The Diet of Worms 1521, Luther and the Emperor

When Martin Luther fell into disagreement with the Catholic hierarchy in 1517, he wasn’t simply arrested and carted to a stake (as some views of the medieval period might make you believe). There was plenty of theological discussion which soon turned into temporal, political and cultural considerations. One key part of this disagreement, which would become the Reformation and see the western church permanently split, came at the Diet of Worms in 1521. Here, an argument over theology (which still could have resulted in someone’s death), was fully turned into a secular conflict over laws, rights and political power, a vast pan-European milestone in how government and society worked, as well as how the church prayed and worshipped. What’s a Diet? Diet is a Latin term, and you might be more familiar with a different language: Reichstag. The Diet of the Holy Roman Empire was a legislature, a proto-parliament, which had limited powers but which met frequently and did affect law in the empire. When we refer to the Diet of Worms, we don’t mean a Diet that met uniquely in the city of Worms in 1521, but a system of government which was established and which, in 1521, turned its eye to the conflict Luther had begun. Luther Lights the Fire In 1517 many people were unhappy with the way the Latin Christian Church was run in Europe, and one of those was a lecturer and theologian called Martin Luther. Whereas other opponents of the church had made grand claims and rebellions, in 1517 Luther drew up a list of points for discussion, his 95 Theses, and sent them to friends and key figures. Luther wasn’t trying to break the church or start a war, which was what would happen. He was reacting to Dominican friar called Johann Tetzel selling indulgences, meaning someone could pay to have their sins forgiven. The key figures Luther sent his theses too included the Archbishop of Mainz, who Luther asked to stop Tetzel. He might also have nailed them up in public.Luther wanted an academic discussion and he wanted Tetzel stopped. What he got was a revolution. The theses proved popular enough for them to be spread around Germany and beyond by interested and / or angered thinkers, some of whom supported Luther and convinced him to write more in support of them. Some were unhappy, like Archbishop Albert of Mainz, who asked if the papacy would decide if Luther was in the wrong†¦The war of words began, and Luther battled by developing his ideas into a brave new theology at odds with the past, what would be Protestantism. Luther is Defended by Secular Power By mid 1518 the Papacy had summoned Luther to Rome to question him, and probably punish him, and this is where things began to get complex. Elector Frederick III of Saxony, a man who helped choose the Holy Roman Emperor and a figure of great power, felt he had to defend Luther, not because of any agreement with the theology, but because he was a prince, Luther was his subject, and the Pope was claiming clashing powers. Frederick arranged for Luther to avoid Rome, and instead go to the Diet meeting in Augsburg. The papacy, not normally one to concede to secular figures, needed Frederick’s support in picking the next emperor and in helping a military expedition against the Ottomans, and agreed. At Augsburg, Luther was interrogated by Cardinal Cajetan, a Dominican and a clever and well-read supporter of the church.Luther and Cajetan argued, and after three days Cajetan issued an ultimatum; Luther returned quickly to his home of Wittenberg, because Cajetan had been sent by the Pop e with orders to arrest the trouble maker if necessary. The Papacy weren’t giving an inch, and in November 1518 issued a bull clarifying the rules on indulgences and saying Luther was wrong. Luther agreed to stop it. Luther is Pulled Back The debate was about far more than Luther now, and theologians carried on his arguments, until Luther just had to return and he ended up taking part in a public debate in June 1519 with Andreas Carlstadt against Johann Eck. Driven by Eck’s conclusions, and after several committees analysing Luther’s writings, the Papacy decided to declare Luther heretical and excommunicate him over 41 sentences. Luther has sixty days to recant; instead he wrote more and burned the bull.Normally the secular authorities would arrest and execute Luther. But the timing was perfect for something else to happen, as the new Emperor, Charles V, had pledged all his subjects should have proper legal hearings, while the papal documents were far from ordered and water tight, including blaming Luther for someone else’s writing. As such, it was proposed Luther should appear before the Diet of Works. The Papal representatives were aghast at this challenge to their power, Charles V tended to agr ee, but the situation in Germany meant Charles dare not upset the men of the Diet, who were adamant they should play their role, or the peasants. Luther was saved from immediate death by a struggle over secular power, and Luther was asked to appear in 1521. The Diet of Worms 1521 Luther made his first