Hitler and Propaganda essays

Hitler and Propaganda essays Propaganda is defined by Mirriam-Webster's Dictionary as "any ideas, facts, or allegations spread deliberately to further one's cause or to damage an opposing cause." Throughout history, politicians and military leaders have utilized this questionable tactic to convey their messages, to introduce their opinions, and to sway the public towards acceptance of their beliefs and values. Usually, the word 'propaganda' has had negative connotations and it has traditionally been associated with tools of disrectful and immoral leaders such as Adolf Hitler. Unfortunately, propaganda has proven itself to be a powerful tool; capable of destroying the families, dreams, and nations. And as history demonstrates, the more advanced our communications and lifestyle becomes, the more vulnerable we are to propaganda. Propaganda's effect on people is often devestating. The intent is to influence feelings and opinions. Consequently, propaganda that does not successfully do this is ineffective and useless. Much like contemporary advertisers and marketers, people who use Propaganda usually find strength in their ability to manipulate the public by appealing to the interests and needs of a certain type, or group of people. Just like large company's invest in advertising which is meant towards influencing public belief and opinion about a product, strong, rich politicians and government agencices hire propagandists to design public propaganda campaigns aimed at making people believe in their cause. It is interesting to study the reasons that propaganda impacts people so greatly . Regarding Nazi, Germany, for example, many historians have said that Hitler's propaganda was so effective because it was designed to offer hope to an economically depressed people (Bankier 11-12) and because the Germans, who were very patriotic, were used to believing in their government (Grenier 49). This means Hitler was able to utilize the ...

