What Was the New Jersey Plan

The New Jersey Plan was a proposal for the structure of the U.S. federal government put forward by William Paterson at the Constitutional Convention in 1787. The proposal was a response to the Virginia Plan, which Paterson believed would put too much power in large states to the disadvantage of smaller states. Key Takeaways: The New Jersey Plan The New Jersey Plan was a proposal for the structure of the United States federal government, presented by William Paterson at the Constitutional Convention of 1787. The plan was created in response to the Virginia Plan. Patersons goal was to create a plan that ensured small states would have a voice in the national legislature.In the New Jersey Plan, the government would have one legislative house in which each state would have one vote.The New Jersey Plan was rejected, but it led to a compromise meant to balance the interests of small and large states. After being considered, Patersons plan was eventually rejected. However, his introduction of the plan had still had a substantial impact, as it led to the Great Compromise of 1787. The compromises established at the convention resulted in the form of American government which exists to the present day. Background In the summer of 1787, 55 men from 12 states convened in Philadelphia at the Constitutional Convention. (Rhode Island did not send a delegation.) The purpose was to form a better government, as the Articles of Confederation had serious flaws. In the days before the convention commenced, Virginians, including James Madison and the states governor, Edmund Randolph, conceived what became known as the Virginia Plan. Under the proposal, which was presented to the convention on May 29, 1787, the new federal government would have a bicameral legislative branch with an upper and lower house. Both houses would be apportioned per state based on population, so the large states, such as Virginia, would have a clear advantage in steering national policy. The New Jersey Plans Proposal William Paterson, representing New Jersey, took the lead in opposing the Virginia Plan. Following two weeks of debate, Paterson introduced his own proposal: the New Jersey Plan. The plan argued for increasing the power of the federal government to correct problems with the Articles of Confederation, but maintaining the single house of Congress which existed under the Articles of Confederation. In Patersons plan, each state would get one vote in Congress, so there would be equal power divided among states regardless of population. Patersons plan had features beyond the apportionment argument, such as the creation of a Supreme Court and the right of the federal government to tax imports and regulate trade. But the greatest difference from the Virginia Plan was over the issue of apportionment: the allocating of legislative seats based on population. The Great Compromise Delegates from the large states were naturally opposed to the New Jersey Plan, as it would diminish their influence. The convention ultimately rejected Patersons plan by a 7-3 vote, yet the delegates from the small states remained adamantly opposed to the Virginia plan. The disagreement over apportionment of the legislature had the convention stymied. What saved the convention was a compromise brought forward to Roger Sherman of Connecticut, which became known as the Connecticut Plan or the Great Compromise. Under the compromise proposal, there would be a bicameral legislature, with a lower house whose membership was apportioned by the population of the states, and an upper house in which each state would have two members and two votes. The next problem that arose was a debate over how the population of enslaved Americans—a considerable population in some of the southern states—would be counted in the apportionment for the House of Representatives. If the enslaved population counted toward apportionment, the slave states would acquire more power in Congress, though many of those being counted in the population had no rights to speak of. This conflict led to a compromise in which slaves were counted not as full people, but as 3/5 of a person for purposes of apportionment. As the compromises were worked out, William Paterson threw his support behind the new Constitution as did other delegates from smaller states. Though Patersons New Jersey Plan had been rejected, the debates over his proposal ensured that the U.S. Senate would be structured with each state having two Senators. The issue of how the Senate is constituted often comes up in political debates in the modern era. As the American population is centered around urban areas, it can seem unfair that states with small populations have the same number of Senators as a New York or a California. Yet that structure is the legacy of William Patersons argument that small states would be deprived of any power at all in a completely apportioned legislative branch. Sources Ellis, Richard E. Paterson, William (1745–1806). Encyclopedia of the American Constitution, edited by Leonard W. Levy and Kenneth L. Karst, 2nd ed., vol. 4, Macmillan Reference USA, 2000. New York.Levy, Leonard W. New Jersey Plan. Encyclopedia of the American Constitution, edited by Leonard W. Levy and Kenneth L. Karst, 2nd ed., vol. 4, Macmillan Reference USA, 2000. New York.Roche, John P. Constitutional Convention of 1787. Encyclopedia of the American Constitution, edited by Leonard W. Levy and Kenneth L. Karst, 2nd ed., vol. 2, Macmillan Reference USA, 2000, New York.

