Course of Action Statement and Sketch Coursework

Course of Action Statement and Sketch - Coursework Example In accordance with Field Manual (FM) 3-21-31 (2003), â€Å"Decisive operations at any echelon (accomplished by a designated main effort) directly achieve the purpose of the mission of the higher headquarters.   At the SBCT level, there is only one decisive operation†.   By that definition, once the attack by Ahurastan forces occurs, EUCOM will automatically switch to Phase 2, which is Seize the Initiative.   With 4ID aviation assets disrupting enemy forces, it is hoped that the SBCT will be able to accomplish its main decisive operation as established by the 4ID CG, to designate two routes through AO for passage and to close said routes on/order.   These routes have been designated on the map as the primary and alternate route.   AA1 has been preliminary chosen as the primary route because of the dam adjacent to AA2.   If the Commandos choose to sabotage the dam, road traffic would be cut off, especially considering there is no improved bridge on AA2. Because the 4 ID battle plans are not finalized as of this date, it is impossible to determine whether the division CG will require simultaneous shaping and decisive operations.   Therefore this COS will assume they will be separate entities.    In order to maintain the Decisive Operations as described above, SBCT fires teams will be established at integral areas along both designated routes, as well attempting to neutralize all enemy assets in the AO.   Engineer assets should be mobilized closer to AA2 with a fires team.... If the Commandos choose to sabotage the dam, road traffic would be cut off, especially considering there is no improved bridge on AA2. IV. Shaping operations Because the 4ID battle plans are not finalized as of this date, it is impossible to determine whether the division CG will require simultaneous shaping and decisive operations. Therefore this COS will assume they will be separate entities. In order to maintain the Decisive Operations as described above, SBCT fires teams will be established at integral areas along both designated routes, as well attempting to neutralize all enemy assets in the AO. As it slow to move them, Engineer assets should be mobilized closer to AA2 with a fires team in order to keep that route operational in case AA1 is overrun. If the area is not as heavily attacked as is predicted, the engineers can work on preparing a possible bridge over the ARAKS, even temporary will work in the event of an emergency. V. Sustaining operations By the FM, sustainment ope rations are conducted throughout the area of operations, so it would probably be best to break the sustainment down into the levels as discussed in Chapter 1 of the FM. The Op Order states the SBCT should be prepared to accomplish this mission for â€Å"several weeks†, until the Task Force is fully deployed and operational, a large order considering support is â€Å"austere†. V.1 Movement Military Police will provide movement control along the designated routes, especially once enemy forces have been neutralized. This will be one shortfall for the SBCT, as the MP’s will be stretched extremely thin along some 120 kilometers of roadway. If there are any MP assets available, perhaps the 4ID CG can attach them to the Combat Team, to augment our own forces. V.2 Security (Including rear

Motivation Skills Development Plan for Nursing

Motivation Skills Development Plan for Nursing Qi-Cai Liu Leadership has been described as a relational process in which an individual seeks to influence others towards a mutually desirable goal. (RNAO, 2013). To be an effective leader, the person must be able to create a compelling vision, build up a group, inspire and motivate the group to engage and achieve that vision (Mind Tools, 2015a). Nursing is a discipline which combines the scientific caring and political action (CNA, 2009). Nursing leadership plays an essential role in the nurses life. It influences the healthy outcome of the patients, nurses, organizations, and even the health system. According to the College of Nurses of Ontario (CNO, 2002), each nurse, across all domains, needs to demonstrate leadership in her/his nursing professional practice by providing and advocating the best service to the client/public. Registered nurses at the entry-level are required to have the ability or skills to build up a trust relationship with the clients and colleagues, to create a safe pract ice environment, to develop the knowledge in nursing science, and to balance the conflict values and priorities (CNO, 2014). Therefore, all the nurses need to start their leadership development during their education process. As a nursing student, I also plan to develop my leadership skills to meet the requirement from the CNO professional standards. There are two surveys,which are well designed to assess the leadership skills and motivations, are available at Mind Tools website (2015b). To identify my current leadership