Thursday, November 19, 2015

Induction/Annual Award Ceremony


This is to inform the General Public that the Institute of Attitudinal Change Managers will be holding its Induction/Annual Award Ceremony, and the Introduction of the Institute’s Student Change Vanguards. 
Date: Thursday, 26th November, 2015
Time: 10.00 am
Venue: Constantial Hotel and Suites, 24/26 Airport Road, Opposite Benin Airport exit gate, Benin City, Edo State.
Programme of event:
 i.       Opening prayer/National anthem.
 ii.        Welcome address by the Director General and why we are here.
iii.        Guest Lecture on “The Power of Attitudinal Change in Nigeria’s Developmental Quest” by Chika Ossai Ugboh Ph.D, Harvard L21, ABI.
 iv.        About the Institute, and brief documentary of her Student Change Vanguard.
 v.        Induction of New honourary distinguished fellows.
 vi.        Launching of the institute’s development/Student Change Vanguard. 
 vii.        Induction of other Inductees.
viii.        Vote of thanks.
ix.        Closing prayer/departure.
About the institute
The Institute of Attitudinal Change Managers was established after due approval of the Federal Ministry of Education and Federal Ministry of Justice under the Companies and Allied Matters Act 1999 in February, 2014 and commenced operations in may 2014, in response to the following observations:
  • Bad Attitude is the bane of every society.
  • There are increasing cases of deviant behaviours and bad attitudes in our work place, educational Institutions, Government and even in our homes.
  • The current unemployment problems can be solved with a change of attitude.
  • The much talked about change can only be achieved when you and I make conscious effort to change our bad attitudes for the better.
  • If we fail to do something about this, we will all be history.
The Institute was established with the aim of making a subject out of Attitude Change Management.

It seeks to train a crop of Attitudinal Change Managers and Change Vanguards in our schools who would serve as Change Professionals and Change Agents respectively in our organizations, educational Institutions, Government and the Nation.

We are no doubt optimistic that you will identify with us and perhaps join us to build this pillar of Change Management to the benefit of our Organizations, Institutions, Society and our Nation in General.
Registration is still ongoing, take this great opportunity to register and become a member and enjoy great benefits.
Contacts us with the details below and visit our website for more information on how to register. Please help share to friends who will be very interested.


Thursday, November 12, 2015

Induction/Annual Award Ceremony (Thursday, 26th November, 2015) Register and be a Member


This is to inform the General Public that the Institute of Attitudinal Change Managers will be holding its Induction/Annual Award Ceremony, and the Introduction of the Institute’s Student Change Vanguards. 
Date: Thursday, 26th November, 2015
Time: 10.00 am
Venue: Constantial Hotel and Suites, 24/26 Airport Road, Opposite Benin Airport exit gate, Benin City, Edo State.
Programme of event:
 i.       Opening prayer/National anthem.
 ii.        Welcome address by the Director General and why we are here.
iii.        Guest Lecture on “The Power of Attitudinal Change in Nigeria’s Developmental Quest” by Chika Ossai Ugboh Ph.D, Harvard L21, ABI.
 iv.        About the Institute, and brief documentary of her Student Change Vanguard.
 v.        Induction of New honourary distinguished fellows.
 vi.        Launching of the institute’s development/Student Change Vanguard. 
 vii.        Induction of other Inductees.
viii.        Vote of thanks.
ix.        Closing prayer/departure.
About the institute
The Institute of Attitudinal Change Managers was established after due approval of the Federal Ministry of Education and Federal Ministry of Justice under the Companies and Allied Matters Act 1999 in February, 2014 and commenced operations in may 2014, in response to the following observations:
  • Bad Attitude is the bane of every society.
  • There are increasing cases of deviant behaviours and bad attitudes in our work place, educational Institutions, Government and even in our homes.
  • The current unemployment problems can be solved with a change of attitude.
  • The much talked about change can only be achieved when you and I make conscious effort to change our bad attitudes for the better.
  • If we fail to do something about this, we will all be history.
The Institute was established with the aim of making a subject out of Attitude Change Management.

It seeks to train a crop of Attitudinal Change Managers and Change Vanguards in our schools who would serve as Change Professionals and Change Agents respectively in our organizations, educational Institutions, Government and the Nation.