The Battle Of Fort Wagner - 1421 Words

MAIN POINT: Active role Massachusetts 54th Volunteer regiment (the first all African-American unit in the Civil War) Note: The Battle of Fort Wagner - exemplifies the greatest contributions of Black soldiers during the Civil War o Displayed extreme heroism in assault on Fort Wagner on Morris Island, South Carolina, in July 1863 †¢ â€Å". . . In the face of heavy odds, black troops had proved once again their courage, determination, and willingness to die for the freedom of their race† McPherson, â€Å"The Negro’s Civil War† (pages 192-195) o Many causalities – black soldiers repeatedly risked their lives by exposing themselves to bullets being shot from the enemy’s side – all in an effort to win the war READ and highlight or take notes/information use in your paper Another article: War, the Ultimate Proving Ground: The black troops persevered in the face of hardship, prejudice, and discrimination. They fought in spite of atrocious treatment and in the face of bitter challenges, believing they could make a difference. They fought for a better future: So rally boys, rally, let us never mind the past; †¨We had a hard road to travel, but our day is coming fast; †¨For God is for the right, and we have no need to fear, †¨The Union must be saved by the colored volunteer. ~the rally cry of the 54th Massachusetts The Fifty-Fourth Massachusetts Infantry Regiment, commanded by Robert Gould Shaw, was one of the most famous regiments of black soldiers. Among its members were two of FrederickShow MoreRelatedThe Battle Of Fort Wagner865 Words   |  4 PagesThe Battle of Fort Wagner consisted of two battles the second being the most deadly and the most famous of the battles. There were several events and terrain features that cost the Union these battles during the attempted siege of Fort Wagner. Even though the Battles were a complete loss there’s several things that came from the battles that had lasting impacts on the war and America. The Union Army wanted to destroy Fort Sumter to allow the Union Navy access to Charleston Harbor so they Navy couldRead MoreThe Battle Of Fort Wagner1294 Words   |  6 PagesThe most famous and well known regiment that fought for the Union in the Battle of Fort Wagner, in Charleston Harbor, South Carolina was the 54th regiment from Massachusetts. The regiment is famous because it was one of the first African-American regiments to fight in the Civil War. In the North, where the abolition of slavery was heavily supported, the 54th regiment was considered very controversial. Although the majority of those who lived in the North were against slavery, many believed that blacksRead MoreCritical Reasoning And Battle Analysis Of Fort Wagner1426 Words   |  6 PagesCritical Reasoning and Battle Analysis of Fort Wagner The purpose of this narrative is to detail the battle of Fort Wagner during the Civil War. This focus explains the defeat of Union forces and how the implementation of intelligence assets may have resulted in Union victory. The use of reconnaissance and scout assets by Union forces would have resulted in the success of the Union Army at Fort Wagner. Fort Wagner was a key stronghold for Confederate forces, securing the Charleston Harbor and protectingRead MoreAfrican Americans Aid The North964 Words   |  4 PagesHudson, Louisiana; Honey Springs, Oklahoma; Fort Wagner, South Carolina; and New Market Heights, Virginia. African Americans constructed about 10% of the United States Army. This may not seem like a lot of people, however it largely aided us in many battles, one battle that really stands out is the battle of Fort Wagner, South Carolina, the African Americans played a major part in helping the North during this battle. Fort Wagner was the first major battle African Americans were allowed to fight, keepRead MoreEssay on Glory, by Edward Zwick 1248 Words   |  5 Pagesduring the Civil War. It tells this story through the eyes of the regiment’s commander, Colonel Robert Gould Shaw, as well as other members of the 54th. It begins with the unit’s inception and follows them up through their participation in the battle at Fort Wagner, all the while exploring themes of discrimination, justice, determination, and brotherhood. Many consider Glory to be one of the most accurate historical films ever made. In my limited research I find the overall story of the film to be fairlyRead MoreRobert Gould Shaw And The Civil War1646 Words   |  7 Pagesplaced him in the position to be involved in some of the Civil Wars greatest and pivotal battles that determined the momentum of the war. Shaw served in campaigns in western Maryland and Virginia serving under Major General Nathaniel Banks, who was actively engaged in stopping major General Thomas â€Å"Stonewall† Jackson’s Shenandoah Valley campaign. Shaw