Was Adolf Hitler a Socialist

The Myth: Adolf Hitler, instigator of World War II in Europe and driving force behind the Holocaust, was a socialist. The Truth: Hitler hated socialism and communism and worked to destroy these ideologies. Nazism, confused as it was, was based on race, and fundamentally different from class-focused socialism. Hitler as Conservative Weapon Twenty-first-century commentators like to attack left-leaning policies by calling them socialist, and occasionally follow this up by explaining how Hitler, the mass murdering dictator around whom the twentieth century pivoted, was a socialist himself. There’s no way anyone can, or ever should, defend Hitler, and so things like health-care reform are equated with something terrible, a Nazi regime which sought to conquer an empire and commit several genocides. The problem is, this is a distortion of history. Hitler as the Scourge of Socialism Richard Evans, in his magisterial three-volume history of Nazi Germany, is quite clear on whether Hitler was a socialist: â€Å"†¦it would be wrong to see Nazism as a form of, or an outgrowth of, socialism.† (The Coming of the Third Reich, Evans, p. 173). Not only was Hitler not a socialist himself, nor a communist, but he actually hated these ideologies and did his utmost to eradicate them. At first this involved organizing bands of thugs to attack socialists in the street, but grew into invading Russia, in part to enslave the population and earn ‘living‘ room for Germans, and in part to wipe out communism and ‘Bolshevism’.   The key element here is what Hitler did, believed and tried to create. Nazism, confused as it was, was fundamentally an ideology built around race, while socialism was entirely different: built around class. Hitler aimed to unite the right and left, including workers and their bosses, into a new German nation based on the racial identity of those in it. Socialism, in contrast, was a class struggle, aiming to build a workers state, whatever race the worker was from. Nazism drew on a range of pan-German theories, which wanted to blend Aryan workers and Aryan magnates into a super Aryan state, which would involve the eradication of class focused socialism, as well as Judaism and other ideas deemed non-German. When Hitler came to power he attempted to dismantle trade unions and the shell that remained loyal to him; he supported the actions of leading industrialists, actions far removed from socialism which tends to want the opposite. Hitler used the fear of socialism and communism as a way of terrifying middle and upper-class Germans into supporting him. Workers were targeted with slightly different propaganda, but these were promises simply to earn support, to get into power, and then to remake the workers along with everyone else into a racial state. There was to be no dictatorship of the proletariat as in socialism; there was just to be the dictatorship of the Fuhrer. The belief that Hitler was a socialist seems to have emerged from two sources: the name of his political party, the National Socialist German Worker’s Party, or Nazi Party, and the early presence of socialists in it. The National Socialist German Worker’s Party While it does look like a very socialist name, the problem is that ‘National Socialism’ is not socialism, but a different, fascist ideology. Hitler had originally joined when the party was called the German Worker’s Party, and he was there as a spy to keep an eye on it. It was not, as the name suggested, a devotedly left-wing group, but one Hitler thought had potential, and as Hitler’s oratory became popular the party grew and Hitler became a leading figure. At this point ‘National Socialism’ was a confused mishmash of ideas with multiple proponents, arguing for nationalism, anti-Semitism, and yes, some socialism. The party records don’t record the name change, but it’s generally believed a decision was taken to rename the party to attract people, and partly to forge links with other ‘national socialist’ parties. The meetings began to be advertised on red banners and posters, hoping for socialists to come in and then be confronted, sometimes violently: the party was aiming to attract as much attention and notoriety as possible. But the name was not Socialism, but National Socialism and as the 20s and 30s progressed, this became an ideology Hitler would expound upon at length and which, as he took control, ceased to have anything to do with socialism. ‘National Socialism’ and Nazism Hitler’s National Socialism, and quickly the only National Socialism which mattered, wished to promote those of ‘pure’ German blood, removing citizenship for Jews and aliens, and promoted eugenics, including the execution of the disabled and mentally ill. National Socialism did promote equality among Germans who passed their racist criteria, and submitted the individual to the will of the state, but did so as a right-wing racial movement which sought a nation of healthy Aryans living in a thousand year Reich, which would be achieved through war. In Nazi theory, a new, unified class was to be formed instead of religious, political and class divides, but this was to be done by rejecting ideologies such as liberalism, capitalism, and socialism, and instead pursue a different idea, of the Volksgemeinschaft (people’s community), built on war and race, ‘blood and soil’, and German heritage. Race was to be the heart of Nazism, as opposed to class-focu sed socialism.