Court Issues Analysis Essay Example for Free

Court Issues Analysis Essay In discussions regarding court system issues, most tend to forget that crimes would not happen if there were proper societal values in place and those values were enforced. Society has shifted from a culture of marriage, family values and strong familiar bonds to a culture that cultivates a staggering divorce rate, single mothers with many children born out of wedlock with little to no income. A culture that is has no patriarchal figure to lead and teach the children right from wrong aids and abets a systematic control of the poor and minorities. Instead of encouraging the pursuit of education, society encourages the pursuit of false hope and dreams through get rich quick methods that essentially remove the rights of those who chose to pursue criminal behavior. Most are imprisoned due to criminal activity and having no fatherhood figure themselves, there is no sense of value to one’s life. This loss of the father figure not living in the home, especially in the African American and Hispanic communities, has a negative outcome not only in the community, but on society as a whole. Without the complete family unit to provide guidance, encourage the children to stay in school and avoid criminal activity, or to become a productive member of society; then our court systems will continue to provide severe punishment for minor crimes and negative social behaviors when the court should offer solutions to preventative crime and supportive services to those families whose members are involved in the vicious cycle of incarceration. Victims’ assistance programs should also support the families of the criminal, as well as the providing treatment programs and assistance to those. The majority of innovation and changes made to the court system over the past 30 years have been tested and administered in urban locales or focused on suburban jurisdictions, where a bulk of the financial resources are given due to the larger population. Rural areas tend to have much larger geographic locales, smaller populations and limited legal, social and health services to assist the general public; this can provide a challenge for rural courts. With the lack of specialized justice practitioners and service providers, rural court jurisdictions tend to work closer with the community when handing out sentencing and punishment. Research conducted by the Justice Management Institute suggests six areas where the criminal justice system needs improvement, after some review I have combined them into the four topics below. Improvement of Court Practices and Procedures for Indigent Litigants The first thing the courts need to work on is improving practices and procedures for self-represented defendants. This includes proper caseload management, administrative management techniques that are informative and efficient so that no cases or indigent defendants become ‘lost’ within the incarceration process and are given the right to due process. In order for the aforementioned to work there would have to be an upgrade to the current indigent defense services that are available to defendants. This includes public defenders that are compensated with good salaries and other support needed to manage caseloads; making them more prepared to battle for their client’s freedom instead of plea-bargaining an agreement. One change that should be made is the building of informative websites that provide information about the court system and the types of cases that are handled by jurisdiction. Providing the public with listings of case statuses and docket information can be helpful for pro bono attorney looking for clients to represent, and having detailed information and the proper forms that would be needed for a person to represent oneself in court; can help disperse the caseload. The development of performance standards and methods for supervising attorneys, assigned counsel, and court officials will ensure that courtroom behavior is ethical and in favor of the defendants. Enhanced Technology and Information Management The enhancement of technology is another area of concern regarding court administration today. Modernization of older court buildings with upgrades to newer security features, such as video cameras and weapon detection systems, can offer a greater sense of security for the public and those involved in the court process. The employment of properly trained security guards, who are rehearsed in threat assessment, will ensure that future security officers are able to handle any crisis that may occur. This includes the effective use of communication equipment, proper weapons training and new technologies that are implemented. The employing of degreed peace officers as administrative staff, who have a working knowledge of security systems and policing; that are familiar with the software used, and any hardware that is required to provide a safe court environment, ensures that security processes and procedures will be followed. Storing of information is important when building databases to control the flow of information within the court system and making sure that information is secure, obtainable and available to all jurisdictions is not only beneficial in the court process but should be a priority to ensure