Job evaluation Essays

Job evaluation Essays Job evaluation Essay Job evaluation Essay Job evaluation is a practical technique, designed to enable trained and experienced staff to judge the size of one job relative to others. It does not directly determine pay levels, but will establish the basis for an internal ranking of jobs. An approach designed to enable a job to be compared to all other jobs in an Institution in a systematic and transparent way in order to create a fair rank order of jobs, usually as the basis for a grading and pay structure, to ensure equal pay for work of equal value Some Principles of Job Evaluation Clearly defined and identifiable jobs must exist. These jobs will be accurately described in an agreed job description. ?All jobs in an organisation will be evaluated using an agreed job evaluation scheme. ?Job evaluators will need to gain a thorough understanding of the job ? Job evaluation is concerned with jobs, not people. It is not the person that is being evaluated. ?The job is assessed as if it were being carried out in a fully competent and acceptable manner. ?Job evaluation is based on judgement and is not scientific.However if applied correctly it can enable objective judgements to be made. ?It is possible to make a judgement about a jobs contribution relative to other jobs in an organisation. ?The real test of the evaluation results is their acceptability to all participants. ?Job evaluation can aid organisational problem solving as it highlights duplication of tasks and gaps between jobs and functions. Job Evaluation The Future As organisations constantly evolve and new organisations emerge there will be challenges to existing principles of job evaluation.Whether existing job evaluation techniques and accompanying schemes remain relevant in a faster moving and constantly changing world, where new jobs and roles are invented on a regular basis, remains to be seen. The formal points systems, used by so many organisations is often already seen to be inflexible. Sticking rigidly to an existing scheme may impose barri ers to change. Constantly updating and writing new jobs together with the time that has to be spent administering the job evaluation schemes may become too cumbersome and time consuming for the benefits that are derived.Does this mean that we will see existing schemes abandoned or left to fall into disrepute ? Will providers of job evaluation schemes examine and, where necessary, modify them to ensure they are up to date and relevant ? Simply sticking rigidly to what is already in place may not be enough to ensure their survival. Job Evaluation More Job evaluation is essentially one part of a tripartite subject, which is collectively referred to as Job Study (other names exist).The three parts are Job Analysis; Job Evaluation the information collected is evaluated using a numerical scale or ranking and rating methodology; and Merit Rating BSI definition (32542). BSI definition 32529 – â€Å"Any method ranking the relative worth of jobs which can then be used as a basis f or a remuneration system† It is essentially a comparative process. Job evaluation evaluates selected job factors, which are regarded as important for the effective performance of the job, according to one of several alternative methods. The resulting numerical gradings can form the basis of an equitable structure of job gradings.The job grades may or may not be used for status or payment purposes. Explanation: Job Evaluation is concerned with measuring the demands the job places on its holder. Most factors that contribute to this job pressure, e. g. physical strength required, knowledge of mathematics required, are assessed and the result is a numerical estimate of the total job pressure. When evaluations are carried out on all hourly paid personnel the technique’s uses include establishing relative wage rates for different tasks. It is possible to use it for all grades of personnel, even senior management. Illustration:The Time Span of Discretion is an interesting and unusual method of job evaluation developed by Elliot Jaques for the Glacier Metal Company. In this method the job pressure is assessed according to the length of time over which managers decisions commit the company. A machine operative, for example, is at any moment committing the company only for the period needed to make one product unit or component. The manager who buys the machine is committing the company for ten years. Job evaluation is the process of determining the appropriate Career Group and Role to which a position is assigned.The job evaluation process has four steps: Selecting the Occupational Family: The first step is to determine the appropriate Occupational Family by reviewing the vocational characteristics (the nature and type of work performed) outlined in the Employee Work Profile. Comparing and Selecting the Career Group: The second step is to compare the Concept of Work capsule that describes the array of work performed in the various Career Group Descriptions to the Employee Work Profile in order to determine the appropriate Career Group.Comparing and Selecting a Role within a Career Group: The third step is to evaluate and compare the Work Description (position objective; purpose of position; knowledge, skills, abilities and competencies; education, experience, certification and licensure; core responsibilities and special assignments) outlined in the Employee Work Profile to the various Role Descriptions and the factor matrices to determine the appropriate Role.Comparing to other positions within a Role to ensure consistency: The final step is to confirm the assignment of the position to the Role by checking to make sure that it is consistent with other positions assigned to the same Role Job Evaluation: Methods: The two most common methods of job evaluation that have been used are first, whole job ranking, where jobs are taken as a whole and ranked against each other. The second method is one of awarding points for various aspects of the job.In the points system various aspects or parts of the job such as education and experience required to perform the job are assessed and a points value awarded the higher the educational requirements of the job the higher the points scored. The most well known points scheme was introduced by Hay management consultants in 1951. This scheme evaluates job responsibilities in the light of three major factors know how, problem solving and accountability Ranking Ranking This method is one of the simplest to administer. Jobs are compared to each other based on the overall worth of the job to the organization.The worth of a job is usually based on judgements of skill, effort (physical and mental), responsibility (supervisory and fiscal), and working conditions. Advantages Simple. Very effective when there are relatively few jobs to be evaluated (less than 30). Disadvantages Difficult to administer as the number of jobs increases. Rank judgements are subjective. Since there is no st andard used for comparison, new jobs would have to be compared with the existing jobs to determine its appropriate rank. In essence, the ranking process would have to be repeated each time a new job is added to the organization. s of compensable factors are: Skill Responsibilities Effort Working Conditions Next, benchmark jobs are identified. Benchmark jobs should be selected as having certain characteristics. equitable pay (not overpaid or underpaid) range of the factors (for each factor, some jobs would be at the low end of the factor while others would be at the high end of the factor).The jobs are then priced and the total pay for each job is divided into pay for each factor. See example matrix below: Job Evaluation: Factor Comparison The hourly rate is divided into pay for each of the following factors: Job Hourly Rate . Pay for Skill Pay for Effort Pay for Responsibility Pay for Working Conditions This process establishes the rate of pay for each factor for each benchmark job. Slight adjustments may need o be made to the matrix to ensure equitable dollar weighting of the factors.The other jobs in the organization are then compared with the benchmark jobs and rates of pay for each factor are summed to determine the rates of pay for each of the other jobs. Advantages The value of the job is expressed in monetary terms. Can be applied to a wide range of jobs. Can be applied to newly created jobs. Disadvantages The pay for each factor is based on judgements that are subjective. The standard used for determining the pay for each factor may have build in biases that would affect certain groups of employees (females or minorities). Job Evaluation: Methods: Point MethodPoint Method A set of compensable factors are identified as determining the worth of jobs. Typically the compensable factors include the major categories of: Skill Responsibilities Effort Working Conditions These factors can then be further defined. Skill Experience Education Ability Responsibilit ies Fiscal Supervisory Effort Mental Physical Working Conditions Location Hazards Extremes in Environment The point method is an extension of the factor comparison method. Each factor is then divided into levels or degrees which are then assigned points. Each job is rated using the job evaluation instrument.The points for each factor are summed to form a total point score for the job. Jobs are then grouped by total point score and assigned to wage/salary grades so that similarly rated jobs would be placed in the same wage/salary grade. Advantages The value of the job is expressed in monetary terms. Can be applied to a wide range of jobs. Can be applied to newly created jobs. Disadvantages The pay for each factor is based on judgments that are subjective. The standard used for determining the pay for each factor may have built-in biases that would affect certain groups of employees (females or minorities).Performance appraisal, also known as employee appraisal, is a method by which t he performance of an employee is evaluated (generally in terms of quality, quantity, cost and time). The roots of performance appraisal can be found in Frederick Winslow Taylors time and motion study[citation needed]. Performance appraisal is a part of career development. Performance appraisals are a regular review of employee performance within organizations. Generally, the aims of a scheme are: Give feedback on performance to employees. Identify employee training needs. Document criteria used to allocate organizational rewards.Form a basis for personnel decisions-salary (merit) increases,promotions, disciplinary actions, etc. Provide the opportunity for organizational diagnosis and development. Facilitate communication between employee and administrator. Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements. A common approach to assessing performance is to use a numerical or scalar rating system whereby managers are ask ed to score an individual against a number of objectives/attributes. Employees are also allowed the opportunity to assess the person (manager) at the same time.This is known as 360 ° appraisal. The most popular methods that are being used as performance appraisal process are: Management by objectives (MBO) 360 degree appraisal Thus performance appraisal is important for effective human resource management. Performance appraisal is a process of evaluating employee performance in order to guide and develop the employees potential. In many extension organizations which are government departments, the performance appraisal is nothing more than a confidential judgement of work done and a character report used to facilitate disciplinary action or promotion.The employees do not get feedback about their performance. Extension organizations need to have an open appraisal system to provide feedback and opportunities for open discussion with employees on their performance, because they have immense potential to grow and develop. This system can create a healthy working climate and employee motivation. The performance appraisal which aims at facilitating employee development has the following major purposes: (1) to provide feedback and guidance, (2) to set performance goals, (3) to identify training needs, and (4) to provide inputs for management of pay administration, rewards, and promotion.The steps involved in effective performance appraisal are (1) identification of key performance areas and setting yearly objectives under each KPA, (2) identification of critical attributes for effective performance, (3) periodic review of performance, (4) discussion of performance with employees, and (5) identification of training and developmental needs (Pareek ; Rao, 1992). Potential Appraisal The potential appraisal is a future-oriented appraisal by which the potential of an employee to occupy higher positions and to assume higher responsibilities is evaluated.The potential appr aisal can help the extension staff to know their strengths and weaknesses and can motivate them to further develop their skills. Thus the potential appraisal helps in planning overall career development of employees. Some of the techniques used for the appraisal are self-appraisals, peer rating, the management by objectives (MBO) approach, psychological test and simulated work exercises, case analyses, and leadership exercises.

