Griswold v. Connecticut Prelude to Roe v. Wade

edited with additions by Jone Johnson Lewis The U.S. Supreme Court case Griswold v. Connecticut struck down a law that prohibited birth control. The Supreme Court found that the law violated the right to marital privacy. This 1965 case is important to feminism because it emphasizes privacy, control over one’s personal life and freedom from government intrusion in relationships. Griswold v. Connecticut helped pave the way for Roe v. Wade. Fast Facts: Griswold v. Connecticut Case Argued: March 29—30, 1965Decision Issued:  June 7, 1965Petitioner:  Estelle T. Griswold, et al. (appellant)Respondent:  State of Connecticut (appellee)Key Questions: Does the Constitution protect the right of marital privacy against state restrictions with regard to a couples ability to be counseled in the use of contraceptives?Majority Decision: Justices Warren, Douglas, Clark, Harlan, Brennan, White, and GoldbergDissenting: Justices Black and StewartRuling: The Court ruled that together, the First, Third, Fourth, and Ninth Amendments create the right to privacy in marital relations and that the Connecticut statute that conflicted with the exercise of this right was therefore null and void. History The anti-birth control statute in Connecticut dated from the late 1800s and was rarely enforced. Doctors had tried challenging the law more than once. None of those cases made it to the Supreme Court, usually for procedural reasons, but in 1965 the Supreme Court decided Griswold v. Connecticut, which helped define the right to privacy under the Constitution. Connecticut was not the only state with laws against birth control. The issue was important to women across the nation. Margaret Sanger, who had worked tirelessly throughout her life to educate women and advocate birth control, died in 1966, the year after Griswold v. Connecticut was decided. The Players Estelle Griswold was the executive director of Planned Parenthood of Connecticut. She opened a birth control clinic in New Haven, Connecticut, with Dr. C. Lee Buxton, a licensed physician and professor at Yale’s medical school, who was the Medical Director of the Planned Parenthood New Haven center.  They operated the clinic from November 1, 1961 until they were arrested on November 10, 1961. The Statute Connecticut law prohibited the use of birth control: â€Å"Any person who uses any drug, medicinal article or instrument for the purpose of preventing conception shall be fined not less than fifty dollars or imprisoned not less than sixty days nor more than one year or be both fined and imprisoned.† (General Statutes of Connecticut, Section 53-32, 1958 rev.) It punished those who provided birth control as well: Any person who assists, abets, counsels, causes, hires or commands another to commit any offense may be prosecuted and punished as if he were the principal offender. (Section 54-196) The Decision Supreme Court Justice William O. Douglas authored the Griswold v. Connecticut opinion. He emphasized right away that this Connecticut statute prohibited the use of birth control between married persons. Therefore, the law dealt with a relationship â€Å"within the zone of privacy† guaranteed by Constitutional freedoms. The law did not just regulate the manufacture or sale of contraceptives, but actually prohibited their use. This was unnecessarily broad and destructive, and therefore a violation of the Constitution. â€Å"Would we allow the police to search the sacred precincts of marital bedrooms for telltale signs of the use of contraceptives? The very idea is repulsive to the notions of privacy surrounding the marriage relationship.†Ã‚  (Griswold v. Connecticut, 381 U.S. 479, 485-486). ​Standing Griswold and Buxton asserted standing in the case about the privacy rights of married people on the grounds that they were professionals serving married people. Penumbras In Griswold v. Connecticut, Justice Douglas famously wrote about â€Å"penumbras† of the rights of privacy guaranteed under the Constitution. â€Å"Specific guarantees in the Bill of Rights have penumbras,† he wrote, â€Å"formed by emanations from those guarantees that give them life and substance.† (Griswold, 484) For example, the right to freedom of speech and freedom of the press must guarantee not just the right to utter or print something, but also the right to distribute it and to read it. The penumbra of delivering or subscribing to a newspaper would emanate from the right to freedom of the press that protects the writing and printing of the newspaper, or else printing it would be meaningless. Justice Douglas and Griswold v. Connecticut are often called â€Å"judicial activism† for their interpretation of penumbras that go beyond what is literally written word for word in the Constitution. However, Griswold clearly cites the parallels of previous Supreme Court cases that found freedom of association and the right to educate children in the Constitution, even though they were not spelled out in the Bill of Rights. Legacy of Griswold Griswold v Connecticut is seen as paving the way for Eisenstadt v. Baird, which extended the privacy protection around contraception to unmarried people, and Roe v. Wade, which struck down many restrictions on abortion.

