“I didn’t want to do nothing to law enforcement so I just found some white men to kill,” said Kori Muhammad in his confession to police.
The second week of his capital murder trial started with his first police interview after his arrest.
From the moment police arrested him, the shooter knew exactly why.
“Because I killed those people and the security guard,” he said.
He gunned down security guard Carl Williams on April 13, 2017, telling police Williams had harassed him.
Surveillance video from the motel where it happened told a different story of a sneak attack while Williams talked to the defendant’s friend.
Muhammad hid out after that, but got WiFi long enough to see himself named as a suspect on ABC30 five days later.
That’s when he changed his plans from trying to leave town to walking downtown and becoming a serial killer with race on his mind.
“When I walked up to the (PG&E) truck, I saw a Mexican driver and a white guy,” he said. “I didn’t want to target the driver because he was Mexican so I shot the white dude.”
Zackary Randalls was the first white man he found. Mark Gassett and David Jackson followed.
And the defendant laid out his decisions in detail to police detectives.
“This is telling me that he knows exactly what’s going on,” said Fresno police detective Miguel Alvarez. “He knows exactly what occurred earlier.”
But the defendant didn’t make it through the entire confession, deciding to disappear and leave an empty chair behind as he’s done a few times during the trial.
“Mr. Muhammad informs me he would like to go back to his cell,” defense attorney Richard Beshwate told Judge Jonathan Conklin.
“Recognizing your right to be present, you’re asking to return back to your cell?” the judge asked Muhammad.
“Yes sir,” he responded.
Before he left court Monday, the defendant flashed a Nation of Islam newsletter for cameras, and his religion — denounced by mainstream Muslims — could be part of the case against him.
His confession included a few off the wall comments about his deadly magic, but investigators have argued his belief system may sound like conspiracy theories, but it’s openly discussed and accepted in the Nation of Islam.
The defense will argue it’s evidence he was insane at the time.
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Given that disengaged employees represent 87% of the workforce, chances are you will work with one at some point in your career. You will be more likely to succeed if you develop the skills to channel their lack of motivation into a productive force. First, don’t get emotional. Work is work, and what matters most is that people deliver. This is particularly true for disengaged employees, who will respond and cooperate more if you stick to a transactional style of communication. Second, don’t assign disengaged people tasks outside their expertise area. When motivation is low, natural ability can compensate, and vice-versa. Finally, use extrinsic rather than intrinsic motivation. This means using sticks and carrots and being clear about the reasons your employee should bother making an effort with the task at hand.
If you love your job, consider yourself lucky. According to global estimates, just 13% of people are engaged at work, which contributes to a huge productivity loss. In the United States alone, disengagement costs the economy around $500 billion every year (that is roughly the size of the global beer industry). These estimates are based on a simple calculation, namely scaling the average differences in productivity between engaged and disengaged workers.
Engagement can be interpreted as a broad indicator of how motivated an employee is at work. This means low engagement levels can be expected to play a significant role in driving the massive loss in productivity we are seeing worldwide. Employee performance is as much the result of a person’s motivation as it of their talent or ability. But while companies are relatively good at hiring for talent, especially when talent can be equated to hard skills or past experience, they are generally less apt at hiring for soft skills, including motivational traits. A candidate could seem to have high potential on paper or during an interview but fail to live up to it on the job.
Industrial-organizational psychologists (like myself) have long been aware of this issue, described as the problematic gap between a person’s maximal and typical performance. When engagement is high, there’s very little difference between the two — meaning people are performing at their best on a regular basis. But when engagement is low, maximal performance (or the best a person can do) is rarely on display.
Given that disengaged employees represent 87% of the workforce, this is not a problem that can be avoided or ignored. Chances are you will work with (or on) a team that has disengaged employees at some point in your career. You will be more likely to succeed if you develop the skills to channel their lack of motivation into a productive force.
Here are few simple recommendations to boost your ability to collaborate with disengaged (or less motivated) colleagues:
What Not To Do
Don’t make assumptions about their performance. Although the relationship between engagement and performance is consistent and positive, it is far from perfect. In any organization, at any given time, some disengaged employees and leaders will perform rather well, while their engaged counterparts will perform rather poorly. In other words, there is no need to be dramatic or have a catastrophic reaction when you are working with (and even for) people who are disengaged: statistically, they are likely to underperform, but that doesn’t mean that they cannot perform adequately or even highly. As the Norwegians say: “There is no bad weather, just the wrong choice of clothing.” When dealing with people, a similar rule applies: bad predictions are a bigger problem than bad people.