that the system does not become overloaded. This includes the creation and updating of all proper forms, documentation, and the incorporation of any digital media that is needed to complete the judiciary process; plus the technical support and communication infrastructure to manage all the information. Finally, the proper training for court staff on how to access all information, customer service in providing the appropriate assistance and the relaying of proper information to the public and for all justice system practitioners and service providers. Web based education is a consistent way to ensure that all court personnel receive the same standard of training in core subjects. Greater Availability of Community Programs Having readily available resources to provide those who have addiction problems or commit crimes due to addiction, such as inpatient/outpatient programs, drug court and probation programs that teach recovery and coping skills, and providing transportation vouchers to those defendants who do not own or have vehicles. Although some courts have drug courts, the establishment of a mental health court could substantially help with caseload. With qualified treatment providers and caseworkers who are educated in mental illness (with or without drug abuse training) can provide information to the court through home visits, doctor office visits, and the tracking of those individuals who are required to be on medication and in treatment programs while on probation, thus being able to use the information gathered to forecast defendants whose criminal actions are due to some sort of mental illness. Overcoming Language Barriers Providing improved court interpreter services through technology will allow for greater range of court interpreter services. Language barriers are one of the biggest issues with the illegal immigrant population. It is imperative that court system recruit interpreters who are fluent in many languages, so that those who do not have a good command of the law are able to understand what crime has been committed and the punishment for that action, why that particular action is a crime, and to ensure that they understand the court process in relation to their rights. Judges, attorneys and client representative should also be trained in several languages or be given access to a competent interpreter so that nothing can be lost in translation. Through the use of technology, such as Skype, court interpreters can instruct, educate and disseminate information so that those who do not understand will have some comprehension of the resources available to them and the sentencing/punishment that is handed down. References Robinson, M. B. (2009). Justice blind? Ideals and realities of American criminal justice (3rd ed.). Upper Saddle River, NJ. Pearson/Prentice Hall.

Romanticism and Realism in Hawthornes Young Goodman Brown :: Free Essay Writer

Romanticism and Realism in â€Å"Young Goodman Brown†Ã‚  Ã‚  Ã‚  Ã‚        Ã‚  Ã‚  Ã‚  Ã‚   Herman Melville in â€Å"Hawthorne and His Mosses,† (The Literary World August 17, 24, 1850) has a noteworthy comment on Hawthorne’s romantic style:    And now, my countrymen, as an excellent author, of your own flesh and blood,--an unimitating, and perhaps, in his way, an inimitable man--whom better can I commend to you, in the first place, than Nathaniel Hawthorne. He is one of the new, and far better generation of your writer. The smell of your beeches and hemlocks is upon him; your own broad prairies are in his soul; and if you travel away inland into his deep and noble nature, you will hear the far roar of his Niagara.    Nathaniel Hawthorne’s â€Å"Young Goodman Brown† includes both the â€Å"inimitable,† nature-oriented style of romanticism as well as elements of realism.    M. H. Abrams defines romantic themes in prominent writers of this school in the late eighteenth and early nineteenth centuries as being five in number: (1) innovations in the materials, forms and style; (2) that the work involve a â€Å"spontaneous overflow of powerful feelings†; (3) that external nature be a persistent subject with a â€Å"sensuous nuance† and accuracy in its description; (4) that the reader be invited to identify the protagonist with the author himself; and (5) that this be an age of â€Å"new beginnings and high possibilities† for the person (177-79).    Let us examine â€Å"Young Goodman Brown† in light of the above. First of all, Hawthorne was a real innovator in his use of the psychological approach to characters within a story. A. N. Kaul considers Hawthorne â€Å"preeminently a ‘psychological’† writer – â€Å"burrowing, to his utmost ability, into the depths of our common nature, for the purposes of psychological romance. . . .† (2). Q. D. Leavis says: â€Å"Hawthorne has imaginatively recreated for the reader that Calvinist sense of sin. . . . But in Hawthorne, by a wonderful feat of transmutation, it has no religious significance, it is as a psychological state that it is explored† (37). The reader experiences most of the story through the eyes and feelings of the protagonist, Goodman. In the following passage the reader is allowed, as is typical, to read his thoughts:    "Poor little Faith!" thought he, for his heart smote him. "What a wretch am I, to leave her on such an errand! She talks of dreams, too.

