Pennicillin process introduction Essay Example | Topics and Well Written Essays - 500 words

Pennicillin process introduction - Essay Example The process of purification of a product especially in a chemical producing plant involves a number of options, and examples of some options which may be involved where a product must be made very pure include:- Some down streaming operations seen in penicillin production chart are not involved in the actual production of penicillin. ( Biwer, Griffith, & Cooney, 2005).For instance, Neutralization is not involved at any stage in this production plant. This is because it will cause decrease in enzyme concentration which will lower the level of penicillin production. In conclusion, a consideration put in the following areas of weakness:-inadequate analytical techniques, simplistic models with assumptions, variance in signals and performance, inefficiencies in use of information, inefficient learning and financial constrains can lead to quality production of penicillin (Biwer, Griffith, & Cooney,

Change management Essay Example | Topics and Well Written Essays - 250 words

Change management - Essay Example Organizational leaders rarely become successful with the changes they initiate within the organization. This is because they focus on the bigger picture, mostly on how they are going to make profits for the company. They forget that individuals within the organization are the fundamental determinants of its success and change should start from within the organization. I disagree with McKinsey, because it is a perception of the employees and members of a given organization that change is not achievable (Henry, 8). The employees of the organization need to focus on the positive aspects of a certain change. Such positive aspects should act as a motivation to the employees provided they believe in themselves in achieving success. The top management needs to convince the other employees on the outcome of any intended change. In my personal opinion, if the management of an organization involves other employees in the process of change, then the employees will not have any objection to any change

The challenges in managing employee’s performance through effective appraisal system

The challenges in managing employee’s performance through effective appraisal system Introduction Developing an appraisal system that accurately reflects employee performance is a difficult task. Performance appraisal systems are not generic or easily passed from one company to another; their design and administration must be tailor-made to match employee and organizational characteristics and qualities. This assignment highlights the importance of effective performance appraisal system with the rating errors and challenges that the organization faced in a competitive working world. First of all I give a clear understanding of what performance appraisal is and then in discussion part I look forward the problems and challenges that organizations faced while rating their employee performance through rating scale method using company examples. Later on the study discussed detailed on the critical incidents that organizations might faced and the solution. In conclusion part I suggest a modern effective performance appraisal system that can help organizations to overcome the problems and challenges they faced during evaluation of the employees. Performance Appraisal According to Hannah, P., (2009), Performance appraisal is a formal management system by which the job performance of an employee is examined and evaluated, with the intent of identifying their strengths and weaknesses for improvement in future. The procedure is conducted by the subsequent supervisor or manager Aminuddin. M (2008), States that Organizations interested in best practice are constantly and actively looking for ways to improve employees performance and motivate individual employees to achieve the best they can. In order to be effective, performance appraisal must fulfill certain criteria; performance appraisal system should be formalized so as to ensure fairness to the workers involved, a systematic appraisal of employees makes it possible to achieve various benefits like: Encouraging quality performance by rewarding those who do well Improve current performance by giving workers feedback Identify training needs Initiate fair disciplinary proceedings Provide a channel of communication between managers and their subordinates Challenges with effective performance appraisal Several problems may arise during performance appraisals. Some problem arises from the manager, some from the employees and some from other factors (Wells et.al, 1994). Most employees dislike performance appraisal interviews for fear of criticism, fear of uncertainty in handling question and fear that their salaries, promotions and their destinies with the organization hinge upon the outcomes of these interviews as justification for decisions that are already made concerning salaries, promotions and job tenures (Nelda et.al, ND). Sometimes organizations come across various problems and challenges of performance appraisal in order to make a performance appraisal system effective and successful. Determining the evaluation criteria Recent research on Compare InfoBase Limited (2007), has shown, the Identification of the evaluation criteria is one of the biggest problems faced by the top management. The performance data to be considered for evaluation should be carefully selected. For the purpose of evaluation, the criteria selected should be in a measurable term. Create a rating