A consistent Phenomenon Nazi Chic in Asia

In some Asian countries, there is a phenomenon that seems very odd to most Germans: It’s grounded in a strange view and handling of the Third Reich. It seems that in countries such as Mongolia, Thailand and South Korea, there is quite a market for Hitler or Nazi goods. A recent finding, that went viral in German social media, was a World War II Nazi action figure from China, bearing a strong resemblance to German soccer star Bastian Schweinsteiger. Notably, the toy is also called, â€Å"Bastian.† But the fascination certain Asian countries share for Hitler’s regime goes further than that. And it is not even that new. Taking it to the next Level: the Fifth Reich and other Oddities Running for more than ten years, a bar in Seoul, South Korea, skipped the Fourth Reich and directly created the Fifth. It’s a Nazi-themed pub that makes the visitor feel like entering the set of a Hitler movie. Apropos Hitler, the mass-murdering Fà ¼hrer of the Third Reich is actually lending his name to another bar in the South Korean city of Busan: The â€Å"Hitler Techno-Bar Cocktail Show.† Now, none of these places seem to have any ties to local Neo-Nazi-groups or even a political message. They are just trying to profit from the sensation that surrounds the Nazi era – and from the Nazi style. In Indonesia, a Nazi-themed cafà © called â€Å"Soldatenkaffee† (Soldiers Cafà ©, named after a Wehrmacht-hangout in Paris) had to close in 2013, about two years after its opening. India is home to a well-working market of Hitler memorabilia and his hateful book â€Å"Mein Kampf† a returning bestseller. In Germany, the sale of â€Å"Mein Kampf† is still prohibited. From January 2016 on, the author’s copyright will expire, leaving anyone to do with the material as they please. Many people fear what might happen when the book enters German stores. Others believe an openly accessible â€Å"Mein Kampf† will weaken its hold over the German NS-debate – powers they attribute to the fact it is not freely available and thus remains mysterious. Similar curiosities as in India can e.g. be found in Cambodia, Japan or Thailand. Nazi Chic and Third Reich Fashion But Thailand is not just another place one could easily obtain Nazi memorabilia. It seems a lot of Thai people have a strange deep-rooted fascination for Hitler and Nazi Chic. When it comes to fashion, it’s not only an obvious admiration for the Wehrmacht’s tailors. Nazi symbols and, very often, depictions of Adolf Hitler are found on T-Shirts, bags or sweaters. There also is an interesting trend to turn the Fà ¼hrer into some kind of cartoon character. One of the weirdest illustrations of him is showing a Hitler in a panda costume. According to many blogs and visitors, numerous people can be seen wandering the streets of Bangkok, wearing Nazi or Hitler-themed clothes. Pop groups, like the pop band â€Å"Slur†, set the suiting examples, dressing up as Hitler in one of their videos. But Third Reich Fashion is not limited to Thailand. In Hong Kong, China, for example, a fashion corporation released a whole line of products adorned with Nazi symbols. As late as 2014, a Korean pop group performed in outfits, very much looking like SS-Uniforms (The SS or â€Å"Schutzstaffel† –Protection Squad –, was one of the most feared and ruthless Wehrmacht-brigades, responsible for some of the most heinous war crimes committed by German forces.). The fact that it still seems quite common for Korean youth to attend costume parties dressed as Nazi soldiers proves that this is not a very exceptional incident in Korea. A Disconcerting Phenomenon Even though most of the fashion designers, memorabilia vendors or cafà © owners claim to either not really knowing much about Nazis or Hitler, or at least not wanting to offend anyone, the phenomenon itself remains highly disconcerting. People from Europe, the USA or, more so even, Israel could easily be offended by the likenesses of Hitler, being used as the logo for a restaurant, or a parade of teenagers, dressed up as the SS. Of course, one should never forget the huge cultural differences of some Asian cultures, opposed to those of what is usually called â€Å"The West.† Though after looking at some of the pictures of Asian youth, one could come to the conclusion the cultural gaps might be larger than they actually are. More problematic are the attributes or â€Å"virtues†, that are taken away from the Third Reich or its Fà ¼hrer in some countries – meaning the people, that are fully aware of the atrocities committed during the Holocaust, while still praisi ng the Nazi’s discipline or vigor.   Hitler and the Nazi Regime of course still have a strong hold over Germany: since scholars started to debate the country’s past in the 1960’s, it remains a constant issue in our everyday lives. Still, it is hard to fathom the somewhat non-reflected fascination some Asian countries have for Nazi Chic.