Ethics, Justice, and Fair Treatment in HR Management Essay

1. Table of Contents: Preface i. Ethics and Fair Treatment at Work ii. What Determines Ethical Behavior at Work? iii. How Managers Use Personnel Methods To Promote Ethics and Fair Treatment? iv. Managing Employee Discipline and Privacy v. Managing Dismissals 2. Why I Selected This Book/Article: For the Course HRMN250 Human Resource Management 3. Book Theme (Key Quote): â€Å"Ethics and fair treatment play important roles in managing employees at work. Of course, few societies rely solely on managers’ ethics or sense of fairness to ensure that they do what’s right by their employee.† 4. Abstract: I. Ethics and Fair Treatment at Work. Ethics are normative judgments based on questions of morality. Ethics refers to what you stand for whereas fairness and justice are seen in terms of a decision’s result and the process of arriving at the same. Many countries have laws and legislations governing worker’s rights, not leaving them solely to an employer’s ethics. II. What Determines Ethical Behavior at Work? Several influences may determine whether a person acts ethical or not at work. They include: the boss: the  company; the organizational culture aided by a code of ethics; and the person themselves. III. How Managers Use Personnel Methods To Promote Ethics and Fair Treatment? Personnel methods such as selection, ethics training, performance appraisals, reward and disciplinary systems, managing compliance and personnel related method for ensuring fair treatment are tools which managers use to promote ethics and fair treatment in the organization. IV. Managing Employee Discipline and Privacy. Employee discipline may be punitive or non-punitive but should be fair and progressive, with an appeal forum. Employee screening and background checks are useful appraisal tool but should respect privacy laws or be given employee consented. V. Managing Dismissals. Fairness should be communicated in the involuntary termination of an employee’s employment and should be upheld by contractual agreements that show support for the same between the firm and the employee to avoid wrongful discharge claims. Layoffs, downsizing or closing plants should be down strategically and cautiously within legislative frameworks. 5. Brief Discussion of Book/Article Units/Sections/Chapters: I. Ethics and Fair Treatment at Work A. Principles of conduct governing an individual or group and are based on 1. Normative Judgments a. Something is either good or bad 2. Question of morality a. Society’s highest standard of behavior B. â€Å"Few societies rely solely on managers’ ethics or sense of fairness to ensure that they do what’s right by their employee.† They instead: 1. Formulated legislations to a. Protect employees i. Employees rights b. Enforce laws C. Justice is separated by experts into 1. Distributive Justice that shows a decision’s result exhibits a. Fairness b. Justice 2. Procedural Justice shows a. Fairness of process II. What Determines Ethical Behavior at Work? A. The person 1. The person most responsible for his or her own behavior B. The boss 1. Several elements of leadership determine ethical behavior including exhibiting a. Coercion b. Pressure c. Unfair/bias treatment of employee C. The organization’s culture including 1. The characteristics values, tradition and behavior a company’s employees share 2. The firm’s leaders ability to a. Walk the talk b. Clarify expectations c. Provide needed support for employees to make ethical decisions d. Provide an ethical code which is i. A document memorializing the standard that the employer expects the employees to adhere to III. How Managers Use Personnel Methods To Promote Ethics and Fair Treatment including the following A. Selection processes such as 1. Performing background checks 2. Ask ethical questions in the interview 3. Be fair in recruitment process a. Use good selection tools b. Respect applicants c. Provide useful feedback 4. Have establish formal ethical procedures B. Ethics training which involves 1. Teaching employees how to recognized a. Dilemmas b. Implications of actions c. Resolve dilemmas 2. Managers commitment to ethics 3. Having new-employees’ orientation 4. Equipping employees’ with a. Handbooks and copy of code of ethics b. Refresher courses C. Performance Appraisals – these attest to how fair or ethical an organization is and should be to employees 1. Clear 2. Understandable 3. Objective 4. Rewarding of ethical behavior D. Reward and Discipline 1. Swift to punish unethical behaviors 2. Rewarding of ethical ones E. Managing Ethical Compliance – To ensure compliance to legal and organizational ethical standards companies can set up 1. Frameworks 2. Procedures 3. Departments F. Supervisors and Fairness 1. Involve employees in a. Decisions that