Cyber Bullying And Its Effect On Today s Youth - 1587 Words

Studies have shown that cyberbullying incidents have quadrupled in the last five years. Cyber-bullying has become a huge issue recently. It is despairing to turn on the news everyday and watching reports going on about bullying and the number of suicides such has lead to. â€Å" Love is Louder† has been a phrase commonly used by celebrities to send out a message not only to fans but to humanity proving that bullying is not righteous and should not be tolerated. The more the communication through technology expands and widens, the more bullies torture their innocent victims. The fact is that technology is somehow not being used for the precise matter, so we need to figure out a way to put an end to cyber-bullies injudicious actions. Cyberbullying is becoming a radical obstacle and we all need to do our parts to building a mindful perspective of what can be done to stop cyber-bullies ones in for all. Cyber-bullies will continue to be a threat to today s youth until we take preventative measures against them. Before terminating cyberbullying we must first perceive why and how a cyber bully works. After researching and analyzing explanatory articles on such topic, this research paper aims to inform and answer the following questions: What a cyber-bully Nunez 2 is, how they work, whom they target,Show MoreRelatedCyber Bullying And Its Effects1146 Words   |  5 PagesCyber bullying as defined by (Mason, 2008, p, 325) is â€Å"an individual or a group wilfully using information and communication involving electronic technologies to facilitate deliberate and repeated harassment or threat to another individual or group by sending or posting cruel text and/or graphics using technological means†. 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Steroids A Lifestyle Of Cheating - 1639 Words

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Philosophical Implications of Cultural Relativism

Philosophical Implications of Cultural Relativism Philosophical position of Cultural Relativism is best understood in terms of its epistemological, ethical and logical implications. Philosophical means articulation, argumentation, analysis, and synthesis of the idea, principle or concept. [1] Implication is a relationship between two propositions that holds when both propositions are true and fails when the first is true but the second is false. It is to develop a logical cohesion among arguments for implicit understanding of idea or principle and something else without expressing it directly. â€Å"Philosophical implications of cultural relativism†, suggests to put the idea of cultural relativism in clear, concise and readily understandable†¦show more content†¦It is ethnocentrism that which gives people their sense of peoplehood, group identity, and place in history-all of which are valuable traits to possess. 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Death Penalty Essay Con Example For Students

Death Penalty Essay Con DEATH PENALTY The death penalty has been a staple in the justice system of Americasince its inception. Though very controversial, it has stood the test of time asthe ultimate punishment. Many countries are currently abolishing their deathpenalty practice. America, on the other hand, has thirty-eight of fifty stateswith laws regarding the death penalty. It seems the United States requires thedeath penalty more than ever due to the increased rate of violent crime. Sincenineteen ninety more than three hundred fifty people have been put to deathwith another three thousand three hundred in the waiting on death row. On alarger scale, since nineteen seventy-six five hundred fifty-two executions haveoccurred in the United States, the breakdown is as follows: three hundredninety-four by lethal injection, one hundred forty-one by electrocution, elevenby gas chamber, three by hanging, and two by firing squad. Half of the post-nineteen seventy-six executions have occurred within the last five years,including fifty-two so far this year. Although the death penalty has broughtmany viscous criminals to a fitting end, the process by which the deathpenalty is based upon is an inconsistent one. The system of tangled appeals,court orders, and last minute pardons has rendered the entire systemineffective. As displayed by the swelling of the stagnant pool of death rowinmates, criminals are not deterred by the punishment. An evil deed is notredeemed by an evil