This document discusses the interaction between psychiatry and law. It covers topics such as:
1) The relationship between mental disorders and legal concepts like conduct and capacity. Psychiatry can provide clinical knowledge to assess an individual's mental state, while law establishes social norms.
2) How laws and legal codes act as factors of social integration, configuring individuals and establishing a dynamic relationship between the individual and society.
3) Legal concepts relevant to psychiatry like interdiction (removal of civil rights), unaccountability (due to mental state impairing discernment), and rehabilitation.
4) The advisory role psychiatry can play for justice systems, by evaluating individuals' mental capacity, thought processes, and
convención sobre la protección del patrimonio mundial,DORISGUADALUPE
La cultura y la naturaleza son parte de cada uno de habitantes del planeta, es responsabilidad de todos fomentar el desarrollo, mediante acciones individuales como colectivas para el bien común y la supervivencia misma de la especie humana.
Marco conceptual y presentación del estudio "Acercamiento a la gestión de bienes comunes en elmedio rural en la CAPV" de Katilu por parte de Beatriz Moral, antropóloga social, en el taller celebrado el 27 de Junio de 2012, en Katilu.
This document discusses the historical relationship between sensation and perception from the perspectives of several philosophers. It describes how René Descartes viewed sensation as potentially deceiving and reason as the only certain path to knowledge. In contrast, John Locke was an empiricist who believed experience through the senses was the true basis of knowledge. Later, Edmund Husserl studied perception and argued objects are contents of experience constructed by the perceiving subject. Wilhelm Wundt then established one of the first psychology laboratories taking an experimental approach to studying the perception.
This document discusses the conceptualization and development of a lesson plan about myths. The conceptualization defines myths as traditional stories involving supernatural beings that provide explanations for extraordinary events. The development section describes asking students about myths, having them read a myth and identify characters and settings. It then explains myths through an online video. Students are instructed to search systems and read myths, identifying the main idea and primary/secondary characters. The closing reflects on implementing hybrid learning by combining virtual and in-person learning, with knowledge occurring ubiquitously in time and space.
The document proposes several programmatic reforms including:
1. A new labor code based on ILO conventions and international labor treaties with automatic unionization.
2. Preventing precarious work and promoting public health and education.
3. Reforming the electoral system to allow workplace voting and increasing citizen participation in decisions like minimum wage.
4. Establishing a constituent assembly to draft a new constitution.
convención sobre la protección del patrimonio mundial,DORISGUADALUPE
La cultura y la naturaleza son parte de cada uno de habitantes del planeta, es responsabilidad de todos fomentar el desarrollo, mediante acciones individuales como colectivas para el bien común y la supervivencia misma de la especie humana.
Marco conceptual y presentación del estudio "Acercamiento a la gestión de bienes comunes en elmedio rural en la CAPV" de Katilu por parte de Beatriz Moral, antropóloga social, en el taller celebrado el 27 de Junio de 2012, en Katilu.
This document discusses the historical relationship between sensation and perception from the perspectives of several philosophers. It describes how René Descartes viewed sensation as potentially deceiving and reason as the only certain path to knowledge. In contrast, John Locke was an empiricist who believed experience through the senses was the true basis of knowledge. Later, Edmund Husserl studied perception and argued objects are contents of experience constructed by the perceiving subject. Wilhelm Wundt then established one of the first psychology laboratories taking an experimental approach to studying the perception.
This document discusses the conceptualization and development of a lesson plan about myths. The conceptualization defines myths as traditional stories involving supernatural beings that provide explanations for extraordinary events. The development section describes asking students about myths, having them read a myth and identify characters and settings. It then explains myths through an online video. Students are instructed to search systems and read myths, identifying the main idea and primary/secondary characters. The closing reflects on implementing hybrid learning by combining virtual and in-person learning, with knowledge occurring ubiquitously in time and space.
The document proposes several programmatic reforms including:
1. A new labor code based on ILO conventions and international labor treaties with automatic unionization.
2. Preventing precarious work and promoting public health and education.
3. Reforming the electoral system to allow workplace voting and increasing citizen participation in decisions like minimum wage.
4. Establishing a constituent assembly to draft a new constitution.
Presentación Taller Comunicación en la empresa: Desarrolla Talento Ontológico, Psicosocial y Neuro-cognitivo. Neuro-psico-educación en la prevención del riesgo Neuro-cognitivo.
Jenn Lim, CEO and Chief Happiness Officer of Zappos, gave a presentation on building a sustainable brand focused on culture and happiness. She discussed Zappos' core values of delivering wow through service, embracing change, and creating fun. Zappos invests heavily in its unique culture and customer service. This culture has helped Zappos become a top workplace and build a highly loyal customer base through word-of-mouth marketing. Lim argued that commitment to core values, transparency, vision, relationships, and hiring the right team are essential to creating a business model focused on happiness.
The document discusses Howard Gardner's theory of multiple intelligences, which posits that intelligence is comprised of different specific abilities rather than a single general ability. It describes eight types of intelligence: linguistic, logical-mathematical, spatial, bodily-kinesthetic, musical, interpersonal, intrapersonal, and naturalist. People with different intelligences may be drawn to different careers. The document also notes that both heredity and environment contribute to shaping a person's intelligence through the genes inherited from parents and life experiences.
Jenn Lim, CEO and Chief Happiness Officer of the Women Business Leaders Foundation, gave a presentation on building a culture of happiness in Las Vegas. She discussed how companies like Zappos have successfully used a culture-first approach to build sustainable, long-term brands by prioritizing core values, transparency, vision, and relationships. While some are skeptical that happiness can be a business model, Lim pointed to lessons from Zappos' experiment in using happiness as a model, including the importance of commitment, defining core values, transparency, having a compelling vision, and building the right team.
The document discusses concepts related to building a sustainable company culture focused on happiness and customer service. It provides examples from Jen Lim's experience as CEO of Zappos, highlighting how Zappos committed to core values like delivering wow through service, having fun, and building open relationships. It also discusses the importance of vision, transparency, and hiring the right team to cultivate the right culture. The document suggests other companies can apply these same lessons to differentiate themselves and create long-term, passionate brands.
This document summarizes key lessons from Jen Lim's talk on building a culture of happiness at Zappos. Some of the main lessons include committing to happiness as a business model, defining core values, having a clear vision that inspires employees, building relationships, and assembling the right team who shares the company's values. While challenging to implement, these strategies helped Zappos achieve high employee engagement and become a top workplace, showing that prioritizing culture and happiness can lead to business success.
The document discusses the book "Futuretronium®, The Revolution II!" by Andres Agostini. It describes how scientific and technological knowledge is advancing at an exponential rate, doubling every 10 years for scientific knowledge and computer power doubling every 18 months. The era of science from the 1950s-2000s largely solved the basic laws of matter, life, and computation but a new era of even deeper understanding is just beginning, driven by advances in computers, biotechnology, and other fields. The document provides context on future scientific and technological changes expected through 2020.
This document summarizes a presentation given by Jenn Lim, CEO of Raytheon, about building a culture of happiness. Some key points discussed include defining core values, committing to a long-term vision, building relationships through openness and honesty, and hiring based on aligning with values over other factors. Examples from Zappos' culture are provided, such as investing in customer service and transparency. The science of happiness is briefly mentioned regarding what frameworks can help companies prioritize well-being.
Jenn Lim, CEO of Zappos, gave a presentation in Las Vegas on focusing companies on happiness as a business model. Some key lessons from Zappos' experience included making a long-term commitment to building a positive culture, defining core values, having a inspiring vision, building relationships, and hiring the right team who shares the company values. While challenging to implement, these strategies have helped Zappos become a sustainable and successful brand with high employee engagement.
The document discusses companies and what they are. A company is an association or collection of individuals, whether they are natural persons, legal persons, or a mixture of both. Company members share a common purpose and unite in order to focus their talents and organize their skills to achieve specific goals.
Jenn Lim, CEO of Prime Alliance, gave a presentation in Tampa, Florida on customer service and culture. She discussed how companies like Zappos have found success by making happiness and culture a top priority. Key lessons from Zappos' experience include fully committing to these values, defining core values, promoting transparency, establishing a compelling long-term vision, building relationships, and hiring the right team who believes in the vision.
