Abolition of Capital Punishment in Canada

The removal of capital punishment from the Canadian Criminal Code in 1976 has not led to an increase in the murder rate in Canada. In fact, Statistics Canada reports that the murder rate has generally been declining since the mid-1970s. In 2009, the national murder rate in Canada was 1.81 homicides per 100,000 population, compared to the mid-1970s when it was around 3.0. The total number of murders in Canada in 2009 was 610, one fewer than in 2008. Murder rates in Canada are generally about a third of those in the United States. Canadian Sentences for Murder While proponents of the death penalty may cite capital punishment as a deterrent to murder, that has not been the case in Canada. Sentences currently in use in Canada for murder are: First-degree murder - a life sentence with no possibility of parole for 25 yearsSecond-degree murder - a life sentence with no possibility of parole for at least ten yearsManslaughter - a life sentence with parole eligibility after seven years Wrongful Convictions A strong argument used against capital punishment is the possibility of mistakes. Wrongful convictions in Canada have had a high profile, including David Milgaard - sentenced to life imprisonment for the 1969 murder of Gail Miller, a Saskatoon nursing aide. Milgaard spent 22 years in prison, The Supreme Court set aside Milgaards conviction in 1992, and he was cleared by DNA evidence in 1997. The Saskatchewan government awarded Milgaard $10 million for his wrongful conviction.Donald Marshall Jr. - convicted of the 1971 stabbing murder of Sandy Seale in Sydney, Nova Scotia. Marshall was acquitted in 1983 after spending 11 years in prison.Guy Paul Morin - sentenced to life imprisonment in 1992 for the first-degree murder of nine-year-old neighbor Christine Jessop, Morin was exonerated in 1996 by DNA testing. Morin and his parents received a $1.25 million settlement.Thomas Sophonow - tried three times and convicted twice of the 1981 murder of donut shop waitress Barbara Stoppel in Winnipeg, Manitoba. Both convictions were overturned on appeal, and the Supreme Court of Canada prevented the fourth trial of Sophonow. DNA evidence clear ed Sophonow in 2000, and he was awarded $2.6 million in compensation.Clayton Johnson - convicted in 1993 of the first-degree murder of his wife. In 2002, the Nova Scotia Court of Appeal overturned the conviction and ordered a new trial. The Crown said it had no new evidence and Johnson was set free.

How Is Poverty Constructed as a Social Problem in the Uk...

How is poverty constructed as a social problem in the UK today? Abstract. The term ‘social problem’ refers to certain problems that are socially recognised by society and are felt to threaten certain values cherished by the public. This essay will investigate the different types of poverty that occur in the U.K and will explore the sociological arguments as to how poverty links with social problems such as social exclusion, gender discrimination in the work place, lone-parenting and disability and look at how these problems are perceived in today’s society. Poverty is an ever increasing issue in the UK and is perceived as a major social problem due to the consequences that it brings with it .The term ‘social problem’ refers†¦show more content†¦This is a good example of how poverty is constructed as a social problem as if one is living in relative poverty, and cannot seek employment and is welfare dependent living off benefits, then the individual will be socially excluded in that they may not be able to afford to join certain social clubs, or get to remote public services and in general the issue of discrimination will stop people from joining certain activities and entering certain areas. ‘Social exclusion is a problem for society if there are those who are unable to take part in social relations, including in a democracy, political participation and involvement’ (Ridge, 2008:47). Women are more prone to live in low income circumstances than men, hence introducing the social problem of gender discrimination. Women have been discriminated in the workplace over time in that they are paid less than men in specific jobs and are not seen to be ‘suited’ to particular jobs, especially in the manufacturing and trade industries. Marxist feminist Margaret Benston believed that women were oppressed by capitalism in that they were treated almost as a back-up, or secondary option of cheap labour that enabled profits to be kept up. ‘In 1994, 6.41 million women were in low-paid jobs and on average women’s full-time gross weekly pay was 72 percent of that of men’(Kane, 2003:115). TheShow MoreRelatedSocial Class Divide As A Report By The Equality And Human Rights Commission1455 Words   |  6 PagesSocial divisions are one of, if not, the main political concerns within out society today. 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Strategic Management Policies-Free-Samples-Myassignmenthelp.com