United States Prisons And Prisons - 1052 Words

With my last name starting with a W I had the option of choosing between four different chapters. Chapter 5 the Court System, Chapter 6 Jails and Prisons, Chapter 7 Probation and Parole, and Chapter 8 the Juvenile Justices System. This being a hard choice to narrow these four topics down to one I have decided to discuss Chapter 6 Jails and Prisons. Jails and Prisons Jails and Prisons have no discrimination at all. You have all different kinds of people locked up behind bars different race, gender, beliefs, etc. They were first intended for incarceration of prisoners in Colonial America and the United States was local jails, which served primarily for detention prior to trial or execution rather than for punishment or rehabilitation of the criminal like now a days. After doing a little bit of research I believe the oldest penitentiary in the United States dates back to 1829, the Eastern State Penitentiary also known as ESP. Located in Fairmount, Philadelphia, Pennsylvania Eastern Sta te Penitentiary was opened on October 25, 1829 by John Haviland covering over 11 acres. During that time ESP held notorious criminals such as Willie Sutton and Al Capon. The building was the largest and most expensive public structure ever erected and became a model for more than 300 prisons worldwide (Rowan 2010). During that time period the warden was required to visit each inmate every day and the overseers were required to visit the inmates three times a day known as the PennsylvaniaShow MoreRelatedThe United States Prisons And Federal Prisons959 Words   |  4 PagesPresident Obama has been on a mission to reform the United States Jails and Federal Prisons. The number of incarcerations have been on the rise since 1980 and it continues to quadruple. State and federal prisons are over crowed with non-violent offenses. With overcrowded jails it has caused the economy more money and created dangerous living environments. 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Prison gangs are also often written off and forgotten about by authorities due to fact that they are incarcerated. â€Å"Due to their seclusion from the public and their minimal visibility, prison gangs are difficult to target an d are thus frequently overlooked as threat actors, which enables them to commit various crimes withoutRead MoreIncarceration Of The United States Prisons3165 Words   |  13 PagesThe United States prison population has expanded at an increasingly rapid rate over that past several decades. Each day, more and more criminal offenders are sent to prisons; most of which were designed to house fewer inmates but are now packed to their limits. This â€Å"mass- incarceration era† as many scholars and commentators of the Criminal Justice System call it, is a result of several key issues that have created an environment within the correctional system that forces many inmates to serve longer

Global Talent Management and Challenges †MyAssignmenthelp.com

Question: Discuss about the Global Talent Management and Challenges. Answer: Introduction: Globalization is the process that allows the companies to expand their business to the international market. As results in increasing globalization in the countries, more and more companies are going international and thus making different teams that help the companies cross the borders and conduct the business and functions at the international land (Binder, 2009). Mostly, the MNCs these days make the teams that involve the people from local country and the international country so that the functions can be conducted effectively. These global teams usually provide several benefits to the companies such as efficiency of operations, removal or cross cultural barriers, diversity of culture in the team, etc. But, this also proves to be very difficult for the managers to manage such teams. It is very challenging for the team manager to develop bonding between these people and making them learn about the global aspects so that they can function anywhere in the world (Pinjani and Palvia, 2 013). The objective of this project is to analyse the various challenges that are faced by the managers to manage the global teams. Along with this, the objective is also to analyse that how the global tams can be effectively develops in order to overcome such barriers or challenges. This objective requires the researcher to research about the topic deeply so that various issues in global teams can be identified. Identifying the challenges faced by the managers in managing the global teams helps in analysing the various factors and the reason of conflict among the team. This study helps in analysing such issues and to come up with the strategies to overcome such challenges and barriers. The scope of the project is that, it results in providing the learner with the great knowledge of global teams and the various causes that affect the team efficiency at global level. Literature Review A global team is the team that has been formed with the aim of functioning at the global level. This team generally involves the people or the employees from different countries having cultural diversity (Shachaf, 2008). It has been identified that people from the same cultural background have similar thinking and thus response to the situations in the similar way (Mendenhall, 2012). On the other hand, the team with cultural diversity is said to be more creative as the employees in the team used to look at the situation from different point of view and thus resolve the issues in different manner. Cultural diversity is considered as the basis of global teams (Reiche, Mendenhall and Stahl, 2016). It is said to be the twin swords as if the global teams are managed properly, they provide various benefits but if they are not managed