Leadership howard county 03 28 12 jenn lim delivering happinessDelivering Happiness
This document summarizes a presentation given by Jenn Lim on leadership and happiness. Some key points discussed include defining life goals and priorities, understanding what truly brings happiness, reflecting on personal passions, and examining how companies like Zappos have used a culture-first approach to build sustainable brands committed to happiness. Lim shares lessons learned from Zappos' experiment in using happiness as a business model, including the importance of commitment to core values, transparency, vision, relationships, and hiring the right team.
Sex education in India to the organised delivery by Indian governments and non-profits of material regarding sex, sexuality, and pregnancy. The three categories of sex education in India are the sex education courses targeted at adolescents in school, family planning for adults, and HIV/AIDS Prevention Education
The document appears to be a resume or profile for an individual named Swapnil Tewari. It discusses his work founding an organization called Naked Colours that combines creativity and social good. It also mentions his past work with Bank of India and current consulting for startups. The document provides references and lists Swapnil's interests such as sustainable social change, community development, and counseling.
This document outlines 20 megatrends that are expected to have a significant impact over the next 15-30 years. Megatrends are long-term processes of transformation that impact all regions and societal subsystems. Some of the key megatrends discussed include demographic changes like population aging and migration, the rise of individualism, advances in health and mobility, increasing cultural diversity, the digital lifestyle, knowledge-based economies, and changes in business models and the world of work.
Piramides verdwijnen en wendbare organisaties ontstaan...Diana Russo
Social media is causing major changes in how organizations communicate, collaborate, and organize themselves. It allows for more connections, conversations, and sharing of content in real-time. This is shifting organizations from traditional hierarchical structures to more flexible, transparent, and agile models. For HR, social media means taking on roles as a user, change agent, and business partner to help organizations adapt and leverage social media's impact. Those who do not change with this new environment risk becoming irrelevant over time, just as outdated structures and ways of thinking will eventually collapse.
The document discusses the sociological perspectives of the social self. It describes how George Herbert Mead and Charles Cooley viewed the self as developed through social interactions and based on how people think others see them. Interpersonal relationships are important for physical and emotional well-being. Developing skills like self-awareness, communication, and empathy can help people succeed in their careers and relationships by improving how they interact with others. Barriers like situational factors, personal issues, and sociocultural differences can challenge interpersonal relationships but can be addressed.
James Meeks discusses creating connected engagement for customers in-store through mobile technology. He emphasizes three key areas: using location data to provide proximity-aware apps and personalized experiences; capturing valuable mobile moments; and offering personalized experiences in exchange for customer data. This would allow companies to better segment and target customers in real-time based on their on-site behavior and history.
This document proposes a qualitative research proposal and outlines its key characteristics and components. The summary is as follows:
1. The proposal defines qualitative research as a descriptive procedure that focuses on context and complexity rather than statistics.
2. Characteristics of qualitative research include a focus on description over hypothesis testing, examining contexts rather than variables, and using participatory observation and interviews to collect narrative data.
3. The proposal discusses elements of qualitative research like design, sampling, data collection and analysis methods, and ensures conclusions are confirmed with informants. It also provides a suggested format for the proposal.
Personal Branding for Career - How to Make a Good CVDini Prathivi
This document provides tips for personal branding and creating an effective CV for one's career. It discusses trends in the gig economy and the need for personal branding and stability. Tips include using a photo on your CV dressed for your industry, keeping your personal statement brief with actionable stats, including relevant skills and modifying them for different roles, and ordering your education and experiences in reverse chronological order with details. The document emphasizes brevity, focus, and readability in all sections of a CV.
Presentación Taller Comunicación en la empresa: Desarrolla Talento Ontológico, Psicosocial y Neuro-cognitivo. Neuro-psico-educación en la prevención del riesgo Neuro-cognitivo.
Jenn Lim, CEO and Chief Happiness Officer of Zappos, gave a presentation on building a sustainable brand focused on culture and happiness. She discussed Zappos' core values of delivering wow through service, embracing change, and creating fun. Zappos invests heavily in its unique culture and customer service. This culture has helped Zappos become a top workplace and build a highly loyal customer base through word-of-mouth marketing. Lim argued that commitment to core values, transparency, vision, relationships, and hiring the right team are essential to creating a business model focused on happiness.
The document discusses Howard Gardner's theory of multiple intelligences, which posits that intelligence is comprised of different specific abilities rather than a single general ability. It describes eight types of intelligence: linguistic, logical-mathematical, spatial, bodily-kinesthetic, musical, interpersonal, intrapersonal, and naturalist. People with different intelligences may be drawn to different careers. The document also notes that both heredity and environment contribute to shaping a person's intelligence through the genes inherited from parents and life experiences.
Jenn Lim, CEO and Chief Happiness Officer of the Women Business Leaders Foundation, gave a presentation on building a culture of happiness in Las Vegas. She discussed how companies like Zappos have successfully used a culture-first approach to build sustainable, long-term brands by prioritizing core values, transparency, vision, and relationships. While some are skeptical that happiness can be a business model, Lim pointed to lessons from Zappos' experiment in using happiness as a model, including the importance of commitment, defining core values, transparency, having a compelling vision, and building the right team.
The document discusses concepts related to building a sustainable company culture focused on happiness and customer service. It provides examples from Jen Lim's experience as CEO of Zappos, highlighting how Zappos committed to core values like delivering wow through service, having fun, and building open relationships. It also discusses the importance of vision, transparency, and hiring the right team to cultivate the right culture. The document suggests other companies can apply these same lessons to differentiate themselves and create long-term, passionate brands.
This document summarizes key lessons from Jen Lim's talk on building a culture of happiness at Zappos. Some of the main lessons include committing to happiness as a business model, defining core values, having a clear vision that inspires employees, building relationships, and assembling the right team who shares the company's values. While challenging to implement, these strategies helped Zappos achieve high employee engagement and become a top workplace, showing that prioritizing culture and happiness can lead to business success.
The document discusses the book "Futuretronium®, The Revolution II!" by Andres Agostini. It describes how scientific and technological knowledge is advancing at an exponential rate, doubling every 10 years for scientific knowledge and computer power doubling every 18 months. The era of science from the 1950s-2000s largely solved the basic laws of matter, life, and computation but a new era of even deeper understanding is just beginning, driven by advances in computers, biotechnology, and other fields. The document provides context on future scientific and technological changes expected through 2020.
This document summarizes a presentation given by Jenn Lim, CEO of Raytheon, about building a culture of happiness. Some key points discussed include defining core values, committing to a long-term vision, building relationships through openness and honesty, and hiring based on aligning with values over other factors. Examples from Zappos' culture are provided, such as investing in customer service and transparency. The science of happiness is briefly mentioned regarding what frameworks can help companies prioritize well-being.
Jenn Lim, CEO of Zappos, gave a presentation in Las Vegas on focusing companies on happiness as a business model. Some key lessons from Zappos' experience included making a long-term commitment to building a positive culture, defining core values, having a inspiring vision, building relationships, and hiring the right team who shares the company values. While challenging to implement, these strategies have helped Zappos become a sustainable and successful brand with high employee engagement.
The document discusses companies and what they are. A company is an association or collection of individuals, whether they are natural persons, legal persons, or a mixture of both. Company members share a common purpose and unite in order to focus their talents and organize their skills to achieve specific goals.
Jenn Lim, CEO of Prime Alliance, gave a presentation in Tampa, Florida on customer service and culture. She discussed how companies like Zappos have found success by making happiness and culture a top priority. Key lessons from Zappos' experience include fully committing to these values, defining core values, promoting transparency, establishing a compelling long-term vision, building relationships, and hiring the right team who believes in the vision.
Leadership howard county 03 28 12 jenn lim delivering happinessDelivering Happiness
This document summarizes a presentation given by Jenn Lim on leadership and happiness. Some key points discussed include defining life goals and priorities, understanding what truly brings happiness, reflecting on personal passions, and examining how companies like Zappos have used a culture-first approach to build sustainable brands committed to happiness. Lim shares lessons learned from Zappos' experiment in using happiness as a business model, including the importance of commitment to core values, transparency, vision, relationships, and hiring the right team.
