Adolf Hitler Conspiracies Essay Example for Free

Adolf Hitler Conspiracies Essay Did Adolph Hitler really commit suicide on April 30, 1945? Hitler is believed to have poisoned and shot himself along with his newlywed wife, Eva Braun, on April 30, 1945 while in an underground bunker in Berlin. Then, Hitler and his wife’s body were burned outside the bunker. However, many questioned whether this really happened so they have conspiracies on Hitler’s death. Three main conspiracies that really challenge Hitler’s suicide are that the skull found in the bunker did not belong to him, no shots were heard by bystanders in the bunker, and he had an imposter kill himself. So Hitler’s death may have been a hoax due to the evidence from several sources, showing that Hitler may have never committed suicide in that bunker and he had escaped from Germany. The skull that was believed to be Hitler’s, which was taken by the Russian army and preserved by Soviet intelligence, is now proven by DNA analysis to be of a woman under 40 years old. The bodies of Hitler and Eva Braun, Hitler’s wife, after they died, were said to have been wrapped in blankets and carried to the â€Å"garden outside the bunker, placed in a bomb crater, doused with petrol and set ablaze† (Fresh Doubts over Hitlers Death†¦Ã¢â‚¬  3). However, Stalin, who was suspicious about Hitler’s fate, had the Russian forensics team dig up Hitler’s body, but a part of the skull was missing. The Russians eventually found the other fragment to make ensure Hitler’s death. However, American researchers were finally able to examine the skull fragment after it had been under strict possession of the Soviets. The researchers found out the skull fragment belonged to a women under 40 years old because in their DNA analysis of the skull they found that â€Å"the bone seemed very thin; male bone tends to be more robust. Also the sutures where the skull plates come together seemed to correspond to someone under 40† (Fresh Doubts over Hitlers Death†¦Ã¢â‚¬  2). But Hitler was 56 in April 1945 so the skull could not have belonged to him. Braun was believed to have been killed as well so the skull fragment could belong to her and she was 33 years old when she died. Overall, Hitler’s suicide has been greatly challenged by this astonishing discovery about the skull fragment believed to be Hitler’s. Skull Fragment Believed to Belong to a Woman, not Hitler (Fresh Doubts over Hitlers Death..† 1) Nobody actually saw Hitler shoot himself on April 30, 1945. The guards near the bunker claimed they heard nothing, but many of them withdrew their claims because they said Allied interrogators pressured them into saying that. Also some people who claimed to have heard the shot weren’t even there. Otto Gunsche, Hitler’s SS adjutant, claimed to have been in the conference room with Nazi Party Secretary Martin Bormann and Propagnda Minister Josef Gobbels when he heard the shot, and then he claimed they â€Å"rushed to the anteroom with Gobbels in lead† (Adolf Hitler Death and Survival Myths 2). However, Rattenhuber, commander of Hitler’s SS guards claimed that Gunsche was already in the anteroom when he arrived. So Gunsche could’ve helped Hitler escape from the bunker without anyone else knowing. Also Hitler’s chauffeur Erich Kempka and former Reich Youth leader Artur Axmann claimed that they saw a body being carried out of the bunker â€Å"which was wrapped in blanket and was dressed in Hitler’s trousers, shoes and socks†, but they didn’t get a valid identification of Hitler. If no one actually physically saw or heard Hitler shoot himself, how do they know he really shot himself ? Layout of Hitler’s Bunker (Navona Numismatics..† 1) Most of the conspiracies on Hitler’s death have to do with him having a double. Around 2 P.M on April 30, 1945, Hitler had a strange conversation with his personal pilot, Hans Baur. Baur begged Hitler to escape to Argentina, to Japan, or to an Arab country, but Hitler responded â€Å"I am ending my earthly stay.† (Adolf Hitler Death and Survival Myths 2). Notice Hitler said â€Å"earthly stay† instead of â€Å"life† which implies that Hitler was no longer going to be on Earth or that he was planning some sort of escape. Between 2:30 P.M and 3 P.M, Gunsche made a phone call to Kempka and asked him for two hundred liters of gasoline to be at the entrance of the Fuhrerbunker. Notice that Hitler did not make the phone. Could this have meant Hitler had already escaped and his double filled in his place? The Russian’s photo of Hitler’s corpse was indeed not Hitler, it was his double, or Doppelganger, Gustav Weber , who was executed with a gunshot to the forehead, and it’s obvious that it’s not Hitler because Hitler shot himself in the temple. Russian photo of â€Å"Hitler Corpse† (Adolf Hitler Death and Survival Myths 4). Adolf Hitler’s suicide on April 30, 1945 has been challenged by these three conspiracies: the skull found in the bunker did not belong to him, no shots were heard by bystanders in the bunker, and he had an imposter kill himself. In the first conspiracy, researchers were able to examine the skull that was believed to belong to Hitler, but after a DNA analysis of the skull, they found out that the skull belonged to a female under the age of 40 due to its thickness and structure. Then in the second conspiracy, Hitler’s bodygurads and comrades who were in the bunker with him claim to have never saw or heard the gunshot from Hitler’s suicide. In the final conspiracy, Hitler was believed to have a double take his place and commit suicide while he escaped out of the bunker. All three of the conspiracies have valid and credible evidence so if they are true, then Adolf Hitler may have indeed faked his death and escaped from Germany on April 30, 1945.