instrument The purpose of appraisal process is to judge the performance of the employees rather than the employee. The focus of the system should be on the development of the employees in the organization, Compare InfoBase Limited (2007). Lack of competence Top management should choose the raters or evaluators carefully. They should have the required expertise and the knowledge to decide the criteria accurately. They should have the experience and the necessary training to carry out the appraisal process objectively, Compare InfoBase Limited (2007), Errors in rating and evaluation Many errors based in personnel bias like stereotyping, halo effect may creep in the appraisal process. Therefore the rater should exercise objectively and fairness in evaluating and rating the performance of the employees, Compare InfoBase Limited (2007). Resistance The appraisal process may face resistance from the employees and the trade unions for the fear of negative ratings. Therefore, the employees should be communicated and clearly explained the purpose as well the process of appraisal. The slandered should be clearly communicated and every employee should be made aware that what exactly is expected from them, Compare InfoBase Limited (2007). One study shows that in UK, most of their Universities and colleges faced problems of performance appraisal. Simmons, J., (2001), states that, a closely related issue was the age -old appraisal dilemma of achieving an appropriate balance between the aims of control and commitment. the study shows that the traditional appraisal schemes emphasis on control by stipulating and assessing the individual employee contribution to the organization lives on within contemporary performance management system by ensuring each employees performance objectives drives from and contribute to those at departmental, divisional, or corporate level. Taylor, S., (2002), research shows that the way in which appraisal carried out in the organization and in particular, to unfair bias in managerial assessments of performance. According to him the problems with the rating systems are: The tendency to give a good overall assessment on the basis that one particular aspects has been accomplished well A tendency to avoid giving tow ratings, even when deserved, for fear of angering or upsetting a weak performer The tendency to give a poor overall assessment on the basis of particular poor performance in one area The tendency to give particular weight to recent occurrences in reaching judgments about individual performance The tendency to give high rating to people who have performed well historically, whatever their performance over the previous years A tendency to refrain, on principle from giving particular high ratings A tendency to rate subordinates at a lower level than the appraiser achieved when in their position Some of the criticism of performance appraisal are the focus will be too much on the individual and does little to develop employees. Employees and supervisors believe that the appraisal process is seriously flawed and appraisals are inconsistent, short term oriented, subjective and useful only at the extremes of performance. Problems with the ratings The drawback of essay evaluation method will be their length and content can vary considerably, depending on rater, the appraisal are difficult to compare and the writing skills of appraiser can also affect appraisal. Critical incidents drawbacks are like rater is required to jot down incidents regularly, which can be burdensome and time consuming. And this method may lead to friction between manager and employees when employees believe manager is keeping a book on them. The drawback for checklists would be raters can see positive or negative connotation of each question which introduces bias. It is time consuming to assemble questions for each job category, separate listing of questions must be developed for each job category and checklist question can have different meanings for different raters. Problems with graphic ratings scale have some weaknesses by evaluating the rates, such as evaluators are unlikely to interpret written descriptions in the same manner due to differences in background, experience and sometimes personality. So it would be better to choose categories that have little relationship to job performance and omit categories that have a significant influence on job performance. Performance appraisal can also have legal consequences in the field of discrimination on ground of sex, race and disability. This occurs when they are used as the basis of or justifications for promoting employees, increasing or decreasing individual pay levels, or selecting employees for new opportunities in the organization. Similar considerations apply where pay rates are determined as a result of performance ratings. Sometimes the law will also affect the evaluation of performance of employees and sometimes these subjective judgments can introduce bias into the system. In Brito v. Zia Company, the companys performance evaluation instrument was invalid because it did not relate to important elements in the jobs for which employees were being evaluated. Other performance evaluation lawsuits have dealt with sex, race, and age discrimination in terminations, promotions, and layoffs. Maclean, J., (2001), States that, when Canadian employment conducts an appraisal these laws prohibits discrimination based on race, religion, ethnic or national origin, sex and marital status. Problems that organization face while using 360-degree feedback would also include rate errors. Each source of feedback