Manifest Destinys meaning to American expansion

Manifest Destinys meaning to American expansion Manifest Destiny was a term that came to describe a widespread belief in the middle of the 19th century that the United States had a special mission to expand westward. The specific phrase was originally used in print by a journalist, John L. OSullivan, when writing about the proposed annexation of Texas. OSullivan, writing in the Democratic Review newspaper in July 1845, asserted our manifest destiny to overspread the continent allotted by Providence for the free development of our yearly multiplying millions. He was essentially saying the United States possessed a right granted by God to take territory in the West and install its values and system of government. That concept was not especially new, as Americans had already been exploring and settling westward, first across the Appalachian Mountains in the late 1700s, and then, in the early 1800s, beyond the Mississippi River. But by presenting the concept of westward expansion as something of a religious mission, the idea of manifest destiny struck a chord. Though the phrase manifest destiny may seem to have captured the public mood of the mid-19th century, it was not viewed with universal approval. Some at the time thought it was simply putting pseudo-religious polish on blatant avarice and conquest. Writing in the late 19th century, future president Theodore Roosevelt, referred to the concept of taking property in furtherance of manifest destiny as having been belligerent, or more properly speaking, piratical. The Push Westward The idea of expanding into the West had always been attractive, since settlers including Daniel Boone moved inland, across the Appalachians, in the 1700s. Boone had been instrumental in the establishment of what became known as the Wilderness Road, which led through the Cumberland Gap into the lands of Kentucky. And American politicians in the early 19th century, such as Henry Clay of Kentucky, eloquently made the case that the future of America lay westward. A severe financial crisis in 1837 emphasized the notion that the United States needed to expand its economy. And political figures such as Senator Thomas H. Benton of Missouri, made the case that settling along the Pacific would greatly enable trade with India and China. The Polk Administration The president most associated with the concept of manifest destiny is James K. Polk, whose single term in the White House was focused on the acquisition of California and Texas. Its worth nothing that Polk had been nominated by the Democratic Party, which was generally closely associated with expansionist ideas in the decades before the Civil War. And a Polk campaign slogan in the 1844 campaign, Fifty-four forty or fight, was a specific reference to expanding into the Northwest. What was meant by the slogan was that the border between the United States and British territory to the north would be at north latitude 54 degrees and 40 minutes. Polk got the votes of the expansionists by threatening to go to war with Britain to acquire territory. But after he was elected he negotiated the border at 49 degrees north latitude. Polk thus secured the territory that today is the states of Washington, Oregon, Idaho, and parts of Wyoming and Montana. The American desire to expand into the Southwest was also satisfied during Polks term in office as the Mexican War resulted in the United States acquiring Texas and California. By pursuing a policy of manifest destiny, Polk could be considered the most successful president of the seven men who struggled in the office in the two decades before the Civil War.  In that period between 1840 and 1860, when most occupants of the White House couldnt point to any real achievements, Polk had managed to greatly increase the territory of the nation. Controversy of Manifest Destiny Though no serious opposition to westward expansion developed, the policies of Polk and the expansionists were criticized in some quarters. Abraham Lincoln, for instance, while serving as a one-term Congressman in the late 1840s, was opposed to the Mexican War, which he believed was a pretext for expansion. And in the decades following the acquisition of western territory, the concept of manifest destiny has been continually analyzed and debated. In modern times, the concept has often been viewed in terms of what it meant to the native populations of the American West, which were, of course, displaced or even eliminated by expansionist policies of the United States government. The lofty tone which John L. OSullivan intended when he used the term has not carried into the modern era.

