Warsaw Resistance Attempt During the Holocaust Essay

Warsaw Resistance Attempt During the Holocaust Throughout the Holocaust, Jews organized resistance movements in ghettos, concentration, and extermination camps. Although they had virtually no weapons and faced one of the largest arsenals in the world, the Jewish people fought for their honor and freedom. Without any hope victory and in the face of death, resistance fighters found the courage to take on evil in its purest form. Their efforts must not go in vein; to them we must accord our respect. This is a brief testimony of their fight against the Nazi regime. The Warsaw Ghetto By the middle of 1942, Jews in the ghettos realized that all their former residents were being murdered, not sent to labor camps. In the Warsaw Ghetto†¦show more content†¦Sentry guards were posted at street corners to report on what was happening. When the Nazis called for more people to report for deportation, the ZOB handed out leaflets describing the horror that awaited those who left. The night before the deportation of factory workers was to occur, the ZOB burned down the factory and machinery. On January 18, 1943, SS troops surrounded the Ghetto and began to march in. The ZOB replied with gunfire. In a battle that lasted three days, 50 German soldiers were killed or wounded. Even though ZOB casualties had been high, the Germans retreated. From this brief show of ability and force, the ZOB earned respect and received more outside support including 49 more revolvers, 50 grenades, and some explosives from the Polish Underground. With a group of 1,000 fighters, the resistance created teams of ten, usually 8 men and 2 women, who fought together. Half of the members of each team had their own arms. Following the insurrection, Himmler ordered the SS Brigadier General in charge of operations at the Warsaw Ghetto, Jurgen Stroop, that the roundups in the Warsaw Ghetto must be carried out with relentless determination and in as ruthless a manner as possible. The tougher the attack, the better. Recent events show just how dangerous these Jews are. As ordered by Himmler, a huge show of force descended upon the Warsaw Ghetto. SS troops, German Police, and Lithuanian andShow MoreRelatedJews Were Complacent During The Holocaust1670 Words   |  7 Pagesthat Jews were complacent during the Holocaust. For most people, the only knowledge, if any, about Jewish resistance during the Holocaust comes from a fictional movie, Inglourious Basterds. While certainly based on facts, Inglourious Basterds is not a good way of expelling a myth. In actuality, and despite popular belief, Jews were not complacent during the Holocaust. They performed both violent and non-violent resistance against the Nazis, such as spiritual resistance, forming partisan groups, andRead MoreThe Most Effective Resistance Against Nazis And The Holocaust?1719 Words   |  7 PagesCountries or Groups Showed the Most Effective Resistance Against Nazis and the Holocaust? Many events in the world have been documented in our history books, but sometimes forgotten. However, the reminisce of events that took place during the Holocaust are the ones that are never forgotten. Neither should the groups and countries that showed resistance towards Hitler. Because of the antipathy towards Hitler s regime, resistance towards Nazi’s and the Holocaust was a combined effort from many differentRead MoreEssay Jewish Resistance to the Nzi Holocaust922 Words   |  4 Pagesinternal and external factors contributing to a lack of Jewish resistance to the Holocaust, there was resistance in existence in many forms; the resistance that did occur must not be diminished or overlooked. When considering the definition of â€Å"resistance†, historians divide themselves on what this entails; some believe it to be only active, armed resistance attempts, while others define it more liberally. According to Yehuda Bauer, resistance entails â€Å"any group action cons ciously taken in oppositionRead MoreThe Warsaw Ghetto Uprising Essay2423 Words   |  10 Pagesis one of the most famous analogies used to refer to the Jews during the holocaust. The Jews were being systematically murdered, beaten, and abused day after day, and there was almost no refusal on their part. Almost no one fought back. This however was not the case in the Warsaw ghetto. Throughout the summer of 1942, nearly 300,000 Jews were deported from the Warsaw ghetto to the Treblinka death camp. During this summer, a resistance organization known as the Z.O.B. was formed. It was headed byRead MoreHolocaust Resistance: The Largest Jews Revolt Holocaust Resistance958 Words   |  4 PagesHolocaust Resistance During the duration of the Holocaust, millions of Jews and other minorities found themselves at the mercy of Nazi commandment. Despite the threat of death hanging over their heads, Jews organized resistance groups and fought back their oppressors. Resistance came in all sorts, ranging from committing suicide and dying with dignity to lashing out and killing their captors (â€Å"Jewish Resistance to the Nazi Genocide†). Within the camps there were individuals who openly foughtRead MoreFighting Back1113 Words   |  5 PagesFighting Back The Holocaust was one of the most horrendous and atrocious event in history. Millions of Jews were killed without even a second thought. The Nazis tried to suppress, demoralize, and dehumanize the Jews in every way possible. First, the Jews were forced into overcrowded ghettos, then to concentration camps where they were killed systematically or worked to their deaths. As the news of Jews being sent to death camps became known, the Jews began to rise up against the Nazis. They refusedRead MoreSusan Sontag s The Jews During The Holocaust2750 Words   |  11 Pages Chloe Chrysikopoulos Holocaust Professor Gillerman November 20, 2014 Susan Sontag states, â€Å"The likelihood that your acts of resistance cannot stop the injustice does not exempt you from acting in what you sincerely and reflectively hold to be the best interests of your community.