Sex education in India to the organised delivery by Indian governments and non-profits of material regarding sex, sexuality, and pregnancy. The three categories of sex education in India are the sex education courses targeted at adolescents in school, family planning for adults, and HIV/AIDS Prevention Education
The document appears to be a resume or profile for an individual named Swapnil Tewari. It discusses his work founding an organization called Naked Colours that combines creativity and social good. It also mentions his past work with Bank of India and current consulting for startups. The document provides references and lists Swapnil's interests such as sustainable social change, community development, and counseling.
This document outlines 20 megatrends that are expected to have a significant impact over the next 15-30 years. Megatrends are long-term processes of transformation that impact all regions and societal subsystems. Some of the key megatrends discussed include demographic changes like population aging and migration, the rise of individualism, advances in health and mobility, increasing cultural diversity, the digital lifestyle, knowledge-based economies, and changes in business models and the world of work.
Piramides verdwijnen en wendbare organisaties ontstaan...Diana Russo
Social media is causing major changes in how organizations communicate, collaborate, and organize themselves. It allows for more connections, conversations, and sharing of content in real-time. This is shifting organizations from traditional hierarchical structures to more flexible, transparent, and agile models. For HR, social media means taking on roles as a user, change agent, and business partner to help organizations adapt and leverage social media's impact. Those who do not change with this new environment risk becoming irrelevant over time, just as outdated structures and ways of thinking will eventually collapse.
The document discusses the sociological perspectives of the social self. It describes how George Herbert Mead and Charles Cooley viewed the self as developed through social interactions and based on how people think others see them. Interpersonal relationships are important for physical and emotional well-being. Developing skills like self-awareness, communication, and empathy can help people succeed in their careers and relationships by improving how they interact with others. Barriers like situational factors, personal issues, and sociocultural differences can challenge interpersonal relationships but can be addressed.
James Meeks discusses creating connected engagement for customers in-store through mobile technology. He emphasizes three key areas: using location data to provide proximity-aware apps and personalized experiences; capturing valuable mobile moments; and offering personalized experiences in exchange for customer data. This would allow companies to better segment and target customers in real-time based on their on-site behavior and history.
This document proposes a qualitative research proposal and outlines its key characteristics and components. The summary is as follows:
1. The proposal defines qualitative research as a descriptive procedure that focuses on context and complexity rather than statistics.
2. Characteristics of qualitative research include a focus on description over hypothesis testing, examining contexts rather than variables, and using participatory observation and interviews to collect narrative data.
3. The proposal discusses elements of qualitative research like design, sampling, data collection and analysis methods, and ensures conclusions are confirmed with informants. It also provides a suggested format for the proposal.
Personal Branding for Career - How to Make a Good CVDini Prathivi
This document provides tips for personal branding and creating an effective CV for one's career. It discusses trends in the gig economy and the need for personal branding and stability. Tips include using a photo on your CV dressed for your industry, keeping your personal statement brief with actionable stats, including relevant skills and modifying them for different roles, and ordering your education and experiences in reverse chronological order with details. The document emphasizes brevity, focus, and readability in all sections of a CV.
Similar to Psiquiatriaforense 1222808485749778-8 (20)
2. I. P S IQ U IA TR ÍA Y D E R E C HO
II. D E R E C HO Y A R Q U ITE C TU R A S O C IA L
1 III. INTE R A C C IÓ N IND IVID U O – S O C IE D A D
IV. C O ND U C TA IND IVID U A L
I. C O NO C IMIE NTO P S IC O L O G IC O Y C O NO C IMIE NTO J U R ID IC O
II. P E R IC IA P S IQ U IA TR IC A
2 III. F IG U R A S J U R ID IC A S
IV. A S E S O R IA D E L A P S IQ U IA TR IA A L A J U S TIC IA
I. P A TO L O G IA ME NTA L Y E L D E R E C HO
II. F E NO ME NO P S IC O TIC O
III. E S Q U IZ O F R E NIA , S INTO MA S P R INC IP A L E S , S INTO MA S S E C U ND A R
3 TIP O S
IV. P S IC O S IS Y D E L ITO – INTE R D IC C IO N
V. S IND R O ME C E R E B R A L E S G E NE R A L ID A D E S
VI. NE U R O S IS S IG NIF IC A D O ME D IC O L E G A L – C O NF L IC TO NE U R O TIC
C O ND U C TA
VII.
I. P S ICR MA L Y S .LPD E L ITO S–IO NE S O E XU A L EID A DLL E L EA L D E L NE U R O T
A NO O P A TIA E E R VE R R E S P S NS A B IL S Y A G Y
II. D E ME NC IA S E NIL . INC A P A C ID A D D E L R E TA R D O Y E L D E ME NTE
III. L A S D R O G A D IC C IO NE S . E L D R O G A D IC TO P S IC O P A TO L O G IA D E L
4 D R O G A D IC TO .
A S P E C TO S J U R ID IC O S
V. P E R S O NA L ID A D A NO R MA L Y L A L E Y
VI. E P IL E P S IA Y D E L ITO . TR A S TO R NO S D E C O NC IE NC IA
VII. E XA ME NE S C O MP L E ME NTA R IO S
3. I. FORE NS E
PSIQUIATRIA = DESORDENES MENTALES
NOXAS INTERNAS (SOMA)
NOXAS EXTERNAS (PSIQUIS)
COMPORTAMIENTO EN SOCIEDAD
DERECHO
COMPORTAMIENTO EN SOCIEDAD
SOCIEDAD HUMANA SUPER ESTRUCTURA COMPLEJA
LEYES = NORMAS COERCITIVAS
NORMAS OBLIGATORIAS
NORMAS COMPLEJAS
SON GENERALES
PSIQUIATRIA DERECHO
DESORDENES MENTALES CONDUCTA ANÓMALA
REFLEJAN EN SU CONDUCTA DESORDENES MENTALES
4. II. DE RE C HO.- A RQUITE C TURA S OC IA L
• LEYES Y CÓDIGOS = FACTORES DE INTEGRACIÓN SOCIAL
ARMAZON
• INDIVIDUOS AUTORIDAD
RELACIÓN
• “ARMAZÓN” = “CUERPO DE LEYES”
• DERECHO ES LA ARQUITECTURA SOCIAL A SU “SOMBRA” SE ORGANIZA
LA SOCIEDAD
• LA LEY CONFIGURA UNA SOCIEDAD RELACIÓN
LA SOCIEDAD DA SENTIDO A LA LEY DINAMICA MUTANTE
• LAS NECESIDADES DE UNA SOCIEDAD VARÍAN
LAS LEYES REFLEJAN ESTAS NUEVAS REALIDADES
5. III. INTE RA C C IÓN INDIVIDUO - S OC IE DA D
“PUENTE DE RELACIÓN”
H O G AR E S C U E LA U N IVE R S ID AD TR ABAJO S O C IE D AD
CRISIS • SUPER ESTRUCTURA COMPLEJA
CONCIENCIA SOCIAL • CONFIGURA AL HOMBRE
• POSEE SUS REGLAS DE JUEGO
• RELACIÓN DINÁMICA Y MUTANTE
6. IV. C ONDUC TA INDIVIDUA L PA TOLÓG IC A Y
S OC IE DA D
ME NTA L ME MO D E L O S D E
C O ND U C TA
NTE INC O MP A TIB L E S C O N
A L TE R A D O L O A C E P TA D O E N S U
S O C IE D A D .
TR A NS G R E D E L E YE S
Y P R INC IP IO S D E L
A. INC O NS C IE NTE D E S U S A NO MA L ÍAN. E N F O R MA
O R DE S
P E R MA NE NTE ( P S IC Ó TIC O S ) ?
B. INC O NS C IE NTE D E S U S A NO MA L ÍA S E N F O R MA
E P IS Ó D IC A ( TR A S TO R NO S D E C O NC IE NC IA ) .
