The Holocaust Essay -- Jewsish Holocaust Hitler Dehumanization Essays

The Holocaust The Holocaust, what is the true depth of the word? As sad as it may seem, it affected the lives of millions because of the hate inside of one certain group of people, the Nazi’s. Dehumanization is to deprive human qualities such as individuality or compassion. Victims of the Holocaust went through dehumanization simply to make the killing of others psychologically easy for the Nazi’s.   Ã‚  Ã‚  Ã‚  Ã‚  Many victims of the Holocaust suffered from various experiments which eventually led to the death. Some of the experiments were things such as: sun lamp, internal irrigation, hot bath, warming by body heat, freezing/hypothermia etc. The internal irrigation system is when, â€Å"the frozen victims would have water heated to a near blistering temperature forcefully irrigated into the stomach, bladder, and intestines.† (Medical Experiments of the Holocaust and Nazi Medicine) Why would anybody perform such horrible things on another human being? That is a question that many people still can’t answer. It is much more complex than it may seem. The Nazi’s wanted to make the victims do so many degrading things that they would appear to be subhuman. Killing somebody less than human was more justifiable to the Nazi’s. One experiment that was conducted on a pair of Russians describes the torture that many victims went through. The experiment of the twins is graphically described, â€Å"the next part of the examination consisted of tubes being forced through their n...

Wolves Should Be Hunted

Wolves Should be Hunted The Grey Wolf was reintroduced in the United States in the mid 1990’s after years of extinction. In 1973 Northern Rocky Mountain wolf subspecies were listed on the endangered species list. In 1980 congress started talking about reintroducing the wolf back into the U. S. Since then this has been a heated debate. Animal rights activists were all for bringing the wolves back while many other opposed it. (Wolf Reintroduction: How the Wolves Came Back) The thing that the government forgot to think about was that they were reintroducing a wolf that was not native to the U.S. and that this wolf was much bigger, aggressive, and used to much harsher weather conditions than the Timberwolves native to the U. S. , when they decided to introduce Canadian Wolves. Canadian wolves weigh from 160 to 180 pounds, they are huge killing machines. Upon reintroducing gray wolves they also promised that once the wolves reached a certain population, they would be hunted to keep the wolf population to a sustainable number. The government first reintroduced the Canadian Gray Wolves into the Yellowstone National Park and Idaho. They started with 35 Canadian Gray Wolves.They said their plan was to increase the wolf population to 300 and to at least 30 breeding pairs across Idaho, Wyoming, and Montana. The government then promised that states that were forced to accept wolves would be able to manage them once they reached a healthy breeding stock and were settled. The Government said that the reason for the reintroduction was to control the Elk population that had grown out of control in the Yellowstone National park. (Harkings, 2009) They argued by bringing a natural predator back into the ecosystem that this would take care of the over population of elk naturally.They said that the wolves would come in and take out the elk that were sick and failing. In the beginning this worked, however when the elk number were back to where they should be and the wolf numb er and packs grew, the government failed to let the state start managing them as they had promised before. This has brought much turmoil with the ranchers and sportsmen. The Governments plan worked so well that when the Canadian Wolves who are very territorial, spread into the small population of Timberwolves, they took over pushing the few native wolves out of the area killing them.The Federal Government’s Biologists failed to mention that this could happen. The wolves very quickly began to form packs and multiply. A typical breeding pair of wolves will have two litters of pups a year and with each litter they have up to twelve pups. This is the reason the wolf population has grown out of control. According to Idaho Fish and Game Idaho currently has 846 wolves in 88 pack’s and 39 of them are â€Å"breeding packs†The Canadian Wolves are now threatening healthy elk and deer. (Harkings, 2009) The elk and deer populations are now dwindling due to more harsh winters and wolves.They are also killing rancher’s livestock and putting rancher’s well-being at stake. Wolves have been proved to kill not only for food but for sport. For every one animal they kill to eat they kill three more just for the fun of it. Biologists call this â€Å"sport-reflex killing† or â€Å"lustful killing† the Canadian Gray wolves are killing machines (Harkings, 2009). They have also been proven to kill people’s dogs just for the fun of it. A wolf typically consume 16-24 hooved animals a year for consumption but that number must be doubled for all the animals that the wolf kills for sport and leaves left to die or rot. Harkings, 2009) The forests are being littered by carcasses left by the wolf. Wolves will wait until an elk, deer, or moose cow are giving birth and kill both the cow and the calf. Either eating them or leaving them and moving on to the next kill. They will dig up hibernating bears and kill them for both food and sport. W hen wolves are hunting in packs they are afraid of nothing. They will attack adult male grizzly bears and adult male moose. They are fearless and the only predators wolves have are humans. (Wood, 2005) That is why we need to start controlling their population before we have no hooved animals left.Wolves are such big killing animals that when they have taken out a species they will turn on their own and kill them for food. Wolves will stop at nothing they are killing machines that have to be stopped and their populations must be maintained before they become more out of control. Wolves have become so bold they have now been videoed stalking hunters in Northern Idaho. They also tried to attack a woman who was walking up her driveway. I would hate to think what would have happened if she didn’t have her cell phone and help hadn’t arrived soon enough.They are becoming more and more fearless every day and are coming closer and closer to humans. We not only have to put the f ear back into wolves for our own safety but for theirs. If we do not do something now wolves are going to diminish all of our wild hooved animals and start moving closer and closer to captivity. They are fearless and will stop at nothing. That is why we need to start taking control of the wolf before the wolf takes control of us. We have to start hunting wolves and maintaining their populations before these murderous creatures takes over.So go out get a tag and today and kill a wolf. Works Cited Harkings, D. (2009, June). Idaho Home to over 4,000 of the Biggest Baddest Wolves in America. Retrieved November 15, 2011, from http://proliberty. com/observer/20090623. htm Wolf Reintroduction: How the Wolves Came Back. (n. d. ). Retrieved November 13, 2011, from http://www. class. uidaho. edu/kpgeorge/issues/wolves_reintroduction/reintroduction_question. htm Wood, K. (2005, January 29). The Truth About Those Canadian Wolf â€Å"Re†introductions. Retrieved November 13, 2011, from htt p://rliv. com/wolf/DailyChronicalTruth. pdf