† (Sontag At the Same Time: Essays and Speeches) This quote, while not written to reflect the resistance of the Jews during the Holocaust, can certainly apply to their situation. There has been argumentRead More HOLOCAUST Essay1275 Words   |  6 PagesHOLOCAUST As tensions mounted up until the point of World War II and the war stormed through Europe, another battle silently raged. Not only did Hitler and the Nazi party wage war on countries throughout Europe, they also assaulted and purged entire innocent groups. The Holocaust began in 1933 and reached its height in WW II, while coming to an end with the war in 1945. Hitler used the Holocaust as a mechanism to rid hisRead MoreJewish Resistance to the Holocaust Essay1452 Words   |  6 PagesExamining any issue pertaining to the Holocaust is accompanied with complexity and the possibility of controversy. This is especially true in dealing with the topic of Jewish resistance to the Holocaust. Historians are often divided on this complex issue, debating issues such as how â€Å"resistance† is defined and, in accordance with that definition, how much resistance occurred. According to Michael Marrus, â€Å"the very term Jewish resistance suggests a point of v iew.† Many factors, both internal suchRead MoreHow did the holocaust end and what happened afterwards?1700 Words   |  7 PagesHow did the holocaust end and what happened afterwards? From 1933 onwards, Adolf Hitler and his Nazis began implementing simple discrimination laws against the Jews and others who they did not see part of their master race. Hitler and the Nazis believed that German power was being taken by the Jews. Hitler was able to convince his followers of this issue with the Jewish question as it was known, and get away with murdering millions of people in an attempt to cleanse society of anyone inferior to

A Comparative Analysis of Hinduism, and Buddism - 1481 Words

Attempt a comparative analysis of Hinduism, and Buddhism with reference to their origins, beliefs, and practices Hinduism is an ancient religion whose origin and founder are not known. Hinduism is a combination of all types of different religious beliefs and philosophies that developed thousands of years ago, in India. All Hindus do not practice or follow the same doctrines. Although most follow the teachings of the Vedas, which is a collection of sacred texts, there are many different sects. For example, some worship the divine, who is called Atman, which is self, others worship Shiva and Vishnu. The highest class in Hinduism is the Brahmans, who are the priests. Hinduism is a very open-minded religion. This means†¦show more content†¦His father wanted him to become a world conqueror. As faith would have it, Suddharta saw the sufferings of some of his people and it disturbed him. When he was about twenty nine years old, he gave up all his worldly possessions and headed fo r the forest in search of enlightenment. Siddharta sort help from two Hindu masters in his quest for enlightenment. He also joined a band of ascetics, who follow the doctrine that a person can reach a higher spiritual state by practicing self-denial and rigorous self discipline. He almost died due to starvation by following their teachings. This made Siddharta realize that there must be a middle way between having too much and having too little. In the final stage of his quest, he began a combination of Hinduism’s raja yoga, which teaches driving the psychic energy to the deepest part, and mystic concentration. Siddharta sat under the Bo Tree and vowed not to move from that tree until he reached his goal. After overcoming all sorts of temptations, he finally achieved his goal of Great Awakening. After that, he was no longer Siddharta, but Buddha. Buddha founded an order of monks who he trained for three months of the year. The other nine months were devoted to preaching. His ministry lasted about forty-five years. He died at the age of eighty years old. Buddhists do not believe in reincarnation the same way as Hindus believe. Buddha

Careers in Clinical and Counseling Free Essays