suffers from varying sources of potential rater error. (e.g., halo error, leniency or severity, attribution errors). By using all these differing sources of information means dealing with the all different potential avenues for rater error to seep into the evaluation. The second criticism is cost and confusion. It can often be very costly and tedious to implement a 360-degree program. The multiple sources of feedback are difficult to coordinate, may contradict each other, and are often confusing to sort out and process effectively. This puts the burden on the manager to filter through the material provided and refine in into a coherent evaluation. Critics also fear a negative attitude in 360-degree appraisal. The added sources of information may be used by a manager to bolster negative appraisals with a see I told you so approach. Finally employees alike worry about confidentiality. With so many sources of feedback about single individual floating around, it is feared that both rater and ratee may lose their rights to confidentiality. The problem with MBO is that it will be not applicable to all jobs; allocation of merit pay may result in setting short-term goals rather than important and long-term goals. Psychological appraisal would be slow and costly and may be useful for bright young members who may have considerable potential. However quality of these appraisals largely depends upon the skills of psychologists who perform the evaluation. Disadvantages for assessment centers will be Costs of employees traveling and lodging, psychologists, ratings strongly influenced by assessees inter-personal skills. Solid performers may feel suffocated in simulated situations. Those who are not selected for this also may get affected. Desseler,G., (2011), The number of things that can lead to bias during appraisals is limitless. One study focused on the raters personality. Raters who scored higher on conscientiousness tended to give their peers lower ratings , they were stricter, in other words, those scoring higher on agreeableness gave higher ratings, they were more lenient. Even the appraisals purpose biases the results. Unfortunately the appraisees personal characteristics also affect their ratings. Solutions for rating evaluations Rater training and orientation in 360-degree appraisal programs is becoming increasingly popular. Research shows that most of the American companies used to train their raters in order to minimize the problem occur during the appraisal. This training introduces employees to the concept of multiple source feedback, and it makes them aware of rater error and methods to diminish it. Rating formats that focus on the frequency of specific behaviors can also help to limit sources of errors. Desseler, G., (2011), Computer appraisal software makes dealing with the glut of incoming information easier to handle. This software can also present the wealth of available data in a simple format to give to or discuss with the employee. Desseler, G., (2011), Overall 360-degree appraisal systems provide a wealth of information about an employees behavior that might be unavailable in traditional manager evaluation formats. Customers (both internal and external), peers, subordinates, and others may all have access to unique performance data that can provide a truer picture of the individuals performance. This method of evaluation can also provide information on the state of the companys goals and needs. For example, Digital executives use the feedback from external customers to determine if the strategic plan they laid out is flattering down to employees. Federal express uses a 360 -degree feedback system as the foundation of objective goal setting. By receiving information from internal and external customers, an individual gains feedback as to what areas are seen as superior and what areas are seen as deficient. Desseler, G., (2011), this feedback is then used in a management by objectives system to define the goals for that individual according to the needs of his or her customers. These new goals help to focus employee on what is required to improve performance and achieve customer satisfaction at the same time. According to Taylor, S., (2002), we can conclude that the assessment centers will be more flexible. They are not purchased off-the-shelf like psychometric test, and are not time restricted as interviews. There is therefore a plenty of scope to introduce exercises that are of specific relevance to the job and the organization involved. For this reason, each center is likely to differ from others to a considerable degree. That said a number of exercises and types of exercises associated with assessment centers are frequently included. Desseler, G., (2011), States that well-conducted assessment center can achieve better forecasts of future performance and progress than other methods of appraisals. Also reliability, content validity and predictive ability are said to be high in assessment centers. The tests also make sure that the wrong people are not hired or promoted. Finally it clearly defines the criteria for selection and promotion. Garry Desseler, (2011), Many of American top companies have set up assessment centers where they can first interview potential employees, then evaluate them in real work situation. It provides an excellent way to evaluate an individuals capabilities so perform and entry level management job. Donald et.al, (2008), When the organization uses MBO techniques, it will increases the employees involvement in setting performance objectives and concomitantly increase the motivation required