Casket Letters Did They Implicate Mary Queen of Scots

Date:   found June 20, 1567, given to English  investigating commission on December 14, 1568 About the Casket Letters: In June, 1567, Mary, Queen of Scots, was captured by Scottish rebels at Carberry Hill. Six days later, as James Douglas, 4th Earl of Morton, claimed, his servants found a silver casket in the possession of a retainer of James Hepburn, 4th Earl of Bothwell. In the casket were eight letters and some sonnets. The letters were written in French. Contemporaries, and historians since, have disagreed as to their authenticity. One letter (if genuine) seems to back up the charge that Mary and Bothwell together planned the murder of Marys first husband, Henry Stewart, Lord Darnley, in February of 1567.   (Mary and Darnley were both grandchildren of Margaret Tudor, daughter of Henry VII, first Tudor king of England, and sister of Henry VIII. Mary was the daughter of Margarets son James V by her first husband James IV, killed at Flodden. Darnleys mother was Margaret Douglas who was Margarets daughter by her second husband, Archibald Douglas.) Queen Mary and her husband (and first cousin) Lord Darnley were alienated already when he died in suspicious circumstances in Edinburgh on February 10, 1567.   Many people believed that the Earl of Bothwell had arranged for Darnley to be murdered.   When Mary and Bothwell married on May 15, 1567, suspicions of her complicity became stronger. A group of Scottish lords, led by Marys half-brother who was the Earl of Moray, rebelled against Marys rule.   She was captured on June 17, and forced to abdicate on July 24. The letters were supposedly discovered in June, and played a part in Marys agreement to abdicate.   In testimony in 1568, Morton told the story of the discovery of the letters. He claimed that a servant of George Dalgleish had confessed under threat of torture that hed been sent by his master, the Earl of Bothwell, to get a casket of letters from Edinburgh Castle, which Bothwell then intended to take out of Scotland.   These letters, Dalgliesh said Bothwell had told him, would reveal the ground of the cause of Darnleys death. But Dalgleish was captured by Morton and others and threatened with torture. He took them to a house in Edinburgh and, under a bed, the enemies of Mary found the silver box.   On it was engraved an F which was assumed to stand for Francis II of France, Marys late first husband. Morton then gave the letters to Moray and swore that he had not tampered with them. Marys son, James VI, was crowned on July 29, and Marys half-brother Moray, a leader of the rebellion, was appointed regent. The letters were presented to a Privy Council in December 1567, and  and a statement to Parliament to confirm the abdication described the letters as making it most certain that she was privy, art, and part in the actual devise of the murder of her lawful husband the King our sovereign lords father. Mary escaped in May 1568 and went to England. Queen Elizabeth I of England, cousin on Queen Mary, who had by then been informed of the content of the casket letters, ordered an investigation into Marys complicity in Darnleys murder. Moray personally brought the letters and showed them to Elizabeths officials. He appeared again in October 1568 at an investigation headed by the Duke of Norfolk, and produced them at Westminister on December 7. By December of 1568,  Mary was a prisoner of her cousin. Elizabeth, who found Mary an inconvenient competitor for the crown of England. Elizabeth appointed a commission to investigate the charges which Mary and the rebel Scottish lords levied against each other.  On December 14, 1568, the casket letters were given to the commissioners.   They had already been translated into the Gaelic used in Scotland, and the commissioners had them translated into English. The investigators compared the handwriting on the letters to the handwriting on letters Mary had sent to Elizabeth.   The English representatives in the inquiry declared the casket letters genuine.   Marys representatives were denied access to the letters. But the inquiry did not explicitly find Mary guilty of murder, leaving her fate open. The casket with its  contents were returned to Morton in Scotland.   Morton was himself executed in 1581. The casket letters disappeared a few years later. Some historians suspect that King James VI of Scotland (James I of England), son of Darnley and Mary, may have been responsible for the disappearance.   Thus, we only know the letters today in their copies. The letters were at the time subject to controversy. Were the casket letters forgeries or authentic? Their appearance was very convenient for the case against Mary. Morton was among the Scottish rebel lords who opposed the rule of Mary. Their case for removing Queen Mary and installing her infant son, James VI of Scotland, as ruler -- with the lords as de facto rulers during his minority -- was strengthened if these letters were genuine. That controversy continues today, and is unlikely to be resolved. In 1901, historian John Hungerford Pollen looked at the controversy.   He compared letters known to be genuinely written by Mary with the copies known of the casket letters. His conclusion was that there was no way to determine whether Mary was the original author of the casket letters. As historians still contend over Marys role in planning Darnleys murder, other more circumstantial evidence is weighed.