Babies Killing Babies :: essays research papers

BABIES KILLING BABIES National Institute of Mental Health: Thinking About Violence in Our Schools Office of The Surgeon General: Youth Violence Two teenagers entered a high school in Colorado and opened fire on their classmates. The young gunmen end their lives, but not before taking the lives of fifteen students, and injuring twenty, finalizing the tragedy. In recent years we have experienced a rampage of violence in our schools. Researchers have yet to pinpoint the answer to this plague of violent disorders. The National Institute of Mental Health, and The Office of the Surgeon General have focused their research to the areas of stages of violence development, prevention and intervention, and methods of identifying the most effective treatments. Studies by the Office of the Surgeon General have concluded that there are two paths for the materialization of youth violence. One is identified at an early age of puberty, the other in the adolescent stage. The research shows that if there is violence demonstrated in the early childhood stage of a child, the degree of violence in the child rises, as the child grows older, concluding in severe violent behavior. The group that is said to be in the early-onset group, or before puberty, is said to have a greater and more serious number of violence incidents during the adolescent years. This also leads to a determining factor for violent behavior during their adulthood, (see research by Stattin and Magnusson, 1996; and Tolan and Gorman-Smith, 1998). Research has shown that violence offenses committed by young men, between the ages of sixteen or seventeen, can be traced back to their puberty stage (D’Unger et al., 1998; Elliot et al., 1996; Huzinga et al., 1995; Nagin and Tremblay , 1999; Patterson and Yoerger, 1997; Stattin and Magnusson, 1996). This is proof that the majority of offenders began their violent behavior during the younger years. However, the study also shows that those who began in the puberty stage did not commit the most serious and persistent acts of violence; moreover, by those who’s violent behavior began during adolescence. The study also concludes that there is very little support to the claims that youth violence can be easily identified at an early age. We can see an example of this in the violent shootings that took place in Jonesboro, Arkansas; where two boys, ages eleven and thirteen years old, opened fire during a false fire alarm, killing four girls and one teacher.