to reach those objectives. On the same time it offers and objective factual basis for measuring accomplishment and also it emphasizes results, not traits or personality characteristics. MBO is entirely job centered; it supports the psychological concept that people will exercise self direction and self control in the accomplishment of organizational objectives that they have participated in settings. Sommerville (2007), argue that performance appraisal must be free from discrimination. The appraisal criteria, the methods and documentation must be designed to ensure that they are all job related. Otherwise there will be a possibility that an employee may challenge decisions made by management based upon a flawed appraisal system in court because managers and supervisors have said or done something that has adversely affect their e employees. The Recommendations for a legally defensible appraisal system would include Procedures must not differ because of race, sex, national origin, religion, or age Use objective, non-rated, uncontaminated data A formal system of review or appeal should be available for disagreement over appraisals Use more than one independent evaluator Use a formal, standardized system for evaluation Avoid ratings on traits, such as dependability, drive, aptitude, and attitude Improvement of performance appraisals Performance appraisals usually can be improved vastly. The manager should be prepared adequately before conducting a performance appraisal interview. Many managers seem too busy to gather the needed information or to plan for an interview, resulting in frustration and confusion for the employee. The performance appraisal interview is too important and has too great an impact upon the organizational climate to be conducted without necessary information and preparation (Nelda et.al, ND). Hannah Paul, (2009) it is a usual practice in most places that, managers conduct appraisals just to justify pay increase or decrease, forgetting that the sole purpose of performance appraisal is not salary increase or decrease, but the development of employee skills and the improvement of work in the office. Besides that, it is also important to give employees feedback (whether it is a matter of money or not), on the work that they are doing. This helps build employee morale and motivates them to work even better, whereas it is also important to give critical feedback to employees, so they can get their act together. The focus of managers on performance appraisals at the end of the year, instead of working towards improving performance during the year is the main problem today. If managers focused their attention to helping employees improve their job performance it would make it easier for them to analyze it at the end of the year, instead of just rating employees based on numbers or personality traits, which is neither accurate nor fair to the employees. If managers and supervisors were to understand how much they themselves would benefit from doing this, it would make their job much easier. Recommendation Debora, F.B., et.al, (1997), one of the first steps in developing an effective performance evaluation system is to determine the organizations objectives. These are then translated into departmental and then individual position objectives working with employees to agree their personal performance targets. This allows the employee to know up front the standards by which his/her performance will be evaluated. This process involves clarifying the job role, job description and responsibilities explaining how the role and responsibilities contribute to wider goals, why individual and team performance is important and just what is expected within the current planning period. Objectives developed in this way should be reflective of the organizational goals and provide linkages between employee and organizational performance. After studying the methods that used to evaluate employee performances the best method that I could find was 360-degree feedback method and MBO method. These two methods helps to evaluate employees performance with all the important factors that an employee needs to improve in order to improve the individual levels as well as organizational level. Managers can use these two methods to evaluate employees performance and give feedback to employees about their strengths and weaknesses which they need to improve and after analyzing this, employees can work hard to achieve organizational goals to compete with others. Conclusion In conclusion it can be said that, performance appraisal is generally a performance measuring tool, It is not only to identify employees job performance but it also helps managers gain information that help them make their employees work more prolific. Also vital information can be gained so that organizations may recognize the difficulties that workers face in everyday work. However it should not be forgotten that this system has a lot of flaws, and may not always be ideal for companies, but it cannot be ignored. It is an inevitable procedure which no matter how much employees or managers try to ignore it, needs to be carried out, because without it employee evaluation is not possible. One can soften it by calling it development discussions or have them on a usual basis to identify areas of improvement, but it cannot be overlooked. Developing an effective performance appraisal system requires strong commitment, from top management: if the system does not provide the linkage between employee performance and organizational goals, it is bound to be less than completely effective.