appearance on April 17th 1521. Having been asked to accept that the books he’d been accused of writing were his (which he did so), he was asked to reject their conclusions. He asked for time to think, and the next day conceded only that his writing might have used wrong words, saying that the subject and the conclusions were genuine and he stuck by them. Luther now discussed the situation with Frederick, and with a man working for the Emperor, but no one could make him recant over even one of the 41 statements the Papacy condemned him for.Luther left on April 26th, with the Diet still afraid condemning Luther would cause a rebellion. However, Charles signed an edict against Luther when he had gathered some support from those who remained, declared Luther and his supporters illegal, and ordered the writings burned. But Charles had calculated wrongly. The leaders of the empire who hadn’t been at the Diet, or who had already left, argued the edict did n’t have their support. Luther is Kidnapped. Sort of. As Luther fled back home, he was fake-kidnapped. He was actually taken to safety by troops working for Frederick, and he hid in Wartburg Castle for many months converting the New Testament into German. When he came out of hiding it was into a Germany where the Edict of Worms had failed, where many secular rulers acknowledged the support of Luther and his descendants were too strong to crush. Consequences of the Diet of Worms The Diet and the Edict had transformed the crisis from a theological, religious dispute into a political, legal and cultural one. Now it was princes and lords arguing over their rights as much as the finer points of church law. Luther would need to argue for many more years, his followers would divide the continent, and Charles V would retire exhausted by the world, but Worms ensured that the conflict was multi-dimensional, vastly harder to solve.  Luther was a hero to everyone who opposed the emperor, religious or not. Soon after Worms, the peasants would rebel in the German Peasant’s War, the conflict the princes had been keen to avoid, and these rebels would see Luther as a champion, on their side. Germany itself would divide into Lutheran and Catholic provinces, and later in the history of the Reformation Germany would be torn apart by the multi-faceted Thirty Years War, where secular issues would be no less important in complicating what was happening. In one sense Worm s was a failure, as the Edict failed to stop the church dividing, in others it was a great success that has been said to have led to the modern world.

Organ Procurement And Transplantation Network - 1321 Words

Presumed Consent in the United States In the United States alone, twenty-one people die each day while waiting for a donated organ to become available for transplant. The number of people in need of a transplant is growing much faster than the number of cadaveric organ donors: from 1988 to 2012, the number of people on the waiting list grew from 15,029 to 117,040, while, during the same interval, the number of deceased donors rose from 5,901 to a still inadequate 14,011 (â€Å"Organ Procurement and Transplantation Network†). In the United States, the cadaveric donation system is described as â€Å"informed consent,† under which organs can only be taken from cadavers who had given their consent to be a cadaveric donor while they were still alive (Abadie and Gay, 1). On the other hand, â€Å"presumed consent,† also known as an â€Å"opt-out system,† does exactly the opposite: those who do not wish to be organ donors upon death must register as a non-donor, a nd those who do want to be organ donors or are indifferent to the matter automatically become organ donors upon death, which would increase the number of organs available for transplant (Rippon, 344). The first thing America should do in order to fix the lack of donated organs is adopt a presumed consent system of organ donation. First, let us look to the reasons people may refrain from becoming a registered donor under an informed consent system. There are, of course, people who may have some kind of objection to donating their organs,Show MoreRelatedOrgan Procurement And Transplantation Network2065 Words   |  9 PagesWhat if your doctor told you that your time was limited to less than six months, unless a compatible donor came along? This is what many people go through every day. They are put in the â€Å"National Organ Procurement and Transplantation Network or OPTN† which is the transplant waiting list (Tara.B). Organs that become available through the OPTN are match ed with the recipients. Here is where most of the people will wait months, years, or even the remainder of their life for a compatible donor to becomeRead MoreOrgan Procurement And Transplantation Network2040 Words   |  9 PagesPulmonologist told you that your time was limited to less than six months, unless a compatible donor came along? This is what many people go through every day. Then they are put in the â€Å"National Organ Procurement and Transplantation Network or OPTN† which is the transplant waiting list (Tara.B). This is