Questions: 1.Give a description of the Organisation, and explain the need for a training program to address its current problem/situation. 2.Describe the characteristics of adult learners you are developing the training program for. 3.Discuss the various strategies you will use to implement the proposed training program. 4.Discuss the evaluation method you will use to assess the effectiveness of the training program. Answers: Introduction The current assignment studies the importance of strategic human resource development for the growth and sustenance of the Woolworths Company in the global market. The Woolworths Company is an Australia based supermarket/grocery store chain owned by the Woolworths limited. The Woolworths supermarket along with the Coles group account for 80% of the Australian supermarket. Thus, the market share of the organization being huge calls for effective measures to be adopted for strategic human resource management of the organization. There is a wide range of products offered by the Woolworths supermarket are fresh fruits, vegetables, sea food, freshly baked products along with freezers and drinks. Some of the other products offered by the company are pet and baby products along with household items. The organization comprises of a number of different departments and sub-department. However, for the smooth functioning of the organization, there is a need to provide sufficient growth opportunities to the workforce. This is accomplished by means of strategic human resource development programs aimed at training the workforce. Thus, a well-trained workforce helps in enhancing the productivity of the organization. The current assignment focuses on the impact of the training program in addressing the problem situation of the organization. However, for the purpose of the implementation of the training programs the learning need and requirements of the workforce needs to be analysed. 1.Description of the organization and need of the training program to address the current problem situation Description of the organization The Woolworths supermarket along with the Coles group of companies holds the majority of the share of the Australian supermarket. The market provides a wide variety of products such as the basic groceries, packed food items, freezers and pantry. It also customises in baby foods and household or beauty products. The organization consists of a number of department and sub-departments comprising of a huge number of workforce. However, as argued by Purce (2014), the shortage of skilled employees possessing relevant marketing skills can act as a hindrance for the company. As commented by Steffen et al. (2015), half of the jobseekers in the current Australian scenario are the migrants. Problem statement Thus, a number of challenges need to be addressed in the recruitment of the migrants within the Woolworths company. Some of the challenges faced here are language barriers among the few. Most of the migrants are from countries such as China, Vietnam, Italy, being some of the few. As commented by MacArthur et al. (2014), a seismic wave has resulted in the Australian job sector due to a huge exodus of indigenous Australians. Most of the indigenous Australians have failed to find a job within their own specialisations, thus promulgating the exodus. In order to settle the huge workforce gap, there is a need to absorb more people from different nationalities on board. However, as argued by Alfes et al. (2013), language often becomes a constraint in most of the cases. This results in a huge communication gap within the organization resulting in differences of opinion within the workforce. In the last few months, the Woolworths supermarket has seen a huge number of employee turnovers. A sur vey conducted within the organization have pointed out that stringent policy measures along with the inability to cater to the development needs of the employees have been a major cause for the employee turnover. Need of training The aim of Woolworths Limited has been to treat our people with dignity and respect. Thus, the organization has always strived at providing sufficient growth opportunities for the overall well being of their employees. However, the current statistical reports have pointed out towards a number of gaps or loophole. The figures and statistics have reported that the employee turnover rate within the age group of 15-24 is as high as 63%. Similarly, the number of full-time workers of the organization is only 29%. Thus, unpaid overtime and highly strict demands are some of the factors, which have resulted in a huge rate of employee turnover. Reports and evidence in the form of feedbacks posted by the ex-employees in job sites such as Indeed Australia have pointed out at managing strict demands from the customers as one of the downsides of working with Woolworths. Moreover, many have even complained about being bullied by customers on being unable to redress their demands properly. The aim of designing the training program was to help by providing the employees with sufficient skills and marketing gimmick in order to deal with the hard-to-handle customers. 