We are no doubt optimistic that you will identify with us and perhaps join us to build this pillar of Change Management to the benefit of our Organizations, Institutions, Society and our Nation in General.
Registration is still ongoing, take this great opportunity to register and become a member and enjoy great benefits.
Contacts us with the details below and visit our website for more information on how to register. Please help share to friends who will be very interested.

Thursday, October 22, 2015

ATTITUDINAL CHANGE CERTIFICATION PROGRAMME


ATTITUDINAL CHANGE CERTIFICATION PROGRAMME

The Institute of Attitudinal Change Managers is organizing an Attitudinal Change Certification Programme to be held every fortnight (2 Weeks) i.e 10th and 25th of every month except Sundays.

The Attitudinal Change Certification programme of the institute will no doubt enhance your acceptability in the job market as well as enhance their attitudinal value in the society. 

HOW TO PARTICIPATE:
Interested Participant can visit our Headquarters, call us on phone or email us.

FEE:
N5,000 to Participate

VENUE
Institute of Attitudinal Change Managers
Didio Plaza,
No. 66, Oko-Central Road G.R.A, Benin City, Edo State.
Website: www.iacmng.org
Phone Number: 08165386825, 08056931034
Email: info@iacmng.org or iacmng@gmail.com

Like us on facebook to receive updates -->http://on.fb.me/1GX2Clp
Follow us on twitter @iacmng

NBFor those who can’t come, will receive the Lecture Pack and the Audio CD.

Please help share to your friends who also need this info....God Bless

Tuesday, October 13, 2015

Administrative Secretary With ICT Skills Is Needed In Benin City

The Institute of Attitudinal Change Managers is in urgent need of an Administrative Secretary

REQUIREMENT
NCE, OND, HND, BSc and MSc.

Must be very good with MS-WORD, COREL DRAW AND POWER POINT
Possess strong ICT Skills

Duties are listed below:
Typing
Reception
Filing
Custodian and Manager of office consumables.
Internet Exploration
Website Monitoring and advert
Petty cash management
Membership record keeping, communication and monitoring.
Maintenance of the office.

Send your CV via email to us and position applied for and your location as subject.

Please help share to your friends who also need this info....God Bless

Institute of Attitudinal Change Managers
Website: www.iacmng.org
Email: iacmng@gmail.com

Tuesday, September 22, 2015

RESEARCH: WHAT IS TRANSPARENCY?



1.  Introduction
Transparency is an omnibus concept and can be used in virtually all aspect of human endeavour. Transparency is operating in such a way that it is easy for others to see what actions are performed. Transparency is further opinionated to be the perceived quality of intentionally shared information from a sender. For instance, a cashier in a named organization giving out a balance to an esteemed customer after transaction offers a record of items purchased in the form of receipt. This demonstrates transparency. In fact, transparency is one of the ethics of an organisation and as such, the management, the workers, and every stakeholder in such an establishment are expected to be transparent in all their dealings to ensure the overall success of the organization Corporate Transparency

Corporate transparency describes the extent to which a corporation’s actions are observable by outsiders. Employees need to see what is happening at their organisation, yet that is not obtainable. Most persons fail to understand the organisation’s goal, know how the company is doing or the challenges the organisation is facing.

2. Types of Transparency
a) Internal transparency: this is a measure of how open a company is with its employees.
b) External transparency: This is a measure of how open a company is with its Customers, partners, shareholders, and the public.

3.  Corporate Transparency
Corporate transparency describes the extent to which a corporation’s actions are observable by outsiders. Employees need to see what is happening at their organisation, yet that is not obtainable. Most persons fail to understand the organisation’s goal, know how the company is doing or the challenges the organisation is facing.

4. Types of Transparency
(i) Internal transparency: this is a measure of how open a company is with its employees.
(ii) External transparency: This is a measure of how open a company is with its Customers, partners, shareholders, and the public.

5. Importance of Corporate Transparency
Transparency can greatly improve productivity in business, employee morale, and company’s culture and most investors sort for organizations that are transparent for security purpose. So therefore the need to keep the work process transparent to everyone is vital to everyone.
The importances are itemized below:

Transparency brings assurance: 
When financial statements are not transparent, investors can never be sure about a company’s real fundamentals and true risk, so, transparency boosts the confidence of the investors.