skills, I completed these two surveys and the results are shown in the appendix A and B. This paper is trying to analyze the two survey results and then to identify the strengths and weakness of my leadership, and then create a plan to improve my leadership skills within my current acute care clinical practice by applying the transformational leadership practices. Survey Results Analysis According to the leadership standard (CNO, 2002), nursing leadership requires many personal characteristics and skills, such as respect, relationship, trust, self-knowledge, learning, communication, integrity. To assess my leadership abilities, I completed two well-designed online surveys (Mind Tools, 2015b). One is How Good are Your Leadership Skills and one is Leadership Motivation Assessment. The survey results are shown in the appendix A and B. For the survey of How good are your leadership skills? there are 18 statements which are designed to assess the personal characteristics and transformational leadership. I got a score of 58 out of 90 (See appendix A), which implies that my current overall leadership is at medium level and there are many areas I need to improve. Personal characteristics refer to the traits of a leader, such as the respect, trust, self-confidence, empathy, positive attitude, honesty, outlook, and emotional intelligence. Personal characteristics are the important part of the leadership. It influences the success or failure of leadership. In the survey, the personal characteristic part includes three components: self-confidence, positive attitude and outlook, and emotional intelligence. The survey designers think that the self-confidence and positive attitude are the two key fundaments for leadership, as they believe that people like to be friends with the person with high self-confidence, and the person with a positive attitude is also easier to inspire and motivate the surround people. The survey designers also think the emotional intelligence is important for the leader to build up interpersonal relationships, which contributes to the leadership. I got a score of 7 out of 10 in all those three components, which indicates that I already have certain personal characteristic strengths. However, there are still some spaces need to improve. For examples, my self-confidence will fluctuate according to my abilities to perform certain things. I may have a negative attitude in a helpless situation. I may bring my personal emotion into the workplace when I lost control of it. To be an effective nursing leader in the future, I need to strength these leadership related personal characteristics, as well as those didnt include in the survey. Transformational leadership refers to a process leadership style that the leader identifies the requirement of change, creates a vision, delivers the vision to the team, and inspires the team to execute the change (Wikipedia, 2015a). Transformational leadership is one dominating theory in the nursing leadership practice and research (Hutchinson and Jackson, 2013). In the survey of How good are your leadership skills? the transformational leadership part consists five components (Mind Tools, 2015c): providing a compelling vision of the future, motivating people to deliver the vision, being a good role model, managing performance effectively, and providing support and stimulation. I got a score of 7 out of 10 in the components of being a good role model and managing performance effectively, which indicates that I will be able to present myself as an example for the followers and manage performance by setting up clear rules or expected targets. I got a score of 13 out 20 in the componen t of providing support and stimulation, which implies there are more spaces to improve my ability of stimulating the followers and my competency of providing support during the facilitating process. I usually think people need to very smart to stimulate other people, otherwise it will be very hard. For the component of providing a compelling vision of the future, I got a score of 6 out of 10, which indicates I am not good at providing a good vision. That is certainly true as I thought it is too hard or complicate to make a plan for the future as there are so many unpredictable changes would occur. However, I just learned that a good leader is able to adapt to the changing of the environment during the progress. Therefore, I need to develop this ability from now. I only got a score 4 out of 10 in the component of the motivating people to deliver the vision, which is the worst score over the all parts of the survey. However, it showed out the truth that I am not good at to motivate so meone else to deliver the vision. To be a good leader, it is not only required to create and deliver a vision, but also required to be able to motivate other people to help him/her to deliver the vision. Thus, I need to put more effort to improve this ability in the future nursing practice. For the second survey of The leadership motivation