My grim determination to pursue a career in psychology has been a lifelong dream. Since I was in my teens, I have always been interested in how a human brain works. In fact, observing human behavior was my favorite pastime. We will write a custom essay sample on Careers in Clinical and Counseling or any similar topic only for you Order Now I remember rather well how I would observe other people and compare their reactions to identical stimuli and then asked myself why? For instance, why did Mrs. A spank her 8-year-old son when she caught him lying, and Mrs. B did not? Since I saw that both Mrs. A and Mrs. B were very angry at their sons for lying, why the difference in their reactions? In such situations, the reasons behind the behavior of people, why they acted the way they did, always fascinated me. Although I was not yet fully aware at the time, I believe that my preoccupation with people’s behavior resulted from my personal circumstances. I lost my father to alcohol addiction when I was only 12 years old. Perhaps, subconsciously, I might have even placed part of the blame on my mother because I could not recall her saying or doing anything to help my father overcome his addiction. I always wondered why she tolerated my dad’s alcohol habit while our neighbors would often be heard arguing and shouting at one another every time the husband would arrive home drunk. This led me to ask myself what made mom different from the wife next door. (Now that I know that my mom was what is now called a classic enabler, I am sure that her being one certainly supported, if not actually encouraged my dad in pursuing his alcohol habit. ) Later, I would always resort to asking myself the same question whenever I would observe variant behaviors from people in our locality. For instance, when I heard that another man was discovered to be an alcoholic or a drug addict, I would wonder if his children felt the way I and my siblings felt before. Growing up in a family which was rendered dysfunctional by an alcoholic father and later with a single mother who was struggling with four children had been difficult. Things never came easy, but through sheer, hard work, I succeeded in making something of myself. I know that I worked hard for it, but I could not help thinking that I had been lucky as well. I could not help thinking of other children of families rendered dysfunctional by some forms of addiction. This thought started my self awareness. I began asking myself what really motivated me and why I do the things I do. Finally, I realized that what I really wanted was to help troubled children coming out of dysfunctional families. I was convinced that children who experienced what I went through but who were not as lucky as I have been need all the help they can get. So I took every opportunity that would lead me to this path. I first worked as a case manager for a community health center. Then I managed a youth home for troubled girls sentenced to the program through Youth Services. After that I worked with the prevention unit of another community health center. The financial demands of bringing up two sons, however, forced me to redirect my attention to my own family’s financial needs, so I started a retail business that would enable me to provide for my two sons adequately. However, after seven years, my lifelong passion resurfaced. I realized that I simply cannot turn my back on those people who need help and counseling. I decided to go back to pursuing my passion by attending a counseling program to better equip me in my desire to help troubled people. But first, in 2006, I completed a certification program in hypnosis and acquired a credential for certified hypnotist because I am certain that the skill would prove helpful later. My ultimate objective is to acquire a master’s degree in psychology and have a career in counseling psychology. I am aware that a career in counseling psychology could be very physically exhausting, emotionally draining, and involves long hours of work. However, these drawbacks are certainly offset by its most significant advantage: self-fulfillment. I know that helping people through counseling psychology will be the only career that would fulfill my lifelong dream. Besides, I get to be my own boss once I enter private practice. (Careers in Clinical and Counseling Psychology, n. d. ) Reference Careers in Clinical and Counseling Psychology. (n. d. ). Retrieved August 19, 2007, from http://www. wcupa. edu/_academics/sch_cas. psy/Career_Paths/Clinical/Career03. htm How to cite Careers in Clinical and Counseling, Papers

Business Management Idea of work Organization

Question: Discuss about the case study Business Management for Idea of work Organization. Answer: Introduction: The idea of work organization can be identified as control ofoccupationand the allotment of tasks. It involves the tasks executed, the persons performing them and how the way of performing the task. Now, the idea of work identity is typically involved with successful work organization. Work identification can be described as the extent to which a parson draws his/her sense of self from the organizational values, occupation and the product or services provided by that certain organization. Now, it can easily be understood that a positive work identity creates a job satisfaction among the employees, which helps in executing an effective as well as successful work organization. Moreover, a number of positive organizational outcomes are associated with the organizational identity. These are: work performance, organizational commitment, employee retention and many more. However, concentrating on the organizational identity in the context of work organization is not an