Geoffrey Chaucer s Influence On The 19th Century

Geoffrey Chaucer was one of the most acclaimed writers of the 14th century. It was not exactly certain when Geoffrey Chaucer was, born but it was known to be around 1340 to 1344. He was the son of John Chaucer and Agnes Copton. John Chaucer was a very successful London wine merchant, but soon died in 1366. His wife Agnes got remarried to another Chaucer, said to be a cousin of her late husband John. â€Å"Just where the boy got his schooling is not known; he may have been at either Oxford or Cambridge, or neither.† (Kunitz Haycraft 98). Not much was known about his early life, but through his various pieces of work we can conclude that he was able fluently read French, Latin, and Italian. â€Å"Although there was proof that Chaucer could read and write before he went to school† (historylearningsite.co.uk). He was taught by one of his father s clerks who enlarged his income by teaching as one of his side jobs. His family home was known to be in the area of St. Martin, o n Thames Street. John Chaucer was raised up in a well-to-do family environment, the family not being too rich or too poor. Most of the work positions that John had were all made possible through the various connections his father had. Chaucer was taken prisoner in 1359 after joining the English army’s invasion of France which was all taken place during the Hundred Years War, his ransom was paid on the first day of March in 1360 by King Edward. â€Å"In 1366 many assumed that Chaucer was an administrator for PrinceShow MoreRelatedDiscuss with examples how the English Language has changed over time.2353 Words   |  10 Pageslearned English, introduced from the French, words pertaining to the government, the church, the army, and the manner of the court, in addition to others relating to the arts, scholarship, and medicine. The most famous example of Middle English is Geoffrey Chaucers Canterbury Tales. Unlike Old English, modern English-speaking people can read Middle Englis h, although with some amount of difficulty. A line from Canterbury Tales reads, And shortly, whan the sonne was to reste, so hadde I spoken withRead Moreâ€Å"the Spirit of Renaissance and Elizabethan Era†5448 Words   |  22 PagesThe English Renaissance was a cultural and artistic movement in England dating from the early 16th century to the early 17th century. It is associated with the pan-European Renaissance that many cultural historians believe originated in Tuscany in the 14th century. This era in English cultural history is sometimes referred to as the age of Shakespeare or the Elizabethan era, the first period in English and British history to be named after a reigning monarch. Renaissance literally meansRead MoreEssay about Summary of History of Graphic Design by Meggs14945 Words   |  60 Pagesare logograms meaning that each character represents an entire word (like $ = dollar). - Paper, a Chinese invention, is attributed with the high government official Ts’ai Lun. - Ts’ai Lun’s method of making paper was unchanged until nineteenth century England. - After the invention of paper, the Chinese also began to use it for wrapping presents, wallpaper, napkins and toilet paper. - Printing was invented by the Chinese. - The first method of printing was block printing, using stamps. - RubbingsRead MorePre-Spanish Period8197 Words   |  33 Pagescompile these folk narratives by such collectors as Fr. Jose Ma. Pavon (Las antiguas leyendas de la isla de Negros) during the Spanish period Fay-Cooper Cole (Traditions of the Tinguian, 1915), Mable Cook Cole (Philippine Folk Tales, 1916), and Dean S. Fansler (Filipino Popular Tales, 1921) during the early part of the American regime, and some Filipino and American antropologists and folklorists in more recent times, many of the theme still remain in the memory of the folk, uncollected and unwrittenRead MoreA Picatrix Miscellany52019 Words   |  209 Pagesmagic. The attribution to the Andalusian mathematician al-Majriti (or al-Madjriti) (d. ca. 1004-7) is considered pseudo-epigraphic. The Latin translation dates to 1256 and the court of Alphonso the Wise, king of Castille, and exerted a considerable influence on Western magic thereafter. It is said that much of Ficino’s astrological magic derives from the Pica trix (see I.P.Couliano, Eros and Magic in the Renaissance, University of Chicago Press, 1987, p. 118). The Picatrix is mentioned by Johannes Trithemius

Abstinence Only Sexual Education Vs. Inclusive Sex...