C. A NO MA L ÍA S D E P E R S O NA L ID A D Q U E L O HA C E N
INC O MP A TIB L E C O N L A VID A E N S O C IE D A D ,
∴IE ND O C O NS TENDRÁ QUE EVALUAR PARA UNA RECTA )
S LA PSIQUIATRÍA C IE NTE D E E L L O S ( P S IC O P A TÍA S
ADMINISTRACIÓN DE JUSTICIA.
7. P S I QU I A T R I A F OR EN S E = CI EN CI A
V. C ONOC IMIE NTOA R IC OLOGD E RYE C H O
A U X I L I PS D E L IC O
C ONOC IMIE NTO J URIDIC O
• CONOCIMIENTO PSICOLÓGICO
- D E S C R IB E E INTE R P R E TA O INHE R E NTE A L A
G E NTE .
- E S A P R O XIMA TIVO .
- E S INS U F IC IE NTE P A R A E NG L O B A R L A
R E A L ID A D P S IC O L O G IC A IND IVID U A L .
CONOCIMIENTO JURIDICO
- S E F U ND A ME NTA E N L A S “ D O C TR INA S D E
D E R E C HO ”
- P L A S MA D A E N L E YE S Y C O D IG O S
- E S D INA MIC O NU NC A E S TA TIC O
- J U Z G A A L IND IVID U O P O R S U S A C TO S
- TO MA P O C O E N C U E NTA S U S MO TIVA C IO NE S
P R O F U ND A S
CONOCIMIENTONS O NA NC IA C O N L A L E Y
- L O HA C E E N C O PSICOPATOLOGICO
- “ P A R C E L A S P S IQ U IC A S ” :
F E NO ME NO L O G IC O /D E D U C TIVO
8. VI. PE RIC IA PS IQUIA TRIC A
• DOCUMENTO ALTO Y VALIOSAMENTE CIENTIFICO.
• HISTORIA CLINICA PSIQUIATRICA PERFECTAMENTE
ESTRUCTURADA DE ACUERDO AL PROTOCOLO.
• SE CONSIGNAN DATOS DEL EXAMINADO Y EL POR QUE
DE LA PERICIA.
• LUEGO SE CONSIGNAN ANTECEDENTES PATOLOGICOS
DEL EXAMINADO. AQUELLOS QUE TENGAN RELACION
DIRECTA CON EL CASO EN ESTUDIO.
• EX CLINICO ACTUAL.- SE CONSIGNAN DATOS MEDICOS
GENERALES EN RELACION CON EL CASO Y LUEGO SE
PROCEDE A LA VALORACION PSICOPATOLOGICA.
• LAS PRUEBAS O EXAMENES AUXILIARES SON DE
IMPORTANCIA PERO JAMAS DEBEN REEMPLAZAR A LA
CLINICA: REFLEJAN UN BULLIR DEL PSIQUISMO COMO
UNA: “PLACA FOTOSTATICA INSTANTANEA”
• EL COMENTARIO Y DIAGNOSTICO.- CONSTITUYE EL
NIVEL ELABORATIVO DE LA PERICIA: DATOS DE VALOR
COMENTARIOS BREVES- FINALIZA EN UN DIAGNOSTICO.
• CONCLUSIONES MEDICO LEGALES: ES LO MAS
IMPORTANTE DE LA PERICIA – DEBE SER CLARA Y
PRECISA – DEBE ORIENTAR A LA JUSTICIA.
9. VII. FIG URA S J URÍDIC A S
• IN TE R D IC C IÓ N
INDIVIDUO INAPTO PARA EL LIBRE EJERCICIO
DE SUS DERECHOS CIVILES POR PATOLOGÍA
MENTAL.
ES SOLICITADA AL JUZGADO POR LOS
FAMILIARES O ABOGADOS DE PARTE, CUANDO
HAY FUNDAMENTOS REALES DE UNA
INCAPACIDAD.
• IN IN P U TABILID AD
SE SOLICITA CUANDO EL DELITO ES COMETIDO
A LA SOMBRA DE UNA PATOLOGÍA MENTAL QUE
PRIVA EL DISCERNIMIENTO.
LA PERICIA SIRVE DE FALLO AL JUEZ.
• R E H ABILITAC IÓ N P S IC O LÓ G IC A
SE APLICA CUANDO EL INTERDICTO O INCAPAZ
O EL ININPUTABLE RECUPERAN SU EQUILIBRIO
MENTAL.
10. VIII. A S E S ORIA DE LA PS IQUIA TRIA A LA J US TIC IA
• OPERA A SOLICITUD O POR DECISION DEL JUEZ.
• CUANDO HAY DUDAS EN LA CAPACIDAD MENTAL DE UNA
PERSONA.
• CUANDO HAY DUDAS SOBRE LA PERDIDA DEL JUICIO
CRITICO.
• CUANDO HAY PERDIDA DE CONTROL DE SUS TENDENCIAS
PROFUNDAS.
• CUANDO EL DELITO, SE SOSPECHA HA SIDO COMETIDO BAJO
MENGUA DE LA LUCIDEZ DE LA CONCIENCIA.
• CUANDO SE APRECIA IDEAS ABSURDAS DELUSIVAS QUE EL
INDIVIDUO NO ES CONSCIENTE.
• CUANDO EL NIVEL DE INTELIGENCIA ES
BAJO O PRECARIO QUE LO INHABILITA
PARA RAZONAR O DISCRIMINAR.
11. IX. PA RC E LA S PS IQUIC A S
CONCIENCIA INTELIGENCIA
ORIENTACION AFECTO
MEMORIA PERSONALIDAD
ATENCION LENGUAJE
PENSAMIENTO CONACION
PERCEPCION HABITOS
APETITO
CONDUCTA
AGRESION
INSTINTIVAS GREGARIO
INSTINTOS PLACENTEROS
SEXUAL
12. MINIS TE RIO PUB LIC O
INSTITUTO DE MEDICINA LEGAL
E VA LUA C ION PS IQUIA TRIC A
I. F ILIAC IO N
N om b re s y Ap e llid os :
Lu gar y F e ch a d e N ac. :
E d ad :
E s tad o C ivil :
G rad o d e Ins tru cción :
O cu p ación :
R e ligión :
D om inancia :
D im inu tivo (“alias Ó) :
Proce d e n cia :
D om icilio :
Inform ante :
D ocu m e nto d e id e ntid ad :
Lu gar y fe ch a d e E valu ación :
II. M O TIVO D E E VALU AC IO N
O f. N º.................. 200.........................., p or e l d e lito d e l ....................
A. R E LATO :
13. B.- H IS TO R IA P E R S O N AL:
1. P E R IN ATAL :
2. N IÑE Z :
3. AD O LE S C E N C IA :
4. E D U C AC IO N :
5. TR ABAJO :
6. H ABITO S E IN TE R E S E S :
7. VID A P S IC O S E X U AL :
8. AN T. P ATO LO G IC O S :
a. E nfe rm e d ad e s :
b . Accid e nte s :
c. O p e racione s :
12. AN T. JU D IC IALE S :
13. AC TITU D P E R S O N AL :
14. C .- H IS TO R IA F AM ILIAR :
P AD R E
M AD R E
H E R M AN O S
P AR E JA
H IJO S
O TR O S P AR IE N TE S S IG N IF IC ATIVO S
E N F E R M E D AD E S F AM ILIAR E S
D .- E X AM E N E S AU X ILIAR E S :
III. H IS TO R IA F AM ILIAR
A.- O BS E R VAC IO N E S G E N E R ALE S
B.- P R O C E S O S
1. C oncie ncia
2. Ate ncion
3. P e rce p cion
15. 1. P e ns am ie nto
2. Inte lige ncia
3. M e m oria
4. Afe cto
5. C onación
6. Ins tintos
7. P e rs onalid ad
IV. C O N C LU S IO N
D e s p u és d e e valu ar a ............................................... la op ini ón qu e p re s e nta:
16. • P S IQ U IS MO “ A C TITU D NE R VIO S A
S U P E R IO R
S U S TR A TO C E R E B R A L ”
• L A S F U NC IO NE S P S ÍQ U IC A S C O MP L E J A S NO S E
L O C A L IZ A N S O N
U NA C O R R E L A C IÓ N D E L A S P A R C E L A S
P S ÍQ O NC A S IA
1. C U IC IE NC
• S E CIL IA R E SF U E R A D E NA L E S D E L C E R E B R O
VIG TO F U NC IO L A
C O R TE Z A
A C TIVID A D E S E NE R G É TIC A S
D E P E ND E N D E L A A L E R TA Y L A
2. A A L MA C EN
TE NC IÓ NA INF O R MA C IÓ N L U E G O D E
R E C IB IR L A
E S C O R TIC A L ( C O R TE Z A P O S T
R O L A ND IC A )
R E C E P C IO NA Y A L MA C E NA
INF O R MA C IÓ N
3. P R O G RQ U E VE RDC O A YA S F U NC A NE S
A MA MO U L VE R IF IC IO
L A A CNE C TIVA S NTA L N L
TIE TITU D ME
INTE L E
* S E C O NE C TA C O N L O S S E C TO R E S
A NTE R IO R E S .