Response to George Berkeley’s Three Dialogues between Hylas and Philono

A Response to George Berkeley’s Three Dialogues between Hylas and Philonous The following essay is a response to George Berkeley’s Dialogues between Hylas and Philonous, in which he argues that the Cartesian notion of substance is incoherent, that the word "matter" as Descartes uses it, does not mean anything. This essay is also about words as memories, and about the two fictional Marcels, young and old. Hylas is a Cartesian thinker, and Philonous is Berkeley’s voice of reason. Words are like vessels—they are merely novel constructions of sounds empty of meaning until we fill them. They mean only what we discern in them, and nothing more. Words are only our impressions of them—imprecise, indefinite, unclear. A single word suggests infinite shades of intensity or quality or connotation. They are variable, distinct in each era and dialect, even in each speaking. They are impossible to translate. Words are almost translations themselves. They are re-creations of other words from other languages and from their own. They are metaphors—dead because they have been "carried across" into alien languages, and dead because we no longer hear them. They are the memories of, and allusions to, what they once were. Words are instinctive—the fundamental expression of thoughts secondary to thoughts. They are, indeed, the translations of thoughts, the inexact and practical interpretations of them. They communicate. Words are imperfect by nature. In the Dialogues between Hylas and Philonous, Berkeley knows words to be imperfect. His two speakers debate definitions—of skepticism, sensible things, substrata, matter, idea, spirit—as principal points on which their arguments depend; once Ph... ... Combray, Swann in Love, and Place-Names: The Name, all of which are mentioned in the essays. Descartes’ Meditations on First Philosophy questions and defines knowledge and existence. Descartes too, uses a first-person voice, whom we called "the Meditator." It is the Meditator who goes through the method of progressive doubt and re-founds all knowledge on the basis of "the cogito": Thus, after everything has been most carefully weighed, it must finally be established that "I am, I exist" is necessarily true every time I put it forward or conceive it in my mind. Berkeley’s Dialogues between Hylas and Philonous is an argument between the Cartesian thinker Hylas and the Berkelean Philonous. In the first of these dialogues, Berkley argues that the Cartesian notion of substance is incoherent and that the word "matter" as Descartes uses it is meaningless.

Royal Malaysia Customs Department: Parking Problems

Parking problem at Royal Malaysia Customs Department and its solutions. Parking at the Royal Malaysia Customs Department has been a difficult proposition. Rising the necessary additional units and support staffs have Increased demand for parking. The building is ill-equipped to accommodate the rise of population growth which only exacerbates the problem. Taking into account of the problem, a number of potential solutions are proposed; these include a park and ride information system facilities, bicycle facllltles and vehicle stacking will be further explain below. TheHeadquarters of Royal Malaysia Customs Department Is located in the centre of administration in Putrajaya, in which park and ride services are made available. However, the park and ride lots are a different situation. Location, size, accessibility, cost, and frequency ot transit service can have a significant effect on how popular the service Is. An advanced traveller Information system could be Implemented for the park and ride lots in Centre of Administration in Putrajaya. This would provide real- time details about the availability of parking spaces in each of the park and ride lots through a variety of media.The information provided through this system is likely to be most useful on corridors where there Is both an ‘inner-ring' and ‘outer-ring' park and ride lot. For example. a car coming from precinct 17 is likely to prefer parking at Alamanda Putrajaya since that facility is served by two buses that run more frequently than at the Precinct 8 park and ride lot. If he drives as far as the north to Alamanda Putrajaya, only to find that there are no spaces, he Is left with several choices: drive to the Precinct 8 or Precinct 9 lots. pay for parking on or near offce building, or turn back and park at the precinct 16 lot.In any case, he pays a penalty in lost time and extra petrol; if he parks in town, he will also be paying an additional fee. If, however, he knew that the Alamanda Putr ajaya lot was full before he reached the other lot, he could park there