nearly avoided being wounded while fighting in the First Battle of Winchester, when a bullet struck his pocket watch. Shaw, now baptized by fire, wasRead MoreAnalysis Of The Movie Glory890 Words   |  4 Pagesthe fighting to their advantage let to a revamp in the soldiers attitude towards the war. At times, he would write letters to his parents saying he was unfit to lead these men. However, that proved not to be the case. During the final battle of the movie at Fort Wagner, the men showed how much they matured throughout the movie, which led to a great, well planned fight by the soldiers. Therefore, there’s only one man who is accountable for that, a man who represented glory in the movie, Colonel RobertRead MoreThe American Civil War Essay 662 Words   |  3 Pagesrank for a African American officer. Another African American soldier with a big impact was Christian Fleetwood, he was one of twenty five African American men that won a medal of honor in the Civil War. Also â€Å"Fleetwood and his regiment fought in the Battle of Chaffins Farm on the outskirts of Richmond. The 4th Regiment was ordered to charge the Confederate fortifications, with Fleetwood leading the left flank.† (Christian Fleetwood Sergeant Major). http://www.civilwar.org/ (5/26/14). The next importantRead MoreCivil War Movies: Glory1142 Words   |  5 Pagescoming back from battle and training an African American regiment along with his friend Captain Cabot Forbes. The movie focuses on four African Americans, Sargent Rawlins, Thomas Searles, Jupiter Sharts, and Tripp, following their journey into a united division in the US military. The movie begins with Shaw in the Battle of Antietam, where he passed out due to his injuries and wakes up wit h the conflict over. Afterwards, he returns home in Massachusetts, showing signs that the battle had slightly traumatizedRead MoreThe 1989 Film Glory, Directed by Edward Zwick Essay801 Words   |  4 Pagesper month. Before they went to war Tripp told Colonel Shaw that he would not carry the flag when marching, but at the end of the movie when the 54th Regiment was about to go to battle he changed the way of thinking because now they had equality in war as the white man. When they were in war, towards the end of Fort Wagner, Colonel Shaw was the one carrying the flag, but they killed him in front of his regiment, Private Trip changed his way of thinking because Colonel Shaw was the first white man

The Process of Leading Organizational Change

Question: Describe about the reasons people resist change, types of resistance to change and determine the impact of employee resistance to change. Answer: Reasons people resist change As per the experience of Furst Cable (2008), employee resistance to change is a normal and natural reaction in an organisation. In a similar way, the XYZ Company is preparing to implement a new change within the workplace. It has been observed that the management of the firm is introducing new operating unit in the international market. For this specific reason, the organisation is going to open a new shift time that is evening or night shift for a few couple of months. The employees who are currently in the general shift would ask to change the office timings from general shift to evening/night shift. In this similar context Research et al. (2013), stated that the workplace flexibility is hampered for the sudden change in procedural decision. It has been observed that the majority of the female employees worked in the general shift timings in the organisation, XYZ Company. Thus, the female employees are not comfortable with the current state. The personal life and security issues have been raised from the employee side, and the management of the XYZ is completely incapable to mitigate the issue. In this present situation, Chreim (2006) mentioned that resistance to change from the employees is one of the greatest hindrances to the success of the change management. The ineffective change management sponsorship from the leaders of the XYZ reflects the insignificant change management resourcing. Poor communication and lack of employee engagement program of the management of XYZ company creates one of the major crucial reasons of employee resist change. The middle management of the firm did not communicate the entire change process regarding the change of office hours is the prime reason for employee resistance. According to the opinion of Furst Cable (2008), if the management did not convey the requirement of change and the process of change the, the employee resistance is expected. Thus, it is essential to aware the employee for the renovated process, which is going to take place within the organisation. On the other hand, Beerel (2009) stated that trust is the other biggest factor to execute a successful business operation. In