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stricter than other instruments, nding rather more people not competent. It was criticised by some for not including any measures of psychopathology (see below). The Interdisciplinary Fitness Interview (Golding et al., 1984) attempted to improve on the CAI by including mental disorder issues as well as legal issues, and by having a lawyer and a mental health professional jointly make the judgements. The interview was semi-structured and divided into two parts: legal issues and psychopathological symptoms. The legal section included questions about capacity to appreciate the nature of the crime, disclose the relevant facts, relate to the lawyer, anticipate courtroom requirements of demeanour, and conduct and appreciate the consequences of various legal options. These items could also be weighted for importance to the nal competency judgement. The second section concerned mental disorder and consisted of questions to establish the presence of thought disturbance, communication disturbance, delusions and hallucinations, disturbed behaviour, affective disturbances, memory and/or consciousness disturbances, the presence of intellectual disabilities, and impairments of judgement and/or insight. Reliability data for the overall competency rating were good (97% agreement between mental health professionals and lawyers), though the reliability of individual items was lower, of course (Golding et al., 1984). The Competence Assessment for Standing Trial for Defendants with Mental Retardation, CAST-MR (Everington, 1990) was developed speci cally to assess the capacity of people with intellectual disabilities to stand trial because other measures were inappropriate. For example, many people with intellectual disabilities would not have symptoms of mental illness and therefore the Interdisciplinary Fitness Interview would have been inappropriate. The CAST-MR consisted of three sections.

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Knowledge workers tend to use what I call a busy style of work while web workers tend to use a bursty style. You ll see more about busyness and burstiness later on in the chapter, but here are brief definitions to get started.

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The nancial bene ts and personal prestige of working are important in the life of a patient with epilepsy, just as for everybody else. Nevertheless, it is more dif cult for people with epilepsy to become employed. Some occupations are completely closed to patients with epilepsy, e.g. jobs requiring an HGV or PSV driving licence, and jobs in the armed forces, police or re services. Some occupations may be very dif cult for patients with incompletely controlled epilepsy, e.g. teaching, working with young children, nursing, and working near re or water, at heights, or around unguarded machinery. Individual employers may need education and encouragement to accept that their employee with epilepsy can continue to work normally. In many countries disability discrimination legislation is helping to strengthen their resolve.

Importantly, the equilibrium in Figure 13-5 implies that each firm produces less efficiently than firms in a competitive industry To see this fact, compare the monopolistically competitive firm s output level when the industry is in equilibrium, q*2, with the output level produced by a firm with the same cost curves operating in a fully competitive industry in which all firms sell an identical product We label this output level as qcomp in Figure 13-5 In 11, we explain how market forces push competitive firms to produce at qcomp, and why this ends up being exactly the level of output at which the ATC curve hits its minimum that is, qcomp is the output level at the bottom of the U-shaped ATC curve The socially significant implication of this fact is that competitive firms produce at the lowest possible average total cost per unit.

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21, 2002), BU-8.

Ridley, Worth Repeating, 39. Michael Barrier, Relating to the Audit Committee, Internal Auditor (April 2002), 29 30. Christy Chapman, Raising the Bar, Internal Auditor (April 2001), 55. Id. Eakin, Penetrating the Mind by Metaphor, B-11. Mike Tannenbaum, Risk Management in the Limelight, Risk Management (March 2002), 6. Carol Hymowitz, Business s New Agenda, Workplace Security, The Wall Street Journal Reports, The Wall Street Journal (March 11, 2002), R-6. Id. Barsky, From Triple-X to Just Extraordinary, A-20.

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