Movie Analysis Temple Grandin - 993 Words

As an academy award voter I will be giving my reasons for why either the movie Temple Grandin or Inviticus are worthy of these awards. The first award that I will be voting on is Best Picture. First I want to talk a little about the movie Temple Grandin, this movie is about a woman with autism, and the movie portrays her struggles and accomplishments throughout the film. The movie begins when Temple’s mother Eustacia refused the diagnosis of autism given to her daughter that she is to be put in an institution for others like Temple. Eustacia instead works with her daughter and hires therapists to assist her in attempting a normal life for Temple. The film shows tremendous breakthroughs of learning for Temple for example her getting admitted into college contrary to what the doctors believed about Temple’s abilities. Temple then goes on to effectively change how we handle cows for slaughtering changing the cattle industry and the medical industry for someone at that poin t in time to show to the world that anyone with a disability can be an important part of society while showing the world to be more accepting of people with disabilities. The movie Inviticus is a movie about Nelson Mandela becoming president of South Africa during a time where the country was divided by race, class, and sports. The beginning of the movie it shows a rugby team getting beat and the countrymen talking of removing the rugby team for good. Nelson Mandela realizes that in order for his country toShow MoreRelatedAnalysis Of The Movie Temple Grandin 903 Words   |  4 Pagesduring the course of the semester revealing the lives of two important people and their significance of their actions.. The first movie was â€Å"Temple Grandin†, which told a story of a young woman who suffered repeated setbacks from her autism throughout the entirety of her life. Mostly, ridiculed by her peers and even in her male dominated profession, Animal Agriculture. Grandin remain persistent in achieving her goals and eventually overcame her oppositions one by one. Similarly, â€Å"Invictus† follows theRead MoreMovie Analysis : Temple Grandin932 Wor ds   |  4 Pages Temple Grandin is a film that relies heavily on mise en scene to show audiences the amazing way into which those with autism can see the world and perceive and then solve problems they are faced with on a daily basis. The filmmakers cleverly use mise en scene to help communicate the central theme of the film of being different, not less. It gives viewers a way to relate to Temple, to see and understand what her world is like. They are able to spend the length of the film in her shoes and learnRead MoreAnalysis Of Temple Grandin, An Autistic Woman1217 Words   |  5 PagesIn the movie Temple Grandin, an autistic woman, who overcame the limitations imposed on her by her condition earned a PH.D and an expert in the field of animal agriculture. She did not speak until the age of four, she was also sensitive to sound and touch, and had difficulty throughout high school, mostly dealing with people and the social part of life. She is most widely known for creating her â€Å"hug box,† recognized today as a way of relieving stress and anxiety in autistic children. Temple is alsoRead MoreIn Recent Years, The Prevalence Of Autism Spectrum Disorder1357 Words   |  6 Pagesrights movement (Ward 1999). One of the well-known self-advocates for ASD is Temple Grandin. Dr. Grandin stresses the importance of using an individual’s strength instead of focusing on what they can’t do. For example, Grandin designed facilities that half the cattle in the United States are handled in today (2012). Another self-advocate is Owen Suskind. Owen’s story is portrayed in the movie Life, Animated. As shown in the movie, Owen also shares his story in conferences and speeches with people so theyRead More Autism in the Media Essay2151 Words   |  9 PagesCards (1993), and Molly (1999). I here examine these three films, each with an autistic main character, to evaluate the image of autism presented to the public and to discuss how that imag e has changed in the last fifteen years. However, before an analysis of the films, I will briefly overview autism as it is currently diagnosed and treated.    Autism is the label given to a set of behaviors summarized by the International Classification of Disease ICD-10 Handbook as1: 1. ImpairmentRead MoreGump Notes Essay7299 Words   |  30 Pagesfavorites. The dissociation between his apparent IQ and incredible intellectual achievements and his behavioral autistic tendencies are, so far, ignored and his cognitive features are misread as Intellectual Developmental disability. In the movie, Forest Gump, the character played by Tom Hanks fines remarkable inner strength to overcome life’s never ending problems and tragedies. In spite of limited abilities, Forest conquers every obstacles life throws at him and becomes a success.