* D E P E ND E N E L R E F L E J O O R IE NTA D O R
Y LA
17. FUNCIONES PSÍQUICAS
DEPENDEN
CORRELACIÓN FUNCIONAL DE
ÁREAS O ZONAS DEL CEREBRO
PATOLOGÍAS DE LA CONCIENCIA PERTENECE AL 1 SECT
er. OR.
PATOLOGÍAS INTELECTUALES PERT ENECEN AL 2do. Y3er. SECTOR.
TRANSTORNOS PSICÓT ICOS // NEURÓTICOS SON DIFUSOS / GENERALES
18. • DISTORSIÓN MENTAL CON COMPROMISO DE
VARIAS
ESFERAS PSÍQUICAS
• FALSA PERCEPCIÓNDE LA REALIDAD
• CAUSAS MÚLTIPLES =
1. FACTORES BIOQUÍMICOS.
2. PSICOANALÍTICAMENTE ES UN
MECANISMO DEFENSIVO DE
3er. Y 4to. ORDEN.
3. HEREDO FAMILIARES.
4. SUMATORIA DE TODOS.
19. X I. ESQ U IZO FREN IA
AES S ÍN T O M A S
B LEULER S E C U N D A R IO
S
• AUTISMO • ÁREA PERCEPTIVA
• APATIA • ÁREA MOTORA
• AMBIVALENCIA AFECTIVA • ÁREA LRNGUAJE
• ALTERACIÓN EN LA ASOCIACIÓN DE IDEAS
20. INIMPUTABILIDA
D
PARA COMPRENDER EL DELITO DEL PSICÓTICO HAY QUE SABER DE PSICOSIS.
CONDUCTA INSÓLITA E INCOMPRENSIBLE
ENSIMISMAMIENTO CON APARTAMIENTO A LA REALIDAD.
LE DA UN SENTIDO DISTORSIONADO A LA REALIDAD.
LA CONDUCTA SE ALTERA – SE ROMPEN LAS NORMAS SOCIALES.
SE PIERDE LA CAPACIDAD DE VERIFICAR LAS NORMAS DE SU CONDUCTA. SE ROMPE LA CATEGORÍA
DENOMINADA CONCIENCIA SOCIAL. PARTE DEL PSIQUISMO QUE SE PIERDE O EMBOTA.
SE COMETE EL DELITO DENTRO DE LA VORÁGINE DISPERSA QUE ES SU MENTE DESINTEGRADA.
INCONSCIENCIA DE SU VALOR O SIGNIFICADO.
EN GENERAL ES DIFÍCIL PRECISAR - NO HAY MEDIOS - HASTA QUE PUNTO ES O NO RESPONSABLE
POR EXTENSIÓN QUE BENEFICIA AL REO SE LE CONSIDERA “”NO RESPONSABLE””.
INTERDICCIÓN
“INAPTOS PARA ASUMIR RESPONSABILIDADES”
”INCAPACIDAD PARCIAL TEMPORAL” (POR REHABILITACIÓN PSICOSOCIAL).
“INCAPACIDAD TOTAL Y PERMANENTE” ( DEPENDIENDO DEL TIPO DE PSICOSIS).
INAPTO PARA EL EJERCICIO DE SUS DERECHOS CIVILES POR ESTAR LIGADO A SUS SÍNTOMAS
QUE LO SACAN DE LA REALIDAD OBJETIVA.
21. XIII. SÍNDROMES CEREBRALES-
GENERALIDADES
CONGÉNIT
OS (CRÓNICOS
Y )
ADQUIRIDO (AGUDOS)
S
SIGNOS Y SÍNTOMAS QUE REVELAN COMPROMISO
TISULAR PUEDEN SER POR:
* TRAUMAS O TUMORES
* INFECCIONES
* TRASTORNOS
VASCULARES
22. – SON AQUELLAS QUE RESULTAN DIRECTAMENTE DE UNA LESION
CEREBRAL.
– SE MANIFIESTAN POR INSUFICIENCIAS, DEFICIENCIAS,
RETARDO
MENTAL, ATAQUES Y DEMENCIAS.
– SE INCLUYEN AQUÍ:23
LAS ALTERACIONES GENÉTICAS.
LAS INFECCIONES.
LAS INTOXICACIONES.
LOS TRAUMATISMOS.
LAS DISMETABOLIAS Y CARENCIAS ALIMENTARIAS.
LOS PROCESOS EXPANSIVOS ENDOCRANEANOS.
LOS ACCIDENTES CEREBROVASCULARES.
LAS ENFERMEDADES DESMIELINIZANTES.
LAS ENFERMEDADES DEGENERATIVAS.
LA HIDROCEFALIA NORMOTENSIVA SINTOMÁTICA.
LAS ENCEFALOPATÍAS PERINATALES.
LA EPILEPSIA.
LOS MOVIMIENTOS INVOLUNTARIOS ANORMALES.
23. PERSO N AL ID AD
CLASIFICACIÓN DE LAS ESTRUCTURAS
TEMPERAMENTO ESTRUCTURA PERSONALIDAD NORMAL.
CONCEPTO
CARÁCTER ESTRUCTURA PERSONALIDAD TIPO
NEURÓTICO.
ESTRUCTURA PERSONALIDAD TIPO LÍMITE.
ESTRUCTURA PERSONALIDAD TIPO
PERSONALIDAD PRECONDICIONES PSICÓTICO.
ESTRUCTURALES
PERSONALIDAD PRECONDICIONES DINÁMICAS
TRASTORNOS DE LA PERSONALIDAD
PROCESOS FORMATIVOS DE LA PERSONALIDAD PARANOIDE
PERSONALIDAD.
PERSONALIDAD ESQUIZOIDE
SISTEMAS Y ESTADOS PERSONALIDAD HISTRIONICA
PERSONALIDAD NARCISISTA
CUADROS SEGÚN:
PERSONALIDAD ANTISOCIAL
PEDRO ORTIZ
PERSONALIDAD LÍMITE
FREUD PERSONALIDAD EVITADORA
PIAGET PERSONALIDAD DEPENDIENTE
GESELL PERSONALIDAD OBSESIVO
KOHLBERG COMPULSIVO
PERSONALIDAD PASIVA AGRESIVA
LOS ASPECTOS OBSERVABLES DEL SISTEMA DE LA PERSONALIDAD
24. T E M P E R AM E N T O :
D IS P O S IC IÓ N IN N AT A A R E AC C IO N AR D E F O R M A P AR T IC U L AR A L O S E S T ÍM U L O S
AM B IE N T AL E S Y G E N ÉT IC O S .
C AR Á C T E R :
E S L A C O M B IN AC IÓ N O R IG IN AL IN D IV ID U AL D E L AS C U AL ID AD E S F U N D AM E N T AL E S D E
L A P E R S O N AL ID AD Q U E D IS T IN G U E N AL S U JE T O D AD O C O M O M IE M B R O D E L A
S O C IE D AD , E X P R E S AN S U AC T IT U D H AC IA E L M U N D O Q U E L E R O D E A, Y S E
M AN IF IE S T AN E N S U C O N D U C T A Y E N S U S AC T O S .
