Hitler Youth and the Indoctrination of German Children

Education came under heavy control in Nazi Germany. Adolf Hitler believed the youth of Germany could be totally indoctrinated to support the Volk—a nation made up of the most superior of the human races—and the Reich, and the system would never face an internal challenge to Hitlers power again. This mass brainwashing was to be achieved in two ways: the transformation of the school curriculum, and the creation of bodies like the Hitler Youth. The Nazi Curriculum The Reich Ministry of Education, Culture and Science took control of the education system in 1934, and while it didn’t change the structure it inherited, it did major surgery on the staff. Jews were sacked en mass (and by 1938 Jewish children were barred from schools), teachers with rival political views were sidelined, and women were encouraged to start producing children rather than teach them. Of those who remained, anyone who didn’t seem dedicated enough to the Nazi cause was retrained in Nazi ideas. This process was aided by the creation of the National Socialist Teachers League, with affiliation basically required in order to retain a job, as evidenced by a 97% membership rate in 1937. Grades suffered. Once the teaching staff was organized, so was what they taught. There were two main thrusts of the new teaching: To prepare the population to better fight and breed, physical education was given much more time in schools. To better prepare children to support the state, Nazi ideology was given to them in the form of an exaggerated German history and literature, outright lies in science, and German language and culture to form the Volk. Hitlers Mein Kampf was heavily studied, and children gave Nazi salutes to their teachers as a show of allegiance. Boys of notional ability, but more importantly the right racial makeup, could be earmarked for future leadership roles by being sent to specially created elite schools. Some schools that selected pupils based solely on racial criteria ended up with students too intellectually limited for the program or rule. The  Hitler Youth The most infamous of these programs was Hitler Youth. The Hitler Jugend had been created long before the Nazis had taken power, but had seen only a tiny membership. Once the Nazis began to coordinate children’s passage, its membership rose dramatically to include millions. By 1939, membership was compulsory for all children of the right age. There were, in fact, several organizations under this umbrella: The German Young People, which covered boys aged 10–14, and the Hitler Youth itself from 14–18. Girls were taken into the League of Young Girls from 10–14, and the League of German Girls from 14–18. There was also the Little Fellows for children aged 6–10. Even those children wore uniforms and swastika armbands. The treatment of boys and girls was quite different: While both sexes were drilled in Nazi ideology and physical fitness, the boys would perform military tasks like rifle training, while the girls would be groomed for a domestic life or nursing soldiers and surviving air raids. Some people loved the organization and found opportunities they would not have had elsewhere because of their wealth and class, enjoying camping, outdoor activities and socializing. Others were alienated by the increasingly military side of a body designed solely to prepare children for unbending obedience. Hitler’s anti-intellectualism was partly balanced by the number of leading Nazis with a university education. Nonetheless, those going on to undergraduate work more than halved and the quality of graduates fell. However, the Nazis were forced into backtracking when the economy improved and workers were in demand. When it became apparent women with technical skills would be valuable, the numbers of women in higher education, having fallen, rose sharply. The Hitler Youth is one of the most evocative Nazi organizations, visibly and effectively representing a regime that wanted to remake the whole of German society into a brutal, cold, quasi-medieval new world—and it was willing to start by brainwashing children. Given how the young are viewed in society and the general desire to protect, seeing ranks of uniformed children saluting remains chilling. That the children had to fight, in the failing stages of the war, is one of the many tragedies of the Nazi regime.