Blurring vision: 
Transparency exposes and projects the vision and mission of an organization with a view to drawing the attention of the customers and /or investors. It gives investors the information that they need to value their investment.

Transparency pays: 
Research shows that the market gives a higher value to firms that are upfront with investors and analyst. According to Robert Eccles, companies with fuller disclosure win more trust from investors.

Consumer trust:
Consumers trust companies that are open and truthful with them, just as they trust family members and friend who do the same.

Positive public perception:
A transparent approach to business shows the public that you have nothing to hide. This is especially effective when your operations include open, straightforward communications via your publicity department, being upfront rather than spinning corporate information, even if the information is not favourable, demonstrates integrity.

Image management:
Being open and transparent allows you to manage public perception of your company. If crisis arises, you will have established channels to disseminate information. This positions you to release information in a period that is beneficial to your organization, allowing you to manage even the most difficult of all situations.

Respect:
Operating a transparent business demonstrates respect Operating a transparent business demonstrates respect for employees and customers alike. When outsider have the opportunity to see and understand how you business operates behind the scenes and processes that are involved in all of your business operations. They are more likely to have respect for your company. This is especially helpful for non-profits organizations, which are entrusted with donated funds.

• Transparent reporting of revenues and expenditures from the private sector will help bring illegal flows of income under control.

Employee commitment and innovation:
Transparency in business makes it possible for employees to see where the business is striving and areas of weakness. This goes a long way to bind employees closer to the goals of the organization.

Problem solving:
The point of transparency is not only to identify, but also to provide solution.

6. How can organizations/companies be more transparent in their operations?

Align customer’s expectation with reality:
One of the quickest ways to drive your company into ground is to promise what you cant deliver. Always assume that your clients and customers will share their experiences with other, so align their expectations before they engage your products or servoces 
Transparency means telling the truth about your organization, your goals, your products, and your services. Do not attempt to lie about what you can do and what you can’t do, because that will greatly affect your credibility.

Nurture a culture of open feedback:
As an employer or a manager, encourage your subordinate to ask you anything, so that they won’t guess or assume your thoughts or intensions concerning any issue that needs attention because it is very bad to make decisions based on assumptions. Also endeavour to build a client relationship on a foundation of mutual trust.

Share news with employees: 
Share news with employees, be it good news or bad news, rather than attempting to keep it a secret, this is because in the absence of tangible information, rumour can be spread and this can spread unnecessary anxiety and uncertainty among the employees.

Improve the quality of their report:
Organizations need to focus on the quality of their data, and also improve on their non-financial reporting to meet both future regulatory and investors requirement.

Communication:
Equally important is communication, engagement, and organizational readiness. It is important to ensure that reports with relevant stakeholders and that they act as conversation starters. Companies also need to ensure that stakeholders who work directly with various departments in the organization are properly trained and able to communicate the salient points in their report to their stakeholders and interested public.

7. Conclusion
 Transparency is a key driver of corporate reputation, but it is also an area in which many organizations commonly under-perform. There is increasing external and internal pressure from organizations all over the world to become more transparent, not only from stakeholders but also from customers, employees, media, regulators and investors. Transparency makes analysis easier and this debilitates investors’ risk during investment. Organizations are therefore encouraged to imbibe the culture of transparency in their dealings with everyone who they do business with.  


Cynthia Dare
Research Assistant
For: Institute of Attitudinal Change Managers

Didio Plaza, 
No. 66, Oko-Central Road G.R.A, Benin City, Nigeria. 
Website: www.iacmng.org
Phone Number: 08165386825, 08186681577. 

Email: info@iacmng.org or iacmng@gmail.com





Sunday, September 20, 2015

Change Managers Conference Live (November 17th – 19th, 2015)


NOVEMBER 2015 CONFERENCE

The Institute of Attitudinal Change Managers will be holding its Conference this year November 2015. Participate and meet like minded Professionals from different region and become a Change Manager in your workplace and society.