P E R S O N AL ID AD :
E S L A IN T E G R AC IÓ N D IN Á M IC A D E L O S P AT R O N E S C O N D U C T U AL E S D E L IN D IV ID U O D E L
T E M P E R AM E N T O , C AR Á C T E R Y L O S S IS T E M AS D E V AL O R E S IN T E R N AL IZ AD O S , Y
T IE N E D O S P R E C O D IC IO N E S :
- E S T R U C T U R AL E S .
- D IN Á M IC AS .
LOS ASPECTOS OBSERVABLES DEL SISTEMA DE LA
PERSONALIDAD
PEDRO ORTIZ:
SE REFIERE QUE EN LA TEORÍA DEL MÉTODO ACERCA DEL SISTEMA DE LA PERSONALIDAD Y
TOMARÁ EN CUENTA LOS DIVERSOS ASPECTOS OBSERVABLES TANTO ACTUALES COMO
HISTÓRICOS.
1. SUS NIVELES O RAMAS DE FORMAS DE ORGANIZACIÓN.
2. LA ESTRUCTURA PERSONAL Y SUS COMPONENTES ESTRUCTURALES.
3. LA ACTIVIDAD PERSONAL Y SUS PLANOS DE ORGANIZACIÓN.
4. SUS PROCESOS DE DETERMINACIÓN.
5. SUS PROCESOS FORMATIVOS.
6. LA ACTUACIÓN Y SUS ESTRATEGIAS DE ACTUACIÓN.
7. SUS ATRIBUTOS Y CAPACIDADES.
25. • DEFINICIÓN:
T R AS T O R N O D E P E R S O N AL ID AD . S E C AR AC T E R IZ AN P O R P AT R O N E S D E P E R C E P C IÓ N , R E AC C IÓ N Y
R E L AC IÓ N , Q U E S O N
R E L AT IV AM E N T E F IJO S , IN F L E X IB L E S Y S O C IAL M E N T E D E S AD AP T AD O S , IN C L U Y E N D O U N A
1. V AR IE D AD D E S ITPARANOIDE:
PERSONALIDAD U AC IO N E S .
P R O Y E C T AN S U S P R O P IO S C O N F L IC T O S Y H O S T IL ID AD E S H AC IA O T R O S .
- G E N E R AL M E N T E F R ÍAS Y D IS T AN T E S E N S U S R E L AC IO N E S .
- T IE N D E N A E N C O N T R AR IN T E N C IO N E S H O S T IL E S Y M E L AN C Ó L IC AS D E T R Á S D E L O S AC T O S
T R IV IAL E S , IN O C E N T E S
P O S IT IV O S D E O T R AS P E R S O N AS .
- R E AC C IO N AN C O N S U S P IC AC IA A L O S C AM B IO S E N L AS S IT U AC IO N E S .
2. PERSONALIDAD ESQUIZOTÍPICA:
S E E N C U E N T R AN S O C IAL Y E M O C IO N AL M E N T E AIS L AD AS .
- D E S AR R O L L AN P E N S AM IE N T O S , P E R C E P C IO N E S Y C O M U N IC AC IO N E S IN S Ó L IT AS .
- P U E D E N T E N E R ID E AS P AR AN O ID E S .
3. PERSONALIDAD HISTRIÓNICA:
S O N P E R S O N AS Q U E B U S C AN N O T AB L E M E N T E L L AM AR L A AT E N C IÓ N Y S E C O M P O R T AN
T E AT R AL M E N T E
- S U S E M O C IO N E S AP AR E C E N E X AG E R AD AS , IN F AN T IL IZ AD AS E IN AS L IC U AS .
- S U S ID E AS S E B AS AN E N L L AM R L A AT E N C IÓ N P AR A P R O V O C AR S IM P AT ÍA A O T R O S .
4. PERSONALIDAD NARCISISTA:
S O N P E R S O N AS Q U E T IE N E N U N S E N T ID O D E S U P E R IO R ID AD Y U N A C R E E N C IA E X AG E R AD A E N S U
P R O P IO V AL O R O
IM P O R T AN C IA.
- T E M E N E L F R AC AS O .
- T IE N E N U N A AL T A AP R O B AC IÓ N P E R S O N AL .
- P U E D E N P O N E R S E F Á C IL M E N T E R AB IO S O S O G R AV E M E N T E D E P R IM ID O S .
- S E C R E E N Q U E S O N S U P E R IO R E S Y E S P E R AN S E R AD M IR AD O S .
5. PERSONALIDAD ANTISOCIAL:
L A M AY O R P AR T E D E L T IE M P O S O N P E R S O N AS IN S E N S IB L E S P O R L O S S E N T IM IE N T O S D E L O S D E M Á S
E X P L O T AN A O T R O S
P AR A O B T E N E R B E N E F IC IO M AT E R IAL O G R AT IF IC AC IÓ N P E R S O N AL .
- S E C AR AC T E R IZ AN P O R E X P R E S AR C O N F L IC T O S IM P U L S IV O S E IR R E S P O N S AB IL ID AD .
- N O T IE N E N R E M O R D IM IE N T O O C U L P AB IL ID AD .
- S U S R E L AC IO N E S S O N D E H O S T IL ID AD Y E N G A Ñ O .
- L A F R U S T R AC IÓ N Y E L C AS T IG O R AR AM E N T E L E S O C AS IO N A M O R T IF IC AC IÓ N D E C O N D U C T A.
26. 1. P E R S O NA L ID A D
L ÍMITE :
ES LA INESTABILIDAD EN LA PERCEPCIÓN DE SU PROPIA IMAGEN.
SU COMPORTAMIENTO ES TORMENTOSO E INTENSO.
SE PRESENTA EN EL PRINCIPIO DE LA EDAD ADULTA.
NUNCA ESTÁN EN UN ESTADO NEUTRAL.
7. P E R S O NA L ID A D
E VITAHIPERSENSIBLES AL RECHAZO.
SON D O R A :
TEMEN COMENZAR RELACIONES O ALGUNA OTRA COSA NUEVA POR LA POSIBILIDAD DE RECHAZO O DE
DECEPCIÓN.
TIENEN UN FUERTE DESEO DE SER ACEPTADOS.
8. P E R S O NA L ID A D
D E P E ND IE NTE : TRANSFIEREN LAS DECISIONES IMPORTANTES Y LAS RESPONSABILIDADES A OTROS.
SON PERSONAS QUE
SE QUEJAN DE QUE NO PUEDEN TOMAR DECISIONES.
NO SABEN QUÉ HACER O CÓMO HACERLO.
9. P E R S O NA L ID A D O B S E S IVA
C O MP U L S IVA :FIABLES, ORDENADOS Y METÓDICOS.
SON FORMALES,
NO PUEDEN ADAPTARSE A CAMBIOS.
SON CAUTOS Y ANALIZAN TODOS LOS ASPECTOS DE UN PROBLEMA.
TIENEN COMO DIFICULTAD TOMAR DECISIONES.
10. P E R S O NA L ID A D P A S IVA - A G R E S IVA :
TIENEN COMO OBJETIVO CONTROLAR O CASTIGAR A OTROS.
SU COMPORTAMIENTO ES PASIVO – AGRESIVO.
REALIZAN TAREAS QUE EN REALIDAD NO DESEAN HACER Y LUEGO ARSUNAN EL DESARROLLO SÓLO PARA
MORTIFICAR.
CASO LA AGRESIÓN ES NEUTRALIZADA POR UN SUPER YO INTEGRADO Y SÁDICO, LO QUE LLEVA AL
PERFECCIONISMO,
NECESIDAD DE CONTROL Y AUTODUDAS.
27.
28.
29. • T R AS T O R N O D E P E R S O N AL ID AD
• P S IC O AN AL ÍT IC AM E N T E : “N ÚC L E O S D E AN G U S T IA A
N IV E L S U B C O N C IE N T E , G E N E R AD O S P O R T E M O R E S ,
D E S E O S , C O N F L IC T O S , T E N D E N C IAS , E T C .
• L O S S ÍN T O M AS P E R T E N C E N A L A E S F E R A AF E C T IV O /
E M O C IO N AL P E R O P U E D E N M AN IF E S T AR S E A T R AV ÉS
D E L S O M A (O C U E R P O ) O D E L AS V ÍS C E R AS
(T R AS T O R N O S P S IC O F IS IO L Ó G IC O S ).
