Description QUESTION 1 Identify the four areas the MacArthur Competence Assessment Tool-Treatment is designed to measure. Briefly explain the concerns with the tool. QUESTION 2 Compare and contrast gender harassment and sexual harassment. QUESTION 3 Describe the six categories of good parenting, as defined by Eve, Byrne, and Gagliardi (2014). Name one other category you could add to this list. QUESTION 4 Describe what is involved in a psychosexual assessment. Include the reasons why clinicians are discouraged from using a typology to label a sex offender in a written report. QUESTION 5 Name and explain two dynamic risk factors and two static risk factors associated with criminal behavior. QUESTION 6 Kassin contends that there are five myths of confessions that are prevalent in the criminal justice system. Identify these myths QUESTION 7 Describe the three processes involved in deception. What does the research tell us about how investigators can best detect deception in an individual? QUESTION 8 Identify two critical incidents that a police officer may encounter. Explain how a police psychologist may be helpful to a law enforcement agency during these times. QUESTION 9 Describe Scrivner’s profiles of officers who are prone to excessive force complaints. What are the limitations of the study? QUESTION 10 Describe some of the psychological stressors that are unique to the immigrant population. What are the reasons for this? the nots : for all the questions 1 Bartol_5e_PPT_01.pptx As recently as 30 years ago, the term forensic psychology had barely been introduced into psychological or legal literature. Today, it is a commonly encountered term, but it still defies definition. It is often used interchangeably with legal psychology and psychology and law. Although some favor a narrow definition limiting it to clinical practice offered to the legal system, the contributions of research psychologists may be undermined by such an approach. We advocate for a broad definition of forensic psychology, one that might divide it into the five subareas covered in this chapter, although other organizational divisions are possible: police and public safety psychology, legal psychology, psychology of crime and delinquency, victimology and victim services, and correctional psychology. In each of the areas discussed, numerous career opportunities exist. Both undergraduate and graduate programs have rapidly seen the need for preparation for careers in forensic psychology, whether by offering degree programs in the field or by offering concentrations within a broader program, such as a doctorate in clinical, counseling, or developmental psychology. The field of forensic psychology, as we define it broadly, provides ample opportunities for psychologists interested in interacting with some aspect of the law. It is an area of specialization that has developed rapidly and shows no signs of stagnation. Police psychology as a subfield of applied psychology was not officially recognized until the late 1960s or early 1970s. Since then, it has expanded rapidly and is more commonly referred to as police and public safety psychology. Police psychologists today participate in the screening and selection of law enforcement candidates, conduct promotional exams and fitness-for-duty evaluations, provide counseling services to officers and their families, offer workshops in stress management, and assist in hostage negotiation training, among many other tasks. They are also increasingly involved in consulting with administrators in areas like optimal shift schedules, training for special operations, program evaluation, or conflict management within the agency. The screening and selection of police candidates has been a fundamental task of police and public safety psychologists. Police work ranks high among stressful occupations. When stress reaches high levels, there is a danger of major dysfunction in personal relationships or police suicide. Excessive force and corruption are extremely detrimental to the relationship between police and the public as well as to the morale of the agencies themselves. Like excessive force, corruption is unlikely to be predicted before a candidate is hired. Research on police corruption indicates that it is often related to the environment of the department–it is not typically a problem of one officer. 2 Review the attached lecture slides Bartol_5e_PPT_02.pptx 3 Review the attached lecture slides Bartol_5e_PPT_03.pptx 4 Review the attached lecture slides Bartol_5e_PPT_04.pptx 5 Review the attached lecture slides Bartol_5e_PPT_05.pptx 6 Review the attached lecture slides Bartol_5e_PPT_06.pptx
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