assessment(Mind Tools, 2015d), there are 14 statements which are designed to assess the motivation to lead. I got a score of 51 out of 70 (See appendix B), which implies that my current motivation to lead is at medium level and needs to improve. I always think that lead other people do something is the most challenging task. If people dont have good leadership skills, they will feel very stressful as the majority of their lead attempts will be not succeed. Based on this thinking, my motivation to be a leader is not very high. I am like to communicate with and build up positive relationships with other people. I am also like to participate group activities, and contribute my ideas to them. It is fine for me to help other people to fix the problems. However, when it comes to motivating some people to do something, I am not very confident with that. I do not like to face the frustration when receiving the refuse. I also do not know how to deal with those people who are hard to be motivated. As a result, I usually like to cooperate with other people rather than to lead or motivate them. However, as a nursing student, I am required to develop my leadership competencies to meet the professional standards (CNO, 2002). Therefore, it is the time for me to promote my leadership motivation. Based on the above analysis, I identified some my leadership strengths, which including: self-confidence, positive attitude and outlook, emotional intelligence, being a good role model, managing performance effectively. However, to be a good leader, I think these areas still need to further develop in the future practice. Besides that, I also found my weaknesses to be a leader, which including: providing a compelling vision of the future, motivating people to deliver the vision, providing support, as well as increasing motivation to lead. I need to start now to put some effort to improve these weaknesses. Motivation Skills Development Plan As mentioned above, leadership is one of the seven nursing professional standards (CNO, 2002). Therefore, as a nursing student, I need to cultivate my leadership competencies and develop my leadership skills from now. Based on the two surveys, I identified several weaknesses in my leadership, such as providing a compelling vision of the future, motivating people to deliver the vision, providing support, as well as increasing motivation to lead. I think all of those areas are deserve to improve as they are the important components of leadership. However, in contrast with others, I think the skill of motivating people to deliver the vision is very urgent for me to improve as I only got a score of 4 out of 10 in the first survey. Here, I am trying to set up a plan to develop motivating skills during my current acute care clinical practice. As mentioned above, the main barrier for me to motivate other people is that I dont know how to motivate them, and I lack some skills. Therefore, the goal of this plan is to identify some strategies and develop my motivating competency through applying them in the clinical practice. After reviewing some literature articles, I find the following three strategies are helpful for the development. My first strategy is to set up effective visions in the clinical practice. According to the Mind Tools (2015e), setting up a clear and achievable vision is essential to build up a motivating environment. There is no motivation if there is no vision. The ambiguous and immeasurable vision will increase the challenge to motivate. An achievable and challenging vision will make people feel more important and valuable, and result in easier to motivate. Therefore, to improve motivating ability, I need to develop my ability for providing an effective vision, which is also one of my leadership weaknesses from the survey result. To achieve that, I plan to take the following tactics in the clinical practice. First, I will try to design some effective visions or goals which relate to the acute nursing care. According to Mind Tools (2015e), an effective goal should have the features of specific, measurable, attainable, relevant, time (SMART). I will make sure each goal can meet these five feature s after designing. For example, during the patient discharge education, I will create a SMART goal like this: patient will state that he knew how to use the leg bag catheter before the discharge. Second, I will ensure each goal is consistent. According to the Mind Tools (2015e), if a goal is inconsistent with the persons long term goals, it will cause the person confusion and go to the wrong directions. Therefore, in the clinical practice, I will assess each proposed goal to see whether it matches the patients long term goals. For example, if I provide a goal which is not consistent with the patients other goals, it will be every hard or even impossible to motivate this patient to achieve it. Third, I will put some challenge in the goal. According to the Mind Tools (2015e), people usually work harder if you put more expects