Hilters Foreign Policy Essay - 1226 Words

Hilters Foreign Policy A dynamic foreign policy played a fundamental role in Hitlers rule, his decisions often revolving around his foreign policy aims. Hitlers aims were ambitions, the globalist school of thought most notably Rausching believe his ultimate aim was simply the maximum of power and domination; namely ultimate power. Hitler in the future planning to gain Germen supremacy in the Middle East, Africa and finally in the USA after conquering Europe. Such notions however; as Noakes and Pridham state are based upon comments of vague expansion outside Europe to be found in Mein Kampf and Zweite Buck, not actions and are thus dubious. The more readily accepted and justifiable theory, held by the continentalist school of†¦show more content†¦He the dissolving of the Treaty of Versailles would lead to a united Arian race and opportunity for future Arian development and prosperity, a natural progression in his social Darwinist theory. In March 1935 Hitler admitted Luftwaft; the existence of an air force within Germany and issued a decree which stated Germany had no intention of further honouring the defence limitations of the Treaty of Versailles. Although the League of Nations condemned his actions forming a Stressa declaration their lack of dynamic action proved to Hitler that no power in or out of the League of Nations was willing to strictly enforce the Treaty of Versailles. Nor was anyone prepared to give the French convincing guarantees if a disarmament convention was agreed. The lustwaff was a precarious move for Hitler as it illustrated his lack of compliance and encouraged other to question his plan s. However it devalued the treaty of Versailles and allowed Hitler to evaluate the situation. Hitlers diplomatic collaboration with Britain through the Anglo-German naval agreement, which gave Germany the right to build a fleet of 35% of the Royal Navy, proved highly beneficial to Hitler. Such a step by Britain was a direct repudiation of Versailles, by one of its own signatories, significantly undermining both it, the League of Nations and the Strassa Front. Hitler had caused friction between countries, underminedShow MoreRelatedWas Hitler a Weak Dictator?4126 Words   |  17 PagesTim Mason, Hans Mommsen and Martin Broszat. Though structuralists do not deny the importance of Hitlers role, they tend to stress the fact that he exercised his power within certain structures that shaped, and in some ways placed limits upon, his policies. Some structuralists also argue that Hitler was indecisive, influenced by his cronies, and divorced from the day-to-day running of the Third Reich. Hans Mommsen even goes so far as to argue that Hitler was in some ways a ‘weak dictator. In orderRead MoreAdolf Hitler: Pure Evil Essay3113 Words   |  13 Pagescommander of Reichswehr. He was assigned to influence other soldiers to enter the German Workers’ Party called â€Å"DAP†. While at DAP, Hitler was introduced to Dietrich Eckart, one of the founding members of the occult Thule Society. Eckart became Hilter’s mentor and they exchanged plans with one another. One plan that both Hitler and Eckart decided upon was to change the name of the party to: National Socialist German Workers Party, also known as NSDAP. Along with changing the name of DAP, HitlerRead MoreEssay on The Positive Relationship Between Science and Religion6961 Words   |  28 Pagesalliance with political institutions. Jesuit intelligence collection for the Vatican is well known, but priests also had to work with foreign nations to promulgate scientific as well as religious activities. To secure permission to operate seismic stations, Jesuits either had to convince local governments that studying earthquakes was beneficial public policy or to cooperate with existing political designs.† Considering the devastation to Lisbon, there is little doubt that this was obviously a

Essay on Three Resons Why Technology Is Good - 558 Words

Have you wondered that technology is a big part of your life? Or maybe too much of your life? But the truth is technology helps us in many ways. Smart phones can help you keep your calendar straight, some personal technology helps improve fitness and exercise, and otehr technology improves life at home with advanced new washers and dryers, microwaves, and automatic coffee machines. In fact, three specific reasons that technology is good is that it saves lives by improving medicine, keeps us connected to each other, and provides education and entertainment. One reason why technology is good is that it has saved many lives. We have new machines to scan bodies and test blood and other fluids so that doctors can find diseases and†¦show more content†¦The internet provides access to an incredible amount of information about history, science, and people and cultures from around the world. So, TV and video games provide considerable entertainment to all ages. Some people say that technology like video games might lead to a more violent or obese population, but some games might lead to physical activities. The evidence on violence was mixed, but recent results say that it has no effect or perhaps a negative effect on violence. The reason is that people may be getting their anger out by using the games, and perhaps most important is that young males who might cause violence spend more time playing games and less time going out and starting trouble. In addition, both