Abstinence-Only Sexual Education vs. Inclusive Sexual Education In 1981, the Adolescent Family Life Act (AFLA) was signed into law by President Reagan. Through the act, the federal government first invested in sexual education programs, all of which encouraged â€Å"chastity and self-discipline.† After this came the Title V abstinence-only-until-marriage program, which was created in 1996 as part of the welfare reform legislation. Finally, the Community-Based Abstinence Education (CBAE), was created in 2000. Now, for over three decades, people are still debating whether the original approach of teaching abstinence should be kept or if schools should go into further detail in teaching how to prevent pregnancy and sexually transmitted diseases and infections from happening. I believe that all schools should teach an inclusive form of sexual education. I believe that teaching abstinence is not working in the slightest because the rate of teenagers who are sexually active is gradually increasing. Since teens are participating in sexual intercourse, we need to teach them how to have sex safely. Schools need to teach a form of sexual education that will fully cover how to prevent teen pregnancy and sexually transmitted diseases and infections. The abstinence-only-until-marriage programs need to be replaced because they contain inaccuracies and flaws, the popular opinion of the American society differs from our state policies, and the government and taxpayer’s money could be betterShow MoreRelatedSex Education : Which Is Better? Essay1718 Words   |  7 Pages Abstinence or Comprehensive Sex Education: Which is better? Sex is in the air, everywhere. It is seen when the television is turned on in the morning, it is used to sell hamburgers and cereal, and is the cornerstone by which we gauge our success. Sex is everywhere and the youth of today need to be equipped to handle it safely. There are two primary paths that can be taken when referring to sexual education: Abstinence or a more comprehensive education. Abstinence educationRead MoreThe Effects Of Sexual Education On Public Schools1702 Words   |  7 PagesI. Abstract Sexual education being enforced in public schools is important and it should be taught in all schools. Young adults are learning that it is important to wait until marriage to have sex. Sexual education taught in public schools does raise a couple of eyebrows because some parents think that young adults should not learn about sex at their age. Sexual education is very important for young adults to either use abstinence or condoms. Sexual education in schools are the proper classes forRead MoreEssay on A Needed Lack of Ignorance1994 Words   |  8 PagesIn the Adolescent Sexual Health in Europe and the US by Advocates for Youth, Ammie Feijoo writes,â€Å"The United States’ teen pregnancy rate is almost three times that of Germany and France, and over four times that of the Netherlands.†(Feijoo) The United States would not have triple the teen pregnancy rate if it’s young people were educated about sex as properly as Europe’s young people. In addition, she writes on contraceptive use, she says that France’s, The Netherlands’ youth are more likely to beRead MoreSpirituality and Substance Abuse Recovery Essay2818 Words   |  12 Pagessubstance abuse and relapse. The third and final stage of recovery is known as late recovery, and involves a client finding growth and meaning in life. In this stage, relapse may be less frequent as a sense of purpose is found. As this stage is found only by enduring great challenges, a client may not be as tempted by relapse and the act of back tracking in their recovery may seem tiresome and unworthy of their time. However, though a deep awareness of the consequences of substance abuse is profoundRead More_x000C_Introduction to Statistics and Data Analysis355457 Words   |  1422 Pagesor by any means—graphic, electronic, or mechanical, including photocopying, recording, taping, Web distribution, information storage and retrieval systems, or in any other manner—without the written permission of the publisher. Thomson Higher Education 10 Davis Drive Belmont, CA 94002-3098 USA For more information about our products, contact us at: Thomson Learning Academic Resource Center 1-800-423-0563 For permission to use material from this text or product, submit a request online at http://www

Forms Recruitment In A Public Organization â€Myassignmenthelp.Com