deed of retaliation. Justice is never advanced in thetaking of human life. Morality is never upheld by legalized murder. Many loopholes exist in the structure of the death penalty. Theoutcome of the case is decided by the quality of the lawyer defending theaccused. Many criminals cannot afford a competent lawyer, resulting in agreater chance of that particular person being issued the death penalty, asopposed to life in prison. A fine line separates these two charges, and adefendant who can afford a competent lawyer stands less of a chance of beingassigned the death penalty than one who cannot. Also studies show that theapplication of the death penalty is racial biased. The amount of violentcrimes are split almost equally between the white and black ethnic groups. Since nineteen seventy-seven eighty-two percent of the criminals assigned thedeath penalty have committed the crime in question against a Caucasian. Another glaring defect of the structure of the death penalty system in Americaare the laws regarding the sentencing of criminals under the age of eighteen. Minors can be sentenced to death in twenty-four states. Although thesecriminals have indeed committed crimes that could call upon the deathpenalty, they are children, with so much more learning and opportunitiesahead of them. No person who is mentally inadequate or immature should beassigned a death penalty. Due to a U.S. Supreme Court ruling, mentallyretarded people can be put to death. Over thirty mentally impaired peoplehave been executed since the ruling.The death penalty is cruel and inhumane. No matter how the deathpenalty is carried out, no man has the power to judge and sentence another todeath. Americans are taught that two wrongs do not make a right. Thisconcept is the basis of most types of religion found in America. Religion isthe basis of groups fighting the death penalty. Also, moratoriums on thedeath penalty are increasing in number. Moratoriums would temporarilysuspend the death penalty while its fairness would be examined for future use. Illinois and Nebraska both passed moratorium bills in the spring of nineteenninety-nine, though neither were fully passed into law. The debate ofmorality in the death penalty is not a new one. The Supreme Court ruled thatexecution is a violation of the Eighth Amendment, which protects UnitedStates citizens from cruel and unusual punishment. .u719a118993ca502e676c0a5653fea86d , .u719a118993ca502e676c0a5653fea86d .postImageUrl , .u719a118993ca502e676c0a5653fea86d .centered-text-area { min-height: 80px; position: relative; } .u719a118993ca502e676c0a5653fea86d , .u719a118993ca502e676c0a5653fea86d:hover , .u719a118993ca502e676c0a5653fea86d:visited , .u719a118993ca502e676c0a5653fea86d:active { border:0!important; } .u719a118993ca502e676c0a5653fea86d .clearfix:after { content: ""; display: table; clear: both; } .u719a118993ca502e676c0a5653fea86d { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u719a118993ca502e676c0a5653fea86d:active , .u719a118993ca502e676c0a5653fea86d:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u719a118993ca502e676c0a5653fea86d .centered-text-area { width: 100%; position: relative ; } .u719a118993ca502e676c0a5653fea86d .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u719a118993ca502e676c0a5653fea86d .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u719a118993ca502e676c0a5653fea86d .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u719a118993ca502e676c0a5653fea86d:hover .ctaButton { background-color: #34495E!important; } .u719a118993ca502e676c0a5653fea86d .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u719a118993ca502e676c0a5653fea86d .u719a118993ca502e676c0a5653fea86d-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u719a118993ca502e676c0a5653fea86d:after { content: ""; display: block; clear: both; } READ: A Summers Love Essay , on June twenty-ninth,nineteen seventy-two. The individual states stopped executions in nineteensixty-seven awaiting the ruling of this case. However in July of nineteenseventy-six the death penalty was upheld by the Supreme Court as a righteouspunishment for some crimes. For nine years, the death penalty wassuspended. The United States did not encounter an immense crime increasewhen considering two factors that the United States was faced with at thetime of this court ruling: the onslaught of the Vietnam Conflict, and the racialtensions sparked by the Civil Rights movement of the mid-sixties. Category: History