​ Before 1934 some in the party did promote anti-capitalist and socialist ideas, such as profit-sharing, nationalization and old-age benefits, but these were merely tolerated by Hitler as he gathered support, dropped once he secured power  and often later executed, such as Gregor Strasser. There was no socialist redistribution of wealth or land under Hitler—although some property changed hands thanks to looting and invasion—and while both industrialists and workers were courted, it was the former who benefitted and the latter who found themselves the target of empty rhetoric. Indeed, Hitler became convinced that socialism was intimately connected to his even more long-standing hatred—the Jews—and thus hated it even more. Socialists were the first to be locked up in concentration camps. It’s worth pointing out that all aspects of Nazism had forerunners in the nineteenth and early twentieth centuries, and Hitler tended to cobble his ideology together from them; some historians think that ‘ideology’ gives Hitler too much credit for something which can be hard to pin down. He knew how to take things which made the socialists popular and apply them to give his party a boost. But historian Neil Gregor, in his introduction to a discussion of Nazism which includes many experts, says: â€Å"As with other fascist ideologies and movements, it subscribed to an ideology of national renewal, rebirth, and rejuvenation manifesting itself in extreme populist radical nationalism, militarism, and—in contradistinction to many other forms of fascism, extreme biological racism†¦the movement understood itself to be, and indeed was, a new form of political movement†¦the anti-Socialist, anti-liberal, and radical nationalist tenets of Nazi ideology applied particularly to the sentiments of a middle class disorientated by the domestic and international upheavals in the inter-war period.† (Neil Gregor, Nazism, Oxford, 2000 p 4-5.) Aftermath Intriguingly, despite this being one of the most clear-cut articles on this site, it has been by far the most controversial, while statements on the origins of World War I and other actual historical controversies have passed by. This is a sign of the way modern political commentators still like to invoke the spirit of Hitler to try to make points.

Applications of The Prince, by Machiavelli in the...

The Prince, by Machiavelli, expresses principles on how a prince is expected act is directly applied through Shakespeare’s characters in his play, MacBeth. The more vital principle to any prince is how to avoid being hated at all costs. The other includes the correct use of clemency and cruelty, as well as if it is better to be loved or feared. MacBeth and Duncan illustrate the polar sides of the principles Machiavelli presents. MacBeth represents a corrupt prince through the the misuse of cruelty, killing those who present themselves as threats. Duncan shows, through his naive nature, that it is better to be feared than loved. Through Machiavelli’s applied principles in MacBeth, it’s simple to analyze how a proper prince†¦show more content†¦Even though they associate themselves through contradictory manners, they demonstrate what a prince should avoid when ruling. After receiving the crown, Macbeth rules with characteristics that belong to a tyrant whi ch created fear in his people. In Act 3, Scene 6, Lennox refers to MacBeth as a tyrant, â€Å"His presence at the tyrant’s feast† (Shakespeare 115). At this point, the lords have become to hate him. This foreshadows his downfall according to Machiavelli, â€Å"...one of the most efficacious remedies that a prince can have against conspiracies is not to be hated and despised by the people, for he who conspires against a prince always expects to please the by his removal† (1). He can also be compared to Antoninus, a Roman emperor who killed so many people that in return he was killed. A prince who commits â€Å"such-like deaths, which are deliberately inflicted with a resolved and desperate courage, cannot be avoided...because any one who does not fear to die can inflict them†(4). This suggested by Machiavelli that he should rule so that his state respects him with a healthy dose of fear but has surpassed that showing the lordes resentment. MacBeth does not fit the description of a proper prince. Even though he has achieved much of his glorified status through his military skills, he continues the violence through one killing after another (Duncan, the chambermen, and Banquo). His drive to become king after hearing the witches’ prophecy is intrinsicallyShow MoreRelatedMachiavelli ´s Principle in Macbeth by William Shakespeare Essay1648 Words   |  7 PagesTHESIS STATEMENT Macbeth, by William Shakespeare, applies the Machiavellian principles of how princes should properly conduct themselves which is directly applied through Duncan, Macbeth, Lady Macbeth, and Malcolm. PURPOSE STATMENT Through analytic research, this paper will examine, as well as, compare and contrast the Machiavellian principles to the characters in Macbeth. The focus will include the influence of his principles, how they affect the characters, behaviors, and if they fit the description