Don’t force an employee to be someone who they are not. Low levels of engagement (the term organizations use for motivation) often reflect people’s personality and values rather than their motivational state, as recent meta-analytic studies show. Just like some people are temperamentally happy or optimistic while others are moody, grumpy, or pessimistic — some employees are prewired to be more critical, cynical, and disengaged than others. These feeling often manifest as a lack of enthusiasm, particularly if the employee is disinterested in faking happiness. Expecting an employee who is prone to disengagement to act in a happy and exciting way is like forcing them to be someone who they or not. Try your best to be realistic about what people are able to deliver.
Don’t get emotional. Work is work, and what matters most is that people deliver. This is particularly true for disengaged employees, who will respond and cooperate more if you stick to a transactional style of communication. Keep things formal, concrete, and focus on the task, rather than trying to appeal to their emotions. Don’t expect to win their hearts and minds. Enlist them instead in task-oriented activities, operating within the formalities of the organizational structure and explicit performance indicators they have.
Don’t assign people tasks outside their areas of expertise. Performance is always the result of ability and motivation. When motivation is low, ability can compensate, and vice-versa. This is why even disengaged employees can still do something they are skilled or experienced at fairly well. They may even deliver great results despite being on autopilot. A much bigger issue, however, is when disengaged employees are out of their depth of experience. In such cases, you won’t be able to rely on their willingness to compensate through energy, hard-work, or persistence so as to get better.
What To Do
Use extrinsic rather than intrinsic motivation. People tend to perform better when they are intrinsically motivated — or when they truly and deeply care about the activity in question, to the point of losing themselves in the work and experiencing a state of flow. But for most employees this is an exception rather than a norm. While highly engaged workers may not need a reason to perform to the best of their capabilities, and tend to give 100% even if you don’t spend much time motivating them, disengaged workers are more likely to wait for your orders, and need to be extrinsically motivated. This means using sticks and carrots and being clear about the reasons your employee should bother making an effort with the task at hand.
Focus on what they value. Engagement is largely about bringing your whole self to work, as originally conceptualized by William Kahn, who, when first introducing the term 30 years ago, equated high engagement as a psychological condition characterized by narrow distance between a person’s self and their work persona. This explains why people become disengaged when their beliefs and values don’t match those of their employer.
However, this also doesn’t mean you can’t engage them. In fact, if you are a manager or leader your main role is to figure out what each person on your team values in order to establish a meaningful relationship with them. Doing so will help you connect organizational needs with each person’s unique motivations and systems of meaning. Unsurprisingly, direct line supervisors are one of the major drivers of engagement (and disengagement). But the same logic applies to peer-to-peer relationships. If you want to gain a disengaged team member’s trust and respect, you need to first understand who they are and speak to their interests. Pay extra attention to what makes them tick and note their consistent pattern of behaviors.
Respect people’s space. From an ethical standpoint, you should respect people’s desire to keep a healthy distance between their work and private self and be relatively uninvested (at least in a spiritual sense) in their careers. After all, at least for most people, there is more to life than work, and people’s personal lives often impact their work-related performance and engagement.
Though most of the disengaged employees surveyed in Gallup and other consulting firms are highly skilled and work in global firms, one can whether there will ever be enough jobs out there to engage the vast majority of the workforce. Maybe engagement is more of an aspiration or privilege for those who are lucky enough to land attractive employment.
If organizations are genuinely interested in improving productivity, then, one would surely expect them to consider it from a diversity and inclusion perspective and accept that personal circumstances as well as people’s own style and disposition may interfere with the cult-like level of engagement they aspire to build in their workforce. There is such a thing as setting expectations too high, and when you do, you risk nurturing a culture of conformity, suppressing creative and critical thinking, and causing burnout.
To conclude, it is not enough to attempt to boost employee engagement levels, and if we look at the evidence there is not much that suggests we are making systematic progress in this field, since engagement levels have remained low — and even decreased — in the past decade. This is why it is just as important to figure out how to work with and manage people who are disengaged. Ultimately, it’s what people deliver that matters most.
RARE COLLECTIBLES YOU’LL SEE ONLY AT THE BARBIE MUSEUM
As the largest permanent exhibition of Barbies in the world, Barbie Expo boasts more than 1,000 variations of the doll. But that doesn’t mean that Giobbi doesn’t have a long wish list of items she’d love to add to the space. For example, she’s dying to get her hands on two dolls that were re-creations of costumes from the Stardust Broadway musical from Erté, produced shortly after his death. “They are called ‘Stardust’ and ‘Stardust 2nd edition,’” she says. “From a fashion and historical perspective, having dolls that were influenced by one of the original creators of the Art Deco movement would be pretty significant, at least to me.” Read More: https://www.guaripetesolutions.us/rare-collectibles-youll-see-only-at-the-barbie-museum-readers-digest/
#Barbie #BarbieMuseum #CollectibleDolls #BarbieExpo #FreeShipping #PerfectGift #GiftIdeas #GiftIdeasforher #GiftIdeasforhim
ST. LOUIS — Bradley guard Darrell Brown was not happy with his selection to the Missouri Valley Conference all-league second team earlier in week.