Estate Redevelopment Program of Brownfield Site in US Essay

Estate Redevelopment Program of Brownfield Site in US - Essay Example The existence of these incentives programs is made possible by the sole fact that the Brownfield program can help in boosting tax revenue, creating jobs, reducing environmental hazards, promoting general economic health and cleaning up neighborhood eyesores. Without a doubt, real estate redevelopment in any country is a complex undertaking. It doesn’t matter whether the land in question is either clean or contaminated, bottom line is that the processes of assembling land, financing, and planning of redevelopment encounters many challenges. There have been different responses to the reuse of contaminated property due to political, cultural and economic differences. Each nation has a different approach to Brownfield since it shaped by the degree to which it is burdened by properties which are contaminated, as well as other factors such as population density, land availability, historic preservation objectives, and other governmental priorities. But given the diversity of America n States and towns, these tools and approaches- to be modified as needed- may provide new ideas to practitioners within the United States. ...BEDI grant funds are emphasized on a particular use and primarily targeted for use on the redevelopment of Brownfields sites in economic development projects and the increase of economic opportunities for low and moderate income persons as part of the creation or retention of businesses, jobs, and increases in the local tax base. The stimulus for private sector parties and local governments to go on and foresee the redevelopment is the BEDI funds. They as well as continue phased redevelopment on brownfield sites where either potential or actual environmental conditions are known and there is an existence of redevelopment plans. There is an emphasis by the HUD on the use of BEDI and the section 108 loan guarantee funds to finance activities and projects that have the ability to produce results after a short while and bring about economic benefi ts. Applications on whose scope is limited to factors such as site acquisition, no immediately planned redevelopment or remediation are not encouraged by the HUD. Through the BEDI funds, enhancement of security and improvement of the viability of a project especially if it is financed with a new section 108 guaranteed loan commitments. The BEDI program is seen as a possible way to spur the return of brownfields to productive economic use through financial assistance to public entities in the redevelopment of brownfields. It as well enhances the security and improvement of the viability of a project which has the financing of section 108 guaranteed loan authorities. Hence, due to this, the BEDI grants must be used in conjunction with a new section 108 guaranteed loan commitment.

Finance for Business Decisions Essay Example | Topics and Well Written Essays - 1250 words

Finance for Business Decisions - Essay Example AMP Limited’s financial data of 2011 shows that the company has 949,037 shareholders with a total share capital of 2,854,672,784 ordinary shares. The total number of Employees that work under the banner of AMP Limited is 6000, with 4131 employed and self-employed planners and has a relationship with 6,000 independent financial planners (AMP 2012). The company has two major business units, the first works under the name of AMP Financial Services where 4100 aligned and employed planners provide services regarding income protection, disability and life insurance, superannuation and superannuation services for business, retirement income, selected banking products and financial advices to its customers based in Australia and New Zealand. The second unit AMP Capital is diversified investment managers, who invest in fixed interest, property, diversified funds, equities and infrastructure. Currently they are managing $123 billion in assets for those who believe in AMP Capital and their strategies of creating wealth for their clients. The growth is on going with the emergence into different countries worldwide. The merger between AMP with AXA Asia Pacific Holding in 2011 gave a boost to the growth of AMP Limited as being the strongest business of Australia and New Zealand enhancing their services while it creates a competitive force in the financial sector. The investment in AXA Pacific Holding has proved to be a strong policy for the company’s future growth as the merger has increased sales, company has become more competitive and an expanding advisory force. Based on the financial report the company maintains its payout ratio of 75 to 85 percent by announcing a dividend of 14 cents per share for the year 2011. However, the net profit attributable to shareholder of the company declined by 11% and reached $688 million compared to $775 million in 2010. The underlying profit shows 20% increase of $909 million than the previous year, as the 9 months contribution