I Love Quotes Free Essays

Those who understand, teach. Positive mind, Positive thinking , Will make us healthier, Love everyone and everyone will love you. Everyone hears what you said, Friends listen to what you said, Best friends listen to what you don’t said. We will write a custom essay sample on I Love Quotes or any similar topic only for you Order Now Love all, trust a few, do wrong to none. First they ignore you, then they ridicule you, then they fight you, and then you win. The reasonable man adapts himself to the world; the unreasonable one persists to adapt the world to himself. Therefore all progress depends. Sometimes, owing less is better than knowing too much. Don’t overused your heart, save it for someone who owned for it. Speak the truth even if it’s against you, Do good to people even if they harm you and Make relations to those who cut you off. Be sincere and look for the one who is sincere, sincerity in love is perfection. Whatever comes from the heart, reaches the heart. A great attitude becomes a great day which becomes a great month which becomes a great year which becomes a great life. When you come out of the storm you won’t be the same person who walked in. That’s hat this storm’s all about. You teach people how to treat you by what you allow, what you stop, and what you reinforce. No matter how carefully you choose your words, they’ll always end up being twisted by others. Don’t worry about your problems, but don’t ignore it. Solve it. Find the solution. Be true to yourself. Everyone has problems. Some people are Just better at hiding them than others. Kindly take notes. A smile is the lighting system of the face, the cooling system of the head and the heating system of the heart. It’s not about having the skill to do something. It’s about having the will, desire commitment to be your best. Do what makes you happy, nothing else matters. The less you care, the happier you will be. Sometimes, as you grow smarter, your heart grows harder. Open your mouth only if what you are going to say is more beautiful than the silence. Hold on to whatever keeps you happy. Success is getting what you want. Happiness is wanting what you get. It is better to have enough ideas for some of them to be wrong, than to be always right by having no ideas at all. Don’t stress. Do your best. Forget the rest. How to cite I Love Quotes, Papers

Types of Departmentalization Used by Business free essay sample

Every organisation has certain basic parts that are made up of people who perform, supervise, and plan besides those who render support services and technical advice. As such, studying the structure or design of an organisation means analysing how these parts are put together, who reports to whom, the degree of centralisation or decision making power concentrated at the top, the extent of rules, policies, regulations, and procedures in the organisation.The building of the initial structure of an organisation may be based on the conditions prevailing in the society and the industry characteristics prevailing at the time and the personality of the founder (entrepreneur). As the organisations grow in their size from small to large over a period of time, their priorities do change and it becomes necessary for the organisations to make changes in the organisation design in order to ensure that the organisations function efficiently.In any discussion of Organizational Structure, it’ s helpful to become acquainted with a few key terms that describe specific aspects of business organization practices. Very simply, Organizational Structure is the manner in which an organization arranges itself. Once an organization investigates its options and decides upon how it’s going to structure itself, it’s common to draw up an Organizational Chart. An Organizational Chart Some organizations consider their Organizational Charts as confidential, while other organizations most of them, in fact, do not.Some companies go so far as to post their Organizational Charts on their publicly accessible websites. Other key terms include Centralized and Decentralized Decision Making. Centralized decision making refers to a business model in which decisions are directed to the top of the organization. Decentralized decision making is a model in which the organization tends to push the decisions down to the lowest levels, which can be a good thing.With decentralized decision making, the benefit is that the individuals who best know the company’s processes are those lower in the organization, those who roll up their sleeves and work with the processes every day. Theoretically, such individuals are in a better position to respond to external and internal drivers and make rapid decisions to control those drivers before they get out of hand and negatively affect the organization. Decentralized decision making tends to be a trap, as it may dangerously undermine upper management in the organization.Nonetheless, decentralized decision making is increasingly accepted as a viable business model today. Yet another key term is one known as Formalization, the degree to which an organization tends to document its processes, rules, and regulations. Centralized and Decentralized Decision Making and Formalization will vary from one organizational structure to another, depending upon the options for change that are open to a company. Another key term that is familiar in the designing an organization is what we call a Hierarchy of Authority.The concept of Hierarchy of Authority says that an organization must know who is in charge of which elements and who r eports to whom. Of course, this has implications for the division of labour because, under the Hierarchy of Authority, many tasks are divided and distributed across the organization. This process necessarily entails varying degrees of specialization of jobs and tasks, which we see a lot these days as the business environment grows more sophisticated. Regarding Types of Organizational Structures, I will first critically note that an appropriate organizational structure for any given company is a very elusive animal, indeed.Every company tends to organize itself differently, so there is no absolute right and no absolute wrong way to design an organization. Appropriate organizational structure depends upon the