2.Characteristics of adult learners In order to develop a suitable training program for the workforce of the organization, there is a need to focus on the characteristics of the adult learners. The needs and requirements of the workforce need to be evaluated in order to design effective training programs. As commented by Kehoe Wright (2013), tailoring the training as per the suitability of the learner can help in the development of a positive culture of work within the respective organization. The adults like to take control their own learning and development needs. Thus, the training needs to provide a self direction to the employees. As asserted by Noe et al. (2014), the employees should be able to access their own performances throughout the training program. They can establish that with the help of establishing a strong relationship with their peers and instructor. The learning measures should be supported by multiple options to ease the process of learning of the employees. As commented by Guise et al. (2017), ef fective participation from the instructor is required. This particularly helps in figuring out the difficulties that the participants may be facing throughout the learning program. The adults are practical and result oriented, therefore, more comprehensive content needs to be designed for them. It should be able to answer the different queries one might have regarding practical marketing approaches. Thus, ready-made and full proof solutions need to be provided which will help them in meeting the requirements of the highly demanding jobs. As commented by Noe et al. (2014), the adults are more resistant to change owing to life experiences. The past learning experiences have a much more rigid imprint on the adult mind. Therefore, as commented by Kehoe Wright (2013), each theory need to be supported by a why. This helps in substantiating the new concepts and replacing the old ones. The Woolworths chain of company advocates discussion and sharing of knowledge over large-scale platforms. It is mostly encouraged by the past work life experiences of the employees in similar or different organizations. As argued by Guise et al. (2017), such sharing of knowledge helps in deeper integration of knowledge. Learning in adulthood is driven by intrinsic motivation rather than forced compulsion. As argued by Noe et al. (2014), the lack of motivation in the employees can act as a hindrance to achieving the objectives of the concerned organization. Thus, the Woolworth organization needs to promote more motivational spirits in the employees for participating in the training programs. In this context, one of the practices adopted by the Woolworths supermarket chains is providing of performance bonus and incentives to the employees. This helps in generating interest in the employees towards attending the training programmes. The adults constantly have to juggle between a number of roles and responsibilities. Therefore, there is a need to design tailor made programs which would be both time and cost effective. 3.Strategies to implement the training program A number of strategies can be used for the implementation of the training program. The strategies are designed based on the learning needs of the students such as- structure learning, semi-structured and unstructured learning. The structured learning is where a teacher or an instructor controls the learning. The mode of training is based upon theory session and learning session (Reicks et al. 2014). The theory session is used for the inculcation of deeper levels of knowledge in the employees regarding the marketing skills. The incorporation of the theoretical knowledge helps them in dealing with the high demanding situations with more ease and comfort. This helps in making the staff more competent in enhancing the market sales apart from ensuring customer retention. This helps in providing the organization with a competitive advantage over other similar market players in the industry. The theory method of teaching can also be supported by lecture method of teaching. The lecture method of teaching helps in addressing a much wide section of audiences at a much nominal rate (Daniels et al. 2014). The theories help in reinstating the values and skills within an individual and have a rigid effect on the mind of the learners. The semi-structured learning strategies are based on learning through interactions and are mostly encouraged by discussion, case studies and role-plays. In this context, the discussion puts emphasis upon the past life as well as the work experiences of the employees (Kris-Etherton et al. 2014). As commented by Marzano et al. (2014) learning through flaws helps an individual in meeting the required objectives of a high-constrained job. Moreover, the same can act as a stimulus where similar instances of disagreement with the customers can be avoided in the future. As commented by Lin et al. (2013), case studies highlighting similar problem situations can help the employees in being market ready. Additionally, they can be called for role-playing where they engage with each other through practical dialect. It helps them in understanding the situation better where they learn to interpret situations and responses through words. Thus, the role play also plays a crucial role in the aspect of communication where the employees learn to deal with the customers in an effective manner through effective communication. As commented by Kennedy (2014), fluid and transparent communication are crucial with regards to the aspect of customer retention. Additionally, experiential learning cam is beneficial in the development of depth knowledge (Reames et al 2015). In this respect, the experiential learning can be divided into a number of steps such as learning instruments, stimulation and projects. In as commented by Chen (2014), the