makes them feel inferior and that their bosses do not take them seriously because of their sex. Women feel that their bosses aren’t taking them seriously because the bosses do not view them as potential candidates for the most prestigious positions in the establishment. The glass ceiling is another oppressive means used by corporate America to keep women out of powerful positions and keep them from raking in a lot of money; in terms of their gross income. A study done by the U.S Department of Labor in 1991 reviewed nine Fortune 500 companies and the results confirmed that workers in these companies, minorities and women especially, came into contact with the invisible barrier, â€Å"the glass ceiling†, very early on in their careers. The U.S. Supreme Court has designated two different types of sexual harassment in workplaces: Type 1 and Type 2. Type 1 is harassment that directly results in an employment outcome (ex. the harasser would say that if you don’t do X you will lose your job). Sexual harassment of Type 2 is not nearly as direct but creates a hostile work environment for the harassed worker. This hostile in environment can be created by rude gestures, sabotaged work, inappropriate name calling, vulgar jokes, unnecessary touching, comment on the appearance of others (physical attributes), etc. Women are now surpassing men in the amount of education, in years and higher degrees, they have. If the workforce does not allow them to pursue executive career options then they will find themselves unable to fill these positions. Women in 1996 earned 1,255,057 college degrees as compared to men who earned 992,638 degrees (Career Planning). The ever increasing amount of women furthering their education makes them more likely to want to enter the job market. Also, the longer a woman is in school the longer she will be in the workforce, when she enters it, because it is likely that she will delay childbearing. Even though female graduates may be even more qualified for a position than her male counterpart the woman will be much more likely to be recommended for a job as an assistant or secretary job than the man. She will be told that this assistant or secretarial job is her way to get her foot in the door at the company. The employers will act like this is a typical entry-level position when in fact a man in the same situation will immediately begin at a much higher level in the company. Women are over represented in the lower paying jobs in the company- almost all assistants and secretarial positions are filled by women while men crowd the top and fill the most prestigious positions in the company. This concentration of men at the top and women at the bottom is called â€Å"occupational segregation†. I began the Intro to Critical Feminist Studies course with a very clear idea of what feminism is yet I was hesitant to call myself a feminist. A feminist, to me, is someone who advocates for women’s rights and their equality as compared to men. Women and men are equal yet both are very different. A feminist is someone who capitalizes on and embraces the differences between men and women. Anyone can be a feminist but feminism, to me, means only advocating for women’s issues like gender discrimination in the workplace. Through the semester my definition of feminism has not changed drastically; yet I am much more willing to associate myself with this movement/name. My hesitation in calling myself a feminist was based on worries about the social implications of the word â€Å"feminist†. I don’t judge people merely because they attach this label to themselves or associate with other â€Å"feminists† so there must have been some deeper concern about the social implications of being one, a feminist. I don’t think that individuals necessarily associate being a feminist with negative things but that socially, in group situations and in the larger context of society and politics, being labeled as a feminist will limit your options. Specifically, I am concerned with the implications of being a â€Å"feminist† in the workplace. The workplace, to me, is the center of the politically correct and somehow labeling yourself a feminist makes you politically incorrect and socially awkward. Labeling yourself a feminist, ironically, attributes a male characteristic to you, i.e. confidence. Because feminists are labeled with this confidence and that they have such a clear idea of what injustices against women are they are outcasts. This topic, gender discrimination in the workplace, is related to a topic in my previous papers, women and healthcare. The job market is probably the most influential factor in an individual’s ability to obtain health insurance. This job-place discrimination against women indirectly affects the quality of healthcare available to most American women. It’s important to me to have equality in the workplace because I am a women and I don’t deserve to make less money than a male-counterpart just because of my sex. Even if it is the case that women are in and out of the labor force (more than men) because of familial obligations there is no cause for this discrimination in the workplace. Women are in and out of the labor market caring for men, men’s children, and men’s relatives yet women get paid less than men for the same job. There is even more cause for the wage gap to be closed because women’s roles are changing; many women are both mothers an d workers. In the past, maybe it was OK (not just but socially acceptable) for women to make less money than men because men were the providers and the woman’s income was play money. This is no longer the case. Women are now equal providers for their family, possibly the bigger earner, and frequently the sole provider for their household (single moms etc.). A female that just graduated from college with a major in marketing calls an agency to schedule an interview. She gets to the interview on time, well dressed, and ready to be hired. The interview proceeds and the interviewer is impressed with her resume; but is very interested in her typing speed. The interviewer takes the recent grad to another room, a computer lab, where she is sat down and prepared to take a typing test-to determine her words per minute. While typing, she sees an acquaintance of hers from school and he is applying to work for the agency as well. Her male acquaintance is interviewed by the same person yet he is immediately suggested for a position in the company without taking a typing test. The interviewer suggested the taping test for the female grad because having good typing skills would help her get her â€Å"foot in the door†, i.e. she could start out as an assistant or secretary. Even though both prospective employees, the woman and the man, had equit able educations the woman was not encouraged/allowed by the interviewer to enter the ranks of the