The Fat Kid By Berry College - 1509 Words

To Publish the â€Å"Fat Kid† Poem Berry College identifies itself as a â€Å"liberal arts institution with Christian values that emphasizes its focus on their students’ intellectual, moral, and spiritual growth while challenging them to use their learning toward community and civic betterment.† As one means to develop their students’ knowledge, Berry College gives students the opportunity to submit pieces of high literary merit to Ramifications, a literary magazine that displays the art and literature composed by Berry students. This outlet for the students’ intellectual creativity is an important aspect to the liberal arts principles but has given rise to some people questioning the guidelines for allowing a work to be published. A specific poem in question for publication is the untitled poem about a â€Å"fat kid† that provokes controversy because of its frequent use of profanity and the grotesque depiction of bullying. 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The choices you make, your environment, your metabolism, and your genes all affect how much you weigh, so how come just recently our society has become so overweight? We have gone from working in the fields to sitting behind a desk. Were always in the car because it’s the fastest method of transportationRead MoreRock ‘N Roll And Its Impact On Society. Music Is Ever Changing.1855 Words   |  8 Pagesmost reputable pioneers is Chuck Berry (best known for â€Å"Johnny B. Goode†, â€Å"Roll Over Beethoven, and â€Å"Maybellene†). John Lennon was recorded saying, â€Å"If you tried to give rock and roll another name, you might call it ‘Chuck Berry’ (Wardensky, 2012).† Usually recognised for his blues music, Berry’s sound will inspi re later rock ‘n roll artists like The Beatles, The Rolling Stones, and Jimi Hendrix. 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Job Satisfication Research

Question: Describe about the employees or the workforces are an important part of an organization? Answer: Introduction: The job recognition and the reward allocation are the prime factors that enhance the process of job satisfaction at the workplace. In modern days, the reward allocation process allows the organization to motivate employees so that the work performance could be enhanced (Wilkin 2013). In this context, the researcher provides actual objectives and the questions on the topic. Several theoretical approaches will be discussed to analyze the topic. Proper methodology will provide the support to analyze the collected data in an appropriate manner. The business strategies those are associated with appraisals and rewards and encouragement towards the job satisfaction has a strong effect on the success of the organization. The associations between the rewards, encouragement and job satisfaction of the employees are important for achieving success of the organizations- both public and private. Statistics have shown that the system of appraisals and rewards are mostly important to the private or ganizations as compared to the public organizations. Research aim: The prime aim of the research is to discuss the impact of work recognition and reward allocation for job satisfaction in the organization. . Problem statement: The organizations are required to identify actual performer in the organization so that they could provide enough support for enhancing the individual performance. On the other hand, the reward allocation provides motivation to the employee. Performance management and the employee satisfaction are the critical area where the managers could face the challenges. Without job satisfaction, the employee could unable to get performance appraisal (Hinton et al.2012). Human resource management may be responsible for the job satisfaction at the workplace. In the recent times it has been seen that lots of companies belonging to different sectors are facing lots of problem regarding retaining productive employees. As per the recent research it has been seen that around 30% of the employees leaves the organization because they get a better opportunity and around 60% of the employees leaves an organization only because they do not get job satisfaction and blames the