Case Analysis: Staffing Wal-Mart Stores Essay

Wal-Mart has been ranked in the Fortune’s list of the top 100 companies to work for in the United States (Mark, 2003). Wal-Mart had increased their workforce from 1996 to 2001 by almost 50 percent, of which the percentage of women decreased from 67 percent to 64 percent during this time. Wal- Mart had used a hierarchical human resources (HR) structure that consisted of several levels of management, divisions, and regions. â€Å"In 2001, management employees earned about $50,000 on average while hourly employees earned $18,000† (Mark, 2003). Wal-Mart’s â€Å"Division One† had over 2,600 stores which were organized in five or six divisions, with five or six regions within their given area, and 80 to 85 stores within each region (Mark, 2003). Policies were set on a computer-based information system that employees could access at any time, along with watching videos on the company’s history, and reading the associate handbook. Promotions were given based on performance evaluations and requirements. Certain allegations were made that Wal-Mart was more male oriented in higher-level positions, and overall hiring more men than women. Wal-Mart created a goal to make the percentage of women employees 50 percent of the workforce. A problem exists in that Wal-Mart has fought off any organizing attempts of unions by their employees, which limits employees’ influence on policies and company process’s. This problem filters down to the hiring and promotional process that occurs within the company. As stated in the case study, â€Å"†¦from date of hire until first being promoted to an assistant manager was 4.38 years for women and 2.86 years for men. For store managers, the times were 10.12 years and 8.64 years respectively† (Mark, 2003). From the numbers, men were promoted faster than women, but Wal-Mart states that promotions were given based on performance evaluations. Furthermore, it was stated store managers filled positions with lateral moves and waiving minimum requirements as a way of bypassing the process (Mark, 2003). Wal-Mart published documents to reflect how committed they are to fair practices. On the flip side, the public can now scrutinize Wal-Mart by using their public reports against them. A public article stated, â€Å"women associates had stated that Wal-Mart supervisors told them that men were paid more because they had families† (Mark, 2003). Included in the same article was a Wal-Mart official that admitted to writing that customers should feel as if they can trust Wal-Mart employees â€Å"with their wife and their wallet† (Mark, 2003). Additional information would have to be offered pertaining to the required practices and process’s Wal-Mart has in place for the hiring of employees and promoting employees from within the company. Does Wal-Mart have a policy where an entry-level employee can be hired, and managers and supervisors are promoted from within the company? Surveys and reports taken from current employees for their thoughts on the numbers of men to women in various positions will help with determining where and how severe the problem is. Why is Wal-Mart continuously voted one of the best company’s to work for if there was a serious problem internally? Possible solutions to the problem can range from having more People Division (HR) employees to oversee a smaller number of stores, to filtering public reports that may potentially create a negative perception of the company. Implementing more People Division employees within each region will allow more attention to be given for each store. Wal-Mart looks to move towards making their employment equity record balanced. This is apparent when taking into consideration the numerous letters to managers to push for making the numbers of men to women more equal. Wal-Mart can filter applications submitted and have them separated and reviewed on an as needed basis on what gender is needed more at a specific store. Rank the applications per region based on specific qualifications and gender. Then rank the region and the stores within this region on which store needs more women or men employees. For promoting employees, a minimum requirements list should be associated with each job position. A series of events should happen for each promotion beginning with the supervising manager and ending with the People Division Executive Vice President. Possible candidates are nominated and then screened by higher-level management along with those that apply. Only employees that meet all the requirements should be considered. Regional management will have the biggest influence on the hiring or promotion of an employee since they are ultimately responsible for that region. To be equal to all candidates applying for a given promotion, a test or jeopardy style game should be played and the winner is given first chance to take job. The test and game questions will pertain to company policies, job duties, and associate handbook information. Another solution would be for the employees to form a union. This would give the employees some power to fight for their working rights. Unionizing the employees would give them some power to make sure all employees were treated fairly within their workplace. Adding more people to the People Division will increase employee expenses for the company. Also, the addition of more People Division employees will create more training to be done and could take People Division employees away from their daily responsibilities. On the other hand, the addition of more People Division employees could help with balancing out a gender issue and hiring more of one gender than the other. More People Division employee’s means