business as anyone but a secretary (Career Planning). Some examples of gender discrimination in the workplace are: women not being hired for a position (which they are qualified for) because the company’s long-time clients feel more comfortable dealing with men, during company cutbacks men with the same job with less seniority keep their job over a woman who has been working for the company for a long time, and women not being able to attain a promotion even though they qualify for it (the woman has exemplary reviews and has earned many awards in her position (like employee of the year, etc.) the promotion is given to a less qualified male). After the National War Labor Board issued general order sixteen the fight for equal pay continues. President John F. Kennedy signed the Equal Pay Act in 1963. This Act signed by JFK applied to 27.5 million workers (both men and women) and required â€Å"employees doing work requiring equal skill, effort and responsibility- and work performed under similar working conditions-be paid equal wages† (CNN). In subsequent years, following both the general order sixteen and the Equal Pay Act, numerous bills and acts have been passed to guarantee women and men equal pay for the same job; yet the pay gap still exists today. A more recent statistic on the pay difference, from 2000, found that women still make .80 cents to the dollar that’s paid to their male counterparts (GAO). A few women have been compensated for their lost wages. The Department of Labor’s Office of Federal Contract Compliance Programs, OFCCP, began reviewing corporate management systems in 1993. The OFCCP began the review process after President Bill Clinton signed the Family and Medical Leave Act. This Act protects workers jobs guaranteeing them at least twelve months of unpaid leave due to the birth of a child or extreme family circumstances (someone is very ill, etc.). These reviews of corporate management systems has been instrumental in paying back wages to women. One of the OFCCP’s reviews included an evaluation of Fairfax Hospital in Virginia. The hospital, as a result of its preliminary review by the OFCCP, agreed to pay over $425,000 in back wages to 52 female workers ; these workers were â€Å"employed in the top six grades of the hospital’s personnel structure† (CNN). Also, after the hospital’s review they gave 44 out of the 52 women pay raises, which gave these individuals more than $178,000 (extra) in total. These raises account for more than $4,000 a year extra income for each woman. Out of all the corporate reviews by OFCCP, the largest settlement was with CoreStates Financial Institution in Philadelphia, Pennsylvania. As a result of their review CoreStates paid more than 1.5 million dollars to women and minorities to compensate them for (past) pay discrimination. In addition to paying the 1.5 million dollars to workers CoreStates paid more than â€Å"334,000†, in salary adjustments to 76 women and 66 members of minorities† (CNN). The monetary compensation does not address the root of why women are paid less than men. If companies are willing to settle with the OFCCP and pay lost wages to female workers then they obviously recognize the injustice they are committing in the pay scales. Even with the passage of numerous acts that require employers to give equal pay the gap still continues between women and men’s salaries. From the 1960’s when JFK signed the Equal Pay Act the number of women workers was at an all-time high. From the beginning of the 60’s to the mid 70’s more than half the increase in the amount of workers in the labor force was made up of women. Most of these women were married and delayed having children so they could stay in the labor force longer. Even though women’s primary obligations are to their families they still do remain in the workforce after having children. Families can’t make it without the second income provided by the female. Women are in and out of the labor force but only to recover from childbirth; the number of working moms in 2006 was over 2.6 million. More than 72 percent of mothers in the Unites States, with children under the age of 18, are either employed part or full-time. Women are in hostile environments at home and at work. Women are paid less than men for the same job, are sexually harassed at work, and are cornered into low paying demeaning work. Even though women are expected to be equal providers for their family they are also expected to be the primary caretaker of their family. It is impossible for women to excel in both arenas if they are not granted equality. This equality would include either redistribution of domestic and family work (while women continue to work in the office) or equal respect for â€Å"women’s work† (women staying at home while men work in the office).

Overseeing Cultural Diversity At The Workplace - 933 Words

Abstract This paper analyzes the issue of overseeing cultural diversity in the workplace. The first of its three areas audits the writing on the broadened work constrain and gives an abstract of the corporate reaction to this issue. The second segment introduces and dissects the reaction from a cultural mindfulness study of Midwest companies. In the last segment, a strategic programming model to proactively oversee cultural diversity is proposed. The five stages in the model incorporate appraisal, arranging, programming, usage, and assessment. Managing The Diversified Workface: Current Efforts The worldwide work culture is best described by two words, â€Å"change and diversity.† As the globe is turning into a little town and the separation between the nations were narrowing down step by step, the associations are extending their business operations to different nations. They are conveying their workforce, administration hones, and work culture and so on. To alternate nations. Despite the fact that they need to adjust to the host nation s work culture and environment, they are mirroring their own particular culture as a premise for drawing in with different cultures. In both the circumstances, these associations were attempting to increase some competency over alternate associations. Skills in cross - cultural associations are significant to see how to serve and hold a customer(s) or an employee(s), who are presently considerably more assorted and requestingShow MoreRelatedDiversity, Diversity And Culture Is The Most Important Strategy That Needs Be Address?1179 Words   |  5 PagesIn international business the topics of diversity and culture is one the most important strategy that needs be address. Making the decision to outsource for profit gain will not necessarily happen if preparation of cultural change is not in place first. What is values and a norms in a company’s country may be offensive to other social groups of people. 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