Question: Discuss About The Forms Recruitment In A Public Organization? Answer: Introducation The Human Resource departments most essential responsibility is the recruitment and selection process. According to Billsberry (2008), this department is tasked with the crucial role of placing the right applicants into their respective positions in the operations. Recruitment is basically the process through which an organization searches and pools candidates with the relevant experience, skills, and knowledge necessary to enable the organization to pick out only the best-qualified candidates who meet the description and work criteria of the vacant position (Dineed, 2011). The process aims to bring together the widest possible pool in order to improve the chances of selecting the best people for the roles. Hiring the most qualified applicants may prove to be a competitive advantage for Woolworths due to the increased productivity and organizational efficiency. Woolworths is an Australian supermarket chain with headquarters in Bella Vista, Australia. Being among the largest organizations in Australia, the supermarket employs a large number of people (Arli et al., 2013). Woolworths prides itself in adopting a recruitment process that is strictly reliant on the candidates professionalism, experience, and merit. Woolworths Human Resources department is obligated to follow the company's recruitment rules and regulations as well as the Australias Employment Opportunity Legislation, the Privacy Act, and Anti-Discrimination laws (Nutall, 2007). Problem Analysis Failure to select a competent candidate may result in unfavorable and adverse effects on the organization such as customer service complications, operational disruptions, interpersonal conflicts, and reduced productivity (Swider, Zimmerman and Barrick, 2015). Once the organization identifies the candidate pool, a selection process is used to pick the most qualified candidates. The selection process involves activities such as testing, reference checking, aptitude tests, and interviews.Thisensures the most appropriate candidates are selected using equitable, fair and effective activities. Project Proposal This recruitment plan aims to highlight the Human Resource management departments recruitment and selection strategies in Woolworths supermarket. The study analyzes the significance of the project, the risks involved, stakeholder analysis and strategies Woolworths HR team will enforce to implement the recruitment plan while attempting to help achieve the organizational goal in a cost-effective manner.The recruitment strategy will only be enforced within Australia as it focuses on employing a workforce to occupy roles in local supermarkets. The objectives of this recruitment and selection plan include: Increase the size of the applicants pool so as to improve the possibility of selecting high-quality candidates. Enforcing effective methods to analyze the abilities, experience, and professional skills of applicants. Select a qualified workforce able to help Woolworths achieve its organizational goaland improve efficiency. This recruitment plan enforced by Woolworths provides the organization with various benefits. A carefully implemented plan will benefit Woolworths and help the company achieve its general business goals and objectives. The recruitment project will help Woolworths ensure that they have the necessary attributes, knowledge, and relevant skills that the organization requires to achieve its long-term goals and current operational needs. The recruitment project which will be strict and keenly monitored will result in the recruitment of a highly effective workforce ready to positively impact the organization (Narchal, 2013). The selection criteria will be enforced by authorized HR personnel with strict instructions to abide by the set-out recruitment regulations. The applicants will further be exposed to various interview stages and thorough investigations into their previous jobs and ethicalinclinations. Competent candidates with the necessary skills and qualifications to help Woolworths a chieve their long-term goals and operational requirements will be selected. The project will further help Woolworths to meet its supply and demand requirements. A highly effective workforce selected as a result of the recruitment project will enable Woolworths to meet its customer service demandsin an efficient way. Woolworths serves a large base of customers spread in various regions and locations (Stevens, Plaut and Sanchez-Burks, 2008). The company, therefore, need to ensure they have a competent workforce to meet the customers demand and preferences. This recruitment project will help Woolworths achieve customer satisfaction. A carefully implemented strategy will increase the organizational efficiency of Woolworths. The company must enforce effective measures to ensure all operations and activities are operating in an optimal manner.Organizational efficiency ensures the relevant companies are successful in achieving their objectives. Any successful company is driven by a qualified workforce working as a team to achieve the organizational goals. This recruitment project will provide Woolworths with a team capable of working cohesively to facilitate organizational efficiency. Organizational Fit Analysis The recruitment must complement the organizational structure of Woolworths.The main aim of Woolworths recruitment and selection process is to facilitate the improvement of