that you can have more HR employees present at more stores at one time. This will help with moving towards employment equity faster and mitigating any problems quicker. This may be the best solution for Wal-Mart and maintaining their reputation for being one the best companies to work for. As for the filtering of applications, having minimum requirements set for each job, and regional management having a large influence on the decision for who gets promoted, this would all cause more attention for them. Filtering applications may already be done, but this can lead to being accused of discrimination. Wal-Mart stating that they â€Å"urge† their supervisors to correct any inequalities in the store that pertain to gender is already a basis for being accused of gender discrimination. A store has fewer women than men and the store hires women to balance it out. The men are being discriminated now. An employee of a specific gender is promoted to balance out the men to women ratio amongst regional and store managers. That is still discrimination towards the opposing gender. It would be a lose-lose situation for Wal-Mart. Holding a test and a jeopardy style game could be a viable screening act to allow the most knowledgeable, company savvy person to be first in line for the promotion. The questions will pertain to specific company policies, job duties and responsibilities, and associate handbook. The negative part of this would be creating a competitive environment that can distract employees from their job. Also, time would have to be taken to allow for the taking of the test and the playing of the game, and the possibility of several promotions at the same time would pose a problem. The formation of a union for the Wal-Mart employees would have great benefits for them, but possible negative aspects at the workplace. Being unionized means that the employees would make less money due to union dues, but could have better benefits and more job security. Wal-Mart holds the power by keeping unions out and keeping the power to make decisions without possible employee strikes. Hiring or implementing more People Division employees would play as the best solution for the problem. Increasing the amount of â€Å"eyes† the People Division have in the stores will help with the hiring and promoting of employees to be done quicker. Having more People Division employees means more time at stores and with employees educating them on issues at the workplace, company culture, and the process’s that the company has in place. Rather than regional and area managers visiting every few weeks, there would be a People Division employee visiting a few times a week. The new People Division employees could put more policies in place due to the familiarity of the stores. These policies will be enforced more having the HR employee present more often. This could also alleviate the perception of customers and employees that think men are promoted more based on their gender. Specific requirements are present with each job position and the best candidate for that position would get it. Performance evaluations can help validate a manager’s decision on which he/she nominates to be promoted. A man or woman who are both in the running for the same position, and they both meet the requirements and have similar performance evaluation reports, the person that has been with the company the longest will then be chosen. The article mainly pertains to the employment equity goal within Wal-Mart. Wal-Mart’s constant push against the employees unionizing has allowed them to expand, become the low price leader, and keep company costs low. References Mark, K. (2003). Staffing Wal-Mart Stores, INC. (A) [case study]. Ivey Management Services. Mark, K. (2003). Staffing Wal-Mart Stores, INC. (B) [case study]. Ivey Management Services.

Management - 1019 Words

On-Line Therapy BSHS 352 On-Line Therapy Like most traditional therapies, online counseling and support could have various effects on various people. Most of those who need mental health services, they have varying personal needs and not everyone could benefit from an online support. There are also people that would find what they are looking for on online mental health services. They are also who would feel more comfortable finding restorative assistance at their own homes rather than typical doctor’s visit. In the Stress Group website, an individual could find essential information in various categories such as depression, anger management, anxiety, counseling and therapy,†¦show more content†¦The online support group works similarly with the traditional group therapy discussions wherein the basic organizational structure and regulations are still in effect without the need to go personally into the sessions. DBSA informs their clients that just like the traditional therapy meetings, client s in online sessions are guaranteed confidentially. Whatever things that has been said in online sessions, stays within the group. It is similar in meeting for Alcoholics Anonymous (DBSA, 2011). Nowadays, there are no existing laws in California that prohibit professionals from offering online services to their clients. However, the time would come wherein certain regulations would be implemented as to what types of services would be provided online. When such a time would come, online therapy sessions would become more accepted as a way of acquiring mental health service (Leslie, 1999). However, Minnesota has promulgated an internet therapy committee which consists of professional therapist, who started to be more aware that the online therapy sessions are becoming more popular. 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