how organs that become available are matched with the recipients. This is where most of the people will wait months, years, or even the remainder of their life for a compatible donor to become availableRead MoreBioprinting Human Organs: The Past, Present, And Future.1488 Words   |  6 Pages Bioprinting Human Organs: The Past, Present, and Future Written by: Emmitt Mikkelson, Alexander Turnbull and John Wesley Table of Contents: I. Introduction II. History of Organ Transplants III. Development of Bioprinting IV. Current Bioprinting Processes V. Bioprinting Human Organs for Transplantation VI. Insurance Coverage for Organ Transplants VII. Ethical Considerations and Alternative Ideas VIII. The Future of Bioprinting IX. Conclusion Read MoreOrgan Transplantation Is The Removal Of A Healthy Organ1539 Words   |  7 PagesPiechowiak 2nd Period 8th Grade Accelerated Language Arts December 14th, 2015 Organ Transplants Organ transplantation is the removal of a healthy organ from one person and placing it into another whose organ has failed, or is injured. 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Each year the medical profession takes more risk with decisions regarding transplants, how to allocate for organs, and most recently conducting transplants on children with adult organs. â€Å"An organ transplantation is a surgical operation where a failing or damaged organ in the human body is removed and replaced with a new one† (Caplan, 20 09). Not all organs can be transplanted. The term â€Å"organ transplant† typicallyRead MoreThe National Organ Transplant Act Of 19842229 Words   |  9 PagesAbstract This paper will discuss the National Organ Transplant Act of 1984. It will address the public need of the time and really see what was happening that congress felt that this was a needed piece of legislation. Along with the public’s need we will address the policy’s solution. Were we will see what the intended purpose of this act involved and see just how the government planned to help. It will also look at the some of the difficulties that this specific act faced then and now. 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To alleviate this situation, a nationwide policy of compensation and incentives for organ donation will be implemented. The problems plaguing the current state of organ transplantation are more multidimensional than numbers. Issues are present from

Explore How Conflict Effects Those Not Fighting in the Conflict Poems Free Essays

In The Falling Leaves and Poppies, compare the effects conflict has on those not fighting. In Poppies by Jane Weir and The Falling Leaves by Margaret Postgate Cole both poets use a variety of methods to show effects conflict has on those not fighting. Use of structure and language is important in presenting these effects. We will write a custom essay sample on Explore How Conflict Effects Those Not Fighting in the Conflict Poems or any similar topic only for you Order Now This essay will explore both poems to analyse the effects of different methods as implemented by the poets. The structure used in the poems along with similes and metaphors to describe the soldiers in both poems give a sad, solemn tone, to show how the poet was effected by conflict. The use of enjambment in The Falling Leaves gives the sense of long pauses and broken thoughts and feelings of the poet showing that it saddens the poet to think of hundreds of soldiers losing their lives in war. In Poppies, â€Å"All my words flattened, rolled, turned into felt, slowly melting. †, is used to show that the feeling of her son leaving to fight in a war was hard to explain and that the words meant nothing as the feeling was too strong to explain in words. The emotion of the poet is clearly described in both poems. I resisted the impulse† and â€Å"I was brave, as I walked with you†. Both quotes from Poppies show that although the poet felt upset that her son was going to war, and that she felt he was too young, she allowed her son to do as he wanted. This shows realisation that he had grown up, that it wasn’t her decision to allow him to go and that she didn’t want to upset him by showing how she really felt. In The Falling Leaves, the poet describes her emotion through the weather. â€Å"like snowflakes wiping out the noon;† this shows that she was feeling saddened and upset from what she had seen. Both poems describe the soldiers as innocent. For example, in Poppies, the poet’s memories of her son were all those of his youth, showing that he was still an innocent child. In The Falling Leaves soldiers are compared to graceful, white snowflakes. â€Å"Like snowflakes falling on the Flemish clay†. White is purity, cleanliness, and innocence. This may be emphasising the idea that all soldiers were still children that needed guidance from their parents and were naive and were only killed as they had little guidance. This idea of innocence could show that the impact on those not fighting was much larger because the soldiers did not deserve to die in the eyes of the poets. However, the soldiers are also described as â€Å"brown leaves dropping from