old approach. The pr evious organizational theories have a little concern about it. However, it is changing by holding the hand of the contemporary work organization approaches. Discussion: To discuss the classical understanding of work organization, it is needed to review the classical concepts of organizational identity. As opined by Hogg Terry, (2014) the social identity theory provided by Tajfel and Turner in 1986, explains identity a person's sense of who they are based on their group membership(s). According to them, the group can be identified as one of the major sources of pride and self-esteem. As opined by Haslam et al., (2014) validation within the group provided a sense of worth to the individual. The craving for validation also compels the individual to behave in a certain manner. Thus, the importance of group cannot be ignored in shaping the identity of an individual. As discussed by Gioia et al., (2013) the classical work identity approach treated it as relatively fixed. However, a number of challenges can be identified while discussing about the classical conception of organizational identity. As discussed by Schultz Hernes, (2013) the classical approa ch of identity does not consider the idea that with the changes in the work pattern or organizational goals, people continuously changes identify and self-understanding. On the other hand, the classical concepts do not reflect on the societal and cultural changes those are typically instrumental in altering the identity negotiation and creation. Now within the organizational setup, the classical approach of identity may be used. In the classical theories regarding organization approached identity in this way. As mentioned by Burke, (2013) the Bureaucratic model of organization developed by Max Weber totally focuses on the hierarchical model. According to this model, the organization works under well-defined rules and specifications. This model says that the employee has a defined power and authority based on his/her expertise. As opined by Hatch Cunliffe, (2013) within this formalized approach, people need to follow the set rules and code of conduct. As discussed in the classical approaches of identity, it creates a sense of fixed identity among the employees. This classical approach of organization was not bothered with creating an organizational identity among the employees. As mentioned by Reid Robinson, (2016), the social groups are the instruments of creating an identity among the members. This approach ignored the im portance of the environmental factors in shaping identity. Within the classical models of organization, the companies are mostly autocratic and the scope of creating employee identity is almost absent (Hatch Cunliffe, 2013). On the other hand, within the framework of the classical scientific management theory by Frederick Winslow Taylor in 1911, it is needed for the companies to control the labor force (Denhardt, Catlaw, 2014). However, this particular theory has provided a better care to the employee identification issue. As opined by Egeberg, Gornitzka Trondal, (2016) the principals of scientific management replaced the rule-of thumb method with the organization. It has provided the organizations approach that is more democratic. Thus, the employees may feel encouraged to work within that organization and thus feel more connected. Moreover, as opined by Shafritz, Ott Jang, (2015), the principle of this particular theory talks about providing training sessions to the management as well as the employees, to obtain the best potentials of the employees. However, any means of creating employee motivation and identification is not mentioned in the theory. Furthermore, the theory rebukes the idea that the primary interests of the workers and the employers are not antagonistic. As opined by Denhardt Catlaw (2014) these classical theories of work organization was more about employer oriented. Hence, not a much importance was given to the idea of creating organizational identity. The classical identity approaches have not also provided much importance to the professional instruments in creating identity within the individuals. However, the modern and the neoclassical theories of work organization are more directed towards the employee satisfaction, which is one of the major fundamentals of organizational identity among the employees. On the other hand, the modern theories of organizational identification explain identity in a separate manner. As opined by Denhardt Catlaw, (2014), the contemporary theories treat identity as a sense that an employee draws from the organizational setup and environment. As opined by Haslam et al., (2014) in the contemporary ideas the work identity greatly depends on the organizational culture. The contemporary organizational theories are more employee oriented and the issues considered by them are the fundamentals of the modern identity approach. The modern organizations are typically employee oriented. Todays organizations are well aware of the importance of job satisfaction and employee retention for achieving the aim of profit maximization. The neoclassical theory, the Human Relation Approach, talks about the integration of informal groups within the organization (Burke, 2013). Here, the idea of