employees can be asked to gather personal data through drafting survey questionaries. The questionnaires can then be used for generating personal enlightenment and learning stimulation in an individual. The employees could also be asked to conduct projects where they could learn within a practical scenario the different steps, which could be taken for the purpose of enhancement of the productivity of the workforce. The concept of unstructured learning can be divided into problem-based learning, contract learning and action learning. In this respect, the contract is simply based on course and curriculum design. The study module helps in achieving the step wide learning requirements within a practical setup. The action learning, on the other hand, is based on conducting a research where the employees are provided with a number of multiple options to choose from. This will help the employees in becoming more flexible in meeting the demands and needs of the people. In this respect, the Woolworths supermarket needs to introduce a number of diverse training programs to cater to the diverse needs of the employees. However, as argued by Sikora, Ferris (2014), a number of challenges are suffered in meeting with the implementation of the training needs and programs. Thus, sufficient support needs to be provided to the organization in terms of funds and investments. As commented by Han et al. (2013), the participation of stakeholders can play an effective role in meeting the demands of the organization. The organization need to conduct a survey of the potential stakeholders and the interest vested upon by them in the sponsoring the training events. 4.Evaluation method to access the effectiveness of the training program A number of methods may be followed for the evaluation of the training program such as conducting of written tests. The tests help in evaluating the level of knowledge gathered by the employees in the training program. The written tests could further be divided into objective and subjective written test. The objective test would help in testing the level of knowledge possessed by the employees. Additionally, the written test would provide them with the space to elaborate their knowledge. As commented by Wright et al. (2014), dividing the workforce into control group methods would help in testing the learning behaviours of the different employees. It can be a basis of comparative analysis where the employees are asked to provide group wise feedbacks regarding the different marketing campaigns. The Woolworths supermarket can use these campaigns in order to implement the desired changes within the company framework. Additionally, the use of log diaries can be beneficial in taking a note of the different measures which could be undertaken for achieving the changes within the company structure and policies. The logbook helps in keeping a tab on the constant performance and evolvement of the employees. As commented by Chadwick et al. (2015), the use of models such as Kirkpatrick model can be used in order to achieve the desired outcomes. The model can be broken down into a number of steps such as evaluating the needs and goals, evaluating the HRD design, measuring the learning outcomes. These steps can be helpful in achieving the desired outcomes by the implementation of the required training programs. Conclusion The current assignment focuses on the need of the development of strategic human resources for increasing the productivity of the organization. Thus, the organization needs to provide sufficient training and growth opportunities to its employees. This helps in adding a competitive advantage to the organization. The biggest competitors of the Woolworths supermarket are the Coles group. Therefore, there is a constant pressure from the rival organizations in terms of value added services. Additionally, a well-trained workforce helps in customer retention by providing the best-in-class services to the organization. In this respect, the training measures help in achieving the personal and productive requirements of the staff. In this context, the training program would help in meeting the organizational loopholes by providing the employee with sufficient competency. This further helps in preventing the rapid rates of employee turnover, which has been a problem with the Australian, based Woolworths organization. Thus, answering the deficits and needs of the employees helps in generation of employee motivation. Employee motivation is indispensable for the achievement of the organizational objectives to the fullest. In this respect, effective strategies and measures need to be adopted for promoting a strategic human resource development. The strategies should be based on the requirements of the employees. Thus, occasional surveys need to be made a part of the organizational policies, which helps in understanding the employee requirements. References Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Chadwick, C., Super, J. F., Kwon, K. (2015). Resource orchestration in practice: CEO emphasis on SHRM, commitment?based HR systems, and firm performance.Strategic Management Journal,36(3), 360-376. Chen, J. C. (2014). Teaching non-traditional adult students: Adult learning theories in practice. Teaching in Higher Education,19(4), 