A Reappraisal of Karl Barth's Theological Development and his Dialogue with Catholicism

This article offers a distinct account of Barth's theological development, one that has an eye toward both the historical record and the contemporary debates about the systematic and ecumenical implications of his theology. It establishes that, from the second edition of Romans until the end of his career, Barth's theological development occurs as a series of internal adjustments in four stages along a single christological trajectory. Barth's dialogues with Catholic theologians play a pivotal role in this development, because these dialogues help him arrive at some of his most important insights. Taken together, these conclusions help us push beyond contemporary divisions between historical and systematic readings of Barth's theology and reframe the dialogue between Barth and Catholic theologians.     

RECONSIDERING BARTH'S REJECTION OF PRZYWARA'S ANALOGIA ENTIS

Many interpreters argue that Barth's rejection of Erich Przywara's analogia entis is based upon a misinterpretation and that Barth actually incorporated a form of the analogia entis into his mature theology. Through an examination of records from Przywara's visit to Barth's seminar on Thomas Aquinas at the University of Münster in 1929 along with key texts from that period, I argue that Barth did not reject the analogia entis because he misinterpreted it. Rather, he did so on the basis of an accurate account of its meaning and content provided to him personally by Przywara. I also argue that, while Barth's response to the analogia entis did change over the course of his career, he never retracted, either explicitly or implicitly, his rejection of it—nor should he have done so.     

Conflict in the Workplace, and its Resolution

ABSTRACT This paper identifies four areas of conflict which arise in contemporary workplaces, conflict between management and workforce over initiative, especially with respect to decisions over choice of product and methods of production, over productivity and the response to declining demand, over innovation and technological redundancy, and over division of the company's income.
All four types of conflict are traced to the existence of the employer/employee relationship, which generates these conflicts by perpetuating both real conflicts of interest and conflictual attitudes.
The conflicts could be resolved if the employment relationship were abolished as the standard manner of participation in the economy. This paper argues for the abolition of the market for labour while retaining markets in goods, services, and capital, by the transformation of firms into production co-operatives, in which partnership, not employment, is the normal relationship to the enterprise.
The advantages of such a scheme are briefly touched on, and then some of the more obvious difficulties in implementing it are discussed. These include the Trade Union interest, problems of ownership and capital formation, recruitment questions, and capitalist resistance.