Thus, a juvenile-specific evaluation is mandated and the evaluation must be performed by someone with juvenile-specific experience (which was not necessarily the case for the initial evaluation of K.G. In Indiana, based upon the facts presented). Virginia law also provides strict guidelines regarding how the evaluation must be performed. After the evaluation, the court makes a decision as to whether the juvenile is competent to stand trial. The juvenile's attorney, pursuant to Virginia § 16.1-357 B. can also request a hearing regarding the issue of competency. "If a hearing is held, the party alleging that the juvenile is incompetent shall bear the burden of proving by a preponderance of the evidence the juvenile's incompetency. The juvenile shall have the right to notice of the hearing and the right to personally participate in and introduce evidence at the hearing" (LIS -- Code of Virginia). If the juvenile is found competent based upon the hearing, under 16.1-356, he may still make...
However, according to the law, the juvenile's age; his claim to be unable to remember or his claim to be under influence of medication cannot be used as the sole factors to determine his state of incompetency and to deny the initial findings of the court. These juvenile-specific procedures and guidelines regarding competency would have established K.G.'s incompetency without the need for additional legal action by the appellate and Supreme Court in Indiana but Indiana's juvenile laws did not contain such clear procedural guidelines.
Diversity and Psychology There were two major developments that influenced the field of psychology and the professions' views regarding multicultural competence, emphasized in 2003. The American Psychological Associations' 2002 Ethical Principles and Code of Conduct and the Guidelines on Multicultural Education, Training, Research, Practice and Organizational Change for Psychologists published in 2003 both stressed the importance of moving from a mono-cultural school of thought to a multicultural perspective and that these
As emotionally intelligent employees are reportedly more content, conscientious and committed in the workplace, businesses and organizations are repeatedly advised to recruit and retain these individuals. Abraham (2006), nevertheless, reports that the strongest findings emerging from her study was.".. The effect of job control on emotional intelligence." She contends that emotionally intelligent employees will not just naturally thrive in their workplace; that the work environment needs to provide independence in
Accountability: Accountability is an extremely important issue with regard to ethics, as guidelines demonstrate a volume of information that is assumed to be known and practiced by school psychologists, the individual is therefore accountable for the appropriate application of them, as well as any other laws or rules that govern their direct contact arenas, as well as other areas of the broad practice. (Medway & Cafferty, 1992, p. 333) In the NASP
" (Irvin, 2005) The notion of utilizing servant leadership to enhance team workgroups to perform such as in the case study scenario is a contemporary viewpoint with empirical evidence to show there is effectiveness in implementing this form of leadership within the organizational development framework. Problem solving within the organizational hierarchy is often relegated to job specific activity to which one may or may not actual solve the problem inherently active in
Social Psychology 2nd Morality and Group Relations: Possible Bias The article entitled "Morality and intergroup relations: Threats to safety and group image predict the desire to interact with outgroup and ingroup members" as written by Brambilla et al. is comprised of three different research studies. However, each of these studies explores different facets of the same phenomena: how morality within and outside of groups varies by type of threat, and what sort
Global Leadership Global LeadershipIntroductionAny organizational success in the present globalized economy excessively relies on leadership. Leaders must deal with global economic realities (Mendenhall et al., 2013). Nonetheless, most leaders have not been educated, prepared, or trained to handle the current complex environment. Due to the increasingly global environment, leaders encounter several complicated challenges (Javidan et al., 2016). Any organization that plans to flourish within the global market has to enact
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