406-418. Clark, A. K., Wilder, C. M., Winstanley, E. L. (2014). A systematic review of community opioid overdose prevention and naloxone distribution programs.Journal of addiction medicine,8(3), 153-163. Daniels, J., Farquhar, C., Nathanson, N., Mashalla, Y., Petracca, F., Desmond, M., ... Afya Bora Consortium Working Group Members. (2014). Training tomorrow's global health leaders: applying a transtheoretical model to identify behaviour change stages within an intervention for health leadership development. Global Health Promotion,21(4), 24-34. Galuschka, K., Ise, E., Krick, K., Schulte-Krne, G. (2014). The effectiveness of treatment approaches for children and adolescents with reading disabilities: a meta-analysis of randomized controlled trials. PloS one,9(2), e89900. Guise, J. M., Winter, S., Fiore, S. M., Regensteiner, J. G., Nagel, J. (2017). Organizational and training factors that promote team science: A qualitative analysis and application of theory to the National Institutes of Healths BIRCWH career development program.Journal of Clinical and Translational Science,1(2), 101-107. Han, X., Chen, M., Wang, F., Windrem, M., Wang, S., Shanz, S., ... Silva, A. J. (2013). Forebrain engraftment by human glial progenitor cells enhances synaptic plasticity and learning in adult mice.Cell stem cell,12(3), 342-353. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees' attitudes and behaviours. Journal of management,39(2), 366-391. Kennedy, J. (2014). Characteristics of massive open online courses (MOOCs): A research review, 2009-2012.Journal of Interactive Online Learning,13(1). Kris-Etherton, P. M., Akabas, S. R., Bales, C. W., Bistrian, B., Braun, L., Edwards, M. S., ... Pratt, C. A. (2014). The need to advance nutrition education in the training of health care professionals and recommended research to evaluate implementation and effectiveness.The American journal of clinical nutrition,99(5), 1153S-1166S. Lin, P. C., Hou, H. T., Wang, S. M., Chang, K. E. (2013). Analyzing knowledge dimensions and cognitive process of a project-based online discussion instructional activity using Facebook in an adult and continuing education course.Computers Education,60(1), 110-121. MacArthur, D. G., Manolio, T. A., Dimmock, D. P., Rehm, H. L., Shendure, J., Abecasis, G. R., ... Barrett, J. C. (2014). Guidelines for investigating causality of sequence variants in human disease.Nature,508(7497), 469. Marzano, G., Lubkina, V., Usca, S. (2014). Developing practices for adult educators evaluation. InProceedings of The International Scientific Conference(Vol. 2, pp. 162-171). Noe, R. A., Wilk, S. L., Mullen, E. J., Wanek, J. E. (2014). Employee Development: Issues in Construct Definition and Investigation of antecedents. Improving Training Effectiveness in work organizations, ed. JK Ford, SWJ Kozlowski, K. Kraiger, E. Salas, and MS Teachout (Mahwah, NJ: Lawrence Erlbaum, 1997), 153-189. Noe, R. A., Wilk, S. L., Mullen, E. J., Wanek, J. E. (2014). Employee Development: Issues in Construct Definition and Investigation of antecedent. Improving Training Effectiveness in work organizations, ed. JK Ford, SWJ Kozlowski, K. Kraiger, E. Salas, and MS Teachout (Mahwah, NJ: Lawrence Erlbaum, 1997), 153-189. Purce, J. (2014). The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Reames, B. N., Krell, R. W., Campbell, D. A., Dimick, J. B. (2015). A checklist-based intervention to improve surgical outcomes in Michigan: evaluation of the keystone surgery program.JAMA surgery,150(3), 208-215. Reicks, M., Trofholz, A. C., Stang, J. S., Laska, M. N. (2014). Impact of cooking and home food preparation interventions among adults: outcomes and implications for future programs.Journal of nutrition education and behaviour,46(4), 259-276. Sikora, D. M., Ferris, G. R. (2014). Strategic human resource practice implementation: The critical role of line management.Human Resource Management Review,24(3), 271-281. Steffen, W., Richardson, K., Rockstrm, J., Cornell, S. E., Fetzer, I., Bennett, E. M., ... Folke, C. (2015). Planetary boundaries: Guiding human development on a changing planet.Science,347(6223), 1259855. Wright, P. M., Coff, R., Moliterno, T. P. (2014). Strategic human capital: Crossing the great divide.Journal of Management,40(2), 353-370

Woodrow Wilson Vs The Senate Essay Example For Students

Woodrow Wilson Vs The Senate Essay â€Å"The Only thing necessary for the triumph of evil is for good men to do nothing†Edmund BurkeThey say time is a great teacher. How true. History has taught us that peace must be kept at all costs. At the end of World War 1, the common goal between the victorious nations throughout the world was to declare peace. The leading statesmen of these triumphant nations met in Paris to draw up the Treaty of Versailles, which would decide the fate of the central powers. Woodrow Wilson, the American President, created fourteen points as the basis for peace negotiations. Among these fourteen points was the most controversial and yet the most important to President Wilson, the League of Nations. President Wilson developed its charter and soon died from exhaustion after his own country, the United States, refused to ratify it in the senate. American policy had temporarily shifted from isolationism to internationalism because of the war, however the United States senate was not ready for the responsibilities