Organizational Analysis of Dept of Human Services

Organizational Analysis: Department of Human Services Francine Jackson Wayne State University Official and Operative Goals of the Organization Department of Human Services (DHS) is a human service organization meant to help individuals and families with temporary services in their time of need. The mission statement is: â€Å"Improving the quality of life in Michigan by providing services to vulnerable children and adults that will strengthen the community and enable families and individuals to move toward independence.† (Michigan.gov) DHS provides an array of services to individuals and families, these include: food assistance, cash assistance, health care assistance, children services, adult services, and many more. Since there are†¦show more content†¦Families’ needs involve treating families with dignity and respect, no matter what the allegations against them are, and including them in decisions that affect them and their children. Also by using a strengths perspective with families as foster care workers work with them to determining intervention plans for their child(ren), and giving them the same access to resources and services s those available to foster parents. The operative goal of communities is to work with communities to protect children and support families and taking into consideration community safety issues when determining the intervention plan for a child and family. When discussing placement, DHS acknowledges and supports the idea that children’s best place is in their own home with their family. When this isn’t possible, siblings are placed together (whenever possible) and placed in the most family like and least restrictive setting. Placement with the non-custodial parent or extended family, is considered first, and then next would be placement with a foster family so the child(ren) can retain as much normalcy as they can and stay in his or her school and maintain relationships with friends and family. When it is not possible or appropriate to place the child with siblings or relatives, foster care must make every effort to make sure that those relationships are preserved and nurtured. Next, we have reunificationShow MoreRelatedAn Investigation On Hrm Practices Essay1521 Words   |  7 Pages2 Renjith K.P., 3 Lakshmi.K.R 1 Asst.Professor, Dept. of Management Studies, Siena College Edacochin. 2 Asst.Professor, Dept. of Commerce, Siena College Edacochin. 3 Asst.Professor, Dept. of Commerce, Siena College Edacochin. ABSTRACT Human Resource Management is a practice of bringing people and organizations together so that the goals of each are met. 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Advantages And Disadvantages Of Traditional Infrared Touch...

Traditional Infrared Touchscreens Touchscreen interactive devices have become increasingly important in both consumer and commercial applications. They’re a large component of many everyday devices from your mobile to your chromebook. They’re â€Å"electronic visual displays that can detect the presence and location of a touch within the display area (Bhalla, 2010).† There is considered four different groups of touchscreen technologies each with its distinct advantages and disadvantages with some of the variations containing sub groups within them: Capacitive, surface acoustic wave (SAW) and infrared (Bhalla, 2010). The focus of this article will be on infrared touchscreens, specifically traditional infrared touchscreens. 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Literary Analysys of the Birthmark - 1060 Words

conflict of Nature and Science I. Introduction paragraph II. Theme of the story A. 1st piece of evidence supporting this tool B. 2nd piece of evidence supporting this tool C. 3rd piece of evidence supporting this tool III. Characterization A. 1st piece of evidence supporting this tool B. 2nd piece of evidence supporting this tool C. 3rd piece of evidence supporting this tool IV. Symbolism A. 1st piece of evidence supporting this tool B. 2nd piece of evidence supporting this tool C. 3rd piece of evidence supporting this tool V. Conclusion paragraph I. Introduction Hawthorne’s story â€Å"The Birthmark† is remote in time when there were no true kind of†¦show more content†¦III. Characterisation The different characters Hawthorne created in this short story is fabulous in terms of literature creativity. The ability of Hawthorne to direct presentation of all three different characters Aylmer, Aminadab and Georgiana is the great narration. He presented Aylmer as emotional and romantic at first and turned him rude kind of psychological case in a very next moment as he saw the birthmark on Georgiana’s cheek. Also Georgiana is a character represented as she would see all her inner beauty and expects her husband to see that way too. She does not believe in interrupting the nature and outside beauty. Her character is kind of character which would be hard to believe in today’s modern era. The character of Aminadab is pretty short but still impressive in the setting of some events. The main character seems is more complex character represented here. Aylmer is playing different roles at different situation and also managing all three minds which represented very well here. IV. Symbolism Although Aylmer never been shown publicly success scientist and there were no any acceptable success mentioned in the story, he always acted like a scientist without any doubt on his scientific knowledge. As stated he failed in all of the experiment

