A Biography of Notorious Auschwitz Doctor Josef Mengele

A Biography of Notorious Auschwitz Doctor Josef Mengele Josef Mengele (March 16, 1911 - February 7, 1979) was a Nazi SS doctor who experimented on twins, dwarves, and others at the Auschwitz Concentration Camp during the Holocaust. Although Mengele looked kind and handsome, his heinous, pseudoscientific medical experiments, often performed on young children, has placed Mengele as one of the most villainous and notorious Nazis. At the end of World War II, Mengele escaped capture and is believed to have died in Brazil 34 years later. Early Life Born March 16, 1911, in Gà ¼nzburg, GermanyParents were Karl (1881-1959) and Walburga (d. 1946), MengeleTwo younger brothers: Karl (1912-1949) and Alois (1914-1974)Nickname was Beppo1926 diagnosed with osteomyelitis Education and Beginning of WWII 1930 graduated from the GymnasiumMarch 1931 joined the Steel Helmuts (Stahlhelm)January 1934 SA absorbed StahlhelmOctober 1934 left SA because of kidney trouble1935 awarded Ph.D. from the University of MunichJanuary 1, 1937, appointed a research assistant at the Third Reich Institute for Heredity, Biology, and Racial Purity at the University of Frankfurt; worked with Professor Otmar Freiherr von VershuerMay 1937 joined the NSDAP (member #5574974)May 1938 admitted to the SSJuly 1938 awarded medical degree by University of FrankfurtOctober 1938 began basic training with the Wehrmacht (lasted three months)July 1939 married Irene SchoenbeinJune 1940 joined the medical corps (Sanittsinspektion) of the Waffen SSAugust 1940 appointed an Untersturmfà ¼hrerAttached to Genealogical Section of the Race and Resettlement Office in occupied PolandJune 1941, sent to Ukraine as part of the Waffen SS; received the Iron Cross, Second ClassJanuary 1942 joined the Waffen SSs Viking Division medical cor ps; earned the Iron Cross, First Class by pulling two soldiers out of a burning tank while under enemy fire; also awarded the Black Badge for the Wounded and the Medal for the Care of the German People; wounded End of 1942 reposted to the Race and Resettlement Office, this time in its headquarters in Berlinappointed to Haupsturmfà ¼hrer (captain) Auschwitz May 30, 1943, arrived at AuschwitzConducted medical experiments on  twins, dwarfs, giants, and many othersSeemingly constant presence and participation in the selections at the rampResponsible for selections in the womens campcalled Angele of DeathMarch 11, 1944, his son, Rolf, was bornSometime middle of January 1945, he fled Auschwitz On the Run Arrived at Gross-Rosen camp; then left before Russians liberated it on February 11, 1945Spotted at MauthausenCaptured as a prisoner of war and held in a POW camp near MunichReceived papers from fellow prisoner, Dr. Fritz Ulmann; for vanity reasons had not gotten blood type tattooed beneath arm, American Army did not realize he was a member of the SS and released himAliases include: Fritz Ullmann, Fritz Hollmann, Helmut Gregor, G. Helmuth, Jose Mengele, Ludwig Gregor, Wolfgang GerhardRemained on George Fischers farm for three years1949 escaped to Argentina1954 his father came to visit him1954 divorced from Irene1956 had his name officially changed to Josef Mengele1958 married his brother, Karls, widow - Martha MengeleJune 7, 1959, West Germany issued its first arrest warrant for Mengele1959 moved to Paraguay1964 the Universities of Frankfurt and Munich withdrew his academic degreesAssumed that his remains were buried in Embu, Brazil in a grave marked Wolfgang GerhardBelieved to have d ied on February 7, 1979, on the beach at Bertioga in Embu, Brazil while suffering a stroke while swimming in the ocean. February 1985 a public trial, in absentia, was held at Yad VashemIn June 1985, the body in the grave was exhumed for forensic identification.

The Role of Technology in Organization Development

The Role of Technology in Organization Development Summary The article focuses on the connection that exists between the technologies and the development of a company. There are three main issues used by the authors: organizational development (OD) as a data The case of PepsiCo helps to observe how a huge consumer-products company strives for some changes and uses technologies to enhance the change within a short period of time. The prior state of the company is successful indeed as the company takes the leading position on the global market; still, the need of some training programs and HR-related processes that can promote a further development of the company is obvious. This is why PepsiCo should develop a platform on the basis of which OD surveys, career planning tools, and management processes can be integrated (Church et al. 2002). The MyDevelopNet website has been developed to drive the required culture change process. It helps the employees and managers share their experience, define their goals, and realize what they actuall y expect from the work at this company. Of course, some workers face the challenges based on the lack of experience with new technologies, still, in general, the results help to improve the current state of affairs and implement the required change. The offered technology serves as a powerful tool to show that PepsiCo remains to be a powerful world-class company that respects the choice of people and tries to do everything possible to promote its workers’ development and create new ideas to attract more people and retain its managers’ talent. Debates Taking into consideration the need of a constant change within a company, a number of ethical questions and doubts may take place. The debates around the following issue should encourage people to think about a true worth of a current technological process: whether it is actually fair to pay more attention to the role of technology in organization development at the expense of the maturity of the company’s workers a nd managers. In other words, it is necessary to analyze the situation when an experienced employee is cut off a number of opportunities due to lack of practice with the current technologies. When the time to choose between practical knowledge and technology comes, what turns out to be more important? OD through technologies and its importance Organizations should think about the possible ways of improvement on a regularly basis to promote consumers with the necessary services in regards with their demands and expectations and help employees create appropriate working conditions. Technologies cannot be neglected even if changes may lead to some problems, as their solutions make each member of a team stronger and ready for new adjustments.Advertising We will write a custom report sample on The Role of Technology in Organization Development specifically for you for only $16.05 $11/page Learn More Sometimes changes are not necessary. Workers should focus on imp roving their skills and providing qualified services. There is no need to follow the current technological progress as human experience and knowledge are priceless. People recognize technologies as something crucial and indispensible People cannot imagine their lives without a number of technologies. They depend on the Internet and cell phones. OD is impossible if people fail to define technologies essential for their lives. People should learn how to use them to be ready to find practical application of their theoretical knowledge. It is so wrong for people to depend on some technological things they create. People have to be independent so that the absence of the Internet or electricity or inability to charge the mobile phone may not influence a working process and the results of work. People have to realize that their abilities should not depend on the level of knowledge about different technologies. They should pay more attention to the development of practical skills. Involveme nt of ordinary workers in OD through technologies OD is a data-driven process that leads for some changes. Workers as no one else know what is necessary for a successful application of various interventions and what interventions are actually needed. Each worker should have a chance to share his/her own idea and prove its necessity. And workers should know how to use technologies and be ready to introduce their own concepts. Workers should not waste their time on promoting OD as they have much work to do. There are people, who develop changes in organizations. Still, it is wrong to use workers, ask learn technologies better, and distract from the tasks they have to perform. The role of technologies is crucial for OD, still, these technologies should never be imposed. Reference List Church, AH, Gilbert, M, Oliver, DH, Paquet, K, Surface, C 2002, ‘The role of technology in organization development and change’, Developing Human Resources, vol. 4, no.4, pp. 493-511.