Darin

Synergy Between Cults and Terror Groups: A Systematic Review of Recruitment Processes

I started working on this article during the pandemic lockdown.

Abstract

Previous research has shown that religious organizations are more
similar to terror or violent extremist organizations than they are
dissimilar (Banisadr, 2009; Centner, 2003; Levine, 1999). Individuals
who join both usually have similar characteristics. Because
contemporary researchers have focused more on terror groups than on
cults, the archival knowledge from cult survivors and years of cult
research has not been adequately illuminated as a guide for terror
studies. The current literature review attempts to remedy this gap. Using
the PRISMA methodology (Moher et al., 2009), I examine the literature
of religious-cult recruitment, terror-organization recruitment, and
radicalization, to illuminate the multiple confluences between them. Just
as cults and terror organizations are similar in many other aspects, they
also tend to follow similar recruitment patterns. Understanding cult
recruitment can be useful to terror researchers.

A new year, a new training schedule

It’s nearly January 1, 2022. Every new year brings new responsibilities. For corporate trainers, the beginnings of a new year bring about a requirement for a training calendar. This means they have to play Nostradamus and predict the future to some degree. Corporate trainers must also anticipate supporting their usefulness to fiscally responsible C-Suite members. A new year can be rough.

This year has been almost as interesting for me as 2020. If you are like me, you started the year with the impression you may be going back into the office sometime. I haven’t yet (nor do I expect to go back into the office anymore). I started 2021 with a training calendar, goals, and dreams. Within five months, this had changed. I was only able to accomplish about 40% of what was planned for the year. There were multiple reasons why: changes to the organizational structure, a focus on greater productivity for rank-and-file employees, and several high-profile acquisitions.

Optogenetics: Could this be the key to conquering fear?

Optogenetics is the scientific technique of using light to control parts of the brain with light. It was in 2010 when news about the term hit Scientific America.

Recently, a team of international investigators working with mice were able to use optogenetics to turn fear off and on.

Read the article here.

Found a new resource: SHERLOC

The United Nations Office on Drugs and Crime (UNODC) has a neat database available for researchers call Sharing Electronic Resources and Laws on Crime (SHERLOC). It is here: https://sherloc.unodc.org/cld/en/st/home.html

The Bibliography area is broken up by country, allowing users to find out information on terrorism and other transnational crimes based on the country.

Big Five: Conscientiousness a Strong Predictor of Academic Performance

Mammadov’s (2021) metaanalysis on the Big Five personality traits and academic performance is an interesting read. He concludes by linking conscientiousness as explaining a good portion of academic performance variance.

For background, the Big Five or the Five Factor Model (FFM) is a personality theory proposed made popular by Costa and McCrae (1999). The FFM has, big surprise, five dimensions: Openness to New Experiences; Conscientiousness; Extraversion; Agreeableness; and, Neuroticism (or, positively, Emotional Stability). People high in conscientiousness are those that prepare or plan well. They can become workaholics or be seen as deliberate.

Given this definition, it would make sense to see why higher conscientiousness would be linked to academic performance. I certainly know when I plan, I do better (or at least it feels this way).

Interestingly, in my research on law enforcement personal differences, I found conscientiousness had the highest mean among the FFM. This could indicate that law enforcement officers like to be planners.