Employment Stewardship for Trust and Accountability-myassignmenthelp

Question: Discuss about theEmployment Stewardship for Trust and Accountability. Answer: The author emphasised that the missing ingredient for the leaders to deal with the teams is the use of purpose based recognition to accelerate the company success. This factor if well recognised will help the leaders to bridge the gap between where their teams are and where they dream to be (Gostick Elton, 2009). This chapter is all about the basic four leadership areas including goal setting, communication, trust and accountability. True leadership is to interconnect the company goals with the employee goals. A senior leader must convey the corporate goals to the employees and establish trust with them to facilitate greater level of employee investment. To hold people accountable the leaders must identify the employees successes in addition to failure (Marciano, 2010). According to author, instead of pointing to deficiencies, rewarding the employees activities will make them move closer to their goals. Leader must communicate to everyone to influence behaviours, and reinforce standards. It will help establish trust with employees to share the credit. Accountability may be positive if recognition is added to the equation (Gostick Elton, 2009). The chapters differentiate between leader who are Expectors and altruists. Expectors expect something in return for rewarding the employees. Therefore, recognition acts a manipulation to drive productivity. On the other hand the altruists recognise the employees to motivate them and promote their noteworthy behaviour (Johnson, 2016). This chapter is about creating the carrot culture in an organisation where the employees are valued and appreciated to drive performance. In this culture the leader gives right reward to the employees by finding out what motivates them. In this process the manager becomes relevant as they matter to employees (Bryant Kazan, 2012). This chapter is about identifying if the employees are satisfied and engaged as it is the requirement to establish carrot culture. Satisfied employees are happy with pays and benefits and are reluctant to change the status quo. Engaged employees are willing to innovate, lead and serve customers but may leave the door if they are unhappy due to any factor (Gostick Elton, 2009). According to the author the building block of the carrot culture are the hollow value statements, and not recognising the excellence. The carrot culture demands celebrating the important moments in companys culture, recognising the employees loyalty, recognising the employees above and beyond, and day-to-day recognition (Gostick Elton, 2009). The fear of carrot culture as per author is due to fear of jealousy, difficulty observing everything, loss of value due to too much recognition, fear of cash benefits, or only intention to drive benefits within the job scope, which limits the above and beyond recognition behaviour (Gostick Elton, 2009). Reference Bryant, A., Kazan, A. L. (2012).Self-leadership: how to become a more successful, efficient, and effective leader from the inside out. McGraw Hill Professional. Gostick, A., Elton, C. (2009).The Carrot Principle: How the Best Managers Use Recognition to Engage Their People, Retain Talent, and Accelerate Performance [Updated Revised]. Simon and Schuster. Johnson, R. A. (2016). From Altruists to Workers: What Claims Should Healthy Participants in Phase I Trials Have Against Trial Employers?. InEthics and Governance of Biomedical Research(pp. 29-45). Springer, Cham. Marciano, P. L. (2010).Carrots and sticks don't work: build a culture of employee engagement with the principles of respect. McGraw Hill Professional.