management for various decisio ns. The main reason behind this dissatisfaction is that the employees do not get motivated. The remaining 10% leaves the organization due to their personal reasons. Graph 1: Reasons behind leaving jobs (Source: Pinder 2014) The attrition rate of big MNCS has increased in a huge level in last few years. In the year 2010 it was around 10%, in the year 2011 it became 20% and on the recently completed financial year the rate has shocked various economist and job analyst around the world as the rate has increased to around 30%. This shows that how companies are now focusing on individual performance and if anyone gain experience and perform extremely good then that employee is bound to get his value in the job market. Graph 2: Attrition Rte in last 5 years (Source: Wilkin 2013) Research objectives: The researcher provides some objectives on the topic such as below: To understand the necessity of job recognition and reward allocation for job satisfaction To identify the factors of job acknowledgment and reward allocation at the work place To recognize the challenges of reward process and work recognition for job satisfaction To categorize the impact of work recognition and reward allocation in the organization To recommend some steps in order to enhance the reward allotment process for job satisfaction Research questions and Hypothesis: The researcher has made research questions based on the objectives. The questions are stated below: What are the requirements of reward allocation process for work satisfaction? What are the factors of work recognition in the organization? How does the organization face challenges in allocating rewards to the employees? What are the impacts of the work recognition and reward allocation for job satisfaction? How the reward allotment process can be improved in the organization? Research Hypothesis: H0: Work recognition and reward allocation are responsible for job satisfaction H1: Work recognition and reward allocation are not responsible for job satisfaction Significance of the study: The study is based on the significance of work satisfaction in the organization. Primarily it depends on two variables such as work recognition and reward allocation. Work recognition is the prime factor to enhance the employee workability at the workplace. The recognition of the employees is the acknowledgement of the employees hard work and efforts and the productivity that are above the prescribed standards and goals of the organization. Human beings like to be appreciated and if they work efficiently and are appreciated for that, it would boost the morale of the employees, they would try their best in improving their performances, and that would lead to achievement of the organizational goals and objectives. The costs that are involved in implementing the process is not much, but the benefits of it are large if they are effectively implemented. Some of the benefits are mentioned below: The productivity and efficiency of the employees increase to a great extent and when it is seen by the employee that their contribution are give regard to, they would definitely tend to repeat that and hence that would lead to inceased productivity. The behavior that is reinforced supports the mission of the organization and also the key performance indicator. The employees get satisfied with their work and they start enjoying their work more, thereby contributing more to the work. In the process, feedback of the performances are given directly of the individual employees and the teams that helps each of the parties involved in the process in knowing their productivity current status. The performance of the workforce directly affects the products and the services of the organization and thus the satisfaction level and the loyalty of the customers rises. Enhancement of teamwork in between the employees takes place. Employees who perform well are retained in the organization and the employe turnover rate is largely reduced. There are better records of safety and lesser accidents at the work place. Reduction of stress and absenteeism. On the other hand, the reward allocation process facilitates the company to motivate employees so that they could provide better performance. This entire process helps in increasing the productivity at the work place (Pinder 2014). Through the engagement of reward allocation process, the organization could identify those employees who would provide extra efforts to achieve future objective. The management adopts the reward allocation process for helping the organization for helping the organization in being more competitive, for retaining the key employees and for reducing the employee turnover. The system of allocation of rewards enhances the motivation of the employees and reinforces the appearance of the organization to the stakeholders or to the future employees. Employees play a very crucial role in an organization and in