THEME: THE POWER OF ATTITUDINAL CHANGE IN DEVELOPMENT QUEST

SUB-THEME:
 (i)      Building the Nigerian Nation What Went Wrong?
(ii)      The Change we need
(iii)      Attitudinal issues in Leadership and Fellowship: The way Forward
(iv)      Syndicate Session


CONFERENCE OBJECTIVE/OBJECTIVES:
At the end of the Conference, participant would be able to:
(i)        Understand what it takes to build a nation, and the Nigeria of our dream
(ii)        Know what went wrong in our National building process, and how it can be remedied
(iii)        Know the kind of Change that will lead Nigeria to develop
(iv)        X-ray, analyse and adopt a remedied measure to attitudinal issues in leadership and fellowship
(v)        Understand the strength of attitude in the developmental equation of any individual organization and Nation

FEE:
N 50,000 per participant and non-members
N 40,000 for members.
The fee covers lectures, workshop, materials, and tea/lunch

DATE: November 17th – 19th, 2015

SPEAKER:
(i)        Rev. Father (Dr) Emmanuel Oramah FACM
(ii)        Dr. Chika Ossai Ugah

All payments are to be made into any of our Bank Account Details with the information below:

Account Name: Institute of Attitudinal Change Managers
Bank Name: Access Bank
Account Number: 0690375406

Account Name: Institute of Attitudinal Change Managers
Bank Name: Diamond Bank

Account Number: 0046333244

To participate visit us at our Head Office with the details below or contact us via email

Institute of Attitudinal Change Managers
Didio Plaza, 
No. 66, Oko-Central Road G.R.A, Benin City, Nigeria. 
Website: www.iacmng.org
Phone Number: 08165386825, 08186681577
Email: info@iacmng.org or iacmng@gmail.com


Tuesday, September 15, 2015

Obtain a Professional Certification on Attitude Change (Next Induction 17th - 19th November, 2015)



The Institute of Attitudinal Change Managers is holding its Induction Ceremony Coming up (17th - 19th November, 2015)

Register and become a member and Obtain a Professional Certification to boost your career, promotion at work place and job prospect. Visit our blog for more information.

Do you know that bad attitude is the bane of every society?

Have you noticed the increasing cases of deviant behaviour and bad attitude cases in our workplaces, educational institutions, government, and even in our homes?

Do you know that no school in Nigeria offers any course or subject in attitude Change, and also the present government has set out a mandate of change for this administration?

And do you also know, that this much talked about change, can only be achieved when you and I make conscious effort to change our bad attitudes, to good productive attitudes. Especially when entrusted with a task or a position of responsibility?

The Institute of Attitudinal Change Managers has come with a solution to the problem of bad attitudes in our workplace, organizations, institutions of learning and our homes, by putting together, a fantastic program that aims to change bad and counter-productive attitudes in every aspects of our daily and national lives thereby, producing a generation of change managers that will stand out in their jobs, organizations, families, and set the Nigerian nation on the path of progress.

Take advantage of this unique 3 days Training and Certification program designed for Students, Corpers, Workers, Managers, Organizations, Individuals, and become a Change Manager today. 

The benefits been a member include:-

(1) Membership cuts across every profession/discipline (e.g. An Accountant could be a Change 
Manager also).
(2) Certificate can help you meet business/employment requirements.
(3) Enhances Promotion at Workplace
(4) It is a Foundational Professional Certificate that can stand alone or enhance your existing profession
(5) Receive the Institutes newsletter and journal free.
(6) Function as an Attitudinal Change Manager in public or private organizations, (such as Government, Companies, Schools, NGO, Religious bodies etc)
(7) Creating a new vista of professional employment area as Certified Attitudinal Change Managers.
(8) Use the Institutes designatory letters (AACM), (MACM) and (FACM) for professional categories as Associate, Member and Fellow respectively.

So register now and become a member by visiting our website: www.iacmng.org or Call 08165386825, 08186681577, you can also visit our Head Office or email us at:

Institute of Attitudinal Change Managers
Didio Plaza, 
No. 66, Oko-Central Road G.R.A, Benin City, Nigeria. 
Website: www.iacmng.org
Email: info@iacmng.org or iacmng@gmail.com

Monday, September 14, 2015

Vacancy: Representatives Needed Nationwide




The Institute of Attitudinal Change Managers is in need of Representatives (Salary is based on Commission) in the 36 States of the Federation including Abuja, FCT:

Only those that reside in the State Capitals are to apply and should be persons who are willing to work and also with reputable character.

REQUIREMENT
NCE, OND, HND, BSc and MSc.

Send your CV via email to us and position applied for and your location as subject.