properly than it develops lot of issues for the managers to manage the same. Some of the benefits are: Since the global teams are having employees from different countries thus it provides large opportunities to the companies to address the different requirements of the different markets. The company can have better reach if the global teams are framed and managed properly by the managers (Schuler, Jackson and Tarique, 2011). Different people from different place conduct the business at different places and thus effectiveness can be brought up in the process. To attain the different site specific expertise, it is very necessary to make the global teams. As discussed that global teams have various employees from different background thus have different skills (Lee-Kelley and Sankey, 2008). These skill set can be learned by other employees of the team. This allows the company to have site-specific expertise from the employees of that particular area. When a team with homogenous thinking conduct discussion over the issue, they generally come up with the similar type of ideas and viewpoints regarding the problem. While if the team have different employees with different cultural background, they have different thinking process and thus look for the issues differently (Zander, Mockaitis and Butler, 2012). Various viewpoints can be developed for the single issue and make the team more creative and effective. Several solutions can be developed for the single problem and then the best one can be used to resolve the issue. As per the management perspective, it has been analysed that the people from different culture have different skill set and thus helps the team to learn more about the global aspects from various areas of the world (Maznevski and Chui, 2013). This developed the team and organizational as well as individuals level. Challenges faced by managers to manage global teams: Normally, if more number of employees works in a team than it develops some of the issues for the mangers to manage them. Even the domestic teams managers face the challenges but in case of global teams, more number of challenges developed for the mangers in terms if management. Some of them are discussed below: Trust issues: It is the biggest challenge that has been faced by the mangers in order to manage the global team. Trust is the basic factor that is required by the companies or the teams to be effective in nature (Barczak and Mcdonough Iii, 2003). Each of the members from the group or the global team provides the different aspect and unique touch to the whole team. If the management is proper, the team provide synergies and efficient performance as a result. But if there is trust issues among the employees or the team member, than it is difficult to gain the effective results (Maznevski and Zander, 2001). Trust is the factor that is not generally found in the global teams because they have different background and thus the pee, feel difficult to trust the person who is not related to him. Barriers of communication: It is the most obvious issue that cannot be raised in the global teams, as the members of the teams belongs to different geographical area; they may have different mother tongue or nature languages. This acts as the barriers in communication because they do not understand what the other person is saying (Biermeier-Hanson, Liu and Dickson, 2015). Restricted communication also results in misunderstanding and thus conflict arises. As far as the manger is concerned, it is not possible for the manger also to know about each and every language that the people are speaking in a group. Thus it becomes the issue for the manager also to make bonding between the employees. The technological advancement in the communication sector can proved to be beneficial for the teams at global level because it may help them to restrict the barriers of communication among the members. The manager has to take the initiative to implement communication tools. Cultural barriers: the people who belong to different cultural background have different beliefs and value. When they come together, it becomes difficult for them to interact with each other. As far as the global teams are considered, they are also formed by bringing together members from the different geographic regions having different culture, so the issues of cultural differences is the very common problem that can be raised amongst them (McDonough III and Cedrone, 2000). For example, Japanese are the people who believe in being formal with each other if works in a group whereas Americans are the one who are informal and believes in friendly greetings. If the Japanese and the Americans works in a single team, than they may have clashes regarding these business etiquettes. There is another aspect of belief among the people that is collectivism and individualism. Some believes in collectivism and tries to work in teams while other believes in individualism and perform individually (Govindarajan and Gupta, 2001). This becomes difficult for the managers to deals such people. Conflicts of thinking: Every individual have their own thinking process and have different views for the similar situation. This can be beneficial for the team only when the members of the team have that much understanding to listen the viewpoints of other person as well. In other case, the differences in thinking process leads to conflicts that is hard to be managed by the managers. It is very common in the global teams that people are not getting satisfied with other persons views and feeling of biasness came into their minds (Carpenter and Fredrickson, 2001). This develops the conflicts between the team members. It is require by them to have the understanding that diversity should be used as the strength of the team and should not act as the