...The Cognitive interview Fisher and Geiselman came up with the cognitive interview in 1992. The cognitive interview is based on proven psychological principles concerning effective memory recall. It is a procedure designed for use in police interviews that involve witnesses. It is a way of interviewing eyewitnesses to improve the accuracy and detail of their memory of the crime. There were two main aims in developing the cognitive interview. The first one was to improve the effectiveness of the police interviews when questioning witnesses. The second was to involve psychological research to the interviews, particularly the work of Elizabeth Loftus. Loftus believed that eyewitness memory operates like a video camera. Fisher and Geiselman found that people remember events better when they are provided with retrieval cues. This is done by mentally reinstating the context of the event being recalled. It is an attempt to maximise the range of retrieval cues. The cognitive interview can be characterised into 4 components. These are: Report everything- The interviewer encourages the witness to report every single detail of the event that they can remember, even if it is irrelevant. This means letting the witness speak and not get interrupted as this may break the retrieval cue. This means the interviews can sometimes take a very long time and can be unsuccessful. Mental reinstatement of original content- This is where the interviewer asks the witness to mentally recreate...
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...Describe the Cognitive Interview (10) Over the last 20 years police have worked with psychologists to develop the cognitive interview, which is designed to take account of well-known cognitive functions and avoid any chance of leading the witness. The cognitive interview is a set of instructions given by the interviewer to the witness to reinstate the context of the original event and to search through memory by using a variety of retrieval methods (Fisher et al., 1989). So why does it work? Theoretically, the CI is rooted in cognitive psychology and rests upon two principal assumptions, first that memory of an event is made up of an interconnected network and that there should therefore be several ways of getting to the same point, and second that retrieval from memory will be more effective if at the time of retrieval the context surrounding the original events can be reinstated. Remembering some aspects of experience leads, by association, to other, but the sequence cannot be predicted and may seem confused to a listener. Cognitive interviewing is designed to facilitate accurate recall through a set of instructions. There are four basic principles, according to Fisher et al. (1989). Event-interviewing similarity Memory of an event such as a crime is enhanced when the psychological environment at the interview is similar to the environment at the original event. The interviewer should therefore try to reinstate in the witness’s mind the external (e.g. weather), emotional...
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...itEyewitness Testimony - Evidence given by a witness to a significant event such as a crime or serious accident. - The evidence usually takes forms of personal identification or verbal account of what happened. - Problems can occur at any point in the memory process: 1) Acquisition: Information the person perceives Poor viewing conditions Focus on weapons 2) Storage: Information the person stores in memory Misleading information Source misattribution errors 3) Retrieval: Information the person retrieves at a later time Best guesses in line-up identification Leading questions - Inaccurate eyewitness testimony can have very serious consequences leading to wrongful convictions. - Why eyewitness testimony may be unreliable? * The role of anxiety: Baddeley 1997 reported that 74% of suspects convicted in 300 cases where eyewitness identification was the only evidence against them. Anxiety may lead to unreliable remembering depends on number of factors. * Research on ‘weapon focus’ Loftus 1979: P were exposed to one of the 2 situations; 1- They overheard a low-key discussion about an equipment failure. A person then emerged holding a pen with grease on his hands. 2- They overheard a heated and hostile exchange between people in the lab. After the sound of breaking glass and crashing chairs, a man emerged from the lab holding a paper knife covered in blood. P were then given 50 photos to try and identify the person. Findings: 1- Accurately identified...
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...“designing problem solving interventions” using cognitive mapping. CM: aka Cognitive Mapping, is a modelling technique to represent a problem space by a series of interconnected casual maps. Purpose SODA enables a group or individual to construct a graphical representation of a problematic situation, and thus explore options and their ramifications with respect to a complex system of goals or objectives. It helps groups to arrive at a negotiated agreement about how to act to resolve the situation based on CM. It tends to generate increasingly rich models, rather than move towards abstraction or simplicity. And it sees strategic management in terms of changing thinking and action rather than planning. Furthermore, it aims to develop high levels of ownership for a problem through the attention paid to problem definition and negotiation. Etc. General steps 1. Planning meetings: Where the project is set up and an initial view of the problem / situation is achieved. At this point it is important to decide who the participants will be and what the outputs will be in order to manage expectations. 2. Client interviews: Here the key people involved with the issue are interviewed, in a relaxed format, for an hour or so to obtain their individual views of the problem area / situation. 3. Development of causal maps: Causal mapping is used to get depict the interviewee’s perception of the situation. 4. Check-back interviews: To check with the interviewees that the causal...