organizational efficiency and profitability. In relation to the recruitment plan, a stakeholder is any party interested in what the recruitment and selection process achieves (Breaugh, 2017). These parties might influenceWoolworths future, or they might be affected by the candidates chosen. Potential stakeholders in Woolworths recruitment and selection process include the owners of the supermarket chain, employees, the surrounding community, insurance companies, and customers. It is important for organizations to involve stakeholders in their recruitment plans in order to cultivate positive relationships with them, benefit from valuable information, reinforce their commitment to the organization, and facilitate a conducive business culture. The owners and shareholders of Woolworths being the main beneficiaries of an increase in profitability have a keen interest in the recruitment process adopted by the HR team. Likewise, if the process doesnt meet its objectives, its the same shareholders and owners who feel the greatest impact (Blundell, 2013). The HR team must, therefore, put the owners in mind when formulating and implementing a recruitment plan. Insurance companies are directly involved with the Woolworths employees health coverage and benefits. The companies will hence have an invested interest in the workforce structure of Woolworths. The insurance service providers need recruitment updates so as toprovide cover plans that specifically suit Woolworths. Most projects launched by the HR team aim to improve the level of skills in the workplace, enhance the workplace structure, and improve operational processes. Employees are the primary stakeholders in any organization. The recruitment and selection process will have a direct impact on their productivity, skills, earning capacity, and confidence. The recruitment process by Woolworths may provide existing employees with a competitive threat in terms of roles, responsibilities, and promotions. Ensuring cohesiveness and employee satisfaction is important so as to reinforce their commitment to Woolworths. In the supermarket and service industry in general, the mode of interaction with customers is crucial to an organizations success. Customers and clients are primary stakeholders who will be directly affected by a recruitment process. The HR team of Woolworths must, therefore, ensure the candidate who proceeds from the selection stage are competentand well-versed in professional and ethical consumer interaction. A successful recruitment process benefits the organization by increasing their service delivery and cultivation of a positive organizational structure. The recruitment process by Woolworths affects the surrounding community by providing employment opportunities (Griepentrog et al., 2012). In a community with high rates of unemployment, the non-discriminatory hiring opportunity providingan employment opportunitycultivates a positive relationship with the community. Financial Analysis Cost is one of the main factors that have a direct impact on the recruitment and selection process of an organization (Zhao and Liden, 2011). Before implementing the recruitment process, Woolworths must fully understand and put the expenses that the process will incur into consideration. The recruitment project must satisfy a cost-benefit analysis before the supermarket giant implements the plan. It is prudent for Woolworths to forecast the possible amounts of money these future employees from the selection process will cost the company in terms of benefits, allowances, and salaries.While planning the recruitment activities, teams from the HR and Finance department in Woolworths may be required to determine the recruiting yield ratio and the cost per hire (Jabbar, 2016). Woolworths must also budget for cost resulting from posting the job advertisements, agency costs, backgrounds check expenses, recruiter salaries, and referral program incentives. Despite the financial burden imposed by the recruitment strategy, Woolworths expects that the incorporation of a qualified workforce to fill the existing organizational gap will provide long term benefits to the company. Woolworths aims at employing 10 new employees. The following 5-year financial analysis of the company outlines the expected costs and benefits from the recruitment process. In order to develop and implement the recruitment it is important to analyze costss associated with the process. Costs are expected to be particularly high during the first year. Recruitment costs may be analysed on an internal and external costs. External costs Advertisement costs = $ 50 000 Consultation costs = $ 25 000 Internal costs Identification of gaps = $25 000 Interviewers training and renumeration costs = $65 000 Applicattion and screening = $39 000 New empoyees salary = $100 000 Total costs: Internal recruiting costs + external recruiting costs. = $304 000 Cost per hire (CPH): Total costs / Total number of hires = $30 400 