the Wii and Xbox 360 have games that involve exercise. They should get children and adults moving! Some people also say that technology that helps us be more connected also keeps us from being in the ‘here and now’, taking time to think more deeply, and having deeper conversations with the people we are with. This can be a problem, but parents can limit the cell phone time of their children and adults can work to limit their time on cell phones. Technology has already shown some downsides like texting family instead of spending time with them face to face but some of but hopefully will change. In conclusion, technology is good because it improves medicine and saves lives ,and provides education andShow MoreRelatedReson: Making Development Teams Accountable for Short Project Cycles: Case Study3006 Words   |  13 PagesTerm Paper RESON: MAKING DEVELOPMENT TEAMS ACCOUNTABLE FOR SHORT PROJECT CYCLES: Case Study by XXXXX XXXXXX Professor XXXXXX XXXXXX University January 30, 2015 Content Company Background 2 Company’s Structure and Strategies 3 Specific Problems Read MoreTata Nano Case Study1425 Words   |  6 Pagesmerging and persuade them to produce components at lower cost . The vendors had to invest in new processes and methods to reengineer their products to specifications that were rigidly guided by cost , performance and regulatory compliances. However A three-shift operation and consolidated purchasing with suppliers provided them with lots of relief. STRATEGIES APPLIED Tata divided the components into two types – proprietary designs and Tata Motors design. For proprietary design components Tata went withRead More The Affect of National Culture on Human Resources Essay2644 Words   |  11 Pagesinternational business has increased and international competition has been highlighted as an essential element for multinational firms (MNCs). Thus, in order to gain competitive advantage, various resources are utilized, such as finan cial capital, technology location or human resource (HR). Moreover, HR could be seemed as one of the most important resource which has also become a focus of attention of senior managers in MNCs. 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For me this question shows the real reason for faillure. Most projects focus on producing a rocket (only focus on delivery). Successful projects however look further: why do we create a rocket? Because we want to go to the moon. If NASA would have only focussed on delivering rockets, they would never have reached the moon and probably had produced a great number of disasters while delivering or using those rockets.

Managing Diversity in Equal Opportunities

Question: Discuss about the Managing Diversity in Equal Opportunities. Answer: Introduction: Despite years of progress and advancement in the United Kingdom, women continue to be professionally hampered based on their gender orientation. Due to such gender discrimination at workplace, women fail to achieve a prestigious corporate position that is mostly offered to male employees in the workplace (Leskinen, Rabelo and Cortina 2015). Though organizations have boasted about equal opportunity at workplace, only four percent out 600 companies have women as their CEO. Additionally, it is also seen that women are not offered high-ranking jobs in the organization nor are they given promotions based on their merit. Part A of the assignment shall deal with the kind of gender stereotyping that is carried on at a workplace and the impact of such stereotypes at workplace. Additionally, the answer shall also comprise of examples of organizational stereotyping (Heilman 2012). This study aims to critically discuss what the HR managers can do to reduce the risk of discrimination based upon n egative stereotypes within the workplace. Stereotyping in the workplace often goes far beyond national origin, race, religion, color, religion and sex as the bases for inequitable generalizations. The diversity in workforce acknowledges the actuality that individuals differ in several ways particularly in gender, age, social status, marital status, religion, ethnicity, culture, personality and sexual orientation (Mowday et al. 2013). Meaning of Gender Stereotyping at Workplace: Gender Stereotyping is defined as overgeneralization of differences, attributes and characteristics of a certain group depending on their gender. People who are stereotyped by gender tend to give a prejudgment or form a pre concept that is typically associated with their gender. This means that if a man and women act differently, for a stereotyped it shall be due to influence of the gender of the opposite sex and that is how they are assumed to behave (Nadler and Stockdale 2012). For example, women who are assertive by their nature are called whores or men who appear to be less masculine are termed as sisiies or are assumed a gay. Such kind of stereotyping is dangerous as it might lead to unfair and unequal terms of treatment to certain person who choose to confront peoples assumptions about their gender (Hippel, Sekaquaptewa and McFarlane 2015). Impact of Gender Gender Stereotyping at Workplace: Gender stereotypes in an organization occur from the assumption that women are a part of their homes. Women cannot chose any kind of job that they wish to, meaning there may be jobs for which they may be inadequate. This resulted in women withdrawing lesser wages as compared to men and having low status