Like us on facebook to receive updates on vacant positions -->> http:///1gpIRvO
You can also follow us on twitter @iacmng.
Also visit our blog for updates: changemanagers.blogspot.com

Institute of Attitudinal Change Managers
Website: www.iacmng.org
Email: iacmng@gmail.com

Tuesday, September 8, 2015

Research: Anger Management



Managing Anger.
A lot of us get angry from time to time, after all anger is as much a part of our emotional make-up as love, hope anxiety, Sadness and fear. Anger that is controlled and expressed in a proper way can serve a useful purpose .for example anger can be productive if it boost one’s determination to overcome certain obstacles or problem while uncontrolled anger can be hurtful and destructive to the self and people around. 

Those with anger problem bring grief not only to their self but their loved ones and others around them. For someone with anger issues, even seemingly trivial matters can spark a violent outburst that rings tragic consequences.

This article addresses the issue of unhealthy anger which can be harmful emotionally, physically, and spiritually.

Why Anger?
There is a general agreement among mental health professionals that all of us react to certain “anger triggers”.

 What triggers anger in persons varies, it can be something frustrating or annoying e.g., injustice or unfairness, insults or disrespect etc. Reactions to anger also vary from person to person, culture, gender, and age. 

Other reasons that could trigger anger in persons are parental example, cramped cities, economic despair, influence of entertainment programs, and influence of wicked spirits among others.
Attitudes to Anger

Human beings react to angry situations in various ways such as;
1 Holding back, and keeping to self and withdrawing from anger-producing situations.
2 Turn angry feelings inward
3 Act out by attacking the source of the anger or some substitute
4 Face and deal directly with the source of the anger
5 Channel the anger into something positive.

Ways of Controlling Anger
Austrian Neurologist Sigmund Freud is of the reviews that if people bottled up or repressed negative emotions, they would later resurface as a psychological disorder such as hysteria. Thus he maintains that anger should be expressed rather than repressed.
Human anger can be controlled in the following ways;

1 Acknowledge the fact that you are angry
2 Restrain outburst , weigh the situations carefully instead of engaging in sinful verbal abuse
3 Avoid ruminating over issues and resist vengeance 
4 Forgiveness should be freely given
5 Love must be cultivated, this will make us overlook some cases of anger and deal with anger in           an honest, controlled and respected manner.

Management of Anger
Collins (2007) addressed this subject succinctly and his views form the bedrock of these solutions. The counselor, change agent or attitudinal change manager is advised to adopt the following procedures in the management of anger;

1.  Help the affected individual admit his anger
2.  Help the individual concerned express his anger in a healthy such sports exercise, listening to              soothing music, doing chores and repairs around the house
3.  Help the client identify the cause of his anger and how to prevent it
4   He should be encouraged to focus on humility, confession, and forgiveness
5.  Teach anger management strategies such as relaxation techniques and cognitive therapy.

Conclusion
The dangers inherent in the manifestation of temper tantrums and destructive anger are overwhelming. For this reason, we should pay special attention to this subject matter as we endeavour to change the orientation of members of the society and encourage them to cultivate and exhibit positive attitudes in all undertakings.  

Cynthia Dare
Research Assistant
For:Institute of Attitudinal Change Managers
Website: www.iacmng.org

Comments are also needed on this work.
Like us on facebook to receive updates.--->> http://on.fb.me/1Tpjw7j
You can also follow us on twitter @iacmng. Please help share to your friends who also need this info....God Bless

Monday, August 31, 2015

Vacancy: Representatives Needed Urgently




The Institute of Attitudinal Change Managers is in need of Representatives (Commission Based) in the following States:

1) Ibadan
2) Portharcourt
3) Enugu
4) Anambra
5) Calabar
6) Akwa Ibom
7) Benin City
8) Lagos
9) Abuja


REQUIREMENT
NCE, OND, HND, BSc and MSc.

Send your CV via email to us and position applied for and your location as subject.

Like us on facebook to receive updates on vacant positions -->> http://on.fb.me/1Tpjw7j
You can also follow us on twitter @iacmng. Please help share to your friends who also need this info....God Bless


Institute of Attitudinal Change Managers 
Website: www.iacmng.org
Email: iacmng@gmail.com

Friday, August 28, 2015

Research: Appropriate Language In Business and Workplace



In business, making a good impression and projecting yourself as mature, intelligent, confident and professional is important for long term success. Inappropriate language whether spoken or written can affect your credibility and put off or even offend those you work with. Proper language in the workplace should entail the following;

(i) Use standard English and follow the rules of grammar; no matter who your audience is, use proper English (the form of English used in publication, media and government documents) even if you are from a background where English is not your first language but English, being language of business in Nigeria means you should make conscious effort to speak well, pay attention to the way other professionals speak and write at work and begin to improve your own speech and writing.