unique strategy of the business, its unique customer base, its unique sense of products and services, and its management of these considerations as they are dispersed throughout the enterprise. The most common organizational types may be classified as Functional Structure, Divisional Structure, Matrix Structure. A Few Common Types of Departmentalization Functional departmentalization Grouping activities by functions performed. Activities can be grouped according to function (work being done) to pursue economies of scale by placing employees with shared skills and knowledge into departments for example human resources, IT, accounting, manufacturing, logistics, and engineering. Functional departmentalization can be used in all types of organizations. . Product departmentalization Grouping activities by product line. Tasks can also be grouped according to a specific product or service, thus placing all activities related to the product or the service under one manager. Each major product area in the corporation is under the authority of a senior anager who is specialist in, and is responsible for, everything related to the product line. LA Gear is an example of company that uses product departmentalization. Its structure is based on its varied product lines which include women’s footwear, children’s footwear and men’s’ footwear. Customer departmentalization Grouping activities on the basis of common customers or types of customers. Jobs may be grouped according to the type of customer served by the organization. The assumption is that customers in each department have a common set of problems and needs that can best be met by specialists.The sales activities in an office supply firm can be broken down into three departments that serve retail, wholesale and government accounts. Geographic departmentalization Grouping activities on the basis of territory. If an organization’s customers are geographically dispersed, it can group jobs based on geography. For example, the organization structure of Coca-Cola has reflected the company’s operation in two broad geographic areas, the North region sector and the Central region sector, which includes the Kuala Lumpur, the Selangor, Negeri Sembilan.Process departmentalization Grouping activities on the basis of product or service or customer flow. Because each process requires different skills, process departmentalization allows homogenous activities to be categorized. For example, the applicants might need to go through several departments namely validation, licensing and treasury, before receiving the driver’s license. Functional Structure adopting by Telekom Malaysia Berhad The Functional Structure is by far the most popular organizational structure in the business world.Probably 65% to 75% of companies use the Functional Structure, because it’s basic and it makes sense. The Functional Structure is how most organizations align themselves into various departments for example, Quality Management, Information Technology, Corporate Communication, Finance, Sales and service. Within the Functional Structure, people of similar skill sets are grouped together and managed by somebody who presumably knows a great deal about those skill sets. Advantages and Disadvantages of The Functional Approach First of all, the Functional Structure follows the Centralized DecisionMaking model, such that decision making in the Functional Structure occurs at the top. This can be advantageous in the sense that there is more upper management control in the organization. It can also help individuals in their career paths, inasmuch as motivated employees move upward within the organization to assume decision-making positions. For example, you come in from college, join the Accounting Department as a Junior Accountant, move up to Accountant, and then move up to Senior Accountant, it’s a very well-defined career path.Functional Structures foster stability and efficiency. Everybody knows what his job is, and as a group they all use similar processes, so it’s a very e ffective way of operating. When you’re working with this type of structure, you can also take advantage of economies of scale. Of course, the Functional Structure has its disadvantages, as well. Perhaps the most critical disadvantage is that of poor communication and conflict between departments. A great deal of literature on Functional Structure is focused on the effect of what we call Siloing.Siloing is when an organization has very thick walls, so that the various departments are entirely isolated from one another, and members of those departments don’t think in terms of company-wide teamwork. They only attend the business of their specific department. Communication and collaboration between the departments is difficult, at best, and this is not a good organizational situation. Also, customers can become frustrated by the lack of responsiveness from organizations that are functionally structured.The scenario of customer complaints â€Å"passed off† from one department to another is familiar to most of us. Another disadvantage of the Functional Structure is that employees tend to identify themselves with their respective departments but not so much with the organization as a whole. Although the Functional Structure is the most popular and pervasive in the business world, companies should understand that the siloing effect is potentially detrimental to individual employees, departments, and the organization as a whole. Divisional Structure adopting by Kolej Tunku Abdul RahmanThe Divisional Structure is not so much based on the grouping of people according to their skill sets as it is concerned with placing groups of people with similar abilities where they are needed all across the organization. For instance, while under the Functional Structure you w ould expect to find accountants only in the Accounting Department, under the Divisional Structure you will find accountants in different divisions of the same company, in separate Accounting Departments which are dedicated to separate product lines.As you can see , each state branch has its own Functional Organization with operation, accounts, and marketing teams, permitting each prostate branch to function independently of the other product lines. Yet each product line is a component of a larger