Media and Teen's Body Image Essay Example | Topics and Well Written Essays - 1500 words

Media and Teen's Body Image - Essay Example Media creates a negative body image of young girls portraying and popularizing 'very thin" models and distorted bodies. Such displays undo associations of femininity with excess, over-indulgence and lack of control. Women with eating disorders are merely the extreme version of the widespread desire for 'a slender body' prompted by the opposition in consumer culture between discipline and excess. Bordo (1989), one of the most popular feminist writers and critics, suggests that eating disorders characterize the modern western 'self'. In this case, media becomes the most influential source of information which forms tastes and preferences of young girls. Following Holmstrom (2004): Research has shown that a discrepancy between the "actual" self (attributes you and others believe you possess) and the "ideal" self (attributes you or others believe you should possess) can produce negative emotional states such as sadness, discouragement, and depression. An average [girl] may be discouraged by the discrepancy between her body and that of the media ideal" (196). Statistical results vividly portrays that the incidence of bulimia nervosa (one to two per 100 women) and anorexia nervosa (one per 1,000 women) of western women suggests a social pathology (Gauntlett 78). Also, a survey of readers of the popular magazine, Vogue, suggested that almost 15 % of 25- to 24-year-old respondents were anorexic or bulimic. These results correlated with respondents' extreme concern about their body images, self esteem and ability to cope with stress (Gauntlett 80). Young girls over-estimated their own body size and identified over-thin models as their ideal body shape. Increasingly, analysis of anorexia has been linked to feelings of powerlessness. Critics (Snow 187) underline that what begins as a refusal to be part of the power structure becomes a form of power and control in the behavior itself. For many girls, 'ideal' body images represent adulthood and independence. Bordo (1989) argues that media practices produce self-regulating 'female subjects' through the demonstration of control over the physical body (29). Through processes of self-monitoring and self-regulation of the body, multiple demands and conflicts placed upon it could be accommodated. Bordo states that the 'preoccupation with the "internal" management of the body is produced by instabilities in the "macroregulation" of desire within the system of the social body (Bordo 1989, 96). Media depicts and popularizes an ideal body image which becomes standards for many girls. Femininity is constructed as a process of selecting an ideal image and adapting available clothing and cosmetics to realize an approximation to that ideal (Gauntlett 28). Attributes of femininity are also shaped by the

Market Model Patterns of Change (Apple) Assignment

Market Model Patterns of Change (Apple) - Assignment Example The company issued a statement describing Apple demand for a 30 percent cut of the 20 percent it gets from each sale as "economically untenable," adding that it would be collaborating with our market peers in determining an appropriate legal and business response to this latest development. The point is, Apple is no longer the no-hoper it was during the Mac-vs.-Windows wars of the 80s and 90s.In fact, in many markets -- particularly those supported by the iTunes/iOS ecosystem -- Apple is more powerful than Microsoft ever was since it controls the hardware, the OS, the online store, and the terms by which third parties can do business in its space. Apple, in turn, might define the market to comprise all digital and print media and counter that any issuer not happy with Apple terms is free to still reach its customers through much other print and digital outlets. IOS applications cannot be distributed anywhere other than the Application Store. Mac applications can be bought via the Application Store or online or in a store. Ever wonder if maybe this is a good idea? Look at what is happening with Windows viruses; they get installed on your computer through the internet in a shady manner. While we have gotten used to having and living with this risk on a PC, I absolutely do not want someone or their software to take over my cell phone (directing me to the wrong place on a map, calling 911 on its own, calling some guy in Kazakhstan, sending text messages, tracking me in real time, sending e-mails to my boss and taking all my stored passwords)!!! What a fantastic target it could be while it roams around with you, seeing different access points and other users on the network at Starbucks or your college campus or even simply on the carrier’s data network.