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...Rejection: LM 4 Ryan and Tippins article was interesting and clearly alluded to the limitation of references and cognitive/personality skills tests in assessment when not performed properly. Further these readings also indicate that the battery of questions for assessing personality need to be implemented fully, rather than making an interpretation based on a few isolated questions. With that perspective I would be disappointed if the rejection was based upon an assessment that was made on cognitive or personality testing when a full complement of questions or a comprehensive test was not administered. This occurs not too infrequently in work place, for the convenience of saving time. In addition, most interviewers, especially in medicine are experts in their medical field; they have little back ground in cognitive and personality testing. While some of these tests have good validity in identifying cognitive and behavior attributes, it requires an expert in this field to be able to properly implement and interpret the data from such tests. I would be not pleased if the rejection was also due to referee’s recommendation or lack thereof. As part of my interviews for my current job (Chair), the Dean of the medical school called few selected other nationally known leaders in the specialty. It was a big concern for me, as the referee’s he chose may not have known me well or well enough. There expertise may have been different than mine and our paths may not have crossed beyond being...
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...the last two places. The hiring process for new associates used to begin in the fall. The process after that can be broken up into three stages. Each of these stages helped the company make a decision about the candidate and is a key decision point for the firm. The working process is mainly divided in three stages: The purpose of the first one is to see if the candidate has real interest on the company by conducting informal interviews with students in the office in advance of official first- round interviews. These interviews were not part of formal process,that process was to know how serious and enthusiastic the candidates were and a chance to learn more about the firm. In this round interviewers are also instructed to test for culture fit. In the second one the candidates have an interview with an associate who will decide if they have the profile to be promoted into the final round. In this last filter 30 candidates are invited to the Giants Stadium where senior employees interview them five half-hour sessions with short breaks. When the interviews are done, the seniors hold a meeting where they decide which candidates must hire. Candidates invited to Super Saturday will be given the case study to...
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...learned alot of diffrent things about her I was expecting very simple answeres and a short interview but I got alot more than I expected. Introduction- I interviewed a teenage girl age 15. She lives at the apartments I live in. we interviewed at my house. I did not spend alot of time with her but I know a little about her and her family I was not sure what to expect from a 15 year old. I thought I would hear I cant wait to have a job and work and have a car but it was very diffrent with her. Introduction- I interviewed a 33 year old man he is a friend of mine. He lives in Kerens. We spent a couple hours. We interviewed at my house. I have known him for along time and he is on a very intellegant level compared to me for sure. I was not sure what I would learn asking certain questions. Interview #1- We had a very basic conversation I asked her how she likes her school and she was very detailed about her response " We read the cat in the hat" and she proceeded to tell me practically the whole book. I was very impressed by her answer to that. I talked to her about what she wants to be when she grows up as I am a medical assistant she ask's me about my job alot but her response was, "Mom I want to be a Doctor because I already know what you do, you take Blood Pressure and give rocephin shots to make people feel better and listen to there heart". This was impressing for her biological and cognitive age as this is something I told her a year ago. She has been through alot for being 7...
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...Interviews and Interrogations Policy Paper Name SEC/360 Date Instructor In the security and law enforcement industry, interviews and interrogations are a way that officers can gathers facts and information about a situation, incident, or case. For security and law enforcement officers interviews and interrogations play a key role in building and solving cases. This paper will discuss the comparison and contrast between security interviews and security interrogations, the legal issues associated with security interviews and interrogations, and finally a security organization policy on conducting security interviews and interrogations. Interviewing and interrogating suspects are two important but separate vital aspects of collecting information about criminal activity. The difference between an interview and an interrogation is that security professionals conduct interviews, and law enforcement officers can conduct both. When a security officer conducts an interview, the main purpose is to collect information from individuals who may have witnessed a crime. At first, the facts are not known and the individual is not accused of a crime, and the setting is meant to be comfortable and have an open dialogue. With interrogations the goal is to obtain reliable information to provide to the prosecutor and to the judge or jury so they have an accurate account of the crime. The setting of an interrogation is formal and in a controlled environment conducted, only...
