Hi everyone. I am 27M working as SDE in the UK for past 1.5 years and kind of sure that I don’t want to continue doing it for the rest of my life, as I don’t feel motivated or happy doing it on daily basis.
I have decided to look for what else I can do, researched a bit and came across Hydroponic farming (and its different variations like Vertical farming, Aeroponics etc) and some of its benefits have fascinated me and it aligns with what I want from my own venture, mainly working on something that impacts people’s life in a positive/meaningful way and better for planet.
I have seen Hydroponic section on Blinkit under fresh vegetables and that contain only three products and they are sold out in most areas across the city. I feel there’s a market gap here for some producer here that can collaborate with quick commerce apps or even better directly sell to societies and gated communities.
I am wondering what is the market like in Hyderabad and other major metropolitan cities for organic chemically free Hydroponic alternatives? Is it too of a niche or economically unreachable for most people? I will really appreciate your honest thoughts and suggestions about such offerings?
If anyone have experience with similar business, what kind of RoI and growth potential in actually attainable? Is it already crowded with funded players like Agriplast and UrbanKisan?

This is long so please, bear with me po.
I have this friend na 5 years+ ko na kaibigan, actually more like trio kame, silang dalawa nalang talaga napagsasabihan ko ng burdens in life since my online bestfriend cut me off due to private reasons. Dati, pinagtatawanan ko pa yung mga trio na hindi nagwowork, kasi sa pov ko, bakit kako kami okay naman. That's what I thought.
Recently, nalaman ko na binabackstab na pala nila ako. Sobrang dami kong nalaman, dahil sa acc niya mismo ko nabasa. I was so hurt, para kong nahuli na nagchcheat yung boyfriend ko, ganoon yung feeling. Sila nalang talaga friends na meron ako, since hindi rin naman ako friendly talaga and nalalabas ko lang yung pagiging outgoing ko when I'm with them. I never thought na magagawa niya, nila sa akin yon just because I asked them to be clean and organized sa apartment namin since roommates kami. Actually, apat kami sa apartment, yung isang closest friend ko and dalawang friend na rin pero hindi ganon kaclose.
Napuno na kasi talaga ako sa kadugyutan at pagiging marumi nila, pinaglilinis ko lang naman sila ng spaces nila since nagkaroon na rin ng daga apartment namin dahil sa mga nabubulok nilang groceries sa kusina namin. Ako na nga madalas naglilinis, kaya nag-aask nalang ako ng favor na maging masinop manlang sa paggamit ng mga paglulutuan. Kahit simpleng pagbubuhos ng cr minsan hindi pa nagagawa. Iniintindi ko busy sched nila since i dropped my majors at ako nalang ang mas marami free time. Pero sana 'di ba, kapag may free time sila, magwalis manlang, kasi ala pa naman 10mins kung magwawalis sa apartment namin dahil hindi naman sobrang laki. Kaya I decided na pagsabihan na sila, dahil pare-pareho naman kami nakatira ro'n at matatanda na rin naman kami, saka who wants to live sa marumi na place?
So nung naopen ko acc ng friend ko, maglologout na sana ako kaso biglang nagpop-up yung isang gc na silang tatlo lang kasama, mga roommates ko. Ang dami nila sinasabi about sa'kin, na hindi raw ba ako nahihiya na lagi lang ako nakatambay sa apartment tapos sila nag-aaral. Pumapasok naman ako, saka ano bang gusto nilang gawin ko habang nag-aaral sila, mag-aral din? e hindi rin naman kami same courses at lalong di ko naman sila pinapakealamanan sa mga businesses nila. Nabasa ko pa na sinasadya nilang i-out of place raw ako, kasi parehas silang tatlo ng courses, and yung akin malayo. Meron pang sinabi na malandi raw ako, bulakbol, pariwara etc. Sobrang daming sinabi na hindi ko inexpect na masasabi nila towards me, kahit na nagkwento naman ako sa kanila ng struggles ko, kung ano nafefeel ko since nagdrop ako ng majors. Tapos yung isang ka-trio namin, sobrang bait niya for me since siya yung inosente sa paningin ko, and never ko naisip na may ganon siya na side.
I am moving out na this summer, and planning to cut them off completely. Sobrang na-hurt ako sa mga sinabi nila, sobrang dami ko pa gusto idagdag pero masyado na mahaba. I completely lost it. Nasa lowest point na ako ng life ko ngayon na hindi ko na alam sinong pagsasabihan ko. Sobrang sakit lang, I treated them like a family, lalo na si close friend. Kahit marami nagsasabi na layuan ko siya, nag-stay pa rin ako. Hanggang ngayon kinkwestyon ko pa rin sarili ko, kung anong nagawa ko sa kanila and they stoop that low. Sobrang sakit, hindi ako makapaniwala na magagawa nila sa'kin 'yon.

