Nazism :: essays research papers

Nazism was the ideology held by the National Socialist German Workers Party (Nationalsozialistische Deutsche Arbeiterpartei, commonly called NSDAP or the Nazi Party), which was led by its "FÃ ¼hrer", Adolf Hitler. The word Nazism is most often used in connection with the dictatorship of Nazi Germany from 1933 to 1945 (the "Third Reich"), and it is derived from the term National Socialism (German: Nationalsozialismus, often abbreviated NS). Adherents of Nazism held that the Aryan race were superior to other races, and they promoted Germanic racial supremacy and a strong, centrally governed state. Nazism has been outlawed in modern Germany, yet small remnants and revivalists, known as "Neo-Nazis", continue to operate in Germany and abroad. Originally, Nazi was invented by analogy to Sozi (a common and slightly pejorative abbreviation for socialists in Germany). The original Nazis from the era of the Third Reich probably never referred to themselves as "Nazis" and generally always as "National Socialists", since Nazi was most commonly used as a pejorative term. Currently some Neo-Nazis also use it to describe themselves. There is a very close relationship between Nazism and Fascism. Since the term Nazism is normally used to refer to the ideology and policies of Nazi Germany alone, while Fascism is used in a broader sense, to refer to a wider political movement that exists or existed in many countries, Nazism is often classified as a particular version of Fascism. According to Mein Kampf (My Struggle), Hitler developed his political theories after carefully observing the policies of the Austro-Hungarian Empire. He was born as a citizen of the Empire, and believed that ethnic and linguistic diversity had weakened it. Further, he saw democracy as a destabilizing force, because it placed power in the hands of ethnic minorities, who he claimed "weakened and destabilize" the Empire, by dividing it against itself. The Nazi rationale was heavily invested in the militarist belief that great nations grow from military power, which in turn grows "naturally" from "rational, civilized cultures." Hitler's calls appealed to disgruntled German Nationalists, eager to save face for the failure of World War I, and to salvage the militaristic nationalist mindset of that previous era. After Austria's and Germany's defeat of World War I, many Germans still had heartfelt ties to the goal of creating a greater Germany, and thought that the use of military force to achieve it was necessary. Many placed the blame for Germany's misfortunes on those, such as Jews and communists, whom they perceived, in one way or another, to have sabotaged the goal of national victory, by obtaining a stranglehold on the national economy, and using the nation's own resources to control and corrupt it.