of them. If a goal is too simple and too easy to achieve, people may not be motivated to do it as it doesnt have any challenge. People are like to perform import ant, valuable changes. For example, if I set a goal to motivate other nursing students to increase their communication times with their patients during each shift, the nursing students may think it is too simple to do. Therefore, putting challenge in the goal will increase the possibility for motivation. In summary, I believe my competency in providing effective visions will be improved if I can persistently apply the above three tactics in the clinical practice. My second strategy to improve the motivating skill is to build trust relationships with the patients, nurse staffs, instructor, and other nursing students during the clinical practice. As we know, having a trust relationship is the foundation to motivate other people in the leadership practice, and trust can bring out the best in each individual (RNAO, 2013). Therefore, I need to learn some trust relationship building skills to improve my motivating ability. To build up and maintain a trust relationship throughout the clinical practice, I plan to take the following tactics which are the recommendations from the Best Practice Guideline (RNAO, 2013). First, I will show my care, respect, and concerns. I will recognize and respect the different values and beliefs without judgement and criticism. When providing nursing care to the patient, I will respect the patient autonomy decision. I will show my empathy and provide nursing care to the patients for their illness. Second, I will demonst rate integrity and fairness during the practice. I will openly share my values and beliefs to the patients and other nursing students. I will increase the culturally sensitive during the practice. I will set up clear performance standards to make sure the fairness during the nursing care. If I made a mistake by accident, I will admit it and take the responsibility. I will also keep the commitments during the nursing care. For example, if I said to the patient that I will come back to see him/her soon, I will implement it. Otherwise, I will lose the trust of this patient. Third, I will demonstrate the role competency and promote the teamwork. I will apply the medical and pharmacological knowledge, as well as the relationship and leadership knowledge during the practice. I will promote my collaborative relationship with other health work providers. I will give assistance to the other nursing students when they needed. I will also receive and acknowledge the helps from other nursing st udents and nurse staffs in the unit. In summary, I will be able to build up a trust relationship based on the above three tactics. However, it may be harder to maintain a trust relationship than building it. There are so many factors can cause the losing of trust, such as the inconsistency between the actions and says, seeking for the personal interesting, lie, and withhold information (RNAO, 2013). Therefore, I need to put more efforts on that during the clinical practice. My third strategy to improve my motivating ability is to identify the differences between individuals. To achieve the goal of motivating, rigid techniques should be avoided as each individual has his/her specific features. According to the Hersey Blanchard situational leadership theory (Wikipedia, 2015b), there are four mature level of the followers: M1, M2, M3, and M4. The M1 followers are lacking specific skills and are unwilling to make changes. The M2 followers are lacking specific skills, but are willing to make changes. The M3 followers are experienced, but unwilling to make changes. The M4 followers are experienced and willing to make changes. As a result, different motivation skills should be adapted according to the followers maturity level. For example, when I am trying to motivate a patient to make some healthy behavior changes, I will firstly identify the maturity level of this patient by assessing his/her willingness and capacity. If the patient has the willingness and c apacity, I may just need to tell him/her to make the change. If the patient has willingnesses but not has capacity, I may need to find out the tools to help her/him build up the capacity. If the patient doesnt have willingness but has capacity, I may need to focus on the strategies of motivation, such as assisting the patient to identify and overcome the barriers. If the patient does not have the both willingness and capacity, it will be more challenge as I am not only need to motivate but also need to help build up the capacity. In this way, I will be able to use different techniques to motivate people according to their characteristics. By applying the above three strategies in my current acute care clinical practice, I anticipate to improve my competencies of setting up compelling visions, building up trust relationship, and identifying the differences between individuals in clinical. As a result, I will