their tree†. This may give the impression that those fighting were not important, just as leaves aren’t important to a tree. The idea of the brown leaves may mean that they had completed their ‘service’ and were no longer useful but that it was not an issue as new soldiers would replace them. The amount of death is recognised in The Falling Leaves, the soldiers are described as â€Å"a gallant multitude†, generalising huge number of dead soldiers as one unit. This lessens the portrayed sorrow of those not fighting by making all soldiers faceless and identical. Whereas in Poppies, it is much more personalised, this creates a feeling of grief and shows that the poet thinks it may be harder to cope with the loss of those in war than is portrayed in The Falling Leaves. How to cite Explore How Conflict Effects Those Not Fighting in the Conflict Poems, Papers

The Changing Role of Strategic Human Resource Management

Question: What is changing role of strategic human resource management ? Answer: Introduction The role of human resource management is changing, as the globalization requires employees participation in decision-making and is engaging the employees in implementing the organizations strategy. In this respect, the HR assumes a strategic role in contributing to planning, development and implementation of organizational objectives. The HR has become the strategic partner by understanding the skill required of the employee and arranges training programs for the employees to develop and deploy that skill set. All the HR functions including selection, placement, job designs, and compensation programs play a critical role to build company's strategy so that the right employee can recruit for the right job at a right time to avoid wastage of time and money and to maximize competitive advantage. It will provide the best optimal solution to fulfill organizations goal. So SHRM plays an important part in controlling the planning, organizing, leading controlling function. After getting all the components, the HR designs a high-performance work structure to enhance the employee performance by fully utilizing the potential of the employee. To fulfill the changing role of the company the HR has become the strategic partner of the business to achieve the target of the organization. The HR function has gone beyond the payroll management and focusing more on employees contribution to enterprise's success (Grant, 2015). Discussion The strategic human resource manage resource management is not only related to HR department but all the managers and executive engage themselves in it since everybody works together collaboratively to achieve the competitive advantage. To achieve the goal the organization, it must value its employees and develop them in such a way to meet the requirement of a team, therefore, forwarding the workforce first to achieve success. The SHRM focuses on attrition, improving productivity and the overall financial performance of the company. A successful organization concentrates on the main key components such as providing job security, uses self-managed team, good pay structure, reduces conflicts, select the right candidate for the right job, give proper training to employees, focuses on decentralization and value on sharing the information (Budhwar Debrah,2013). When the organization develops the employee competency and motivates them to perform well in the organization to generate the pr ofit for the company and it also increases shareholders value in the market. The most successful organization considers HR as a strategic partner and evaluates the HR performance and to get the strategic advantage. The HR needs to gain knowledge and to prepare well to play the changing role in the organization. The HR should judge the competency level of the employee regarding knowledge, skill set, and capabilities to implement the strategy. Whether the company has the right standard to reward the employees and pay incentives to them to align people with the enterprise objectives. The HR should evaluate whether the company has the right structures, proper communication system, policies, and procedures to enhance the performance of the organization. Furthermore, the HR should be discerning enough to understand whether the enterprise has the learning capability and leadership quality to respond to the uncertainties and formulate the strategy to face changes and challenges of future (B ratton Gold, 2012). The organization's human capital comprises of its employees. The human resources in the organization is a series of skill sets that is developed by proper training and development programs that create value in the market. A company's human capital comprises of some attributes including innovativeness, energy, skill and knowledge as a whole it increases the significance of the organization to get a competitive advantage. Many HR focuses on the technical aspects rather than the strategic aspects though the second point has a deeper significance to get the organizational success (Jiang et al., 2012). Previously the HR managers used to focus on the