of a world peacekeeper. Due to a republican majority, senators Henry Cabot Lodge, Alfred Beveridge, and other isolationist senators helped to sway the rest of congress to deny the ratification of the Treaty of Versailles. These senators believed that by entangling themselves in an international organization they would create new alliances, which would commit them to go to war. Also, Lodge felt that the League of Nations would be able to control the United States military by limiting the number of armaments that a nation could have. Due to Article 10 and the limitations on armaments, which the senators objected, and the inability to compromise on the deadlock between the President’s beliefs and the Senators, led to the failure to ratify the Treaty of Versailles. These factors lead the senate to their decision, which left the world vulnerable for another war and the eventual demise of the League of Nations. We will write a custom essay on Woodrow Wilson Vs The Senate specifically for you for only $16.38 $13.9/page Order now The Fourteen Points were one of Wilson’s major accomplishments while he held office. Wilson introduced this theory on what he believed were successful measures in not only preventing Germany from beginning a war again, but to prevent all wars. After all World War One was the war to end all wars. These Fourteen Points included proposals such as freedom of the seas, general disarmament, the removal of international trade barriers, impartial settlement of colonial claims, the restoration of Belgium, the evacuation of Russian territory, and the League of Nations. Wilson made many mistakes that the senate would use against him. When Wilson left for Europe on board the â€Å"George Washington† , he brought with him a peace commission. This peace commission consisted of Colonel House, Robert Lansing, General Tasker H. Bliss, and only one Republican, Henry D. White. The Republicans resented Wilson for only bringing one member of their party to represent them. However, Wilson ha d a â€Å"distrust of coalitions in politics.† The Republicans also felt that White â€Å"was not the representative which the Republican Party would themselves had chosen.† Wilson felt that by limiting his opposition in Europe he would have a better chance of attaining peace. However, this choice was the beginning of the opposition Wilson faced from his own country during the peace talks. Wilson believed he had the support of his own people when he left for Europe. Ironically, Wilson also believed that, â€Å"The men, whom we are about to deal with, do not represent their own people.† Yet, it was Lloyd George, the Prime Minister of England, who had just finished an election that would send him to Paris with a very popular mandate. Georges Clemenceau, the leader of France, had also just finished an election in which he won a vote of confidence four to one. However, in November, in the midterm elections, it was shown to the world that America did not support thei r leader. The election in 1918 resulted in a clear Republican majority for the Senate and the House. This led President Wilson to â€Å"issue a public appeal for the election of a Democratic majority in both houses of Congress in order that he might be wholly unhampered in the approaching negotiations.† This was unsuccessful and showed to spectators that there was a difference of opinion between these two parties. The President felt even more opposition from his country when former President Theodore Roosevelt spoke openly of his lack of support when he stated, â€Å"our allies and our enemies, and Mr. Wilson himself, should all understand that Mr. Wilson has no authority whatever to speak for the American people at this time.† With the events that took place, Wilson faced a very painful question on his passage back to the United States. Without a Democratic senate would the Treaty of Versailles be ratified? President Wilson brought the Treaty of Versailles back to the Senate on July 10, 1920, but he found opposition from the Senate. The Senators that opposed the treaty were Henry Cabot Lodge, Alfred Beveridge, and other isolationists. It was these Senators that helped to sway the rest of the congress to deny the ratification of the Treaty of Versailles. The treaty was too extreme for most isolationists to accept. The American Senate with a Republican majority gave Henry Cabot Lodge both floor leader and the chairman of the committee of foreign relations. This gave Lodge an enormous amount of power because in treaties, â€Å" the President would negotiate but the Senate must approve.† The senate accused Wilson of compromising too much with Clemenceau and George. They believed that this treaty infringed on American sovereignty and would later commit them to a war that did not involve the United States. It is in the constitution that only the congress of the United States could declare war, not an international organization. President Wilson ’s advisors warned him that a treaty involving the United States in an international police force would not be passed in the senate. However, Wilson believed that the senate would be forced to pass this treaty because, â€Å"He did not believe that the senate would dare incur the odium of committing so dastardly a crime against humanity.