Second to Fifth year After implementation of the recruitment plan, Woolworths expects an improvement in the organizational structure and efficiency including cost reduction and innovation. These expected returns should provide a postive cost-benefit result to Woolworths. Expected returns of the recruitment plan Return on Investment (ROI) is the percentage calculation of (Benefits-Costs)/costs.Based on figure 1 above, Woolworths expects a total program benefit of $400 000 and a total cost of $304 000. Therefore, the projects ROI is represented by: 100*($400 000 - $304 000)/$304 000 ROI = 31.58%. Risk Analysis An effectiverecruitment process ensures the organization has the required experience, skills, and knowledge to achieve its goals. There, however, exists risk associated with the recruitment process.Potential risksinclude the risk of selecting candidates who are incompetent or do not fit into Woolworths organizational culture.This may result in Woolworths failure to achieve its operational and strategic goal. The company can mitigate this risk by updating the recruitment policies and using effective assessment tools (Warhurst et al., 2009). Woolworths can alternately train the hiring personnel of efficient screening and assessment techniques before placing the candidates. A legislative risk exists due to the non-compliance possibility in Woolworths.This may be greatly damaging to the organization. The risk exposes Woolworths to fines and legal lawsuits. Training the workforce on the relevant legislative rules, hiring legal advisors, and updating the organization's internal policies such that they are legally compliant will mitigate the legislative risk. Applicants may gain employment in Woolworths as a result of deception during the recruitment process.This may encourage fraud, legal prosecution, and failure to meet the organizational goals. The hiring team should enforce strict screening and background checking procedures to alleviate this risk (Robson, 2011). Implementation Strategy It is of paramount importance for any organization to have an effective strategy to implement their recruitment plan. The selection or recruitment function must be enforced in a proactive mannerso as to avoid unnecessary costs due to a faulty process. Woolworths strategy to implement their recruitment plan is largely consistent with ensuring Woolworths has the necessary attributes, knowledge, and skills required to meet the organizations goal and operational requirements (Humburg and Van der Velden, 2015). The implementation strategy will also aim to ensure that only qualified and competent candidates are selected for recruitment into Woolworths. By formulating an implementation strategy, Woolworths can improve their chances of selecting a suitable candidate. The strategy will also increase the number of potential applicants from which the company can select qualified candidates. The first step in implementing a recruitment plan is to identify the existing skill gaps in the organization (Udechukwu and Manyak, 2009).This will help the HR department of Woolworths to analyze the current skill level and determine what type of skills the supermarket chain needs so as to achieve organizational efficiency. The analysis simply involves identifying the skills needed, determining the existing skills in Woolworths, and finally comparing the desired skills to the current skills. In order to fill the skill gaps identified, Woolworths is expected to launchrelevant advertisement strategies to reach as many potential applicants as possible. The vacancy advertisements should be non-discriminatory and target widespread (Downes, 2011). After sending out the job application invites, Woolworths HR team should formulate appropriate strategies to receive the responding applicants. The organization must select a hiring team to oversee the recruitment process and activities. It is important to train the interviewers and use processes that do not favor oroffer any form of bias.The next step of the implementation plan is to screen the applicants, expose them to employment tests, conduct face to face interviews, investigate the applicants background and finally select the successful candidates ready for placement into their respective roles in Woolworths. After implementing the recruitment process, it is important that an organization applies therelevant measure to evaluate the effectiveness of the recruitment plan. The outcome of the recruitment plan must be complementary to Woolworths organizationalgoals and objectives. Woolworths can utilize various performance to analyze the success of the recruitment and selection process. The company can analyze the average fill time. This is the time it takes them to fill a vacancy. Depending on the result of the applying this measure, Woolworths may consider enforcing strategies to shorten the fill time. Another measure is to determine the cost per hire. It would be wise for Woolworths to reduce any