Structuring Individual Performance Targets Free Sample by Expert

Question: Write an essay onStructuring individual performance targets. Answer: Structuring individual performance targets The newly appointed Divisional managers has made a lot of efforts to change the ongoing situation where employees are often expressed dissatisfaction with the pay freeze and evidence suggested that in general the firm is as the poor employer. An individual performance is the main drivers of the growth of the organization in relation with its set goals. The newly appointed Divisional manager of Steel Company has identified that the desired outcomes will be accomplished, or achieved through contribution of individuals or teams to the organizations strategic goals. Though the approach of dividing teams with the specific job responsibilities is a good approach to make the entire workplace more organized, but there is a gap of understanding regarding the uncertainty emerged amongst employees who are assigned with specific job responsibilities. Employees along with the appointed team leaders find difficult to operate due to lack of training provided by the management of Steel Company. Acco rding to Mahadevan and Mohamed (2014), the amplified focus on performance at all levels in an organization arises from the pressure of internationalization and the competitive edges in order to survive in the global market place. At the given organization, the divisional director should focus on the skill development plan such as the value creating skills, competencies, and abilities of the organizations workplace. This will develop a sense of competency at the individual level to perform as being the assigned member of the team. To structure the individual performance target, each employee needs to undergo with specific role design (Van Dooren, Bouckaert and Halligan 2015). In this context, the divisional director tries to organize and design a role to provide the vehicle for implementing performance plans and expectations. In the performance target sheet, role design should determine task-related attributes needed by the manage (De Waal 2013). Secondly, the managerial leadership s hould predominantly determine the behavioral attributes such as cultural backgrounds, preferences and many others. This is a major determinant of the employees development and his/her job satisfaction. Furthermore, structuring performance appraisal such as attractive bonus, incentives shall be set out with the production target so that the each employee enhance their commitments to accomplish the target of the organization. Additionally, it is important to evaluate that the aim of the individuals performance must aligned with the broad objectives of Steel Company. In that case, the management needs to monitor whether a comprehensive efforts would be provided by individuals. It has to do with measurement results in the form of performance achieved from an individual in comparisons with the expectations expressed by the organization. Here individual KPIs will be monitored by their corresponding team leaders which will help to maximize the returns of the organization. In this way, an effective performance of employee will contribute and reflect in organizations bottom line in terms of achieving its planned goals. Process of PMS to enhance employee development and communication: Performance management refers a process to ensure all employees are aware of the standard of performances as well as the objective of individuals. The purpose of the PMS is to assess and ensure that the employee is carrying out their duties in an effective and satisfactory manner, which certainly contribute to the overall objectives of the business (Rabl et al. 2012). According to Buckingham and Goodall (2015), this system is responsible for strategically improve employee engagement. According to the given case study, the newly appointed divisional director has followed the participative style of management to manage people and try to engross them more into their assign job responsibilities. This participative approach insists management people to improve employees development and engagement along with communications as well (Goetsch and Davis 2014). Further the company needs to improve managing performance of employees which involves i) maintaining a positive approach to work, ii) u pdating and revising initial objectives, standards of performance and job competency areas as conditions change, iii) requesting feedbacks from works managers, iv) providing feedbacks from work manager, v) advising career development experiences and vi) employees and work manager working together, managing the process of performance management. To improve the performance development and communication of employees through the effective performance development process, the following approaches are relevant: Focusing more on collaboration: By focusing more on collaborative act from the perspective of responsible leaders with their employees is essential for improving employee engagement at workplace (Ittner and Keusch 2016). In this way, the company will get a more accurate picture of employee performance. Taking negative feedback into constructive ideas: Identify and teach from negative feedbacks allow Steel limited to coach their employees and give them the constructive feedback they need to succeed. This process increases the employee-employer responsiveness in their operational activities. Empower employees: Empowerment is the key to making people efficient (Rummler and Brache 2012). This will make the business communication more productive within the workplace. Here the participative approach of the divisional director will be favorable because the management of the given organization allows employees to engage in decision making process of the management. Building the communication open and transparent: Transparent communication between employer and employees create a stronger communication which helps employee learn how their performance goals fit into the objectives of the organization (Buller and McEvoy 2012). Improve real time feedback: By getting feedbacks on time is extremely significant because it ensures better employee-employer responses and improves the identified operational defects as well. Need of integrated performance management systems with HR processes: An integrated process of performance management provides a systematic link between strategies of organization, wealth and processes (Jiang et al. 2012). According to Denisi and Smith (2014), it is an ample management process framing the continuous improvement journey of the organization. An integrated ongoing process includes focuses priorities on results, integrates measurement, facilitates analysis and action, encourages continuous improvement and refines and reinforces accountability (Pollitt 2013). In this context, the integrated functional and non-financial performance measures are directly practiced with other HR processes. In the given scenario, the owner manager of Steel limited requires to create better performance appraisal process for their employees to enhance more committed towards their work. Thus, an active participation and supports of the human resource mechanism must articulate the knowledge, skill, ability and competency that are deemed to be most instrumental for achieving positive outcomes of Steel Limited. By setting the target of the performance of an individual and constantly evaluating performances and provide appraisal against such deliveries are inter-connected (Akinbowale, Lourens and Jinabhai 2014). If the owner manager is ready to provide incentives, bonus and undergo with internal individual or team reward systems on the basis of the team performance or organizational performances, then it will motivate each employee and an effective organizational performance will be achieved concurrently. Designing the relevant skills development training programs for their employees, thus, needs to be incorporated by the human resource department of Steel Limited. Therefore, an integrated performance management system shall be practiced with the active contribution of human resource processes. Measuring performance and promoting an environment of continuous improvement by involving all members of organization is the ultimate requirement for integrating performance management process with ot her human resource process. Effectiveness of linking Performance to Financial Reward In the competitive business environment, employee retention is the most challenging part for human resource department (Kehoe and Wright 2013). By acknowledging the performance in terms of financial rewards is, thus, an essential to ensure the employee satisfaction. Employees of Steel limited are expressed their discontent because of the imposition of freeze payment structure and there are no occupational privileges have been provided by the owner manager. By the introduction a scheme by the divisional director where team performances against the production target is linked to the bonus to team members is indeed a good approach. However, this would be advisable to maintain a systematic procedure and a structural use of the performance monitoring tools at the workplace. Using effective performance appraisal system is one of the most comprehensive and common which could have been used by owner manager of the given organization. On the other hand, measuring employee performance qualitat ively in order to present productivity tests by the management is another option to monitor the individual performance (Armstrong and Taylor 2014). Proportionate financial rewards must be provided as per the performance standards and records maintained by the owner-manager of Steel Co. These will give motivation and job satisfaction to all such employees who have been working in this organization since long period of time. References: Akinbowale, M.A., Lourens, M.E. and Jinabhai, D.C., 2014. Employee performance measurement and performance appraisal policy in an organisation.Mediterranean Journal of Social Sciences,5(9), p.342. 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