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...Qualitative Research Article Critique Sharon Victoria-Cain NUR/443 February 7, 2011 University of Phoenix The article, “You Just Have to Make the Pain Go Away”-Children’s Experiences of Pain Management (2008) outlines a participatory case study undertaken in four pediatric units in a university hospital. Researchers collected data until theoretic saturation was reached. As a qualitative research, data techniques employed recorded interviewing and data analysis. The authors indicate that data collection techniques were triangulated in an inductive content analysis. Throughout the study, certain categories were identified from the data collected and coded – these categories were outlined in the tables at the end of the article and can be reviewed on the pain management nursing website. The results abled the researchers to inductively generate hypotheses which result in a grounded theory: “owing to the subjective nature of the pain experience, children’s self-reports should be the most reliable source of the methods used in the management of their pain” (Kortesluoma, Nikkonen, & Serlo, 2008, p. 147-148). There is a scarcity of research on children’s perception of pain and their expectation of pain management when in a hospital setting. Previous studies focused on methods used by health care providers and parents in alleviating children’s pain. This study’s purpose is to “describe the interventions young children use themselves and their expectations of other’s...
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...Journal of Applied Psychology 2003, Vol. 88, No. 5, 852– 865 Copyright 2003 by the American Psychological Association, Inc. 0021-9010/03/$12.00 DOI: 10.1037/0021-9010.88.5.852 An Investigation of Race and Sex Similarity Effects in Interviews: A Multilevel Approach to Relational Demography Joshua M. Sacco Aon Consulting Christine R. Scheu, Ann Marie Ryan, and Neal Schmitt Michigan State University This research studied the effects of race and sex similarity on ratings in one-on-one highly structured college recruiting interviews (N 708 interviewers and 12,203 applicants for 7 different job families). A series of hierarchical linear models provided no evidence for similarity effects, although the commonly used D-score and analysis-of-variance– based interaction approaches conducted at the individual level of analysis yielded different results. The disparate results demonstrate the importance of attending to nested data structures and levels of analysis issues more broadly. Practically, the results suggest that organizations using carefully administered highly structured interviews may not need to be concerned about bias due to the mismatch between interviewer and applicant race or sex. There is a large body of literature supporting the notion that demographic similarity affects important outcomes at work (see Riordan, 2000; Williams & O’Reilly, 1998, for a review). For instance, researchers have reported that demographic similarity is positively related to communication...
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...interviewing witness section; Bruce, who studied how people recognise faces, Loftus who studied the factors influencing perception of a crime for eye witnesses, and Fisher and Gieselman who looked at the efficiency of different police interview techniques, especially cognitive interviews. Research into interviewing witnesses is usually done as labatory experiments, as it enabled the researchers to control the ecological validity in the study, and stop a lot of extraneous variables affecting the results. An example of this would be Bruce’s study, which occurred at Stirling University. The study was controlled as the same photographs of the celebrities were shown to each pf the 30 participants. They also knew who the suspect was, so reliability could be checked between studies. This is good as it enabled Bruce to control the variables, and therefore maintain ecological validity. On the other hand, Fisher and Gieselman was a field experiment, yet was far more ecologically valid than Bruce. Fisher and Gieselman used the same 16 detectives to interview the suspects, and also by using a blind panel to analyse the information, the study became more controlled, and ecological validity was even higher. However one flaw of preforming studies to interview witnesses is that the emotions and consequences of participants will be very different to real witnesses, as in both Bruce and Loftus’s study, participants knew they were in a study and knew they were not in any real danger. A clear example...