compliance of law set by the Government. They used to focus on the number of employees hired in the organization and develop training programs for them. But the mew method concentrates on the outcome of the process and not restricted to only numbers and legal compliance. So it is more quantitative and measurable. Therefore, the HR must concern about how the employees are utilizing their skills and training to achieve the objective rather than how many hours they have devoted to training programs. A recent study has revealed that the HR manager should understand the goal and strategy first then impart training programs to develop employee skill. Many HR takes their initiatives without knowing how their decision will affect the organization. Therefore, many HR managers have explained that how they were facing talent management challenges and how they are overcoming the challenges as a part of a strategic business partner of the organization. As a result, they have outsourced contracts, for example, The Bank of America has done the outsourcing of its HR department to Arinso. Arinso will look after the payroll management, for 10,000 employees outside the U.S Europe, in 23rd August in 2006. To reduce outsourcing the HR department has to play a very active role and should ensure accountability regarding measuring the business outcome (Buller McEvoy, 2012). Beyond the basic need for compliance with the HR rules and regulation, four key elements need to be discussed to align the different component of HR system with the company goals. These are selection placement, Job design, reward and compensation system and adopting diversity management in the organization culture (Stone, 2013). While doing the recruitment, the HR manager must explain the technical competencies required for the job as well as the behavioral skills needed to meet the job requirement. The behavioral attribute focuses on giving value to the customers by the ability to show empathy and support to the client, time management that is an ability to complete the task within time with less error and the ability of the candidate to understand which area needs more training and guidance (Snell et al., 2015). Furthermore, the organization should highlight the culture and values to the employees and state the mission and vision of the business. For example, the company is looking for those candidates who can go an extra mile to bring the smile on customer's face. They want those candidates who can work hard to develop new code or the capability to build network to reach the chief of the company to increase sale. By sharing, the stories of business heroes with the potential candidates help the enterprise make them understand about the companys objective. It will also help the candidate to determine whether they will fit in the organization or not (Shields et al., 2015). According to Armstrong and Taylor (2014), job design includes bringing the various element to form a job keeping in mind that the organization and individual employees requirement are fulfilled with the significance consideration has given on health and safety issue. Proper training should be given to staff to develop a specific skill to perform the job ensuring authority and accountability of the employee. So job design refers to the content of the job, its duties, and responsibilities to perform the task and the method adopted to execute it that is the system, techniques and procedures while carrying out the job. It also focuses on the relationship exists between the superior and subordinate to get the excellent result (Berman et al., 2015). In this respect, the researcher has identified Motorola and the training programs adopted by it. As a global company, Motorola operates in many countries including China. Therefore, its hard to find the right and skilled employee in China. A recent survey conducted by American Chambers Of Commerce in Shanghai has revealed that 37% the US owned company operating in China faces the problem of skilled employees and the production suffers massively due to lack of qualified employees. The reason is that the Chinese universities do not embed the employees with proper training and skill development programs that the multinational companies are looking for (Tyson, 2014). Consequently, Motorola has developed that its training and development programs to reduce the gap. To keep this in mind Motorolas Chinese subsidiary developed management programs for local managers. Another program they have developed is Motorola's Management Foundation programs to train managers to improve their communication skills and develop their problem solving ability. As a result, Motorola has arranged MBA programs partnering with Arizona State University and Tsinghua University so that the working professional can earn an MBA to acquire more skill and knowledge. They have addressed the talent shortage in China and given the solution to utilize Chinese low-skilled and highly motivated employees to increase productivity ("The Changing Role of Strategic Human Resources Management in International Business", 2016). Incentives