He displayed his displeasure in a big way on Sunday.
Brown scored 21 points and Elijah Childs added 17 to lead fourth-seeded Bradley to its 10th NCAA Tournament with an 80-66 victory over seventh-seeded Valparaiso in the MVC championship game.
Ja’Shon Henry scored 16 points for the Braves, Nate Kennell chipped in with 14 points and Ville Tahvanainen added 10.
Javon Freeman-Liberty paced Valparaiso with 22 points and 10 rebounds.
Bradley (23-11) claimed its fourth MVC title and became the ninth team in history to defend its tournament crown
Brown, who came into the contest averaging 15.3 points per game, was certain he deserved first-team honors.
The perceived snub bothered him.
Bradley Coach Brian Wardle made sure to keep Brown properly motivated. He jokingly called Brown, “second-team,” at every opportunity during the days leading up to the contest.
“In the hotel he kept calling me that,” Brown said. “I thought it was funny. But, I’m a self-driven person. He really didn’t have to do that. I felt disrespected. So, I took upon myself to prove everybody wrong.”
Wardle’s actions paid off.
“He came in with a chip on his shoulder and he proved it,” Wardle said. “There’s nothing better than when you see true hard work pay off. He let everyone see what he was made of — it was great.”
Brown hit on six of 14 shots including a 4 of 6 effort from three-point range. He kick-started a 38-18 run over the final 12 minutes and 2 seconds with a jumper that the game 49-all. His three-pointer later in the run pushed the lead to 62-52. He also added nine assists.
“He can carry us when he gets hot like that,” Childs said.
Valparaiso (19-16) led 48-42 before the Braves took charge,
Bradley rallied from an 18-point second-half deficit to beat Northern Iowa 57-54 in last year’s MVC final.
The six-point hole on Sunday was nothing for the Braves, who have played well down the stretch over the past month.
“It’s one possession at a time and everyone contributing,” Brown said. “It’s not like we panic when we get down. We knew what we had to do and we did it.”‘
WINTHROP 76, HAMPTON 68
ROCK HILL, S.C. — It took a freshman to bring Winthrop back to where it almost always used to go — the NCAA Tournament.
DJ Burns scored 16 points, 12 of them in the second half, to lead the second-seeded Eagles to a victory over fifth-seeded Hampton in the Big South Conference championship game.
It is Winthrop’s 11th tournament appearance — all since 1999 — but only the Eagles second in the past 10 seasons.
Winthrop (23-10) took a 2-0 lead and then trailed for the next 26 minutes, falling as far behind as 15 points in the first half.
With Hampton (15-18) up 39-32 with 16 minutes to go, Burns took over. He scored 12 of Winthrop’s next 21 points on a combination of soft hooks and power spin moves.
His bucket with 7:47 left put the Eagles up 53-46. Hampton wouldn’t close within a possession the rest of the way.
Hampton’s Jermaine Marrow, the nation’s third leading scorer at 25 points a game, was held to 18 points. The senior played all but three minutes over the Pirates three tournament games, scored 32 in a quarterfinal win over Gardner-Webb and 36 in the semifinal win over top-seeded Radford.
Ben Stanley added 15 points for the Pirates. Stanley and Greg Heckstall, who had 16 rebounds, also played all 40 minutes for Hampton, who appeared to tire toward the end of the game.
Josh Ferguson had nine point and nine rebounds for Winthrop.
LIBERTY 73, LIPSCOMB 57
LYNCHBURG, Va. — Caleb Homesley scored 16 points and Liberty took command with a long first-half run and won its second consecutive Athlantic Sun championship defeating Lipscomb, earning the Flames an automatic NCAA Tournament bid
Elijah Cuffee added 16 points and Darius McGhee had 13 as the Flames (30-4) set a school record for victories in a season. They also avenged a 77-71 loss to finish the regular season.
Ahsan Asadullah scored 22 and grabbed nine rebounds despite foul trouble for the Bisons (16-16) and Andrew Fleming scored 15. It was Lipscomb’s third consecutive championship appearance and second consecutive loss to Liberty.