affect them 2. Make all aware of standards of evaluation 3. Communication should be a. Two-ways b. Practical IV. Managing Employee Discipline and Privacy A. Enforcing discipline encourages sensible behavior 1. Fair justice and disciplining involves 3 pillars a. Rules and Regulations b. Employees’ handbook 2. System of progressive penalties a. Gives a sense of fairness and opportunity for remedial b. Depends on severity of infringement 3. Process of Appeal a. Gives a sense of fairness and opportunity for remedial B. Discipline can be punitive or nonpunitive 1. Nonpunitive includes a. Issuing oral reminder b. If incidents arise again within six weeks i. Formal written reminder placed on file c. Further incident i. Give one-day paid leave for employee to sort out self d. Further incident i. Dismissal C. Employee Privacy – 1. Several employer actions that triggers most violation include a. Background checks b. Monitoring off-duty conduct c. Drug testing d. Workplace searches 2. By-laws that protect the same a. No bathroom or locker-room surveillance b. Cannot publish private matter such as i. Medical records c. May not appropriate employees’ name or likeness for commercial use without consent 3. Employee monitoring- a. This includes i. Reading their emails incoming and outgoing ii. Blocking sites iii. Monitoring in/out times as per workplace 4. Restrictions and guidelines a. Electronic Communication Act which i. Makes eavesdropping of employee legal up to a point ii. States monitored calls if found to be personal should not be further monitored iii. Business purpose exception iv. Consent exception V. Managing Dismissals A. Dismissal 1. Involuntary termination of employment 2. Most drastic organizational disciplinary action 3. Requires special care 4. Should be based on proper grounds 5. Should be done after effort to i. Rehabilitate person ii. Salvage person B. Aspects include 1. Termination at will where a. No contractual obligation between both parties i. Either employee can be terminated at any point/any reason ii. Employee can resign at any time/reason 2. Wrongful Discharge- Include a. Dismissals that i. Violate law ii. Fails to comply with contractual agreement aa. Stated ab. Implied b. Statutory Exceptions which are i. Governing laws that prohibits some kind of dismissals such as aa. Reporting safety violation c. Common law exceptions d. Public Policy Exception – where employee refuses i. To break an explicit public law ii. Well establish public policy C. Grounds for dismissal include 1. Unsatisfactory performance, for example a. Tardiness b. Can’t perform duties applicable to employment c. Absenteeism issues 2. Misconduct 3. Lack of qualifications 4. Changed requirement for the job i. Nature of job ii. Job no longer required or available 5. Insubordination D. Fairness in dismissals entails a. Giving full explanation as to why b. Progressive approach c. Process of dismissal i. Who does it ii. How it is done iii. Where it is done iv. Follow up services for the dismissed E. Security measures as per dismissals a. Disabling the dismissed i. Access to compound ii. Computers and other equipment iii. Access to phones and other assets F. Avoiding wrongful dismissal lawsuits 1. Create perception of fairness in a. Employment policies b. Grievance procedures 2. Make employees feel they are treated fairly 3. All employment-related policies, procedures and documents should be a. Reviewed b. Referenced 4. Have employee sign a. A â€Å"no fixed term of employment contract† b. Or a termination at any time clause 5. Communicate job expectations clearly 6. Make personnel supervisors liable; they should a. Be familiar with applicable laws b. Not at in anger c. Utilize the HR department for advice D. The Termination Interview – where the employee is informed of their dismissal 1. Plan carefully a. Make sure schedule is kept by i. Person doing the dismissal ii. Employee b. Use neutral location i. Not your office c. Have security or medical numbers at hand d. Keep interview to maximum 10 minutes e. Have all needed documents 2. Get to the point 3. Describe the situation, don’t emphasize person’s fault 4. Listen 5. Speak calmly 6. Review all elements of severance package 7. Identify the next step for the dismissed such as a. Outplacement counseling b. Exit interview as to i. Get insight as to what the company is doing right or wrong E. Layoffs, Downsizing and the Plant Closing Law 1. These are non-disciplinary separation such as a. Retirement b. Resigning c. Layoffs/bump-off – i. Selecting employees to take time-off with the expectation to return to work in the future d. Downsizing – usually reducing dramatically the number of people employed by a firm 2. The plant Closing Law (Worker Adjustment and Retraining Act 1989) a. Firms of 100 or more workers