• D E S D E E L P U N T O D E V IS T A M ÉD IC O / L E G AL : N O P IE R D E
E L C O N T AC T O L ÚC ID O D E L A R E AL ID AD , E S
R E S P O N S AB L E D E S U S AC T O S .
• AN G U S T IA M U Y AL T A P U E D E D E S IN T E G R AR AL Y O
P R O D U C IR “E S T AD O S D IS O C IAT IV O S Ó O DE
“C O N C IE N C IAÓ. E X T E R IO R IZ A C O N F L IC T O S =
E S C AP AR S E D E L A R E AL ID AD .
S E COM ET E D EL I T OS –
A CT OS I M P R OP I OS S I N
CON CI EN CI A D E EL L O
30. • S O N S U J E TO S E S C R U P U L O S O S Y TE ME R O S O S D E
C A U S A R D A ÑO A TE R C E R O S .
• S U S C O NF L IC TO S S O N S U B C O NC IE NTE S Y S E
D E B E N A L A C O L IC IÓ N D E TE ND E NC IA S
O P U E S TA S .
• R A R A VE Z L L E G A N A L D E L ITO .
• P U E D E N R E A L IZ A R A C TO S P S IC Ó TIC O S R E A C TIVO
C O N F U G A D E L A R E A L ID A D C O N A C TO S
INS E NS A TO S O INC L U S IVE D E L IC TU O S O S .
NO E XIME D E R E S P O NS A B IL ID A D A L
IND IVID U O MIE NTR A S NO P IE R D A E L
C O NTA C TO L Ú C ID O C O N L A R E A L ID A D . S I
HA Y P É R D ID A D E L A L U C ID E Z
P R O L O NG A D A O F U G A Z P U E D E
R E S U L TA R E L S U J E TO NO R E S P O NS A B L E
31. DESORDENES FRECUENTES Y DE GRAN IMPORTANCIA.
INTERVIENEN MUCHOS FACTORES Y PARA CONSIDERAR
ANORMAL UNA MANIFESTACIÓN DE LA SEXUALIDAD HAY QUE
BASARSE EN PATRONES SOCIALES.
CADA INDIVIDUO FORJA SUS PROPIOS MEDIOS DE REACCIÓN
HACIA EL SEXO DE ACUERDO A SUS EXPERIENCIAS.
DEFINICIÓN:
PERVERSIÓN SEXUAL IMPLICA UNA ANOMALÍA OBJETIVA DE
LA SEXUALIDAD EN LA CUAL EL OBJETO SEXUAL ES
REEMPLAZO
POR OTRO IMPROPIO.
EL REEMPLAZO DEL OBJETO SE LLEVA A LA PRÁCTICA Y
SE CONSUMA EL ACTO SEGUIDO DE ORGASMO.
LAS CONSECUENCIAS SOCIALES DE TALES PERVERSIONES
ENTRAN DENTRO DEL CAMPO JURÍDICO.
32. CON D U CT A
S EX U A L N OR M A L :
NIVELES PERVERXIONES
• SOCIALES ESCUELAS
PSICOANALÍTICAS
• FAMILIARES CONDUCTA SEXUAL DEL
• RELIGIOSOS PERVERSO
• GENÉTICOS CONDUCTA SEXUAL DEL
• INFANTE
CULTURALES SIN LA INGENUIDAD DE
ESTE
ESCUELAS
• CONDUCTIVISTAS
PERSONALES EXPERIENCIAS TRAUMÁTICAS
REFORZADAS
33. • S E
O- B P S IC RTICA N ( E NA J:E NA C IO NE S )
S E Ó V OS E N
- P S IC O P A TÍA S ( TR A S . D E
P E R S O NA L ID A D )
- D E F IC IE NC IA S ME NTA L E S
• ( RS TA RT I E N E E N
E E DOS )
C -U TIP OTDA :P R O B L E MA ME NTA L O D E
EN E
P E R S O NA L ID A D
- C O NC IE NC IA MO R A L – A U TO C R ÁTIC A -
• D IS CE R NIMIE NTO
D E L IT O
E N :P S IC Ó TIC O
-
- D E F IC IE NC IA ME NTA L INIMP U TA B
- E P IL E P S IA P S IC O MO TO R A ( E S TA D O LE
C R E PUS C ULA R )
- IMP U TA B L E ( S A NC IÓ N
NE U R Ó TIC LE G AL)
O
34. • PERVERSO SEX U AL O C ASIO N AL
- E S T AD O S P AT O L Ó G IC O S
T R AN S IT O R IO S
- P U E D E N R E N U N C IAR A S U S AN O M AL ÍAS
• PERVERSO SEX U AL D EFIN ITIVO
?? ?
- P L AN IF IC A M E JO R S U D E L IT O .
- N E C E S ID AD IM P E R IO S A D E R E P E T IR
S U S AN O M AL ÍAS Y S AT IS F AC E .
- N IV E L E S B AJO S D E C O N C IE N C IA
M O R AL Y AU T O C R Á T IC A.
35. L IB E R AC IÓ N IN C O N T R O L AB L E D E T E N D E N C IAS
IN S T IN T IV AS IN S T AN C IAS
R U P T U R A D E F R E N O S M O R AL E S C O R T IC AL E S
E X P R E S A T E N D E N C IAS L AR G AM E N T E R E P R IM ID AS
P U E D E O N O E S T AR P S IC Ó T IC O .
INCAPACIDAD MENTAL DEL RETARDO Y DEL DEMENTE -
N IN G U N A C AP AC ID AD D INTERDICCIÓN
R E T AR D O G R AV E = IN T E L E C T O N U L O
E P E N S AR
IN T E R D IC C IÓ N E N E L R E T AR D O G R AV E Y E N D E M E N T E : P R O C E D E N
L A AP T IT U D E S E N D E T E R M IN AR E L G R AD O D E IN C AP AC ID AD O M E N O S C AB O (B E N E F IC IO S
S O C IAL E S ).
D E M E N C IAS AR T E R IO E S C L E R Ó T IC AS .
D E M E N C IAS S E N IL E S (P S IC O S IS S E N IL E S ).
D E M E N C IAS L IM IT R O F E S .
C O M P R O M E N T E N C O R T E Z A C E R E B R AL (N E O C O - P E R C E P C IÓ N
RTEZ)
N EO CO RTEX - P E N S AM IE N T O
(P S IQ U IS M O S U P E R IO R ) - IN T E L IG E N C IA
- L E N G U AJE
S IS T E M A L IM B IC O E M O T IV ID AD S E
L E S IO N AD O E L T E JID O C E R E B R AL E S T E N O R E G E N E R A D E S B O R D A
L O S T R AS T O R N O S S O N IR R E V E R S IB L E S .
S O N E V ID E N T E S L O S T R AS T O R N O S D E C O N D U C T A.
D E S AJU S T E E IN C AP AC ID AD P AR A E V AL U AR L A R E AL ID AD .
C O N C IE N C IA M O R AL Y S O C IAL E N T R E U N E M B O T E L L AM IE N T O .
L A C O R T E Z A C E R E B R AL P O S E E U N C O N T R O L P R E C AR IO D E L AS IN S T AN C IAS IN T E R IO R E S D E L
E N C ÉF AL O .
L E G AL M E N T E E N S E V E R O C AO S D E C O M P R O M IS O IN T E L E C T IV O Y D E C O N D U C T A L A L E Y C O L O C A A
E S T O S IN D IV ID U O S
36. • EL RETARDO ALGUNAS VECES ES EDUCABLE
EL DEMENTE TIENE DETERIORO PROGRESIVO CON
DEFICIENCIA INTELECTIVA, TRASTORNO DEL
COMPORTAMIENTO, LIBERACIÓN DE TENDENCIAS
INSTINTIVAS.
• SE APRECIA EN ELLOS
- LIBERACIÓN DE TENDENCIAS INSTINTIVAS POR
FALTA DE FRENO CORTICAL.
- SON SUGESTIONABLES E INDUCIBLES (AL
DELITO).