The Flames led 16-14 when Homesley’s layup with 11 minutes left in the first half sparked a 29-12 run the rest of the half. Homesley scored 12 in the burst, including the first seven, and Cuffee had eight of his 10 in the half.
Trailing 45-26 at the half, Lipscomb scored the first seven points of the second half as the Flames missed their first seven shots, but McGhee settled them with back-to-back three-pointers and they rebuilt their lead and weren’t challenged again.
SUN BELT CONFERENCE
SATURDAY’S GAMES LA.-Lafayette 73, Arkansas State 66
Coastal Carolina 63, UT Arlington 62
Louisiana at Georgia Southern, 5 p.m. Coastal Carolina at Appalachian State, 5 p.m.
Georgia Southern-La.-Lafayette winner at Georgia State, 5 p.m. Appalachian State-Coastal Carolina winner at Texas State, 6 p.m.
At The Leonard E. Merrell Center Katy, Texas
Northwestern State vs. A&M Corpus Christi, 5 p.m.
Lamar vs. McNeese State, 7:30 p.m.
Sam Houston State vs. Northwestern State-A&M Corpus Christi winner, 5 p.m. Nicholls State vs. Lamar-McNeese State winner, 7:30 p.m.
Stephen F. Austin vs. Sam Houston State—Northwestern State-A&M Corpus Christi winner, 5 p.m.
Abilene Christian vs. Nicholls State—Lamar-McNeese State winner, 7:30 p.m.
Semifinal winners, 8:30 p.m.
Alabama A&M at Prairie View, TBA Alcorn State at Jackson State, TBA Alabama State at Southern (La.), TBA Grambling State at Texas Southern, 8 p.m.
At Bartow Arena Semifinals
Prairie View-Alabama A&M winner vs. Alcorn State-Jackson State winner, 2:30 p.m. Alabama State-Southern (La.) winner vs. Texas Southern-Grambling State winner, 8:30 p.m.
Semifinal winners, 5 p.m.
Automatic qualifiers to NCAA Tournament
Belmont (Ohio Valley)
Bradley (Missouri Valley)
Liberty (Atlantic Sun)
Utah St. (Mountain West)
Winthrop (Big South)
Sports on 03/09/2020
The makeup of Cal’s student population ranges from cities all across the nation to foreign countries across the world. For students not from the Bay Area, it’s hard to find time to visit home amid the busy school semester. This will not be the case for four Cal golfers on Monday and Tuesday, however, as they will be visiting their hometown to compete in the Lamkin San Diego Classic.
Jamie Cheatham, Kaiwen Liu, James Song and Kento Yamawaki are all from the San Diego area, and the San Diego Country Club is less than an hour away from the high schools they attended. Cal director of men’s golf Walter Chun is eager to see how his players perform in their hometown.
“I look forward to seeing how we play in San Diego,” Chun said. “We’ve kind of been out of our element in Hawaii and Cabo. It’ll be nice for these guys to be back home, playing in a familiar environment with family and friends there.”
Being close to home might be the spark Cal needs to get over the first round slump. Cal has seen a regression in its past three tournaments; from finishing fourth earlier this spring to placing 11th in their recent bout, it’s clear the Bears are trending in the wrong direction.
The best way to accomplish a favorable first round is to improve on par fives. The Bears have played well on par threes and par fours over the past three tournaments, but when it comes to par fives, they’ve been mediocre at best against the field.
“You can’t compete at a high level if you don’t play the par fives very well,” Chun said. “Next tournament in San Diego, we have to play the par fives better. We can’t afford to give away those shots to the field. We’re playing at a disadvantage if we’re over par on the par fives.”
Junior Finigan Tilly will look to lead the Bears by continuing his elevated play in San Diego. Tilly is the only player from Cal to finish within the top 40 individually in each of the last three tournaments. His best finish was fourth overall in the Southwestern Invitational.
No. 33 Cal will be competing against 18 other programs, including five schools ranked in the top 20. The Bears will be up against some familiar faces, including: No. 3 Arizona State, No. 5 Texas A&M, No. 11 Arizona and No. 18 BYU. Texas A&M in particular will pose a challenge for the blue and gold, as the Aggies have been on a tear finishing first and second in the last two tournaments. Cal has yet to finish ahead of either Arizona or Arizona State in any of the spring tournaments thus far, and the team will be looking to flip the script in San Diego.
The Lamkin San Diego Classic will be the Bears’ third tournament in 19 days. Once they conclude in San Diego on Tuesday, they’ll have two full weeks to prepare for the Goodwin Intercollegiate hosted by the rival Cardinal. The Bears will compete in Stanford on March 26-28.
Nico Alba covers men’s golf. Contact him at [email protected].