I have suffered from migraines since I can remember. When I was working an office job for over 5+ years is when I really understood the pattern, consistency, and the affects it had on my productivity.
My migraines would come once a month every Monday afternoon and I would have to run out of my office and close down for the day. I would be incapacitated for hours, vomiting, extreme sensitivity to light, sharp pain in the left side, usually laying on the cold floor in the dark next to a toilet. At that time I refused to take ANY medications, and still dont except when I can catch a migraine in time I will now take excedrine extra strength and it will cut my migraine in half.
Fast forward a few years later, I have been self employed, working from home relatively stress free with a flexible schedule so my migraines are less frequent. I feel like the stress of my old job contributed to the severity those migraines. However, recently i had a migraine in the last 30 days with visual aura and it dawned on me after all these years that i truly have this condition that i suffer from and it impacts my life. I don’t know if it is worth bringing this information to my doctor, I really don’t care for the medical industry or the practice and live a more holistic lifestyle.
I have been thinking about getting a part time job working for someone else and I’m not sure how to handle disclosing this information to them. Does anyone have experience with this? Do I need an official diagnosis from a doctor to request a ADA. I feel as though it is absolutely necessary to tell an Employer that I get migraines and when I do , I have to go home. How should employers handle that? And can they fire me if it impacts my work?

Hi All,
For the past year and a half I've been working at a large Telecommunications company in england that offer a Degree Apprenticeship scheme. For those of you who don't know what that is, it's a 4 year course where the company pay for your degree, and you spend 4 days a week in the office and 1 day in university lectures. I'm incredibly lucky to have got this job in the first place.
Since the start of my job I've been placed in a team full of apprentices which is a team within a much larger team of frontend and backend developers, all working on the same projects. The most senior people in my team are 1 and 2 years out of their own apprenticeships, with one of these being my line manager.
My first year of employment focused heavily on learning react, through building and maintaining various internal dashboards, portals and tools. This was all organised by a Senior Developer who had been at the company for almost 10 years, so he had a good idea on what to do. The past 6 months since he has left however have been incredibly dry. There is almost 0 work (Including testing & documentation etc.) in the wider team that ends up propagating down into my sub-team - This is a problem that is affecting the more senior members of my sub-team too.
Over the past few months instead of just moaning that there is nothing todo I've tried my best to make the most of the situation. I've realised I'm more interested in backend development so have spent my time learning Go and am now building a Reddit Clone a load of new react libraries I've wanted to learn and building the backend in go whilst learning design patterns and system design. I've also been lucky enough to find a senior-backend developer contact in the wider-team to be a sort of mentor. We've had a few meetings and he's written up lots of knowledge and wisdom for me.
Though, he also doesn't have loads of free time, which means I don't have any opportunity for any of the MR's for my Reddit Clone to be reviewed. Meaning although I am learning, I feel like nobody is evaluating anything, or my progress.
I've also been considering pursuing an AWS certification to gain some cloud knowledge to complement backend development. Would this be worth looking into?
In the longterm, despite me being guaranteed a position here after my apprenticeship completes I can't see myself sticking around here long. I recognise the position I am in, to have what will be 4 YoE at 22, is one that I should take advantage of here. In the interest of my career, does anybody have any advice? Am I best to try and 'leave' my current team and find work from others, or just stick it out and learn as much as I can with the unlimited free time I have at work?
And just for added context, the university side of things I have no issues with - I'm getting consistent 70-95% scores in my assignments and exams.
Thank for any advice in advance :)

I'm looking for an artist to make a complete set of digital assets for a simple board game.
Style I'm looking for is elegant minimalism. Tiles and logo should be grayscale with vector-graphic style curves. Tokens should be simple, geometric shapes in assorted colors.
Example of what I want the board to look like
Context: I'm a hobbyist game dev looking to replace my horrid programmer art.
Budget: $150 - $200 USD [negotiable with relevant portfolio]

• $50 upfront, remainder on delivery [negotiable]

Timeline: [negotiable]

• 1 week for logo, 1 complete tile (front and back), and 2 player tokens (1x vivid, 1x pastel). Option for me to request changes
• 2 weeks (from project start) for all assets (3 weeks if I requested changes)