order to achieve a better possible outcome from the employees side regarding the change process preserving the trust, factor is essential. Furthermore, timing is one of the foremost difficulties when it comes to change. Thus, delivering the notice within proper time is quite necessary to reduce the employee resistance issue. Hence, the management of XYZ Company has to create an environment for the safety of the employees who would ultimately go to support the organisation. Types of resistance to change Logical and rational Considering the opinion of Sharma (2011), these resistances are the outcomes of disagreement with the rational facts, logic-science, rational reasoning. In the case of XYZ, the accrual time and effort is highly essential to adjust to the change process. Both the employees and the management would need to understand the job duties equally when to change process has occurred. In the opinion of Holbeche Matthews (2012), it is the managements responsibility to make the employee aware that the change process is beneficial for the employees. The logical resistance to include the following: Time required regulating and adjust Extra efforts to relearn Possibility of less necessary condition Financial costs of change Doubtful technical possibility of change Psychological and emotional This is one type of resistance that is typically based on he factor of emotion and attitude. As per the opinion of Research et al. (2013), the psychological and emotional resistance is internally logical from the perspective of the employee attitudes and feelings regarding the upcoming change process. It has been speculated that, in this phase, employee fear, lack of trust towards the organisation, insecurity feeling and the other ego factors are endangered. The management could not find any viable justification for the respective issues and fails to deal with that situation. The Psychological or emotional resistance includes the following: Fear of unknown Low tolerance of change Lack of trust towards management Need for security and safety Sociological resistance Considering the view of Sharma (2011), the sociological resistance is quite logical in some cases. The social values are the most robust environment for XYZ to uphold the goods relationship status with the clients, employees and the other business entities. The sociological resistance consists of the following: Political alliances Differing group values Conferred interest Desire to retain existing relationships Determine the impact of employee resistance to change The changes are identified as the inevitable part of the business, which is initiated to transform the existing module of the business. According to Beerel (2009), the transparent communication nature of the business often facilitates the management to receive the support of the employees in the change process. The employees get accustomed to the existing operational process of the business. Thus, the reluctant attitude arrives automatically during the tenure of change initiation process. The employee resistance to the change majorly creates the adversity impact. The adversities as defined below: Reduction in the efficacy rate Cole et al. (2006) specified that the moment employees waste the productive on resisting the changes taking place within the workplace. the focus drives away from the professional roles and responsibilities. This tends to a limit the level of efficacy and the output among workers, which can hamper the firms bottom line. Moreover, a condensed level of expertise might shift directly in the face of the purpose for the alterations in the initial place. The reluctant attitude limits the scope of witnessing the effective and productive outcome of the company. Disruptive working environment The staffs resisting changes might often cause the commotions with sudden outbursts with regards to the changes. The specific attitude often leads the employees to present a combative attitude before the management. Bednar Green (2011) identified that in the majority of the cases the employee stick to the existing brands, but the impulsive reaction during the change process often limit the scope of professional growth within the organisation. Thus, the impulsive reaction often leads to increase the work life frustration, which leads to creative a disruptive working environment within the organisation. In the present scenario, the resistance is raised by the women workers. However, the previous researchers reflect that the organisation switching rate amongst the female employees is less. Therefore, the impulsive reaction often turns up the adverse side of the organisation, which often increases the scope of humiliation within the work culture. Less scope for improvement The moment the staffs resist for the change in the