† The key article that threatened American sovereignty was Article 10, which read, â€Å"The Members of the League undertake to respect and preserve as against external aggression of the territorial integrity and existing political independence of all Members of the League. In case of any such aggression or in case of any threat or danger of such aggression the council shall advise upon the means by which this obligation shall be fulfilled.† President Wilson explained to the senators that this was a moral obligation but not necessarily a legal obligation. A nation would have the right to exercise it’s own judgment in each case; they would not be forced into war. Another reservation Lodge was concerned with was limiting the number of armaments that a nation could possess. Lodge wanted the United States to be able to increase their armament without the League knowing about it. They felt that by committing to this reservation, the League of Nations might gain control of the United States military. Another proposal by Lodge was to give the United States the right to ignore the League of Nations against sanctioning such nations as Germany and continue to trade with them. Even if this was against what the League believed was right. These reservations by Lodge would only benefit one nation and not mankind, which was what President Wilson, was striving towards and would not compromise on. Many senators favored this treaty, but approval of a treaty requires two- thirds of the Senate. However, the Senate was split into three different belief groups. These groups were â€Å"Democrats who supported the League C ovenant without changes; Republican â€Å"irreconcilables,†Ã¢â‚¬ ¦who opposed the League absolutely; and Republican â€Å"Reservationists† led by Lodge, who demanded changes in the Leagues covenant as a condition of their support.† With this clause, establishing the League of Nations would be more difficult than Wilson believed. Henry Cabot Lodge used many different tactics to draw support away from President Wilson. He delayed the Senates vote in order to diminish support for the Treaty of Versailles. He insisted that the entire treaty, which consisted of 264 pages, be read aloud before the Senate. Continuing to change the reservations that he disagreed with, Senator Lodge proposed fourteen formal reservations to the Treaty of Versailles. Senator Lodge was willing to sign the Treaty of Versailles if these certain changes to the treaty were agreed upon. On March 3rd 1919, Senator Lodge collected thirty-nine signatures from members of the Senate demanding that the re be changes made to this treaty. These additions to the treaty would place safeguards that would protect America’s right to protect the Monroe doctrine. This reservation made sure that domestic issues did not lead to the interpretation of the Monroe doctrine by an international organization. Now, the only way the Senate would approve the pact was if the entire document would be accepted, including Senator Lodge’s proposals. President Wilson refused to compromise with Senator Lodge and tried to save the treaty through State legislatures. He toured the country from coast to coast seeking support from the public. President Wilson gave thirty-seven speeches in only twenty-two days. However, in between speeches the President received a stroke from the stress he had endured, which put him close to death. Even after physical and nervous exhaustion, which caused him to stay in bed for several weeks, Wilson could not let the changes be made to the treaty. Though he was too we ak to take action of his own, he was still strong enough to interfere. Wilson would not compromise on any of the issues brought forth by Lodge. â€Å" Let Lodge compromise† was the order given to his democrats going into the vote. He told his democratic party to vote against the treaty that included Lodge’s reservations. The final vote took place on March 19, 1920. The simple majority failed to gain the necessary two-thirds majority to ratify the treaty. If Wilson had stepped back before the vote took place and was willing to compromise on the reservations, then more people would have supported it. But Wilson and his political rival were stubborn and stayed in a deadlock. Therefore, the treaty failed to be ratified. Wilson died on February 3, 1924 and along with him died the United States involvement in the League of Nations and the ratification of the Treaty of Versailles. Out of the Fourteen Points came Wilson’s most important achievement at Versailles, the cr eation of an international peacekeeping organization, the League of Nations. Woodrow Wilson did all that he could to gain the support of his people for the acceptance of the League of Nations in the Treaty of Versailles. He believed that the idea of collective security was the key to keeping world peace. Yet, Wilson was ahead of his time. America was not ready to switch from an isolationist state to an international peacekeeper. The American senate wanted to make changes to the treaty in order to secure their international stand on domestic issues. But Wilson was unwilling to compromise on securing peace for mankind, so Wilson gained nothing. The ratification of the Treaty of Versailles and the League of Nations would fail, however the idea still burned on, and the United Nations would be formed after the Second World War. American History