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...SG Cowen: a Case Study Group One Patrick De Nava Sean Fagan Chelsea Green Leonard Keefer Rose Martinez sg SG Cowen: a Case Study Group One Patrick De Nava Sean Fagan Chelsea Green Leonard Keefer Rose Martinez sg “We’re looking for a few good men.” The Marines have been using this slogan for well over two hundred years, and while the message is the same, the recruiting methods have changed dramatically. We’re going to look at how one company, S.G. Cowen, goes about the business of filling its employee roster. Recruiting Process SG Cowen is an investment bank that was formed by the acquisition of Cowen and Company, a small but well respected investment bank known for quality research and equity sales, by Societe Generale, an international bank based in France. The new firm is comprised of about 1,500 professionals who specialize in health care and technology. The firm looks to hire about 30 associates each year, with about many of them coming from third year analysts being promoted. Some of the new recruits are business school students who start as interns after their sophomore year in school and are hired after completing two years of summer internship. Other associates are recruited from top business schools. SG Cowen’s process for recruiting new employees is both strategic and well developed. SG Cowen begins the recruiting process each fall by holding informational presentations at its core business schools, such as NYU, Cornell, USC, and Notre Dame. ...
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...Review Assignment After learning of this opportunity to interview an elderly adult, I already had a candidate in mind. S.F. is the grandfather of my boyfriend and this was the perfect opportunity to learn more about his family roots. It made for an easier interview because I was able establish more intimate connections by interviewing the grandfather of someone so close to me. S.F. is an 80 year old Caucasian male living with his wife of 59 years in Mineral Wells, Texas. Born in Brazos, Texas, he is the middle of five children. During his adolescent years, he worked on his family farm with his brothers and sisters while pursing education. He graduated from Texas Christian University with a bachelor’s degree in education. He then moved forward to the Air Force in hopes of becoming a pilot, but discovered at this time that he was color blind and could not continue on. Afterwards, he continued his education at Texas Wesleyan University and obtained his master’s degree in education. He later became a basketball coach and teacher in Weatherford ISD and eventually became school superintendent. One of the more profound benefits of performing a life review was that S.F. was given a chance to reflect back and reminisce on past memories. During his interview, he wanted his wife by his side – this helped in relieving any nervousness he might have felt and also helped recall any memories he may have forgotten. It made the interview feel less forced and formal to more relaxed and enjoyable...
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...Case 1: Review the following case study. Discuss each point of motivational interviewing, why it was used, and whether or not it was successful. What was done well in this interview, and why? What would you have done differently, and why? Of the theories we have learned in this unit, which theory stands out in this interview? Where and how? “A client-centered and empathetic counseling style is one fundamental and defining characteristic of motivational interviewing. We regard the therapeutic skill of reflective listening or accurate empathy ... to be the foundation on which skillfulness in motivational interviewing is built ... Through skillful reflective listening, the counselor seeks to understand the client’s feelings and perspectives without judging, criticizing, or blaming ... The crucial attitude is a respectful listening to the person with a desire to understand his or her perspective” (Miller & Rollnick, 2002, p. 37) In this case, the Motivational interviewing refers to an interpersonal counseling or communication style rather than a specific therapy or set of techniques (Rollnick & Miller, 1995). This style is evident in the process of MET (Motivational Enhancement Therapy). The focus of this particular interview was on helping the client to overcome reluctance or ambivalence on his own, while allowing him to make positive changes in his approach to anger management. The therapy did not assume that the client wanted to change, but lead the client to own their need...
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...TE AM FL Y FEARLESS INTERVIEWING How to Win the Job by Communicating with Confidence Marky Stein McGraw-Hill New York Chicago San Francisco Lisbon London Madrid Mexico City Milan New Delhi San Juan Seoul Singapore Sydney Toronto Copyright © 2003 by Marky Stein. All rights reserved. Manufactured in the United States of America. Except as permitted under the United States Copyright Act of 1976, no part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without the prior written permission of the publisher. 0-07-141572-6 The material in this eBook also appears in the print version of this title: 0-07-140884-3. All trademarks are trademarks of their respective owners. Rather than put a trademark symbol after every occurrence of a trademarked name, we use names in an editorial fashion only, and to the benefit of the trademark owner, with no intention of infringement of the trademark. Where such designations appear in this book, they have been printed with initial caps. McGraw-Hill eBooks are available at special quantity discounts to use as premiums and sales promotions, or for use in corporate training programs. For more information, please contact George Hoare, Special Sales, at george_hoare@mcgraw-hill.com or (212) 904-4069. TERMS OF USE This is a copyrighted work and The McGraw-Hill Companies, Inc. (“McGraw-Hill”) and its licensors reserve all rights in and to the work. Use of this...
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