and save himself time, money, and frustration. Second, to be in line with government encouragement to use bicycle, hence the bicycle facility improvements should address two elements in order to embolden the use of this mode. Travel facilities, such as bike lanes, wider shoulders, off-road bike paths, and the like, help make the Journey safer and more pleasant.Storage facilities in the building should be convenient and secure. This could take the form of bike lockers which provide dry, secure storage. Bike shelters could be added in areas with existing bike parking, which would protect parked bikes from the weather. one interesting fact of people who commuted by bicycle to workplace is the amount of money a person could save a year. This makes sense because the cyclist usually less concern about the hike of petrol rates and parking fees. The main concern of a cyclist is likely about the security and protection o t their bicycles while parked.Lastly, nother option to decrease the demand for parking at Royal Malaysia Customs Department is by vehicle stacking, a mechanical parking solution that enables multiple vehicles to be parked in the footprint of a single vehicle. This presents a potential method for increasing the number of parking spaces. In the context of the tOf2 Royal Malaysla customs Department DullOlng, tnls type 0T tecnnology Is only sulta for use in parking decks. Future parking structures could be designed to accommodate vehicle stackers; however, this type of technology requires a trained operator and thus is only suitable for valet parking.These devices are also unsuitable for many types of vehicles, including vans and trucks. Stackers require significant capital outlay per space, plus additional electricity requirements for each stacking mechanism. At the current time, these drawbacks mean that vehicle stacking is unlikely to be a practical solution at Royal Malaysia Customs Department. In conclusion, parking problems at Royal Malaysia Customs Department can be reduced by making efforts to improve the facilities of park and ride information system, provide safer and conducive surrounding to cycle and offer car stacking technology in the building.

Humanities Prejudice And Persecution Coursework Essay

Why did the Nazis hate the Jews? Did Nazi Propaganda make the German people prejudiced against the Jewish race? How successful were the policies of the Nazi government in establishing an anti- Semitic society? In this coursework I will be explaining why the Nazi’s hated the Jews. I will explain what propaganda is and if the Nazi propaganda makes the German people prejudiced against the Jewish race, and how successful the policies to establish an anti-Semitic were. The term prejudice means an attitude (about a person or group) that is formed without having all the facts. This usually involves disliking somebody, mostly because of their ethnicity, sexuality, religion etc. Prejudice attitudes are learned. For example children in Nazi Germany were taught to hate Jews, which is like anti- Semitic. Germans were influenced by the use of propaganda to prejudice them and make them discriminate against the Jews. The main reason for this was because of Adolf Hitler. The term discrimination means when treating someone in a different way, usually less well, because they belong to a particular group. The Nazi’s treated the Jews differently, due to their religion and they discriminated the Jews as they way they looked like. The term persecution is to treat an individual or group badly. Hitler persecuted the Jews as soon as he came to power in 1993. Adolf Hitler persecuted Jews in many different ways. The way that Hitler persecuted the Jews were: When Hitler seized power in 1933 he used his powers under the ‘enabling law’ to begin his attack on the Jews. In 1938 the attacks on the Jews became more violent with Himmler the head of the SS and the Gestapo launching Kristallnacht on 11th November 1938. By 1939, half of Germany’s 500,000 Jews had emigrated to escape Nazi persecution. In 1939, Germany invaded Poland which had a much larger population of 3 million Jews. In 1941, Germany invaded Russia which had a population of 5 million Jews. Himmler sent four special trained SS units called ‘Einsatzgruppen battalions’ into German occupied territory and shot at least 1 million Jews. Victims were taken to deserted areas where they were made to dig their own graves and shot. Nazi Propaganda: The Nazi’s propaganda in those days was seen as Anti Semitic. Propaganda was an organized way of media that convinced people this could be done by ideas, information, rumours or opinions. The major purpose for the Nazi’s propaganda was to make the German people prejudiced against the