workplace, the morals degrade. This creates an adversarial impact on the propensity growth rate. According to Ball Garcia-Lorenzo (2013), the employees remain less optimistic within the workplace, which directly reflects on the overall performance of the organisation. Considering the present scenario, the employers have provided the assurance of reintroducing the previous work culture after the tenure of 6 months. However, the reluctant nature of the employees often degrades the performance criteria of the organisation (Suwaryo et al. 2016). Amongst the other negative properties of resistance to change, lowered morale can easily spread amongst the entire staff, which can, in turn, create issues for both the recruiting and retention criteria. Recommended model to remove the resistant behaviour Kurt Lewin has made the evaluation of the particular model by three three characteristics Unfreezing Change Freezing Stage 1: Unfreeze In the initial stage, the employees are required being informed regarding the change process that would be implemented in the future. The specific action would help the management to understand the body language of the employees on the change action. Based on which, the management can take sufficient time and methods to convert the negative attitude of the employees into positive (Anderson Anderson, 2009). Thus, the management of XYZ enterprise needs to inform the female workers regarding the changing initiation. Moreover, the identification of effective methods to change the reluctant attitude of the female employees would be necessitated. The transparent communication would help both the management and the employees to take preparation for the change process. Stage 2: Change The second stage is the change process, where the change initiation is already implemented. The early information would assist the management to provide sufficient time to its internal members to understand the methods of the change process (Cole et al. 2006). Moreover, effective training programs need to be introduced to increase the engagement of the employees with the change management process. With the support of the training process, the employees would develop the interest regarding the new operational measures. This would facilitate the management to utilise the resources as per its depicted plan and accomplish its targeted objectives for which the change is implemented. Stage 3: Freezing The freezing stage encourages the employees to get ready for the change process and participate efficiently within it. Cole et al. (2006) identified that in the freezing stage the reluctant attitude of the employees reduces entirely. Herein, the employees align the individual professional requirement with the organisational objectives. References: Anderson, D. L., Anderson, C. (2009).Organization development: The process of leading organizational change. Thousand Oaks: SAGE Publications. Ball, D., Garcia-Lorenzo, L. (2013). A very personal process.Change Management: An International Journal,12(1), 116. Bednar, P. M., Green, G. M. (2011). Same business same system? A critique of organization and the information systems process.Journal of Organisational Transformation Social Change,8(2), 199213. Beerel, A. C. (2009).Leadership and change management (Hardback). Los Angeles: Sage Publications Ltd, United Kingdom. Chreim, S. (2006). Managerial frames and institutional discourses of change: Employee appropriation and resistance.Organization Studies,27(9), 12611287. Cole, M. S., Harris, S. G., Bernerth, J. B. (2006). Exploring the implications of vision, appropriateness, and execution of organizational change. Leadership Organization Development Journal, 27(5), 352367. Furst, S. A., Cable, D. M. (2008). Employee resistance to organizational change: Managerial influence tactics and leader-member exchange.Journal of Applied Psychology,93(2), 453462. Holbeche, L., Matthews, G. J. (2012).Engaged: Unleashing your organizations potential through employee engagement. San Francisco, CA: John Wiley Sons. Research, D. of, Central, R., London (2013).Practice as research in the arts: Principles, protocols, pedagogies, resistances. Houndmills, Basingstoke, Hampshire: Palgrave Macmillan. Sharma, D. (2011). Resistance to human resource information systems (HRIS) problem recognition, diagnosis and positive intervention: A study on employee behavior and change management.Indian Journal of Applied Research,3(1), 99104. Suwaryo, J., Daryanto, H. K. K., Maulana, A. (2016). Organizational culture change and itseffect on change readiness through organizational commitment. Bisnis Birokrasi Journal, 22(1), 124126. Van Dijk, R., van Dick, R. (2009). Navigating organizational change: Change leaders, employee resistance and work-based identities. Journal of Change Management, 9(2), 143163.