contemporary organizational identity differs from the previous theories. As opined by Denhardt Catlaw, (2014) here, the managers may promote, more or less self-consciously, a particular form of organizational experience. Thus, as discussed in the human relation approach; by providing a good experience within the organization, the work identity of the employees can be manipulated. As opined by Hatch Cunliffe, (2013) the human relation approach considers the existence and importance of employee expectations and the socio cultural message of their job roles. As described by Burke, (2013) these particular issues can be identified as some of the building blocks of work identity within the employees. As opined by Mikes Kaplan, (2014) the major concern of the modern managers in the organizations is managing the internal environments. The modern organizations concentrate on building identity within the employees. As discussed by Egeberg, Gornitzka Trondal, (2016) within the contemporary setup, the organizations try to regulate the identity of the employees. They consider it as an important aspect of organizational control. Hence, they focus on creating discourses and ideology. It helps the employees to understand the values or the core of the organization and creates a sense of identity. As described in the modern contingency theory, there is no best model or process of managing an organization (Mikes Kaplan, 2014). A wide range of external and internal issues has to the considered and some focused actions must be taken to eliminate those issues. This particular theory concentrates on the importance of the employee motivation and organizational identity for managing the internal contingencies. As described by Gioia et al., (2013) the modern identity approach, talks about the fundamental importance of ideologies, organizational values and job role in creating the organizational identity. The contingency theorists have taken the same idea. As opined by Egeberg, Gornitzka Trondal, (2016) expert roles are matter to peripheral expectations. Hence, applied activities of motivation and leading are important within the organizational setup. Thus, these modern or contemporary approaches treat the importance of organizational identity among the employees to generate better motivation and employee retention with a great care. The humanistic approach of the organizations creates a better organizational identity and ensures better performance. With an increased level of organizational identity, the modern organizations can be able to gain better competitive advantage and customer choice. Conclusion: Hence, from the above discussion, in can be concluded that with changes in the organizational concept in the contemporary professional world the idea of work identity has changed a lot. The importance of work identity in work organization is many folds. As described by a number of scholastic theories, organizational identification provides a greater level of commitment within the employees towards the organization. For implementing an effective work organization, it is important for the management to provide a sense of connection and familiarity to the organizational values as well as climate. Aware of the advantages to the organization themselves, various creative and ambitious companies intentionally promote organizational identity among the workers by "identity regulation" and identity narration. Organizational identity typically depends on the individuals perception about the organization - its status, the extent of communication and patronage it provides them, and the way of rep resenting itscorporate identity. Hence, the companies need to create an acceptable and dignified identity so that it helps the employees to be committed to the organization. References: Burke, W. W. (2013).Organization change: Theory and practice. Sage Publications. Denhardt, R. B., Catlaw, T. J. (2014).Theories of public organization. Cengage Learning. Egeberg, M., Gornitzka, ., Trondal, J. (2016). 2. Organization theory.Handbook on Theories of Governance, 32. Gioia, D. A., Patvardhan, S. D., Hamilton, A. L., Corley, K. G. (2013). Organizational identity formation and change.The Academy of Management Annals,7(1), 123-193. Haslam, S. A., van Knippenberg, D., Platow, M. J., Ellemers, N. (Eds.). (2014).Social identity at work: Developing theory for organizational practice. Psychology Press. Hatch, M. J., Cunliffe, A. L. (2013).Organization theory: modern, symbolic and postmodern perspectives. Oxford university press. He, H., Brown, A. D. (2013). Organizational identity and organizational identification A review of the literature and suggestions for future research.Group Organization Management,38(1), 3-35. Hogg, M. A., Terry, D. J. (Eds.). (2014).Social identity processes in organizational contexts. Psychology Press. Mikes, A., Kaplan, R. S. (2014, October). Towards a contingency theory of enterprise risk management. AAA. Reid, S. A., Robinson, B. (2016). Social Identity Theories.The International Encyclopedia of Interpersonal Communication. Schultz, M., Hernes, T. (2013). A temporal perspective on organizational identity.Organization Science,24(1), 1-21. Shafritz, J. M., Ott, J. S., Jang, Y. S. (2015).Classics of organization theory. Cengage Learning.