(ii) When conversing in an informal situation or when writing a less formal correspondence, use a level of formality appropriate for your audience and remain respectful and professional at all times.

(iii) Do not use profanity; swearing is never acceptable in the work place.

(iv) Avoid derogatory or biased comments. Do not use language that is biased against any ethnic group or tribe, religion, age, race or other group. Also avoid making generalization or jokes that affirm or perpetuate stereotypes.

(v) Avoid the use of slangs generally in the workplace or expression that are commonly accepted in other settings. Be wise in the use of idiomatic expression and proverbs and use only in related context.

(vi) Be cautious when using jargons. Jargons should be used sparingly and only when speaking to audience that will be familiar with the terms used.

(vii)  Be polite; please and thank you are important, not only in the home but also in business, you will accomplish more and have better relationship with co-workers and colleague if you treat them respectively and show appreciation by using courtesy words.

Benefit of Using Appropriate Language in Business and Workplace

When you are able to acquire proper business language skills it gives your business the following advantage;

(i) A professional outlook; using proper language denotes a professional approach by constructing a well-written response to a query, you give your customers and client’s the impression that is a professional, you are treating all your transactions seriously and you value them highly.

(ii) Convey the right message; the way you speak has a great impact on how it is received by your audience. Poor grammar affects your marketing strategies and even hinders your efforts to strengthen your relationship with your. By using the right words; you are able to get better responses from your audience. 

(iii) You become an authority figure; this happens when you are able to give detailed information about your products or services through proper sentences. If you use poor grammar, people won’t take you seriously because it will indicate that you are guessing and do not know much 
about your niche. Therefore strive to impress the audience from the start and earn their loyalty. 

Cynthia Dare
Research Assistant
For: Institute of Attitudinal Change Managers
Website: www.iacmng.org

Like us on facebook to receive updates on vacant positions -->> http://on.fb.me/1gpIRvO
You can also follow us on twitter @iacmng.

Monday, August 24, 2015

What is Forensic Psychology?


The term ‘forensic psychology’ is the application to all aspects of the law and management of crime and criminals, through professional practice, of principles, theories, and methods derived from the scientific and clinical studies of human actions and experience.

"Forensic psychology is the application of the science and profession of psychology to questions and issues relating to law and the legal system. The word "forensic" comes from the Latin word "forensis," meaning "of the forum," where the law courts of ancient Rome were held. Today forensic refers to the application of scientific principles and practices to the adversary process where specially knowledgeable scientists play a role."

Forensic psychology is a specialized branch that deals with issues that connect psychology and the law. Interest in forensic psychology has grown significantly in recent years. Increasing numbers of graduate programs offer dual degrees in psychology and law, with others providing specialization in forensic psychology.

While forensic psychology is considered a rather new area specialty within psychology, the field dates back to the earliest days in psychology's history.

The field has experienced dramatic growth in recent years as more and more students become interested in this applied branch of psychology. Popular movies, television programs and books have help popularize the field, often depicting brilliant heroes who solve vicious crimes or track down killers using psychology.

While depictions of forensic psychology in popular media are certainly dramatic and attention-grabbing, these portrayals are not necessarily accurate. Forensic psychologists definitely play an important role in the criminal justice system, however, and this can be an exciting career for students interested in applying psychological principles to the legal system.

Learn more about forensic psychology, including the subjects it focuses on, its history and career options.

What Is Forensic Psychology?

If you enjoy learning about the science of human behaviour and the law, then forensic psychology will probably interest you quite a bit. The field has witnessed dramatic growth in recent years, as more and more students become interested in this applied branch of psychology. However, forensic psychology is about much more than the glamorized views portrayed in television shows, movies and books.