Learning to Lead Change

Learning to Lead Change†¦ â€Å"The simplest definition of leadership† says Peter Senge, of learning organisation fame, â€Å"is the ability to produce change. † Does your organisation need to build change leadership capability? There’s a big emphasis now on leadership, not just conventional management skills. One reason is a growing recognition that in times of change, when systems are unstable and futures are uncertain, it’s leaders we need – not managers.When you boil it down, leadership itself is largely about leading people through change. Leaders are the key drivers of change. They play a critical role in preparing people for it, and then leading them through it. No matter what your specific job, managers everywhere now need to be more change-adept. Organisations nowadays expect people to step out of their functional role and handle a formidable array of changes as part of their daily work – often with little preparation for it.In a word, we all need to become change leaders. Whether you introduce the change – a better procedure, a service-delivery improvement, redesigning work, merging work units, designing a new product line or introducing a new piece of technology – or whether it’s imposed on you, the ability to manage change and make it happen rapidly and smoothly is one of the keys to organisational vitality, renewal and success. And learning how to lead change is one of the critical skills that underscores successful implementation.To have the ability to: Identify when change is needed and constantly build their own and other’s capacity to learn, adapt and transform Translate change initiatives into working visions and strategies staff find comprehensible and want to sign onto Design down-to-earth workplace change and improvement strategies people can work with Communicate clearly about change in ways people can understand Reduce uncertainty and convert anxiety, denial and re sistance into constructive change energy Build momentum, create commitment, get people into action mode then facilitate them through change Many managers overlook the need to develop change capabilities in themselves or in others. Their assumption often sounds like this: ‘I’ve been managing this organisation for years – so I certainly know how to change it! ‘ What organisations frequently fail to see is that the skills to build change leadership capability are very different to those needed to manage a business in normal operational mode. Everyday management skills, sound as they may be, just don’t convert that easily into effective change leadership capabilities. New skills are needed but not many see this. Back to topKey practice areas for enabling change†¦ Here’s a list of key practice areas for enabling change†¦ They inter-connect. Changes in one flow through to all the others†¦ Learning to Lead Change: Put simply leadership is frequently about leading people through change. Leaders are key drivers of change and leadership learning should focus firmly on the critical role leaders play in preparing, and leading people through change in order to create change leaders – those with the capability to communicate clearly about change in ways people can understand, shape a vision they can sign onto, build momentum, create commitment, get people into action and then facilitate them through it.Facilitating Change: is a role for both change leaders and teams. It involves being capable of leading team activities, adopting a facilitation role to lead change teams and shifting from mental models of ‘managing’, ‘organising’ or ‘controlling’ to being facilitators & direction-setters. Leveraging Culture: Very little changes unless the culture it’s happening in gets addressed – the habits, assumptions and shared mental models carried by yourself and others. Th is involves sensing the current culture, assessing how supportive or not this is for change outcomes you envisage and learning to leverage and work with the culture to get these change results.Promoting Change Participation: Promote involvement in and responsibility for managing change processes. Our bias for participation is based on observation and experience that if you involve others in jointly determining what and how to change, it is more likely to be successful than imposed change. This involves working out ways to involve people – both participation inside your change team or target group and with stakeholders outside it. Building Change Capacity: What capacities do we need to build in order to change successfully? This includes individual skills, tools and disciplines you and your change team needs to develop change enabling capacity and the resources needed to support change – tangible and ‘in’.It also involves building longer term change capabil ity by embedding good practices in the work/learning habits of people impacted by changes. Systems Redesign: When things change, old work systems, processes and procedures need to change too. One reason change fails is a lack of know-how or refusal to change old work patterns, systems, structures and mental models that get in the way. At whatever level, change leaders constantly look for more innovative, efficient and flexible ways of re-organising work processes and procedures to meet ever-changing improvement challenges. All change leaders need to learn how to be systems redesigners. Change Leaders need Tools: Without tools, guiding ideas remain un-actioned.Leaders need new tools and processes to make a positive contribution to these more flexible and fluid forms of learning if they are to use learning to change and respond more quickly to successive change challenges. Our leadership-learning emphasises being transparent about the tools we use and injecting specific learning tools into the change coaching/action learning process for people to try out and experiment with. Monitoring Change: This involves developing ways to tell whether real change and improvement has taken place; identifying indicators and processes to evaluate whether our change actions and processes have made a real difference and get back on-track if changes aren’t working.