increase my ability of motivation at the end. During this process, I will also be able to evaluate the ethical and legal nursing care standards in the current acute care unit when I am designing the compelling vision. I will learn how to evaluate the professional standards and guidelines and apply them in the clinical practice. For example, I learned the strategies of building up trust relationship from the Best Practice Guideline (RNAO, 2013), and I will use this knowledge to build up the trust relationship in the clinical practice. I will learn how to analysis the leadership theories and use them to lead the change during nursing practice. For example, I will use the Hersey Blanchard situational leadership theory to assess the maturity level of each individual. After obtaining some motivation competencies, I will try to practice little leadership among the nursing student group. References Registered Nurses Association of Ontario (RNAO). (2013). Healthy work environments best practice guidelines: Developing and sustaining nursing leadership. Retrieved from http://rnao.ca/bpg/guidelines/developing-and-sustaining-nursing-leadership. Mind Tools. (2015a). What is leadership? Retrieved from: http://www.mindtools.com/pages/article/newLDR_41.htm. Mind Tools. (2015b). Leadership skills: Become an exceptional leader. Retrieved from: http://www.mindtools.com/pages/main/newMN_LDR.htm. Mind Tools. (2015c). How good are your leadership skills? Retrieved from: http://www.mindtools.com/pages/article/newLDR_50.htm. Mind Tools. (2015d). The leadership motivation assessment: How motivated are you to lead? Retrieved from: http://www.mindtools.com/pages/article/newLDR_01.htm. Mind Tools. (2015e). How good are your motivation skills? Retrieved from: http://www.mindtools.com/pages/article/newTMM_67.htm. Canadian Nurse Association (CNA). (2009). Position Statement: Nursing leadership. Retrieved from http://www.cna-aiic.ca/~/media/cna/page-content/pdf-en/nursing-leadership_position-statement.pdf?la=en. College of Nurses of Ontario (CNO). (2002). Professional Standards: Leadership. Retrieved from http://www.cno.org/Global/docs/prac/41006_ProfStds.pdf. College of Nurses of Ontario (CNO). (2014). Competencies for entry-level Registered Nurse Practice. Retrieved from: http://www.cno.org/Global/docs/reg/41037_EntryToPracitic_ final.pdf?epslanguage=en. Wikipedia. (2015a). Transformational leadership. Retrieved from: http://en.wikipedia.org/wiki/Transformational_leadership Wikipedia. (2015b). Situational leadership theory. Retrieved from: http://en.wikipedia.org/wiki/Situational_leadership_theory Hutchison, M. Jackson, D. (2013). Transformational leadership in nursing: towards a more critical interpretation. Nursing Inquiry, 20 (1), 11–22. doi DOI: 10.1111/nin.12006.

Love in A Midsummer Nights Dream Essay -- Midsummer Nights Dream

The Power of Love in A Midsummer Night's Dream Is love controlled by human beings who love one another or is love controlled by a higher power? There are many people who believe that a higher power has control over love. An example of a higher power would be a cupid, a flying angel-type creature who is supposed to shoot arrows at people to make them fall in love. There are other people who reject the idea that a higher power controls love and that the people who experience love can control it. In the novel, "A Midsummer Night's Dream", by William Shakespeare, several examples of love's association with a higher power are presented. With the use of examples from the above novel, this essay will discuss the evidence that love is associated with a higher power. Examples like: Thesius arranging a marriage between himself and Hippolyta, Egeus choosing who Hermia should marry and the fairies who have the ability to control love in the Enchanted Forest. In the story, the supreme ruler of Athens, Thesius ends up marrying Hippolyta, the Queen of the Jungle. However, during the whole story, Hippolyta never throughly discusses her feelings and ideas about the marriage. She acts as if she has no choice but to marry Thesius. This can be proven by examining Hippolyta's position in the relationship between herself and Thesius. Hippolyta was captured by Thesius during battle and Thesius intimidates Hippolyta into marrying him since he is a supreme ruler and she was defeated by him. Thesius reveals that he capture Hippolyta in battle in the following quote, "I wood thee by my sword/ And won thy love doing thee injuries" (Act I, Pg 7). The above quote and the fact that Hippolyta never discusses her feelings about the wedding leads the re... ...elings of love in people. This proves that a higher power can control the feelings of love in people. In conclusion, all of the above paragraphs dealt with examples proving that love can be associated to a higher power. A higher power in definition is any being or group of beings that have direct control over the actions of another being. Two of the examples showed how a higher power can control love and one of the examples showed how love can defy a higher power and prevail. In any case, it has been proven that a higher power does exist when dealing with love. Many people have wondered what love really is and how love develops between people. Even if love isn't associated with a higher power in life, it is a strange phenomenon and so far the association of love with a higher powers is a valid suggestion as it was proven in the story, "A Midsummer Night's Dream"