jobs, consisting of few superior positions in well-known firms where they struggle with men taking up equal responsibilities (Haines, Deaux and Lofaro 2016). Though there is reduction in the obvious forms of discrimination, women continue to face more subtle kind of stereotyping. For example, having their efforts ignored and having their performances devalued. This statement is supported by claims that are an outcome of a wide range of studies, including self-reports of bias, surveys of attitude of those who make recruiting decisions and experiments that hold the quality of applicants constant but differ on gender application materials. Though women comprise of half of the workers of large organizations, which are less represented in higher positions, higher payment jobs such as medicine and law. Hence, there is a need for reevaluation of strategies from the recruitment leaders to create a neutral gender perspective. For women, equality has come a long way, but there is still need for progress to be made. This does not mean equal pay for equal work, this means unfair treatment of female employees at workplace (Posthuma and Guerrero 2013). The National Academy of Sciences conducted a test in which hiring managers had to chose from men or women for their math based tasks, they chose women over men depending only on their paper based qualifications. The managers did not compensate for the differences between candidates though it seen often that the male recruits are in habit of over exaggerating their skills during interviews. Women who experience gender stereotyping tend to act more on their insecurities and this may lead to decrease in their level of confidence. Additionally, due to continuous stereotyped behavior in the organization, people may face anxiety and this may decrease their working outcomes in an organization. A trend of ego depletion is also noted amongst women (Koch, DMello and Sackett 2015). This kind of influence can be very harmful as it does not only affect professional life of women but influences their personal life as well. There is an urgent need for the organizations to review their recruitment, staffing and training policies to prevent people from gender stereotyping. Examples of Organizational Stereotyping: Few example of organizational stereotyping that reveal an organizations practices are as follows: Glass Ceiling Celluloid Ceiling Glass ceiling is an invisible barrier than keeps a given demographic, that is applied to women, from rising beyond a certain level of hierarchy. This termed was first coined by the feminists regarding barriers in the careers to women who want to achieve high in their careers. In the United States, this term is used to refer to the obstacles that hiver advancement of women as well as men. In Asia, the term is often used as bamboo ceiling. The glass ceiling is regarded as a barrier that protects women from achieving high goals. Such kind of barriers is created within an organization due to the stereotyped mentality of the people in an organization (Cuddy et al. 2015). Celluloid Ceiling means under representation of women in creative positions. For example, Hollywood, music or any other kind of representation where women are generally less represented. A report was conducted in the year 2013 by the Center, it was seen that from 2800 people who were employed more than 50 percent of the people constituted to be men, and the remaining percentage was women (Koch, DMello and Sackett 2015). While gender biases in hiring are the reason for shortage of women in organizations, research suggests that there is an urgent need of the recruiting leaders to change their policies so that it reduces biases and increase representation of women. To the extent that these policies can be adapted for promotion decisions, women should be represented better at higher ranks of their profession, making them more easily available to be part of hiring and search decisions. Methods by which the HR managers can reduce the risk of discrimination based on negative stereotypes within the workplace Recruitment and selection Experimental evidence advocates that several managers and employees consider diversity and equality management as being equivalent to having an equivalent opportunity for any individual to join the organization (Bratton and Gold 2012). A number of organizations have been efficient in hiring females and minorities to reflect the market that are increasingly diverse and persuade the new customers. The attention of HR managers to the diversity of increased workforce has been mandated in various multinational companies or organizations. Therefore, the professionals of human resources together with the managers who conduct interviews and recruit the new job seekers in a workforce which is multicultural in nature needs to be attentive of the ways by which the stereotype, attitudes and beliefs of the interviewer persuade interview behaviour (Kirton and Greene 2015).A workforce which is diverse in nature encompasses a variety of understandings, beliefs, values and ways of observing the world . A cross-cultural and multi-cultural workforce is a widespread not only in the companies or organizations in the western economies but also in the firms worldwide. The attitudes of the organizational members range from intolerance to tolerance in addition to admiration of diversity. Training and development The training of awareness with respect to a