must give at least 60 days’ notice before i. Closing down facility ii. Starting a layoff of 50 or more workers b. Doesn’t prevent organizations from shutting down c. Does not obligate firms to save job d. Does require adequate notice by employers to allow time for employees i. To job search ii. To retrain iii. To adjust to circumstances e. Penalty for infringement of this act include i. 1 day pay for everyday of the violation aa. That is, days when the notice should have been given F. Layoff Process 1. Plan for layoffs a. Have up-to-date appraisals in advance aa. This attests to rationale behind layoff procedure 2. Layoff implies softness a. Termination implies (cut off) 3. Layoff is characterized usually a. Work is not available b. Expected to be short term c. Expected recalling of employees at later date 4. Sensible Layoff Steps involves a. Identifying objectives and constraints b. Forming a downsizing team c. Addressing legal issues i. Reviewing factors of those being laid off including aa. Gender ab. Race ac. Religion d. Address security issues, including i. Personal ii. Infrastructural iii. Data e. Remain informative and truthful f. Plan post-implementation action i. Especially for remaining workers aa. Boost morale etc. 5. Dismissal Effect – plan to manage effect on a. Victims b. Survivors c. Managers i. Health 6. Layoff/Bump-off Procedures – detailed procedure determining who will be laid off it no work is available a. Survivors often chosen by i. Seniority aa. Based on date joining the firm not a particular position ii. Merit 7. Alternatives to layoffs a. Voluntary reduction in pay to keep everyone working b. Concentrating employees vacation during slow times i. Avoids having to hire seasonal workers c. Voluntary time off d. Offering early retirement packages e. Hiring temporary workers with the understanding that â€Å"they would be first to go† G. Adjusting to Downsizing and Layoffs 1. Downsizing a. Usually to boost financial position of the organization b. Boosting the morale of survivors and management is essential 2. Mergers and Acquisition a. Employees may now be hypersensitive as to unfair treatment management must i. Avoid appearing dominant ii. Avoid â€Å"win-lose† behavior iii. Remain business-like and professional always iv. Remain positive about acquired firms v. Remember that how the organization treats acquired employees affects aa. Organizational morale ab. Productivity ac. Commitment VI. Practitioner/Researcher Value of Book: A. The practitioner value of the book – The chapter â€Å"Ethics, Justice and Fair Treatment in HR Management† is of great practitioner value for several reasons. These reasons include firstly, the chapter’s readableness (the state or quality of being readable). The chapter has a uniform layoff where its main points or learning outcomes are indicated in an emboldened blue font of serif. Subtopics within these learning outcomes are given emboldened  red fonts of sans serif and further subtopics are indicated using emboldened green fonts of sans serif. Thus the chapter is uniformly organized and makes for easy reading and finding of key concepts and other information. Definitions are clearly highlighted at the foot of each page that has a gray background. The chapters’ practitioner’s value is shown also by the several tables and charts that conveniently summarize large amounts of information making for quick referencing by any practitioner. An example of this includes figure 14-12 on page 553, which shows the â€Å"Median Week of Severance Pay by Job Level†. This summative and quick reference format of key textbook and practical procedures for the issuance of severance is essentially useful to practitioners looking for reliable and timely solutions to everyday challenges. The chapter’s practitioner value is further attested to by several case studies and practical examples that show the key concepts presented being use in the real world and having practical application and relevance. Several case studies including that involving the infamous Enron (page 562) presents to the practitioner the relevance and implication of ethics by an organization. Comprehensive case studies are also presented at the end of the book in Appendix B such as that which deals with the ethical underpinnings of conduct of BP Texas management in relations to the March 2005 explosion. Practicality of the book/chapter is attested to by examples like that on page 547-48 which presents an example of employee monitoring software, thus presenting to practitioner a practical example of the concept of employee monitoring and furthermore giving a suggested tool to implement the same. Finally the chapter’s practitioner value is depicted by several step-by-step procedures that give the practitioner easy and ready to use procedures that