Me as a Writer

In the essays â€Å"How Computers Change the Way We Think† and â€Å"Is Google Making Us Stupid† both authors address the issue that throughout the years technology has changed the way we think and process information. In Nicholas Carr's â€Å"Is Google Making Us Stupid† he describes how the internet shapes the way we process material when reading.Before people use to take their time and read and analyze text, but now we skim through it. While reading, people most of the time rush through it to get the gist of it. I occasionally find myself running through pages of a psychology book to get the answer to a question as fast as possible. In Sherry Turkle's â€Å"How Computers Change the Way We Think† she lists different topics and how the computer effects each of them. For example, privacy was sheltered in the past where now it has become open. We now have twitter and facebook for the whole world to see.Sherry Turkle writes about her experience at an institut e of technology where a professor spoke about how calculators are make a negative impact on students. Students are using calculators and relying on a piece of technology to punch in numbers and calculate the equation for us without us even having to think about the problem. Instead of using a pen and paper and step by step problem solving in our heads and making our brains work we rely on technology to do the work for us. Aside from relying on calculators the main source that people rely most on is computers.Computers have changed people in many different ways. For example a research paper. Books were the main source for gathering information to write a research paper, but now people just use computers are click on link after link to find all the information they need. This affects how people process information because instead of reading deep into the book and understanding the information, they briefly skim through the internet and find the information they need.From reading both pieces, I can understand each of the points that were brought up. I feel that in today's world computers and digital technology are a main source of connection, productivity and distraction. Due to this and to a constant exposure to the basic functions of a computer, digital technology such as video games, for example ipads, and the internet itself, we are being influenced what we do and accomplish online.This is affecting the way people act and interact with others socially. Being behind a computer changes the way you think. It is easy to respond to others due to the fact that you have time to think about what you want to say and how you are going to say it. People just type away and when done they have the ability to fix what they are about to say. It changes how they act with people face to face because they don’t know what to say and don’t have time to think about it.Sherry Turkle also talks about privacy and how in the past our privacy was sheltered and now has no meaning because people are unaware that privacy is a right not a privilege. Students ‘blog’ and ‘tweet’ about personal information that on some social networks is available for the entire world to see within minutes of posting.Both Carr and Turkle relate to one another in the sense that they agree that computers are influencing the way we understand and process information. They both say that we can take on the qualities of a computer and can influence the way we speak and write.

The Nature and Relationship of Hitler and Geli Raubal.

The last time the public had seen Geli Raubal was when Hitler was heard to shout at h as he was about to get into his car: â€Å"For the last time, no! † She shouted. After he left Raubal shot herself through the heart with a revolver. It has been said and believed that Hitler and his niece Geli Raubal were romantically involved; although there is no forthright proof, the vicious consequences Raubal was forced to go though throughout their time together is strong enough proof to convince a majority of the people that she was driven so far to the edge that she committed suicide. Geli Raubal was a typical content adolescent before she came into the likes of her uncle, Adolf Hitler. When Adolf Hitler rented a house in Obersalzberg after he was released from prison, he asked his half-sister, Angela Raubal, to be his housekeeper. She agreed and in August 1928 brought Geli with her to stay with Hitler. This is when his admiration for the love and youth of the Aryan race were able to be exercised as he looked into the eyes of Raubal. It was the fact that