unnecessarycosts incurred during the selection process. Woolworths may also use the number of applicants who showed interest to measure the effectiveness of its recruitment methods (Parry and Tyson, 2008). After measuring the recruitment process and the activities, the next step is to suggest and e nforce appropriate control and improvement measures to make the process more efficient. Implementation strategy Recruitment Action Time Frame As from: Responsibility Estimated Cost Identification of human resource skill gaps in the organization. August 2017 Human Resource department. $25 000 Advertisement of employment opportunities. October 2017 Woolworths marketing department $50 000 Collection and sorting of applications from interested parties. November 2017 The human resource department $15 000 Select and train interviewers November 2017 The HR team $65 000 Screening of applicant using interviews and other employability tests. January 2018 Trained interviewers. $24 000 Selection and inductment of successful candidates into the organization. March 2018 The HR team and the Woolworths community. $100 000 Evaluation of the recruitment plans effectiveness. March 2018 Relevant consulting firm. $25 000 Total cost $304 000 In conclusion, the HR team of Woolworths is tasked with thecrucial responsibility of overseeing the successful implementation of the recruitment strategy.The process aims to bring together the widest possible pool in order to improve the chances of selecting the best people for the roles. The recruitment strategy will only be enforced within Australia as it focuses on employing a workforce to occupy roles in local supermarkets. The recruitment team must ensure they consider the various stakeholders as they enforce the various implementation activities.A carefully implemented plan will benefit Woolworths and help the company achieve its general business goals and objectives. It is, however, important to keep up with the various risks and financial implications of the process. References Arli, V., Dylke, S., Burgess, R., Campus, R. and Soldo, E., 2013. Woolworths Australia and Walmart US: Best practices in supply chain collaboration.Journal of Economics, Business Accountancy Ventura,16(1). Billsberry, J., 2008.Experiencing recruitment and selection. John Wiley Sons. Blundell, L., 2013. Resurrection of a retail giant.Property Australia,27(9), p.22. Breaugh, J.A., 2017. to Recruitment.The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, p.12. Dineen, B.R. and Soltis, S.M., 2011. Recruitment: A review of research and emerging directions. Downes, B., 2011. Who's Coming to the Careers Fair. Griepentrog, B.K., Harold, C.M., Holtz, B.C., Klimoski, R.J. and Marsh, S.M., 2012. Integrating social identity and the theory of planned behavior: Predicting withdrawal from an organizational recruitment process.Personnel Psychology,65(4), pp.723-753. Humburg, M. and Van der Velden, R., 2015. Skills and the graduate recruitment process: Evidence from two discrete choice experiments.Economics of Education Review,49, pp.24-41. Hussain, Z., Wallace, J. and Cornelius, N.E., 2007. The use and impact of human resource information systems on human resource management professionals.information Management,44(1), pp.74-89. Jabbar, H., 2016. Selling schools: Marketing and recruitment strategies in New Orleans.Peabody Journal of Education,91(1), pp.4-23. MEMO, P., Jobs in the Australian App Economy. Narchal, R., 2013. Apply Apply Negative Reply: Understanding Job-Seeking Experiences of Culturally and Linguistically Diverse Job-Seekers in Australia. Nutall, P., 2007. Research Note: The Impact of Good Faith Principles on Communication Issues in Collective Bargaining.New Zealand Journal of Employment Relations (Online),32(1), p.87. Parry, E. and Tyson, S., 2008. An analysis of the use and success of online recruitment methods in the UK.Human Resource Management Journal,18(3), pp.257-274. Robson, A., 2011. Skills shortage threatens food and water security.Agricultural Science,23(2), p.32. Stevens, F.G., Plaut, V.C. and Sanchez-Burks, J., 2008. Unlocking the benefits of diversity: All-inclusive multiculturalism and positive organizational change.The Journal of Applied Behavioral Science,44(1), pp.116-133. Swider, B.W., Zimmerman, R.D. and Barrick, M.R., 2015. Searching for the right fit: Development of applicant person-organization fit perceptions during the recruitment process.Journal of Applied Psychology,100(3). Udechukwu, I. and Manyak, T., 2009. Job applicants' perceptions of resumes versus employment application forms in the recruitment process in a public organization.Public personnel management,38(4), pp.79-96. Warhurst, C., Van den Broek, D., Hall, R. and Nickson, D., 2009. Lookism: The new frontier of employment discrimination?.Journal of Industrial Relations,51(1), pp.131-136. Zhao, H. and Liden, R.C., 2011. Internship: a recruitment and selection perspective.Journal of Applied Psychology,96(1), p.221.

