We analyze the need to establish a standard of proof for forensic psychological research, used to... more We analyze the need to establish a standard of proof for forensic psychological research, used to resolve a request from the court. It is formulated that one of the most relevant challenges for current forensic psychology is to determine an appropriated methodology to fits with the deductive Cartesian logic with which judicial work is carried out. Judicial logic requires a minimum standard based on the results of a psychometric evaluation that is, based on estimates of statistical probability for certain subject’s attitudes, behaviors or feelings from a reference population, related to what is required to investigate, according to forensic request.
El presente estudio exploratorio tuvo como objetivo registrar los casos de abuso deshonesto intra... more El presente estudio exploratorio tuvo como objetivo registrar los casos de abuso deshonesto intrafamiliar que se detectaron en la poblacion de ninos atendidos por el Centro Comunitario Los Lagos, durante el ano 1999, con el fin de generar acciones eficientes para detener este fenomeno, apoyandose en la red social.
call it, you're part of one at Google and probably wherever you work: a team. So if we know what ... more call it, you're part of one at Google and probably wherever you work: a team. So if we know what makes managers great, why don't we know what makes a team great? A group of us in Google's People Operations (what we call HR) set out to answer this question using data and rigorous analysis: What makes a Google team effective? We shared our research earlier today with the Associated Press (http://bigstory.ap.org/article/8c60341cc1da47e084b8e17e62e83c98/google-searches-itself-build-more-productive-teams), and we're sharing the ßndings here, as well. Over two years we conducted 200+ interviews with Googlers (our employees) and looked at more than 250 attributes of 180+ active Google teams. We were pretty conßdent that we'd ßnd the perfect mix of individual traits and skills necessary for a stellar team-take one Rhodes Scholar, two extroverts, one engineer who rocks at AngularJS, and a PhD. Voila. Dream team assembled, right? We were dead wrong. Who is on a team matters less than how the team members interact, structure their work, and view their contributions. So much for that magical algorithm. We learned that there are ßve key dynamics that set successful teams apart from other teams at Google:
We analyze the need to establish a standard of proof for forensic psychological research, used to... more We analyze the need to establish a standard of proof for forensic psychological research, used to resolve a request from the court. It is formulated that one of the most relevant challenges for current forensic psychology is to determine an appropriated methodology to fits with the deductive Cartesian logic with which judicial work is carried out. Judicial logic requires a minimum standard based on the results of a psychometric evaluation that is, based on estimates of statistical probability for certain subject’s attitudes, behaviors or feelings from a reference population, related to what is required to investigate, according to forensic request.
El presente estudio exploratorio tuvo como objetivo registrar los casos de abuso deshonesto intra... more El presente estudio exploratorio tuvo como objetivo registrar los casos de abuso deshonesto intrafamiliar que se detectaron en la poblacion de ninos atendidos por el Centro Comunitario Los Lagos, durante el ano 1999, con el fin de generar acciones eficientes para detener este fenomeno, apoyandose en la red social.
call it, you're part of one at Google and probably wherever you work: a team. So if we know what ... more call it, you're part of one at Google and probably wherever you work: a team. So if we know what makes managers great, why don't we know what makes a team great? A group of us in Google's People Operations (what we call HR) set out to answer this question using data and rigorous analysis: What makes a Google team effective? We shared our research earlier today with the Associated Press (http://bigstory.ap.org/article/8c60341cc1da47e084b8e17e62e83c98/google-searches-itself-build-more-productive-teams), and we're sharing the ßndings here, as well. Over two years we conducted 200+ interviews with Googlers (our employees) and looked at more than 250 attributes of 180+ active Google teams. We were pretty conßdent that we'd ßnd the perfect mix of individual traits and skills necessary for a stellar team-take one Rhodes Scholar, two extroverts, one engineer who rocks at AngularJS, and a PhD. Voila. Dream team assembled, right? We were dead wrong. Who is on a team matters less than how the team members interact, structure their work, and view their contributions. So much for that magical algorithm. We learned that there are ßve key dynamics that set successful teams apart from other teams at Google:
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