her presence released Hitler as she was â€Å"Allowed to laugh at her Uncle Alf and adjust his tie when it had slipped. She was never put under pressure to be specially clever or specially witty. She could be simply what she was – lively and uncomplicated. † – Emil Maurice and her pure Arian-bred features intrigued Hitler so much to the point in which his infatuation was more important than morality and the incorrectness of incest. Hitler proudly introduced Raubal to members of the Nazi party and other guests at social events. Baldur Von Schirach quotes â€Å"In his tone of voice there was a mixture of pride and tenderness as he introduced ‘My niece, Fraulein Raubal. † However, he made sure she was watched closely due to the fact that he protected her to a great extent. As Hitler rose to power as the leader of the Nazi party, he insured a tight rein over Raubal. Nevertheless, Hitler's efforts to control Geli were at times unsuccessful as she was a free-spirited young woman who often did as she pleased whenever and wherever possible. He did not allow her to associate wi th friends freely and attempted to have himself or some one he trusted greatly near her at all times, accompanying her on window shopping excursions, the movies and the opera. However, Raubal did not seem to return his feelings and became linked to Emil Maurice, a founding member of the SS and Hitler’s chauffer. Subsequent to when Hitler discovered their relationship he dismissed Maurice instantly. In a letter from Raubal to Maurice that was found, Raubal says â€Å"Uncle Adolf is insisting that we should wait two years. Think of it, Emil, two whole years of only being able to kiss each other now and then and always having Uncle Adolf in charge. I can only give you my love and be unconditionally faithful to you. I love you so infinitely much. Uncle Adolf insists that I should go on with my studies†. Many believe this was not the case, since Adolf said himself to Heinrich Hoffman that he could â€Å"marry her†. Due to this, the jealousy Hitler felt was taken to a whole new level and began so noticeably suffocate Raubal with his jealousy. It was said that Hitler was not the only one who was protestant. Raubal began to become concerned about Hitler’s relationship with nineteen year old, Eva Braun, whom Hitler used to â€Å"take out for rides in his Mercede’s† (Quote: Unknown member of the S. S) which then led to a public relationship. The demonstration of feelings such as jealousy is what led the public to believe that Raubal also had feelings for Hitler. An SA officer, Wilhelm Stocker, who Raubal often confided in told in an interview that â€Å"She admitted to me that at times Hitler made her do things in the privacy of her room that sickened her but when I asked her why she didn't refuse to do them she just shrugged and said that she didn't want to lose him† also illustrating that she was flattered by Hitler's gallantry and generosity. She also complained about the way Hitler controlled her life. On September 8, 1931, Hitler left for Hamburg after having a blazing row with her over her desire to spend some time in Vienna. Hitler was heard to shout at her as he was about to get into his car: â€Å"For the last time, no! † After he left she shot herself through the heart with a revolver. Raubal was found dead from the gunshot wound in Hitler’s Munich apartment on the morning of September 19, 1931, at the age of twenty three. The official cause of death was listed as suicide; most historians surmise that Raubal was distraught over her incestual relationship with Hitler, could not escape it, and killed herself as a result. However, at the time Hitler already had considerable influence with the Munich police, so it cannot be known if they were being objective. There were many rumours, including one that Hitler had in fact shot her (or had her shot) for infidelity, since the bullet came from Hitler’s gun and that she committed suicide because she was expecting Hitler’s child. By all accounts, they argued intensely in the days leading to her death. Nobody knows what really happened between the two. After her death, Hitler threatened to commit suicide himself. Historians have written that Hitler was deeply in love with her, that she was the love of his life and that after her death he was a changed man for the worse. He even turned vegetarian as he claimed â€Å"meat reminded him of Raubal’s corpse†. Hitler had early ambitions to make his way as an artist and continued to draw sporadically after he entered politics. The many sketches of his which survived the war included some ordinary nudes and at least one of these depicted Raubal. Bibliography: Spartacus Educational, 2009 – http://www. spartacus. schoolnet. co. uk/GERraubal. htm Spiritus Temporis, copyright 2005 – http://www. spiritus-temporis. com/geli-raubal/ Lycos Retriever, copyright 2005 Lycos Inc – http://www. lycos. com/info/eva-braun–geli-raubal. html All Experts, About, Inc, 2007 – http://en. allexperts. com/e/g/ge/geli_raubal. htm