organization. Advantages and Disadvantages of The Divisional Structure The advantage of the Divisional Structure lies mainly in the coordination of functions within the separate divisions. Behind any single product group or market group or geographic group is one person who is in charge of all the functions within his division.This improves the ability of a company to respond to customer issues, because there is more accountability. Everyone in a given division reports to a single individual at the top of the division, rather than to a mere supervisor of a department. This arrangement also helps to develop managerial skills and executive skills, because people working in a Divisional Structure are exposed to all of the other functions, unlike the siloing effect seen in a straight Functional Structure.The disadvantage of the Divisional Structure lies in redundant effort and resources due to multiple departments performing essentially t he same tasks across the organization, which spells inefficiency on many levels. Within the Divisional Structure there is also a reduction in specialization and occupational skills, not to mention a high probability of in-house competition between the various divisions of the company. A divisional structure also has weaknesses. A company comprised of competing divisions may allow office politics instead of sound strategic thinking to affect its view on such matters as allocation of company resources.Thus, one division will sometimes act to undermine another. Also, divisions can bring compartmentalization that can lead to incompatibilities. For example, Microsofts business-software division developed the Social Connector in Microsoft Office Outlook 2010. They were unable to integrate Microsoft SharePoint and Windows Live until months after Social Connector could interface with MySpace and LinkedIn. Some experts suggested that Microsofts divisional structure contributed to a situation where its own products were incompatible across internal business units.Divisional Structure adopting by Universiti Tunku Abdul Rahman Matrix structures are increasingly used in organisations as they become more complex and as the pace of change increases. They are similar to project management arrangements, although matrix structures may be a permanent feature. Matrix structures, like project management, involve the creation and management of multi-disciplinary teams. The team leaders have a dual reporting relationship. For the structures to work effectively they should only be introduced when appropriate and even then after careful planning.An important aspect is the training of multi-disciplinary team leaders. However, it can also be crucial to ensure that those other key members of management who need to monitor and support matrix structures are properly selected and have received appropriate management training. For example, the matrix structure adopting by Universiti Tunku Abdul Rahman where the academic registrar has representative from head of school, course coordinator and course leader and its lead by the dean. The academic registrar will be operates similar to project which need involvement from few departments.Advantages and Disadvantages of The Matrix Structure The advantage of the Matrix Structure is that it’s extremely efficient, particularly when resources are scarce. This organizational structure is a very good way to ensure that expensive specialists are kept busy all the time and that they are using their skills on the most critical portions of a project for the good of the organization. It also allows an organization to start projects quickly, because there’ s no need to hire staff from outside.The staff is readily available, and they are already acquainted with the pace, so projects can be launched very quickly. A Functional/ (Weak) Matrix organizational structure, such as our client company had in place, works well when the focus is on quality and technical expertise. Under this structure, functional managers are responsible for products created within their areas of expertise. The downside: In the company on which this case study was based, it just wasnt working. And their experience was not uncommon.The functional- based organization structure tends to undermine the authority and decision-making capability of project managers, making project success more difficult. The functional or weak matrix form of organization does have some advantages. In this case, first of all, it was the currently existing state in the client organization. Change is always traumatic in organizations and, to the extent that we could preserve existing processes and systems, the upheaval-and resistance to it-would be minimized.Functional stovepipe organizations take a beating in discussions of optimal organizational structure, but the fact is that they are familiar to people, and thus comfortable for them. In addition, within this structure, IT and IS departments are fully empowered to complete isolated projects within their own stovepipes. The client organization already possessed well-established communications processes and authorities within the functional areas.From a purely logistical point of view, the staff work locations were already centralized around functional department assignments, making information sharing among team members more straightforward. The Matrix Structure also helps develop cross-functional skills in employees, as they are dealing with many different types of projects, working with and learning from many othe r participants with a diversity of skill sets. The Matrix also increases employee involvement because the project managers seldom possess all the necessary technical and functional knowledge. They rely on the expertise of those â€Å"borrowed† staffers to make more decisions at a technical level. The main disadvantage of the Matrix Structure, certainly, is that many employees become very frustrated and confused with the chain-of-command in these hastily-assembled support teams. Who’s the boss? My department head or my project manager? There are also conflicts between project and department managers concerning deadlines and priorities. There can be competition between project managers to acquire the â€Å"best† project support staff from the finite pool of available people.