diversity of a high quality is one of the functions of HR that improves the efficient integration of members of a group that are diverse in nature. The training of awareness constructs a widespread understanding of diversitys values and assists in building societal cohesion with the intention of improving the individuals as well as the outcomes of the organization (Guillaume et al. 2013). The participants of this training should recognize whether the programme of training look for raising the awareness of diversity or developing multicultural skills. The module of training should also encompass societal psychological investigation on stereotyping and associations for prejudicing reduction. The minorities should be included in the panels that aim to select, evaluate and promote the professionals on a regular basis (Barak 2013). Appraisal The practices of efficient performance appraisal with respect to the area of diversity management should be considered as objective and it should not be considered as subjective, pertinent to the organization and the job, and fair to every employee and it should not offer any special type of treatment (Kirton and Greene 2015). The panels of appraisal can assist in the creation of criteria for objective together with the practices of fair performance. While conducting appraisals of the employees, the focus should be on the performance of the individuals and not on the race or personality. Therefore, the aim should be to carry out the appraisal as racially unbiased as possible (Guillaume et al. 2013). Pay The quality of pay contributes to effectual management of diversity and performance of the organization. The management of diversity in wages needs inclusive relevance of the standard of equal remuneration and a pay-system that is based on the performances of the employees (Moran et al. 2014). Experimental evidence proposes that the structure of compensation, the determinants of wages and the schemes of benefit should be designed in such a way that it only considers the common principles but it should also consider the individuals in terms of their capabilities, skills and knowledge. Individual-driven systems of remuneration smooth the progress of the lifestyles of the workforces and also promote diversity (Kaiser et al. 2013). A diverse workforce is an indication of transforming world as well as marketplace. The working teams that are diverse make the organizations worthy. The workplace will be benefitted by giving respect to the individual differences, creation of a competitive edge and enhancing the productivity of work. The management of diversity and equality benefits the employees and the higher officials of the organization by constructing an environment which is fair and safe and in which every individual has an access to present their viewpoints and face the challenges equally. The tools of management in a diverse workforce should be utilized to instruct the individuals regarding diversity and the issues together with laws and regulations in an efficient manner. Conclusion and Recommendations for reducing workplace discrimination and Sterotyping: There is a need of implementing the policies in the workplace that discourage stereotyping and discrimination among workforces or employees. The policies of fundamental workplace must be based on state anti-discrimination and federal laws like those enforced by the U.S Equal Employment Opportunity Commission (EEOC) (Kaiser et al. 2013). The post written policies of EEOC, in which the employees throughout the place of work or offices in which the employees will have to follow those policies effectively. They also need to keep in the Human rights which are for every individual. The employees, managers and supervisors should be provided with diversity training. They should be encouraged to discus during the period of training regarding employee diversity and equality in terms of work styles, generational dissimilarities, ethics and philosophy of work (Griffin 2013). The HR managers and the supervisors should schedule meetings with the employees to talk about the ways by which they can s top the stereotyping of employees in the organization, particularly in the departments which are allocated to them. Reassigning of work groups would definitely help in this con text as the employees who always work in the same groups have a limited contact with the other group members. Hence reshuffling of employees in different work groups will help them to know and understand each other (Moran et al. 2014). References: Barak, M.E.M., 2013.Managing diversity: Toward a globally inclusive workplace. Sage Publications. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Griffin, R.W., 2013.Fundamentals of management. Cengage Learning. Guillaume, Y.R., Dawson, J.F., Woods, S.A., Sacramento, C.A. and West, M.A., 2013. Getting diversity at work to work: What we know and what we still don't know.Journal of occupational and organizational psychology,86(2), pp.123-141. Heilman, M.E., 2012. Gender stereotypes and workplace bias.Research in organizational Behavior,32, pp.113-135. Kaiser, C.R., Major, B., Jurcevic, I., Dover, T.L., Brady, L.M. and Shapiro, J.R., 2013. Presumed fair: Ironic effects of organizational diversity structures.Journal of personality and social psychology,104(3), p.504. Kirton, G. and Greene, A.M., 2015.The dynamics of managing diversity: A critical approach. Routledge. Leskinen, E.A., Rabelo, V.C. and Cortina, L.M., 2015. Gender stereotyping and harassment: A catch-22 for women in the workplace.Psychology, Public Policy, and Law,21(2), p.192. Moran, R.T., Abramson, N.R. and Moran, S.V., 2014.Managing cultural differences. Routledge. Mowday, R.T., Porter, L.W. and Steers, R.M., 2013.Employeeorganization linkages: The psychology of commitment, absenteeism, and turnover. Academic press. Nadler, J.T. and Stockdale, M.S., 2012. Workplace Gender Bias: Not Just Between Strangers.North American Journal of Psychology,14(2). von Hippel, C., Sekaquaptewa, D. and McFarlane, M., 2015. Stereotype Threat Among Women in Finance Negative Effects on Identity, Workplace Well-Being, and Recruiting.Psychology of Women Quarterly, p.0361684315574501. Haines, E.L., Deaux, K. and Lofaro, N., 2016. The Times They Are a-Changing or Are They Not? A Comparison of Gender Stereotypes, 19832014.Psychology of Women Quarterly, p.0361684316634081. Posthuma, R.A. and Guerrero, L., 2013. Age stereotypes in the workplace: Multidimensionality, cross-cultural applications, and directions for future research.The Sage handbook of aging, work and society, pp.250-265. Koch, A.J., DMello, S.D. and Sackett, P.R., 2015. A meta-analysis of gender stereotypes and bias in experimental simulations of employment decision making.Journal of Applied Psychology,100(1), p.128. Cuddy, A.J., Wolf, E.B., Glick, P., Crotty, S., Chong, J. and Norton, M.I., 2015. Men as cultural ideals: Cultural values moderate gender stereotype content.Journal of personality and social psychology,109(4), p.622.

William Blount Essays - Blount County, Tennessee, William Blount

William Blount WILLIAM BLOUNT William Blount's great-grandfather, Thomas Blount, came to the Americas from England in 1660. He first resided in Virginia, then moved to North Carolina, and started his family. William was the eldest in his family, and was born in 1749 while his mother was visiting her father-in-law's Rosefield estate. This was near Palmico Sound, present day Windsor. William was said to have received a good education although little is known. He also apparently had intrest for government since he was little. When the war started in 1776, Blount was appointed paymaster, who was in charge of wages, in the army of North Carolina. Then in 1778 he married Mary Grainier. They had six children, and one became active in Tennessee's govern- ment. He spent the rest of his life in public office. Blount represented North Carolina in Congress. He sat in the lower house of the legislature for 4 years, from 1780-1784. During those years, he was the speaker of the house, and was a public speaker. He served in the upper house from 1788-1790, and spoke for them as well. Blount also took part in national politics, including two Continental Congress sessions in 1782-1783 and 1786-1787. Here he also represented his state of North Carolina. The next highlight in Blounts life, was being apppointed to be a delegate at the Constitutional Convention. At this time, he was 38 years of age. Although he already had a prior commitment to represent his state at the Continental Congress, He attended the Constitutional Convention for all but one month. He was a very quiet person who let other members take part in debates and and arguements, and kept his opinions to himself, whether they were follow- ing or opposing the crowd. He signed the Constitution with hesitation, and said only to make it the unanimous act of the States in the Convention. Although when it reached his state for ratification, he signed it without reluctancy, and gave his full support. Later in 1789, wanted to be elected to the Senate. This was inportant because it was the first United States Senate ever. After failing to achieve this goal, he moved out west past the Appalachian Mountains. While out west, William tried to get some of the Indians land, and claim it for America. This area later became Tennessee, where he resided for the rest of his life. In 1790, George Washington appointed Blount the first territorial governor Tennessee, and the Superintendent of Indian Affairs for the South. Then in 1796 Tennessee became a state, and he was appointed one of the two United States Senators. During his term as Senator, Blount was struck by a stream of bad luck. In 1797, his speculations out west led him to very serious financial problems. After this he started to plot to help British troops conquer Louisiana and Florida. He wrote a letter reffering to this plan, which fell into the hands of President Adams. The President gave it to the Senate who voted to dismiss Blount from office. This happened on July 8th 1797. After this episode, it was up for debate whether of not he should be alowed to hold office again, but the charges were later dropped and he resumed his position in the Tennessee Senate in 1798. He died in 1800 in Knoxville, Tennessee at the age of 51. I picked William Blount for two reasons; One because North Carolina is my favorite state, and the other because I have a cousin in California with the last name of Blount. When I first started researching his name, he seemed like just an ordinary signer, nothing of interest to his name. But then I was reading about the serious problems he encountered, I give him credit for being strong. Even though he wasn't particularly a very loudly outspoken man, he must have had some views and arguements that got him to the places he got to go. American History