KM Implementations of Two IT Organisations-Samples for Students

Question: Compare KMImplementationsofTwo ITOrganisations. Answer: Introduction Knowledge Management is nothing but a systematic way or process of management of organization assets for creation of values and meeting of tactical and strategic kinds of requirements (Grover and Froese, 2016). It mainly consists of following points like initiatives, strategies and systems which mainly sustains and also enhances the assessment of storage, refinement and lastly creation of knowledge. Knowledge management is generally applied to a strong kind of bonding to goals and strategy of an organization (Power, Sharda Burstein, 2015). It mainly involves the management of knowledge which is useful for some kind of purpose and it also creates a value for the organization. In the coming pages of the report an idea has been provided regarding the description of two IT organization that is Google and Microsoft. A comparison has been done for the KM (knowledge Management in two organizations (Google and Microsoft). A discussion has been provided regarding the success factor of two organizations. A discussion has been provided regarding the various kinds of lessons learned from implementation of KM (knowledge Management). Discussion Description of two IT organization The present rate of fast placed economy is totally based on economy and becoming excellent in the domain of increasing domain for having competitive advantage over the rivals (Power, Sharda Burstein, 2015). Google has been putting certain number of efforts for improvisation of excellence in the field of core competency. It generally focusses on maintenance and managing of creativity and innovation (Donate de Pablo, 2015). The organization is heavily based on certain number of tools and techniques. As an organization the ultimate mission of google is to organize the information of the world and make it accessible universally and useful to large number of people (Davenport, 2015). The ultimate goal of google is provide the best kind of search results, improvisation of user interface, Removal of low quality of content from SERPs. Google is more focusing on to provided automated services in the field by providing a list of technologies like google document and many other thing. Knowledge Management is known to be integrated, systematic approach for identification, sharing of departments information (Wang, Noe, Wang, 2014). From its founding in 1975, one of the biggest competitive advantage of Microsoft Corporation has been the quality of people. The organization claims to make use of extraordinary people who have strong kinds of intellect and capabilities. IT group has generally focused heavily on the various kinds of issues of identification and proper kinds of maintenance of knowledge competencies. SPUD initiative is being taken by various kinds of learning and resources of communication. The ultimate goal is use of competence model for transferring and building of knowledge (Davenport, 2015). The project is also expected to lead better kind of better kind of match of employees for various kinds of jobs and team works. Implementation was considered to be proceeding across various geography and various kinds of functions. Comparison of KM implementation For managing and maintaining of creativity and innovation Google has heavily make use of KM tools and techniques (Todorovi? et al., 2015). Google has implemented KM process for encouraging and managing new kinds of ideas. Every year the organization is coming up with brain storming sessions with more than 100 engineers. At the end of each kinds of meetings, six new kinds of ideas have been placed for suggestion at provided rate. Google soon realized the fact that the upper management support for essential kinds of effective KM strategy. The organization has proper kinds of office hours for web products in which employees can easily discusses about new products and ideas. Google focus to provide most suitable kinds of examples related to innovations. The company has decided to push forward the kind of commitment to various innovation. The organization has ultimately make use of this new technology because they have provided proper value for large number of customers. Unlike most of th e traditional kinds of IT organization focus on stimulation and welcoming of various kinds of creative and sometimes crazy website. Managers are generally focus on providing invest in extremely high value of risk if and only if it can provide large value of benefits. In the year of 1995 a project name SPUD (Skills planning under development) was started by the Unit of internal group of Microsoft (Todorovi? et al., 2015). The project generally involves building of online system which contains job rating systems and database and various kinds of competency level for large number of employees. The ultimate aim of the project was to create online competency profile for large number of jobs and employees at Microsoft. High quality knowledge is not considered to be enough in todays market (Becerra-Fernandez Sabherwal, 2014). An organization needs high value of IQ which can easily provide share of information and enables various kinds of staff members in terms of idea. Discussion of success factors There are large number of success factors behind the successful implementation of knowledge management (Geisler Wickramasinghe, 2015). The success factor generally consists of following ten points namely Identification of goals and objectives. Proper identification and use of motives Development of strategy related to change management Proper identification and recruiting of internal champions. Focusing of inventory and organization of various kinds of knowledge assets. Having a soft value of lunch. Listening to be proactive to large number of