weakness. Social behaviour of the people: when a team works together, different people have different personalities. It is not possible that every one of them is social in nature. Here, comes the role of the manger to manage the employees and tries to motive them so that they came close to each other. It has been analysed that there are different issues in different global teams. The type of issue is dependent on the type of people and the cultural background of the people who are working together in the team. Develop global teams: Managers play a very important role in overcoming the barriers that came into the way of managing the global teams. It is the part of the manger to identify the actual issues of less effectiveness of the team. Following are some of the steps that can be taken by the mangers at the time of developing the global team: Specification of objectives and the alignment of the strategic initiatives: It is very important for the managers of the global teams to specify the goals and the objectives of the teams and the strategic alignment of that gaols to the overall organizational goals (Aaker and Joachimsthaler, 1999). If the team members have no idea about the objectives and their alignment with the organizational objectives then it will be difficult for the employees to understand about the priorities of the task given to them. Managers should train the employees or the members of type team and provide them the proper and clear information about the task and the scope of the project the team is doing. The proper knowledge of the task and the project allow the employees to have clear understanding so that they can themselves sort the priorities and come up with the ideas for the completion of the project. Availability of the resources: It is another important element to make the resource available for the members of the global teams. Some of the resources are human resources, technological equipment, meeting rooms etc. to manage the teams and the resources; it is required by the manager to identify the resources that required by the team members. This helps the manner to make the resources available. Analysis and identification of the resources helps the team to have the resources available before starting the process. Selection of the team members: It is the most important step in developing the team or the global team (Winkler and Bouncken, 2011). This is because global teams require the team members from different countries. The manager should concentrate on the skills and the abilities of the team members. It has been analysed that there are different skills in different people. It is the responsibility of the manager to judge the skills and align those skills with their objectives if the project for which the team has been formed. The duration of the team is also considered when the team is developed. Thus, the manager has to decide that who have the capabilities to complete the task and the project. Managing global teams: It is required by the managers to manage the global teams by taking some of the initiatives. One of the major step is to allow everyone to speak for about their views and opinion. This creates a sense of belongingness amongst the members of the team and the feeling of biasness will not be there. Analyse the skills of every person and delegate the work accordingly is another major step that can be initiated. This is because if the tasks are allocated according to the skills of the person that the results would be more efficient. Learning is alos imprnat so provdng similar task to the single person again ad again restricts hi t learn abot new thigs. In this situation, the team amamners have to work cllectvely nad teach different tasks nad ksills to aech ither. Leadership is very necessary in yers og mmaging te team. The laeder or the manger needs to be formalized with the task allocation nad the duties of the team members, it should be properly written in the documented form so that no body can get confuses of their duties. It is very important that very team member is clear with the duties and responsibilities they have with them. As discussed that the global teams have members from different cultural background, so the leader or the manager needs to realise about the cultural stereotypes the members have in their minds. Realising these stereotypes help the managers to manage the people effectively. These stereotypes need to be removed from their minds otherwise; it will be difficult for the manger to manage such teams. There are many other considerations that need to be involved by the managers in order to make the team effective (McDonough, Kahnb and Barczaka, 2001). Managers are the only on who are responsible for making the team to work effectively together. Members also have to play their part by making interactions and bonding with the other members of the team. Some of the mutual initiatives by the team and the managers help the team to perform effectively in an efficient manner. Conclusion: It has been concluded from the report that global teams are the team that has been formed with the aim of functioning at the global level. This team generally involves the people or the employees from different countries having cultural diversity. It has been analysed that there are different factors or the barriers that act as the challenges for the mangers to manage such teams. It has also been analysed that the managers play a great role in making the teams effective. But, it is also required that members of the team also help the managers to make the team effective. Some of the barriers that have been faced by the mangers of the global teams are communication barriers, cultural barriers, conflicts of thinking, social behaviour etc. It has been analysed that there are different issues in