Discussing the Front Piece of the Leviathan

Salah Rushdy POLI 357 Discussing the front piece of the leviathan The Latin quote on the book cover translates into â€Å"There is no power on earth to be compared to him†. According to my own interpretation, in this front piece of Thomas Hobbes leviathan, the sea monster is presented as the absolute sovereign. He rules the people that form his being. All the people of that state are looking up to him in the image as to express their submission and acceptance of the social contract to be ruled. In the front piece, the leviathan holds two objects in his hand which are a crosier and a sword. A crosier in Christianity is a symbol of the governing office of the bishop or apostle. Here, one can assume that what Hobbes meant by the leviathan holding a crosier is that the absolute sovereign of the state will be in charge of the spiritual side of the state to prevent any disagreements or religious wars. One has to understand as well that the era by which Thomas Hobbes was living in witnessed a century worth of religious warfare and the book itself was written during the English civil war. So a lot of his philosophy regarding the state of nature and social contract was a solution to the war existed at his era. The sword resembles power by which all has to abide or else will be obligated to face the consequences raised by breaking the social contract which will be perceived as a threat to the stability of the sovereignty as a whole.

Stereotypes of Gender, Race and Class Essay Example | Topics and Well Written Essays - 1250 words

Stereotypes of Gender, Race and Class - Essay Example The ages of women mostly depicted in the show are those in their 20s and 30s, and the ideal look is someone who is sexy and sleek. The black American woman was, however, once treated inferior to the white woman, and was once associated with slavery, especially in the early 20th century even years after the Civil War, and that their black hair is even â€Å"part of the legacy of slavery† (My Black is Beautiful, Episode 3). Aside from these, no other such comments are given regarding African-American women, as the whole show seems to be one that empowers them. In fact, although neither the host of the show or the panelists said it, the show was somehow aimed at African American women in the United States who somehow still have the inferiority complex due to their skin color. The show is actually almost 99% positive, praising the Black American woman in every way possible – through their intelligence, physical appearance, and natural charm. Nevertheless, the mere presence of a special video presentation as this means that there is actually stereotyping of African-American women. Admittedly, the stereotype of an African-American woman, especially outside the United States, maybe that of someone who is inferior not only because of skin color but also because of both the dark skin color and the fact that they are women. Black American women, therefore, although they do not explicitly say it, may actually be facing discrimination all the time from those who look down on both women and dark-skinned people. This may even actually be the ma in reason for having such a TV show on empowering black women. In fact, the show is full of comments which are  geared to uplift the status of black women. Most of these comments like â€Å"We make any color work regardless of what color that is,† or â€Å"We come in different shapes and sizes,† are actually also true of any other race of women (My Black is Beautiful, Episode 1).