Recruiting, Selecting, Orienting, and Training

| |Recruiting |Selecting |Orienting |Training | | | | | | | | | | | | | | |Company’s Web site |Job interview by human resources |Explanation of the |Apprenticeship training | | | |department |organization’s levels of | | | | | |authority | | | | |>>Interested applicants will be | |>> A supervised training and | | |>>Most large companies have their |interviewed as initial screening |>>A large company organization |testing of a new employee is very | | |own websites which usually |by the human resource department. |usually has the hierarchy of |common in large companies. Some | | |includes a section for job |Prescreened applicants will go |the authorities. The new |large companies even require | | |opportunities. Online job |through supervisor’s interview for|employee must be aware of the |apprenticeship training as a | | |application has become a popular |selection. The interview will be |certain level of authority and |requirement prior to signing of | | |method of recruitment. Interested |either a structured where the |the organization. This is |the work contract. An employee is | | |applicants who meet the |questions re prepared or |usually done by the human |trained and tested for a specified| | |requirements can post an |unstructured interview where |resource department or a |minimum period of time until the | | |application and the specified |random questions are often asked. |representative from the higher |desired work skills are achieved. | | |requirements. The human resource | |authorities. An employee who fails to show | | |department may choose or contact | | |satisfactorily may possibly be | | |the candidates for screening | | |disqualified from the job. | | |interview and list candidates for | | |Training is usually carried out by| | |final interview by the supervisor. | | |designated personnel in | | | | | |coordination with human resources | | | | | |department. | | | | | | | | | | | | | | | | | | |Large company | | | | | | | | | | | | |Class ified ads in newspaper |Job interview by immediate |Rules, regulations, policies, |Computer-assisted instruction | | | |supervisors |and procedures |(CAI) | | |>>Classified ads are frequently | | | | | |used by large companies as a |>>Pre-screened qualified |>> Large companies have a set |>> Computer assisted instruction | | |recruitment tool. The human |candidates will be interviewed by |rules, regulations, policies, |is similar to programmed | | resource department gets in |the supervisor for final |and procedures which is very |instruction but in more modernized| | |contact with certain newspapers to|employment decision. Immediate |important for any new employee |technology. Materials and | | |post the vacant post with few |supervisors are usually involved |to know. This usually is given |processes and relevant | | |details of the required employee |in final hiring of prospective |priority during the orientation|instructions are computer-based | | |to fill in the vacancy. |applic ants subject to approval of |period as any employee needs to|where the new employee are | | | |the higher authorities. work according to the company’s|required to read and review the | | | | |standards and in accordance to |instructions and answer the | | | | |the set guidance. |related questions after looking at| | | | | |the materials. Some | | | | | |computer-assisted instructions are| | | | | |sometimes internet-based. This | | | | | |instruction is done by human | | | | | |resource department or designated | | | | | |personnel. | | | | | | | | |State or private employment |Screening by state or private |Skills training |Classroom training | | |agencies |employment agency | | | | | | | | | | |>>Some large company gets in | | | | |>>Many large companies use |contact with state or private |>>Large companies follow their |>> Classroom training which is | | |employment agencies to hire for |employment company for hiring a |set standards and the |common in large companies is | | |needed employee. Employment |staff who is already prescreened |accomplishment of these is only|usually a continuation of | | |agencies have their screening |based on agency tools. Human |achieved if the employees use |orientation. It includes lectures,| | |method for choosing skillful |resource department gets in |their skills accordingly. To |exercises, visual presentations, | | |applicants. The human resource |contact with th e agency to hire an|ensure accomplishment of the |and skills enhancement activities. | |department gets in contact with |employee which is usually placed |company standards, though the |The human resource department | | |employment agencies to bring in |on temporary contract terms. |newly hired staffs are |usually organizes the training | | |some of the prescreened skillful | |skillful, skills training |with coordination of related | | |employees. | |remain a basic part of |department and designated | | | | |orientation. Skill training is |personnel. Some part of | | | | |usually done by the education |orientation program, | | | | |or staff development department|apprenticeship training, and other| | | | |in collaboration with the human|related program such as safety | | | | |resource department. |program are usually incorporated | | | | | |in classroom training. | | | | | | | | | | | | | |Job postings within the company |Employment tests |Job functions and |On-the-job training(OJT) | | | | |responsibilities | | | |>>This is usually done by human | | |>>On the job training is usually | | |resource department posting the |>> Employment tests which is also |>> Small companies usually have|implemented by small companies | | |details of the requirements for |conducted by large companies, is |short and simple orientation |especially when no formal training| | |the vacant post. Interested |commonly used by small companies |program for the new employees. |is offered by a company. | | |applicants will then contact the |as well. The test is usually given|Rules and regulations are |On-the-job training is simple and | | |human resource department for more|by company supervisor if human |usually not exhaustive and |is usually done by designated | | |information and application |resource department is not |orientation requires very basic|staff as the mentor of the new | | |requirements. |available. The results of the test|things. Job functions and |employee or by the supervisor | | | |will take a part in hiring |responsibilities however are |himself/herself. Any regular staff| | | |decision. |usually among the main |can also do the on-the-job | | | | |priorities in orientation. |training through accidental | | | | | |teaching while at work. | | | | | | | | | | | | |Small Company | | | | | | | | | | | | |Employee referrals |Employment applications |Introduction to fellow workers |Job rotation, or cross-training | | | | | | | | | |>> Employment application is a |>>Working in small companies |>> Job rotation or cross training | | |>> Employee referral is very |universal tool used by all |requires establishment of good |is a very common training practice| | |common in small company |companies. The small companies |rapport among all the workers. |in small companies, though it is | | |recruitment. Trusted employees |particularly those with limited |Introduction of a new employee |also observed in large companies. | |usually spread out the news of job|facilities largely depend on |to fellow workers is much |Job rotation maybe on monthly, | | |vacancy to any of his /her |written employment applications |highlighted in small companies |bimonthly or at any specified | | |contacts and recommend a |along with other required |as compared to large companies. |period basis. Job rotation and | | |prospective candidate to the |employment certificates. |It is not surprising for small |cross training is usually aimed at| | |employer. A major drawback on this|Applications are usually reviewed |company to throw a welcome |developing staff that can be | | |process s that referrals are |by company supervisor or human |party to a new employee during |placed at any job that has staff | | |sometimes not based on skills or |resource department if available. |the formal introduction. |deficiency such as during any the | | |what they know but on who they | |Introduction is usually done by|absence or leave of some s taff. | | |know. | |the department head or a | | | | | |designated staff. | | | | | | | | |Job bidding |Resumes |Benefits and compensation |Programmed training | | | | | | | | | | |>> Small companies may or may | | | |>>Job bidding is very common in |>>Resume which is also universally|not state the benefits and |>> Programmed written instructions| | |small companies mostly based on |required by most companies large |compensation in the written |are usually provided to new | | |seniority, job skills, and other |or small, is often one of the main|contract. The details of the |employee. A time is provided for | | |qualifications that give certain |bases of small companies in |benefits and compensation are |the new employee to read and | | |employee advantage over the |selection of applicants. Small |therefore usually included as a|review all the instructions in | | |others. Senior and highly |companies are usually not |part of orientation. This is |materials provided. A programmed | | |qualified employees usually bid |exhaustive in conducting |usually done by the company |training is usually done by the | | |for higher vacant positions. interviews and most of the time |supervisor or human resource |company supervisor or designated | | | |after careful review of resume |department if available as part|personnel. The employee considered| | | |with the supporting documents, |of orientation. |to be on training will be required| | | |applicants are chosen for final | |to answer questions based on the | | | |interview. | |materials provided thereafter. |