feedback. Link knowledge to large number of employees. It generally focuses on conduction of a contest. It generally focuses on training on a continuous basis. In google there are large number of success factor which can be used for large number of process like multiple channel for transfer of knowledge. It also focuses on linking with certain number of financial initiatives and various kinds of technological standard which provides flexible and easy to use of various kinds of system (Patil Kant, 2014). One of the important duration of the project is the identification of success factors which is mainly present in KM objectives in different organization. Lessons learned from their KM implementation All the employees of this two organization are generally provided the platform for attending conference for more than once in a year (Cohen Olsen, 2015). This kinds of occasion are mainly used for sharing of knowledge and learning of concerns about of whole kinds of organization (Fidel, Schlesinger Cervera, 2015). A knowledge library generally comes up with idea of questions and various kinds of discussion related to products. Employees generally have communication about various kinds of updates and products. Microsoft SharePoint was first launched in the year of 2001, it is mainly associated with intranet content management and various kinds of documents with broader kinds of capabilities (Lai et al., 2014). At present share point is claimed to be used by 78% of fortune 500 companies. In the span of year 2006 and 2011 Microsoft have sold over 36.5 million users. There are large number of challenges being encountered in share point like Duplication of efforts and increased number of costs Leak out of various kinds of information. Irrelevance kinds of information. There are large number of benefits of making use of knowledge management strategy like Details about information and various content of governance Increasing on focus of outcomes Focusing on improvements of workforce behaviors Placing the needs of the business at first Focus the needs of explicit type of knowledge KMS provides Top-Down structure for support. It generally optimizes the investments of large number of technology. Recommendation for improvement KM There are certain number of recommendation for knowledge management like KMS (knowledge Management System) have some kind of architecture which can be easily used for various kinds of organization process which focus on being predictive and comprehensive. KMS (Knowledge Management System) generally focus on providing information which can be used for providing best kinds of service. KMS is considered to be simple to use for large number of people. A KMS is nothing but a browser based thing which mainly offers URLs to be organized in easier and more convenient to use. KMS focus on organization of content in the other kinds of ways instead of top or high level of category. It should focus on implementation of content creation framework The organization focus on mainstream of knowledge management and contribution of incentives. Conclusion From the above discussion it can be easily concluded that this report is all about knowledge management. The report mainly discusses about knowledge management in two organizations in Google and Microsoft. In the discussion portion of report an idea has been provided regarding two IT organization. After that a comparison has been made with respect to KM implementation in two organizations. A proper kind of discussion has been provided with respect to success factor behind its implementation. Various kinds of lesson have been discussed which have learned from the knowledge management implementation in two organizations that is Google and Microsoft. A list of recommendation has been provided with respect to improvement of Knowledge management References Becerra-Fernandez, I., Sabherwal, R. (2014).Knowledge management: Systems and processes. Routledge. Cohen, J. F., Olsen, K. (2015). Knowledge management capabilities and firm performance: A test of universalistic, contingency and complementarity perspectives.Expert Systems with Applications,42(3), 1178-1188. Davenport, T. H. (2015). Process management for knowledge work. InHandbook on Business Process Management 1(pp. 17-35). Springer, Berlin, Heidelberg. Donate, M. J., de Pablo, J. D. S. (2015). The role of knowledge-oriented leadership in knowledge management practices and innovation.Journal of Business Research,68(2), 360-370. Fidel, P., Schlesinger, W., Cervera, A. (2015). Collaborating to innovate: Effects on customer knowledge management and performance.Journal of business research,68(7), 1426-1428. Geisler, E., Wickramasinghe, N. (2015).Principles of knowledge management: Theory, practice, and cases. Routledge. Grover, R. and Froese, T.M., 2016. Knowledge management in construction using a SocioBIM platform: A case study of AYO smart home project.Procedia Engineering,145, pp.1283-1290. Lai, Y. L., Hsu, M. S., Lin, F. J., Chen, Y. M., Lin, Y. H. (2014). The effects of industry cluster knowledge management on innovation performance.Journal of Business Research,67(5), 734-739. Patil, S. K., Kant, R. (2014). A fuzzy AHP-TOPSIS framework for ranking the solutions of Knowledge Management adoption in Supply Chain to overcome its barriers.Expert systems with applications,41(2), 679-693. Power, D. J., Sharda, R., Burstein, F. (2015).Decision support systems. John Wiley Sons, Ltd. Todorovi?, M. L., Petrovi?, D. ?., Mihi?, M. M., Obradovi?, V. L., Bushuyev, S. D. (2015). Project success analysis framework: A knowledge-based approach in project management.International Journal of Project Management,33(4), 772-783. Wang, S., Noe, R. A., Wang, Z. M. (2014). Motivating knowledge sharing in knowledge management systems: A quasifield experiment.Journal of Management,40(4), 978-1009