they can easily implement for results and solutions. Page 546 gives an example of this for disciplining employees without punishment offering a readily available reference tool and guide for the practitioner to administer the same. B. The researcher value of the book The chapter (book) contains prodigious referencing. From its charts to tables to defining of key terms are given full reference linking information to their authors, websites and primary sources. Each chapter has its own endnote reference listing which gives all sources referenced as per the chapter. The sources are mainly in the form of scholarly journals and  articles attesting to the credibility of the information presented in the chapter. This chapter in question has about a WHOPPING 117 sources as per the information presented therein. Sources are easily verifiable. The books content are easily accessible as it contains an extension name and organization index with some 1200 entries. Its subject index is quite impressive as well in terms of its precision of search terms, concepts and points. The book/chapter presents an impressive Evidence Based HR section that presents evidence of how managers manage based on facts and evidence lending credence to the usefulness, credibility, applicability of the information presented. The book also presents authoritative findings and guidelines from professional bodies including The Society of Human Resource Management or SHRM as well as brief In-Text Study Guide from the SHRM organization. I therefore fully believe that the book is fully valuable to the researcher. VII. Final Impact Statement: In terms of ethics, justice and fair treatment in human resource management, we glean the importance of firstly the individual having a firm ethical framework, the organization also fostering the same and the society which embellishes the same. Governments are the regulating and enforcing entities of the same. We note in closing the authors remarks: â€Å"Of course, few societies rely solely on managers’ ethics or sense of fairness to ensure that they do what’s right by [to] their employees.† (Dessler, 2011, p. 533.). Instead we see legislations are used which at the minimum, organizations tend to subscribe to, and which satisfies both parties.

The Time Period Of Late Colonial And Revolutionary America

During the time period of late colonial and revolutionary America, change emerged with great occurrence. Society and the individuals that shaped its very being were influenced greatly by not just the land around them, but the people who came forth and represented it. From 1787 to 1861, America experienced an increased fluctuate of these particular individuals. For example Alexander Hamilton, Frederick Douglas, and Andrew Jackson. Each of those named reigned in their own quarters leaving an influential mark in cultural and political domains. One being one of America’s founding fathers, another being a highly revered social reformer, and lastly one who served as the seventh president of the United States. To be a white man owning a considerable amount of property meant that their â€Å"voice† was valid, considerably they had a decision on the direction America would go. However, not everyone fit into the standards that defined the white man who held a voice. To be alive during the time of a highly judgmental society having a voice was faced with high criticism. It was background information and social status swayed over the people. Diversity between these two factors shaped the voices of American society, molding experience into the men and women who left their influence on American history. Who is Alexander Hamilton? Hamilton was born in the British West Indies. He became a clerk at the age of 11 under a businessman named Nicolas Cruger. This businessman found a way to sendShow MoreRelatedWhat Factors During The Colonial Period Essay1636 Words   |  7 Pagesduring the colonial period led to American colonists declaring independence from the British Empire? Be sure to discuss the economic, political, and cultural aspects of the American Revolution. PROVISIONAL HYPOTHESIS: The structure of America revolution to address a various issue, which has great impact on America It, was the procedure where the thirteen colonies of North America became independent of Great Britain also then formed a new integrated government. The major reasons of America revolutionRead MoreThe Sons Of Liberty And Their Influence On Colonial Rule1948 Words   |  8 Pagesdiscontent towards colonial rule in America, ultimately leading to its independence. The Surge in the number of patriotic revolutionary groups, seen in the late 1700’s, can be attributed to the Sons of Liberty and their influence on the public’s attitude towards colonial rule. Numerous forms of propaganda were used