Typically, forensic psychology is defined as the intersection of psychology and the law, but forensic psychologists can perform many roles so this definition can vary. In many cases, people working within forensic psychology are not necessarily "forensic psychologists." These individuals might be clinical psychologists, school psychologists, neurologists, or counselors who lend their psychological expertise to provide testimony, analysis or recommendations in legal or criminal cases.

For example, a clinical psychologist might provide mental health services such as assessment, diagnosis and treatment to individuals who have come into contact with the criminal justice system. Clinicians might be asked to determine if a suspected criminal suffers from a mental illness, or may be asked to provide treatment to individuals suffering from substance abuse and addiction issues.

Another example is that of a school psychologist. While people in this profession typically work with children in school settings, a school psychologist working in forensic psychology might evaluate children in suspected abuse cases, help prepare children to give testimony in court or offer testimony in child custody disputes.

Some of the functions typically performed within forensic psychology include:

Competency evaluations
Sentencing recommendations
Evaluations of the risk of reoffending
Testimony as an expert witness
Child custody evaluations

The History of Forensic Psychology

Forensic psychology is a relatively new specialty area. In fact, forensic psychology was just officially recognized as a specialty area by the American Psychological Association in 2001. Despite this, the field of forensic psychology has roots that date back to Wilhelm Wundt's first psychology lab in Leipzig, German. Learn more about some of the major events and key figures in the history of forensic psychology.

Careers in Forensic Psychology

While forensic psychology may not be all about solving crimes and getting inside the mind's of criminals, there are still plenty of challenges for forensic psychologists. There are a wide range of job options within the field of forensic psychology. For example, some forensic psychologists work directly in the criminal justice system to assess, evaluate and treat individuals who have committed crimes or have been the victims of crimes. 

Other forensic psychologists investigate cases of alleged child abuse, work with child witnesses, evaluate individuals involved in child custody disputes and assess mental competency. Learn more about some of the exciting career options in forensic psychology.

How Does Forensic Psychology Differ From Other Areas?

So what exactly makes forensic psychology different from another specialty area such as clinical psychology? Typically, the duties of a forensic psychologist are fairly limited in terms of scope and duration. A forensic psychologist is asked to perform a very specific duty in each individual case, such as determining if a suspect is mentally competent to face charges.

Unlike the typical clinical setting where a client as voluntarily sought out assistance or evaluation, a forensic psychologist usually deals with clients who are not there of their own free will. This can make assessment, diagnosis and treatment much more difficult, since some clients wilfully resist attempts at help.

Forensic psychology is the interaction of the practice or study of psychology and the law. Psychologists interested in this line of applied work may be found working in prisons, jails, rehabilitation centers, police departments, law firms, schools, government agencies, or in private practice, to name a few. They may work directly with attorneys, defendants, offenders, victims, pupils, families, or with patients within the state's corrections or rehabilitation centres. 

Other psychologists interested in forensic psychology focus on the study of psychology and the law. They may work in colleges, universities, government agencies, or in other settings interested in researching and examining the interaction of human behavior, criminology, and the legal system.

Psychologists working in forensic psychology often come from a wide variety of education, training, and work experiences. All hold a doctorate degree in a field of psychology. Some graduate training programs now offer specializations in the field. Some of these psychologists also have education or training in the law or even hold a Jurist Doctor - the degree earned by attorneys. 

Most working in applied settings such as a private practice or prison also hold a license to practice granted from their state's board of psychology following the successful completion of an approved doctoral degree, pre and post doctoral training years, and passing scores on a series of board examinations. The exception to this is that some governmental agencies are considered exempt settings, which allows unlicensed psychologists to practice with supervision for a period of time.

Psychologists working in applied forensic psychology settings may provide a multitude of services, too many to fully describe here. Generally though, psychologists working in corrections may attend to the mental healthcare needs of inmates including, screening, psychological assessment, individual therapy, group therapy, anger management, crisis management, court-ordered evaluations, or daily inpatient rounds. 

They may also consult with prison staff, inmate attorneys, advocates, and court systems on a variety of mental health related topics or recommendations garnered as a result of psychological assessment. Psychologists working directly with attorneys may provide psychological assessment, personality assessment, assessment of mitigating factors, assessment of sexual offenders, competency evaluations, and recommendations for parental custody or visitation, to list just a few. Psychologists working in police departments often provide services for the department employees, such as counselling or crisis management


Research Department
For Institute of Attitudinal Change Managers
Website: www.iacmng.org