or reward is based on employee performance. When the company gives an award to its employee for high performance which is a result of training, development programs and achieved through teamwork, collaboration and increasing a sense of responsibility, it has some parameters to evaluate the employee. It helps an employee to identify new skills so that they can get higher pay. Compensation system includes incentives, profit-sharing, reward system based on skills and performance of the employees who learn new things to apply it to the organization to meet success. The employees who have undergone the broad range of training programs and acquired problem solving skills are more likely to grow in the company and get job satisfaction. The intensive training programs have made them one of the valuable assets in the enterprise which in turn helps them to gain rewards and ensure more commitment to the company. When the employee has the access to the information and more authority t o act on they feel more involved in the job and bears more commitment while making the decision on behalf of the company to further the organizations goals. Therefore, rewards need to be associated with the performance so that the employee will be motivated to pursue the outcomes and will help the business to grow (Alfes et al., 2013). Another key aspect of SHRM is its focus on diversity management and includes it in its work culture. Diversity refers to reducing discrimination against women employees minorities while recruiting them in the company. Today diversity means the different perspective and ideas that an employee brings to the workplace. Diversity increases the innovation and problem solving skills in the business. The more diverse the team is regarding age, gender; different cultural background the more efficiently the group can solve the organizational problem. A different team helps the company to come up with more innovative and efficient solutions (Renwick et al., 2013). Conclusion Many aspects of international human resource management differ from domestic HRM being a strategic partner the HR should focus on all these things to achieve the objective of the company. The IHRM is more complicated than the local ones because of the wider issues that it has. In the respect of MNC the international human resource manager has to consider many aspects such as cross-cultural difference, rules and regulations of the company, the pay norms and peoples expectations, the working conditions there, the problems that the expatriate members are facing in terms of meeting the requirement of the projects and the cultural issues that the expat is facing in the host country. The management should ensure all these aspects to ensure a good working relationship with the staff to be able to achieve the performance standard and the best result for the company (Vaiman et al., 2012). The company's success depends on how the human resource manager tackles the global stuff to become more successful in future. Minute details can create the considerable impact on the employees from the different cultural background as different cultures have different priorities and requirement. Keeping this in mind multinational companies should standardize the pay and performances standard for the employees. In addition to that when the firm enters into the country having transitional economy by buying local plants or establishing joint ventures creates significant HR challenges and will decrease the performance if not properly handled, So the Global firm needs to develop an appropriate HR strategy to fit with the changing role of the organization and to overcome the challenges ("Changing role of HRM - what is human resource ?", 2016). Reference List Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Budhwar, P. S., Debrah, Y. A. (Eds.). (2013).Human resource management in developing countries. Routledge. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Jiang, K., Lepak, D. P., Hu, J., Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms.Academy of management Journal,55(6), 1264-1294. Buller, P. F., McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), 43-56. Stone, R. J. (2013).Managing human resources. John Wiley and Sons. Snell, S., Morris, S., Bohlander, G. (2015).Managing human resources. Nelson Education. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... Plimmer, G. (2015).Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Berman, E. M., Bowman, J. S., West, J. P., Van Wart, M. R. (2015).Human resource management in public service: Paradoxes, processes, and problems. Sage Publications. 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. Renwick, D. W., Redman, T., Maguire, S. (2013). Green human resource management: a review and research agenda*.International Journal of Management Reviews,15(1), 1-14. Vaiman, V., Scullion, H., Collings, D. (2012). Talent management decision making.Management Decision,50(5), 925-941. Tyson, S. (2014).Essentials of human resource management. Routledge. Grant, R. M. (2015).Contemporary Strategy Analysis 9e Text Only. John Wiley Sons.