making it achieve its goals and hence, retaining them is extremely important. Retaining the employees saves the organization from the costs of retraining and h elps in enhancing the service consistency and it helps in the growth of relationships in between the customers and the company. Proper system of rewards can be helpful in reduction of absenteeism too. The managers face additional and unnecessary troubles due to absenteeism. Using of rewards effectively, the employees can be motivated to achieve the skills, which are required to benefit them on an individual basis and the organization as a whole. The application of this system can help in increasing the desire to be a part of the company. There are many types of rewards that are used by the organizations. Some of them are discussed below: Extrinsic rewards These types of rewards are attached to certain types of behavior of the employees, their skills and abilities, periods and the role they play in an organization. The manner in which the employees perceive the rewards in relevance to their performances and the accolades given to the others will help in determining the strength of the awards. Intrinsic rewards Tangible benefits such as money or time off are not provided. However, they act since it gives a positive feeling or it gives a form of internal satiation. These types of rewards are given great value to and are productive with time but using them is somewhat difficult for the management. Monetary rewards Such types of rewards are provided to the employees in the form of increase in payments, bonus, or rise of benefits. Non-monetary rewards These forms of rewards make the organization to bear the cost but they do not help in improving the financial position of the employee. Performance based rewards Such types of rewards are based on the abilities of an employee, group or the company in meeting the estimated performance standards. Membership based rewards These rewards are given for being a part of an organizational group. Such types of rewards are inclusive of the yearly increase of the living costs to a standard remuneration or base for a policy of equity. Nontraditional rewards If the managers recognize the significance of giving individual rewards, the use of this type of rewards will continue to grow. A major constraint for the employees is time and for most of the people, their work is a main commitment of their time. The manners in which the employees can categorize their schedule of work are proving to be increasingly crucial rewards. It can be recognized as reduction of the workweek, faltered daily routine, flextime and the system to work from home. Conclusion Since the employees or the workforces are an important part of an organization, it is extremely important to retain and them and give them what they actually deserve. They form the life-blood of an organization and without them an organization cannot survive. If they are not rewarded for their hard work and talent, it would be very difficult for the organization to retain them and if the rate of employee turnover increases, it would be affecting the performance of the organization in totality. Thus, they must be provided with rewards and other similar means. This would help the employees in gaining work satisfaction and they would be inclined to work more and this would help in attaining the goals and objectives of the organization. References Cohen, L., Manion, L. and Morrison, K., 2013.Research methods in education. Routledge. Creswell, J.W., 2013.Research design: Qualitative, quantitative, and mixed methods approaches. Sage publications. Gupta, N. and Shaw, J.D., 2014. Employee compensation: The neglected area of HRM research.Human Resource Management Review,24(1), pp.1-4 Hinton, G., Deng, L., Yu, D., Dahl, G.E., Mohamed, A.R., Jaitly, N., Senior, A., Vanhoucke, V., Nguyen, P., Sainath, T.N. and Kingsbury, B., 2012. Deep neural networks for acoustic modeling in speech recognition: The shared views of four research groups.Signal Processing Magazine, IEEE,29(6), pp.82-97. Krueger, R.A. and Casey, M.A., 2014.Focus groups: A practical guide for applied research. Sage publications. O'Leary, Z., 2013.The essential guide to doing your research project. Sage. Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Seidman, I., 2013.Interviewing as qualitative research: A guide for researchers in education and the social sciences. Teachers college press. Tarone, E.E., Gass, S.M. and Cohen, A.D., 2013.Research methodology in second-language acquisition. Routledge. Wilkin, C.L., 2013. I can't get no job satisfaction: Metaà ¢Ã¢â€š ¬Ã‚ analysis comparing permanent and contingent workers.Journal of Organizational Behavior,34(1), pp.47-64. Yin, R.K., 2013.Case study research: Design and methods. Sage publications. Zamecnk, R., 2014. The measurement of employee motivation by using multi-factor statistical analysis.Procedia-Social and Behavioral Sciences,109, pp.851-857.