Jews race. Another purpose why propaganda was used was a ‘brainwashing’ of the public convincing them of an ideological viewpoint. The Nazi’s propaganda portrayed the Jews as: fat, greedy, lazy, people with big crooked noses, ugly, dark, hooded eyes, nasty, evil, disloyal, unclean, wealthy, powerful and sly. To do this the Nazi’s made sure that their propaganda’s were everywhere. They were more noticed on, for example; posters on windows, cars, walls and also the Nazi’s propaganda was broadcasted on television and films were also made to show the way Nazi’s prejudiced the Jews and was held on the radio. I will now be showing some propaganda posters, which shows positive posters and negative posters. image01.jpg ‘The External Jew’ Poster from a Museum. This propaganda shows a negative outlook about the Jews; it shows Jews being ugly with a crooked nose. The money portrays that Jews are selfish and are money grabbers in the German society. This poster explains the Jews being selfish as they have a lot of money. The whip in this poster indicates that Jews are trying to take control of the German society. This is a negative propaganda towards the Jews. A German Beer Mat This is a Negative propaganda, which shows a German beer mat with a Jew’s face on the mat. This beer mat that was created by the Germans and was put in all pubs. It also has a picture of a Jew showing a very ugly face. Jews are hated by the Germans. The Germans have created this image on the beer mat to show how much they hate the Jews and to show that they do not have any respect towards the Jews. This beer mat indicates ‘whoever buys from a Jew is a traitor to his people!’ People in pubs promote even more hatred against Jews. Anti- Semitic Propaganda in school An Anti-Semitic cartoon. From the German children’s book 1938 This is a negative propaganda which is taken from a German children’s book. This propaganda has both German children and Jewish children in a school. The stereotype here of the Jewish children is made to make them look horrible, dark and with big crooked noses. There is a distinct with the difference of Jews and Germans. Unlike the Jews the Germans stereotype was seen as clean and tidy and they are kept in a lighter area. From this propaganda you can clearly notify which children are Jewish or German as the stereotype comes in again. This propaganda is also to brainwash the German children. This poster explains Jews being kicked out of school, and is showing that without Jewish children the school is better. Showing the Ideal Aryan Family This propaganda is a Positive poster towards the Nazi’s. Because this is trying to promote the ‘Ideal Aryan Family’. We can see this is a positive propaganda as it shown by the fruit and flowers around the family. A fund raising poster for the Hitler Youth This is a Fund raising poster it shows a stunning Nazi girl. This is a positive propaganda towards the Germans. This poster indicates that Nazi’s are beautiful. They are pure good and generous. The tin displays the swastika, which is the Nazi symbol. Hitler posing with German children in 1936 This is a positive propaganda towards the Germans. This poster shows Hitler posing with 3 children from the Nazi Youth. They look extremely joyful as they are with who they believe was the ‘Saviour of Germany’. This poster explains Adolf Hitler is being seen as a father figure for the children. This also explains Hitler is trying to get their support for himself. A ‘Jew Free Area’ Sign This is a Jew Free area sign. From this sign, it shows that this leads to discrimination towards the Jews. This shows that Jews are restricted from going to swimming baths and public places. This propaganda was used to make the Jews jealous as they were unable to go to some places that had a sign like this. This shows Germans being good-looking and healthy, whereas in other propagandas it shows Jews being horrible and fat. In conclusion when the World War 1 had ended, Hitler convinced all the Germans that the Jews were scapegoats. The Nazi’s then used negative propagandas to discriminate the Jews every possible way. Hitler convinced all the Nazi’s about saying negative things about the Jews, Hitler brainwashed the Nazi’s which they began to hate the Jews. The Germans needed a saviour which Hitler came and took upon this role. Due to the fact that all the brainwashing Hitler started to do to the Germans so they were able to hate the Jews. The propagandas were so successful that it led to Hitler making the laws. By the propagandas being successful and the new laws made by Hitler this led the Jews dying in the holocaust. The holocaust is the name given to the slaughter of six million people, mostly Jews, during the Second War. Â