Psychological profiling Essay Example

Psychological profiling Essay Psychological profiling has been described as an investigative technique meant to be used to aid in solving particularly unusual cases. It is essentially felt to be an art, rather than a scientific pursuit (McCann, 1992), used to draw psychological conclusions from the material evidence left behind at a crime scene. The guiding theoretical base behind this increasingly popular but controversial tool is largely from the psychological literature. Although its origins can be traced as far back as the Bible, the professional development of profiling is most likely to be attributed to the work of the Behavioural Sciences Unit (BSU) at the FBI Academy in Quantico, Virginia. The work of Dr. Thomas Bond (1880s) following his autopsy on the last of Jack the Rippers victims, the psychological profile of Adolf Hitler by Walter Langer during World War II and James Brussels highly accurate sketch of the Mad Bomber of New York (and the Boston Strangler) are all well-known and highly successful examples of this technique. The profile is generated based upon what can be termed a psychological assessment of the crime scene (Ault Reese, 1980) and may include the following elements (Ault Reese, 1980): Perpetrators race, sex, age range, marital status, general employment and degree of sexual maturity; The possibility of the offender striking again, having committed similar offences in the past or having a police record; Offenders reaction to police questioning. The best known methods used are: a) The FBIs Crime Scene Analysis principal foundation lies within the organised and disorganised offender dichotomy. We will write a custom essay sample on Psychological profiling specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Psychological profiling specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Psychological profiling specifically for you FOR ONLY $16.38 $13.9/page Hire Writer It uses statistics to compare the behaviour of the current offender with those the Profiler has encountered before (Douglas Ressler, 1978). b) Investigative Psychology based on various aspects of the interaction between the victim and offender. It relies heavily on environmental psychology and also employs statistics (Canter, 1985). c) Behaviour Evidence Analysis relies primarily on forensic evidence and is the latest school of thought with no statistics used on broad offender groups. We shall now proceed to examine the positive and negative aspects of this technique. The Uses of Profiling Profiles are generally called in by the law enforcement agencies when they come across a type of murder (or crime) not seen before or to assist in solving a crime that has been unsolved for a long period of time and all leads have been exhausted. Profiling can aid an investigation in the following ways: It helps to narrow the search greatly and enables investigators to focus on individuals with similar personality traits of others who have committed very similar offences in the past (Pinizzotto, 1984). It generates an educated guess about the perpetrator (Douglas, Burgess, Burgess Ressler; Rossi, 1982) which although generalistic, can get more specific with additional information (e. g. photographs). A carefully prepared profile may also be able to help connect past unsolved crimes to the current offender (an aid to linkage blindness). Examine a series of cases to see if there is a link between two or more cases based on the crime scene and the victims (recognition of what is referred to as a signature) Some indication could be provided as to whether or not future attacks are likely which could help in lowering the number of victims. Valuable tips could be obtained about possible items to add to a search warrant, e. g. souvenirs, pornography, photos. Along with possibly enabling quicker apprehension of the offender, a profile could suggest possible interrogation strategies for the police to elicit information from the suspect. Profilers could also serve as an expert witness and help jurors to understand the dynamics and motivations of the killer. The FBIs attempt to test inter-ratal reliability using six of its agents provided with basic details of 64 murder scenes was followed by comparing these results (for type and structure of each crime scene) with existing profiles. This revealed a high inter-rater reliability for classification of type of crime (84%) but a lower result for structure of the crime (74%). Some feel that its grounding in sound testable psychological theory ensures its validity (Grant). The FBIs cost-benefit study in 1981 to assess the utility of profiling found that of 192 profiled cases, only 46% were solved and only 17% of suspects were identified directly by the profile. However, in 77% of cases profiling helped to properly focus the investigation, in 20% it helped to locate possible suspects and in 6% aided in successful prosecution with only 17% of solved cases considering profiling to be of little or no assistance (Pinizzotto, 1984). Study using a closed case method (known offender) compared profiles, detectives and college students on the quality of profiles found that although profiles differed little from detectives in processing the evidence, they were more accurate in answering specific questions about sex related offences. Several researchers have also provided preliminary support for the central premises of signature and organised/disorganised typology that profiling relies on (Ressler et al, 1988; Canter Heritage, 1990; Gratzer Bradford, 1995; Dietz, Hazelwood Warren, 1990). Using the statistical technique of Smallest Space Analysis, strong support was obtained for the use of signature in profiling (Canter Heritage, 1990). Crime Scene Analysis (FBI) is a well known and widely accepted method that has resulted in a number of profiles with some research support of its tenets (see above). Investigative Psychology with its geospatial principles has been extremely useful too in profiling homicide and sexual assaults. Behaviour Evidence Analysis has been acclaimed for its good cross-cultural applicability and robust foundation based on forensic evidence.