Little Adult Criminals free essay sample

In â€Å"Little Adult Criminals† the New York Times Editorial argues that even though some violent crimes are more serious, minors should be tried in a juvenile court system rather than in an adult court system. To help persuade the audience to see the point of view the author uses two of the three rhetorical appeals, which are logos and pathos. The New York Times Editorial uses logos to convince the audience by using some examples, statistics and supportive facts to the argument that is being made, and pathos is used to persuade the audience to see the point of view by appealing to their emotions against children being sentenced to adult prison. The rhetorical appeal that was mainly used in this article is logos, which convinces the audience by using examples, statistics and supportive facts about children being sent to adult prison. Logos is first used in the beginning of the article when introducing Lionel Tate, a 14 year old boy who was convicted of first degree murder for beating his 6 year old friend to death when he was 12 years old and he was sentenced to prison for life without parole and his mother did not accept the bargain of three years in a juvenile facility with 10 years of probation. We will write a custom essay sample on Little Adult Criminals or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Logos is once again used in the example of Nathaniel Brazill, who is a 13 year old boy that was convicted of second degree murder and sentenced to 25 years to life in prison because he shot his teacher for not letting him back into the class room after he was suspended for throwing water balloons and when he received his sentence from the judge his response back was, â€Å"Not too bad†. This case left people wondering whether discipline would have change the outcome if he had not lived in an environment where access to a gun or any weapon was easy. The examples that are used shows the audience that the New York Times Editorial does have valid and credible facts. The New York Times Editorial continues to use logos when they state that according to the medical research that has been done recently, the brain is not fully developed in teenage years so although a 17 year old repeat offender does have a conscience of what they are doing, a 12 year old however does not fully comprehend what they are doing or what the consequences would be for their action so a child should not be sentenced to serve time in an adult prison because they do not have the â€Å"emotional maturity† to control themselves. This article could have been more effective with logos if the medical research included the age in which the brain has fully developed. The logos that have been used gave examples of the two crimes done by minors and the punishment they received for their actions as well as a medical research that has been done proving that children under the age of 14 do not completely understand what they do and cannot control their impulses. The New York Times Editorial uses logos again when they note that, in the case of 13 year old Nathaniel Brazill, even the Governor Jeb Bush states that â€Å"There should be a sensitivity to the fact that a 14-year-old is not a little adult† therefore he should not have been tried as an adult and some of the jurors rethought the case and whether the boys should have been tried in a juvenile court instead of an adult court. Juvenile courts rarely ever have instances when it was necessary for a minor to be transferred to an adult court for instance if a 17 year old were to commit a violent premeditated crime Pathos is used to persuade the audience through their emotions and to demonstrate that juveniles should not be placed in adult prison or tried as adults because by placing a 12 year old child in an adult prison for half or most of their life would be to give up on them so instead of placing them in adult facilities they could be placed in a juvenile facility where they can go through counseling, rehabilitation and other services so that if they get out then they will not most likely become criminals again. The pathos used in this article was good because it is sad for young children such as Nathaniel Brazill and Lionel Tate to be sentenced to adult prison at the `age of 12 and 13 years old. The logos could have been more effective is the medical research would have given more information as far as when the brain fully develops and how developed it is at the age of 12 or 13 years old. There is no ethos used in this article but if there was it would be used to give credibility to the argument that is being made. There was no point in time where the author made a connection with the article and himself. The New York Times Editorial does an insufficient job at arguing the point of view in this article. It is not well balanced between the three rhetorical appeals because although it is strong in logos and good in pathos it lacks ethos completely. Although there are flaws in the article and it lacks ethos the argument that juveniles should not be placed in an adult facility or judged in an adult court but should be in a juvenile facility where they can be counseled and go through rehabilitation and other things to help them is convincing. The logos could be more effective if more information about the medical research was included or if there was another example of a juvenile criminal but the logos that was used gave good examples of the two boys who committed murder and were sentenced to adult prison for life. The New York Times Editorial brings the idea that juveniles should go to juvenile prison and once they become of age their case should be reviewed and if It calls for it then they be transferred to adult prison to the attention of the audience. The pathos could be more effective if it focused more on how young kids have easy access to guns and weapons of any kind and if it talked more about young kids being in an adult prison are more likely to become lifelong criminals than if they were in a juvenile prison because in a juvenile prison they have things that they offer to help counsel but in an adult prison it is very different. The article itself was well written but it was not very well balanced so although it was still a little convincing it was not very effective.