by the Sons, reflecting poorly upon colonial rule, therefore furthering discontent amongst the population. Additionally, the lack of British military enforcement in its colonial states allowedRead MoreThe American Revolution Revolutionary Revolution1329 Words   |  6 Pagesthe yoke of e mpirical control its lasting importance would have been lost amongst the scores of colonial revolutions that came before it, such as the Dutch’s break from the Spanish or the Corsicans overthrow of the Genoese. Influenced by the period of enlightenment, the American Revolution was also a revolution of thought which sent rapid waves of change through the social and cultural spheres of the time. In the decades that predated the American Revolution, many nations looked to England as a modelRead MoreBenjamin Franklin : An Archetypal American1200 Words   |  5 PagesBenjamin Franklin was no doubt an archetypal American. No one since him has ever had the same amount of success as him. He was a private businessman who made enough money to retire early and to spend the rest of his life in politics. Around this time period only the rich were able to retire early. He was industrious. Franklin continually put forth the idea of the industrious American. He had support from the middle- class who did not care if he was rich but he was a man who was self-made and workedRead MoreJonathan Edwards And The Great Awakening1080 Words   |  5 Pagesin the Great Awakening. Jonathan Edwards had a large scale influence on American society because of his personal background and his preaching style. From 1729 to 1750 Edwards served as head pastor of the church of Northampton, taking over for his late grandfather. Though Edwards came to believe that â€Å"none ought to be admitted as members to the visible church of Christ but visible and professing saints,† his church had practiced the antithetical policy for decades, allowing all at the communionRead MoreThe American Revolutionary War Was Truly Revolutionary?1240 Words   |  5 Pagesextent to which the American Revolutionary War was truly ‘revolutionary?’† The American Revolution, which occurred approximately from 1765 to 1786, is also known as the American Revolutionary War and the U.S. War of Independence, for good reason. The conflict rose from rising tensions amid the people of Great Britain’s thirteen American colonies and the colonial government, which represented the British crown. Clashes between Britain’s troops and colonial militiamen in Lexington andRead MoreKate Haulman s Politics Of Fashion873 Words   |  4 PagesKate Haulman’s The Politics of Fashion in Eighteenth-Century America presents the multi-faceted role of fashion in late colonial and early American politics. She demonstrates how changes in fashion both reflected and helped create meaning and tension in regards to â€Å"gender relations, social order, and political authority† (3). The cumulative effect of her discussion of fashion is that the reader sees that eighteenth-century American life was far more contested and fluid than it m ight seem at firstRead MoreU.s. History During The Colonial Period928 Words   |  4 PagesOne of the most significant events in U.S. history during the late colonial period was the Boston Tea Party. After the Boston Massacre in spring of 1770, all of the Townshend acts had been repealed except the tea tax, and tensions went down, for the most part, between the colonists and the British. Two years later, however, the Gaspee incident and consequent formation of the Committee of Correspondence brought the tension back, to an alarming degree. Then in 1773, when Lord North tried to help theRead MoreLinda Kerber s Women Of The Republic1269 Words   |  6 Pages LINDA KERBER: WOMEN OF THE REPUBLIC Name: (Class Information): Date:â€Æ' The ideals by the Republicans which came into the limelight after the Revolutionary War would set into motion a revolution not just in the United States but in many countries across the world. Linda Kerber’s ‘Women of the Republic’ is a demonstration of the paradigm shift in relation to the US social and political structures after the American Revolution. Kerber observes that not only did the war provide more opportunitiesRead MoreSlavery Was A Part Of Many Societies And Nations Around The World1401 Words   |  6 Pagessocieties and nations around the world in times past. There was slavery in North America before the United States was established. However, the United States continued the practice until the Civil War in the mid-1800s. Before the Civil War, slavery and descendants of slaves were much of the backbone and strength of the society and economy of the United States. Slavery really fully developed during the colonial times; boomed in the South during the antebellum times; and finally dissipated after a war proved