- CUANDO DELIQUEN NO HAN PODIDO FORJAR
UNA CONCIENCIA MORAL O SOCIAL.
37. • DROGAS LÍCITAS
• DROGAS ILÍCITAS
• PSICOPATOLOGÍAS
DEL DROGADICTO
• SECUELAS
• PERCEPCIÓN DE LA
REALIDAD
• ASPECTOS JURÍDICOS
38. CARACTERÍSTICAS DEL PSICÓPATA
TIENE LAS SIGUIENTES CARACTERÍSTICAS:
2. AUSENCIA DE NERVIOSISMO Y VERGÜENZA.
3. EGOCENTRISMO E INCAPACIDAD DE AMAR.
4. GRAN POBREZA DE REACCIONES
AFECTIVAS BÁSICAS.
5. TEMERIDAD.
6. COMPORTAMIENTO IRRESPONSABLE.
7. AUSENCIA DE VÍNCULOS AFECTIVOS
ÍNTIMOS (FALTA DE AMOR).
39. • ASESINO DESORGANIZADO
D E JAN H U E L L AS , N O P L AN IF IC AN S U S AC T U AC IO N E S , S U S AC T O S
C AR E C E N D E L Ó G IC A, N O E S C O G E A S U S V ÍC T IM AS P O R U N P AT R Ó N , N O
AL T E R A L A E S C E N A D E L C R IM E N , L A E S C E N A D E L C R IM E N M U E S T R A L A
C O N F U S IÓ N Q U E H AY E N S U M E N T E , L A V ÍC T IM A S I AP AR E C E M O S T R AR IA
E S P AN T O S AS H E R ID AS Y E S A C O N F U S IÓ N M E N T AL Q U E P O S E E L A Q U E
E V IT AR ÍA E L D E S P L AZ AR E L C AD Á V E R D E L U G AR P AR A O C U L T AR L O .
C O N E S T AS C AR AC T E R ÍS T IC AS S E P O D R ÍA E M P E Z AR A E N C U AD R AR E L
AS E S IN O E N U N D E T E R M IN AD O P E R F IL , Y C O N T O D A S E G U R ID AD
T E N D E R ÍAM O S A U N A P E R S O N AL ID AD P S IC Ó T IC A, AU N Q U E D E T O D AS
F O R M AS S E R ÍA AL G O R E L AT IV O Y S E IN C L U IR ÍA D E N T R O D E N U E S T R AS
•H IP Ó T E S IS . ORGANIZADO
ASESINO
E S E L M Á S D IF ÍC IL D E L O C AL IZ AR , Y S I S E T R AT A D E
U N AS E S IN O E N S E R IE E L M Á S L E T AL . C U ID A Y
P L AN IF IC A S US AC T U AC IO N E S , NO
P R E M E D IT AD O S , N O T IE N E R E L AC IÓ N C O N S U
V ÍC T IM A, S AB E U T IL IZ AR B IE N E L E N G A Ñ O , E S
IN T E L IG E N T E Y S AB E AD AP T AR S E A L A S IT U AC IÓ N ,
G E N E R AL M E N T E N O D E JA H U E L L AS Y H AC E
D E S AP AR E C E R E L C AD Á V E R O AL T E R A L A
ES CEN A L L E G AN D O A C O N F U N D IR AL
IN V E S T IG AD O R .
40. L A AS O C IAC IÓ N AM E R IC AN A D E P S IQ U IAT R ÍA T IE N E O T R O IN S T R U M E N T O P AR A
D E T E C T AR P S IC Ó P AT AS E N S U S O C IE D AD . E N T R E L O S M E N O R E S D E 1 5 A Ñ O S ,
S O N C AN D ID AT O S A L A P S IC O P AT ÍA (V IO L E N T A O N O ) Q U IE N E S C U M P L AN C O N
T R E S O U EÁ ST D E E S T O S S ÍN T O M AS :L AR .
F R E C M N E AB S E N T IS M O E S C O
AL M E N O S D O S F U G AS D E C AS A S IN R E T O R N O V O L U N T AR IO .
IN IC IO S D E P E L E AS F ÍS IC AS .
U S O D E AR M AS E N M Á S D E U N A O C AS IÓ N .
C R U E L D AD F ÍS IC A C O N AN IM AL E S Y /O P E R S O N AS .
D E S T R U C C IÓ N D E L IB E R AD O D E L A P R O P IE D AD D E O T R O S .
P AR T IC IP AC IÓ N D E L IB E R AD O E N M Á S D E U N IN C E N D IO .
R O B O S C O N F AL S IF IC AC IÓ N Y E N F R E N T AM IE N T O S C O N L AS V ÍC T IM AS .
A P AR T IR D E L O S 1 8 A Ñ O S , U N A P E R S O N A E S U N C L AR O C AN D ID AT O A
C O N V E R T IR S E E N P S IC Ó P AT A V IO L E N T O S I C U M P L E AL M E N O S C U AT R O D E
L OESS SIN CU IE N T ED ERM AN T E NO S : U N T R AB AJO C O N S T AN T E .
IG AP AZ S E Q U IS IT E R
AC T O S AN T IS O C IAL E S F R E C U E N T E S P O R L O S Q U E P U E D E H AB E R S ID O
D E T E N ID O O N O .
IR R IT AB IL ID AD Y AG R E S IV ID AD (M AL O S T R AT O S A L A P AR E JA Y A L O S N IÑ O S ,
AT AQ U E S F ÍS IC O S R E P E T ID O S Y N O N E C E S AR IO S P AR A D E F E N D E R S E .
IN C U M P L IM IE N T O D E O B L IG AC IO N E S E C O N Ó M IC AS .
IN C AP AZ D E P L AN IF IC AR A M E D IO P L AZ O .
D E S IN T E R ÉS P O R L A V E R D AD . U S O R E P E T ID O D E L A M E N T IR A, AL IAS O
B R O M AS A L O S D E M Á S P AR A O B T E N E R P R O V E C H O O P L AC E R P E R S O N AL .
D E S P R E O C U P AC IÓ N P O R L A S E G U R ID AD F ÍS IC A, L A P R O P IA Y L A D E L O S
D EMÁS .
41. S ÍNDROME S C E RE B RA LE S Y C ONC IE NC IA
S ÍN D R O M E S Q U E D IS C U R R E N C O N S E R IAS P E R T U R B AC IO N E S
D E C O N C IE N C IA.
S O N E P IL E P S IA – H AY C AR G A G E N ÉT IC A – H AY C O M P R O M IS O
F IS IO L Ó G IC O N E U R O N AL .
H AY D E S C AR G AS P AR O X ÍS T IC AS (H IP E R S IN C R O N IS M O
F Á S IC O ) Q U E C O M P R O M E T E L A AL E R T A (P ÉR D ID AS D E L A
C O N C IE N C IA).
M E N G U AS B R E V E S D E L A C O N C IE N C IA = AU S E N C IAS .
P ÉR D ID AS T O T AL E S D E L A C O N C IE N C IA = G R AN M AL .
S IM P L E S D E S M AY O S .
E S T AD O S C R E P U S C U L AR E S DE C O N C IE N C IA = E.
P S IC O M O T O R AS .
EPILEPSIA PSICOMOTORAS
L AS M Á S IM P O R T AN T E S D E S D E E L P U N T O D E V IS T A M ÉD IC O
- MENGUA LUCIDEZ
L E G AL :
- COMISIÓN DE ACTOS MÁS O MENOS COMPLEJOS EN FORMA
AUTOMÁTICA SON ACTOS SENSATOS O DELICTIVOS SIN
REGISTRO MNÉSICOS.
PERSONALIDAD ENEQUÉTICA O ENERGÉTICA
(EPILEPSIA)
- PROLIJDAD Y PEGAJOSA
PROLIJDAD Y PEGAJOSA
- IMPULSIVIDAD
42. • E L E C TR O E NC E F A L O G
R A MA S
• MA P E O C E R E B R A L
• NE U R O S P E C T
• TO MO G R A F ÍA S
C O MP U TA R IZ A D A S
• PR UE BA S
P S IC O L Ó G IC A S