Paradigm Positions Essay Example | Topics and Well Written Essays - 2000 words

Paradigm Positions - Essay Example Shawer and â€Å"Digital natives: where is the evidence?† by E. J. Helsper and R. Eynon yielded ample amount of information to me. The overall purpose of the articles, their theoretical framework and methodologies used were relatively conveyed in the first encounter itself. While the former article sought to eliminate the unempirical demarcation between the young and adult users of technology by offering scientific evidence in support, the latter looked forward to establishing the utility of communicative-based techniques in teaching and learning through analysis of data collected in a survey. However, a certain degree of ambiguity and obscurity persisted in the proper understanding of few terms and jargons used in the articles But a second reading enabled a better understanding of those explicit terms and jargons used by the authors. For instance, the meaning and significance of the terms like â€Å"digital native†, â€Å"digital immigrants† and â€Å"breadth o f experience† used by Helsper and Eynon and acronyms like â€Å"CLT† and â€Å"EFL† used by Shawer became clearer following the second reading. The second reading thus helped in closing the gaps that were created in the first reading. Both the articles deal with the interaction of learners with technology and the extent to which technology plays a role in their learning process. Helsper and Eynon’s study attempts to challenge the popularly held belief that people’ ability to engage with technology is a function of generational differences. They assert that the previous researchers had not considered the influence of social and cultural factors on learning. But Helsper and Eynontake into account these influences as part of their ontological and epistemological position. Their work seeks to defy the premise of correlation between age and technology use by establishing the fact that there are

Organizational Human Resources Assignment Example | Topics and Well Written Essays - 1500 words

Organizational Human Resources - Assignment Example However an overall organizational diagnosis must be conducted to identify the needs and the areas of change. Organizational change can be defined as the initiative by the mangers to keep a constant creative, innovative and intelligent watch over the environmental forces and to audit the impact and influence on the business concerned and to find out action programs to find out appropriate strategies to maintain balance between the two different forces, controllable as well as non-controllable. The study has been conducted in lieu of analyzing the key areas of changes, dealing with the factors providing resistance to changes and the process of overcoming the changes. The study has been conducted by keeping Diamond Express, Inc and the organizational scenario of the company in mind (Goswami, 2010, p. 105). Background of the Study Diamond Express, Inc. is a two years old customer sales and service company. It has 150 employees. Very recently the senior management has hired a new HR manag er to develop a fully functional human resource department. This is a key strategic move considering the near future expansion plans of the company. Identifying Areas of Change The HR functions of the organization is scattered among individuals. This consists of some employees belonging to the administrative position looking after paper works and a management team looking after HR issues. Considering the mentioned landscape of the organization the key challenges of the newly appointed HR manager has been summed up. One of the major challenges to be faced by the manager is to achieve centralization. HR functioning is a very much core and specialized area. Therefore the company must have a fully functional HR department to look after the core areas. Therefore the manager may hire some HR executives to look after the core areas such as recruitment, payroll processing, performance management, etc. Also these executives act as a touch point to various departments. The employees looking a fter the admin work can also be a part of the HR department forming HR and admin division. This recommendation has been provided based on the assumption that the organization has the budget to afford recruitment new executives. Another challenge to be faced by the new HR manager is to keep a high morale among the employees. The hiring of a new manager may make some the employees to raise a few eye brows. This may lead to negative organizational grape vines lowering the moral of the employees. This may create insecurity among the employees and lead to attrition. Therefore the best way to avoid such unwanted circumstances is to communicate properly with the employees to build an environment of trust and employee engagement to ensure retention. As the management as well as the HR manager wants to achieve organizational change it is imperative for the employees to understand the role and responsibilities. Therefore the Hr manager must make sure that detailed Job descriptions are prepare d across the all departments. The HR manager should entrust the responsibility to the executives looking after different departments. The executive should carry out a job interview for specific job holders to prepare a detailed and appropriate job description. Along with job description the employees should be provided the KRA or key result areas, so that the employees can understand the parameters