Utilitarianism, Deontology and Virtue

Anthony B. FieldingUtilitarian, Deontological, and Virtue ethics The concept of utilitarianism is closely related to the philosophy of consequentialism. Basically this means that the moral and ethical value of a person’s action should be judged by the consequence of that action. Utilitarianism is believed to be the most important of the three ethical theories because it has helped shape our world’s politics, economics, and public policy. This ethical theory explains to us that we can determine the ethical significance by judging the consequence of that act.So basically I understand utilitarianism as; what is good for the majority is just and that happiness is the ultimate goal. An example of my own would be; the utilitarian would say that if six people were trapped on an island, two adult males and four small children with enough food to last two days if they all ate, but if the men did not eat, there would be enough for the children to eat for a week, it is ok for two men to starve to death if it meant that four children would live long enough to be rescued.Bound by our duties, walk the walk, and practice what you preach, the deontologist’s view of ethics. Contrary to utilitarianism, deontology says that there are some things that we should or should not do regardless of the consequence. Law enforcement officers wear a badge of honor ‘To serve and protect. ’ This motto is definitely one that describes deontology. Another popular slogan we hear is â€Å"Be all you can be. † This duty is demonstrated by our U. S. Army. A bodyguard’s duty is to protect his employer to the extent of endangering his own life.Virtue ethics questions how we should live our lives. A person is judged by his character and not by the actions he may uncommonly choose. Character building takes a lot of work. Character is introduced to us at a very young age by many sources, parents, grand-parents and teachers just to name a few. To me, virtue ethics can be confused as ‘do as I say and not as I do. ’ A person that practices virtue ethics may work for a company that sells automatic machine guns, but teach in his home that guns are bad.