different global teams. The type of issue is dependent on the type of people and the cultural background of the people who are working together in the team. In order to develop the effective team, it is required by the managers to take some initiatives such as specification of objectives, availability of resources, alignment of the gaols etc. Reference List Aaker, D.A. and Joachimsthaler, E., 1999. The lure of global branding.Harvard business review,77, pp.137-146. Barczak, G. and Mcdonough Iii, E.F., 2003. Managers at Work: Leading Global Product Development Teams.Research-Technology Management,46(6), pp.14-18. Biermeier-Hanson, B., Liu, M. and Dickson, M.W., 2015. Alternate views of global leadership: Applying global leadership perspectives to leading global teams. Inleading global teams(pp. 195-223). Springer New York. Binder, J., 2009. Global project management: communication, collaboration and management across borders.Strategic Direction,25(9). Carpenter, M.A. and Fredrickson, J.W., 2001. Top management teams, global strategic posture, and the moderating role of uncertainty.Academy of Management journal,44(3), pp.533-545. Govindarajan, V. and Gupta, A.K., 2001. Building an effective global business team.MIT Sloan Management Review,42(4), p.63. Lee-Kelley, L. and Sankey, T., 2008. Global virtual teams for value creation and project success: A case study.International journal of project management,26(1), pp.51-62. MAZnEVSkI, M.L. and ChUI, C.E.L.I.A., 2013. Leading global teams.Global leadership: Research, practice, and development, pp.141-162. Maznevski, M.L. and Zander, L., 2001. Leading Global Teams: Overcoming the Challenge.Developing global business leaders: Policies, processes, and innovations,157. McDonough III, E.F. and Cedrone, D., 2000. Managers at Work: Meeting the Challenge of Global Team Management.Research-Technology Management,43(4), pp.12-17. McDonough, E.F., Kahnb, K.B. and Barczaka, G., 2001. An investigation of the use of global, virtual, and colocated new product development teams.Journal of product innovation management,18(2), pp.110-120. Mendenhall, M.E. ed., 2012.Global leadership: Research, practice, and development. Routledge. Pinjani, P. and Palvia, P., 2013. Trust and knowledge sharing in diverse global virtual teams.Information Management,50(4), pp.144-153. Reiche, B.S., Mendenhall, M.E. and Stahl, G.K. eds., 2016.Readings and cases in international human resource management. Taylor Francis. Schuler, R.S., Jackson, S.E. and Tarique, I., 2011. Global talent management and global talent challenges: Strategic opportunities for IHRM.Journal of World Business,46(4), pp.506-516. Shachaf, P., 2008. Cultural diversity and information and communication technology impacts on global virtual teams: An exploratory study.Information Management,45(2), pp.131-142. Winkler, V.A. and Bouncken, R.B., 2011. How does cultural diversity in global innovation teams affect the innovation process?.Engineering Management Journal,23(4), pp.24-35. Zander, L., Mockaitis, A.I. and Butler, C.L., 2012. Leading global teams.Journal of World Business,47(4), pp.592-603.

Self Presentation and Social Perception Essay Example

Self Presentation and Social Perception Paper Module 2: Social Psychology Mathis, Ronald Self Presentation and Social Perception Ronald Mathis Grand Canyon University: Soc 369 Due July 3, 2011 From my perspective, the material in the textbook relate to Matthew 7:3-5 in this way; when people put their judgments on others, but fail to see that they have faults, and that things are wrong with them too, they have failed to see themselves for who they really are. According to Oliver Sachs (1985), we have an inner self that is private and an outer self that we show to other people. However, our outer self is biased, and want to cast judgment on others. We want to go around correcting people and telling them what to do. All the while, in the private, we do the same thing. The biased, they tell people they shouldn’t do that, and could be guilty of doing those very same things. Sachs also says â€Å"the self is heavily influenced by social factors† (Kassin, 2008, p. 55). For instance, if I start an infectious laughter, or yawing as if I am sleepy, and there are other people in the room, they will say â€Å"girl you are making me sleepy. With laughter, even if I were faking it, someone would say â€Å"what are you laughing at? † If I act like I could not stop, people would just start laughing too. Therefore, being biased can catch on like an epidemic. From my perspective, Matthew 7: 3-5 relates to me that I should not perceive things to be a certain way and they really are not. For instance, I should not perceive that just because I see someon e that has on rich fancy clothes that they are wealthy, and they are better than me. Also, I should not let others try to make me feel bad about myself when an attempt is made to put me down or make me feel degraded. We will write a custom essay sample on Self Presentation and Social Perception specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Self Presentation and Social Perception specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Self Presentation and Social Perception specifically for you FOR ONLY $16.38 $13.9/page Hire Writer This to me is taking the plank out of my eye. A person can appear to be rich and not really be, and it could make me have feelings of inferiority if I allowed myself to feel that way, or if that person showed some type of affluent bias towards me like scorn of poverty stricken people. On the other hand, I should not attempt to do that to someone if I were in a position of having the appearance of wealth. In conclusion, when people bring their judgments they have failed to see themselves. Don’t perceive things to be a certain way when they really are not.