License: Must include full rights to final assets including, but not limited to, modification, distribution, and monetization, in perpetuity. Attribution will be given in-game. You may use final assets in your portfolio.
Required assets:
Logo (at least 400x400 px)

• 1x Logo for the game, named "Pathway"
• 1x File icon, logo without text
• 1x Title image, same style as logo (at least 2000x2000 px)

Tiles (at least 400x400 px)

• 1x Tile back, may be the same as the logo
• 35x tiles with paths. Consult above example image. Each tile must have 4 paths and 2 path exits on each side placed at 1/3 and 2/3 the length of each side. Each tile will have a pattern of connecting paths such that no two tiles are identical (rotations are not unique). Paths must curve gently with no hard edges. Paths must align perfectly when any two tiles are placed next to each other.

Tokens (at least 64x64 px)

• 2x sets of 8 player tokens. Simple, geometric shapes, assorted colors
  • 8x player tokens, vivid colors
  • 8x player tokens, pastel colors
• 1x "Will receive next free tile" token, up to your creativity

Board

• 1x 6x6 grid background
• 1x 1x Path entry / exit point to be repeated around the edges of the board. Must line up with path design
• 1x "Place mat" large enough to hold 3 tiles side-by-side comfortably

[optional / negotiable] - Background flourishes / decorations
File Format

• JPEG or PNG
• [optional] SVG files are acceptable in lieu of pixel requirements

*Management style:
Not democratic/participative. Not transformational. Not Coaching. Very much Autocratic/Authoritative/Coercive. Sometimes Laissez-faire. Style depends on the department.
*Chain of command:
The ministry is seen as a church by top management. Top management are the “elders” and the CEO is the Senior Pastor. Then there is everybody else. So, confidence is put on their positions of authority. They are, in all sense and purposes, the “spiritual leaders”. They present themselves as having spiritual authority and, therefore, as being entitled to receive immediate agreement and unquestioned compliance.
Also, there are multiple management layers or chains which this quote sums up as well:
"When you become an admiral, you never have bad meals and you never hear the truth. there are all these layers of management and buffer layers and each one is afraid to tell unpleasant truth to the top levels.... “
Not a culture of authenticity where everyone on the team, including management, is encouraged, and expected to be who they are. There is a sense that top management puts up a false front, they seem to want to appear perfect. Illusions of invulnerability exist. They always lead well, they always make the right decisions, they never admit mistakes, etc. Want people to think they got it all together- all rainbows and lollipops. Do not exhibit vulnerability. Toxic positivity is also very much present: Everything is seen as “awesome”. So, there is judgment if you have a bad (not "everything is awesome") day.
The vertical chain of command, results in less collaboration, slow communication, lack of career growth, feelings of subordination, and decreased employee empowerment. Top management sets the rules and standards without any input from the “bottom” employees. Employee questions, concerns or ideas have to go up several steps of the chain of command so that upper management can address or approve. The bottom employees do not have the ability to make decisions related to their work or a particular situation. So, not everyone feels equal.
So, if you are not a spiritual leader, you are just basically told to submit and listen to those who are in authority over you because they are the people that “hear from God” and you are not and so whatever they say goes. And they set up a scenario where they basically kept those of us who were not spiritual leaders dependent upon them.
Many in management are overconfident and overestimate their abilities. They have a simple idea of how things are and how things work. Unfortunately, they make decisions that impact entire departments without gaining the needed knowledge.
The chain of command and lack of ongoing training also results in many employees being promoted so much that they max out their competence and will remain there until they leave or are let go. So, you end up with many in the role of management that lack the training and competence of the respective department. So, employees with the most authority are often not the most experienced and not adept in the particular field leading team members. And employees with the most experience and skills and knowledge and wisdom have the least (or no) authority.
Good leaders don’t always claim the “leader” title. Oftentimes, good leaders are those with more understated temperaments. Leadership is as much about listening as it is about telling. However, people with the most open and receptive personalities often do not have much authority.
Also, how the chain of command should operate when there is a unit that acted without proper authorization, it is not a junior authority who’s going to bear a responsibility for that, but somewhat of more senior status. And that’s true in any military or business or ministry operating by a code of ethics. So, if someone at the bottom of the chain is struggling, failing, or making mistakes, those at the top of the chain bear full responsibility. Everything stands or falls on leadership. Unfortunately, the chain at FCBH is not two directional.
There is also a sense that top management promotes employees who are least-competent but pose no risk to their own position (in-group bias) to management.
*Feedback:
Work environment or culture is not set up for employees to give honest feedback/opinions or to deliver bad news or to question or disagree with management.
Sample bias is also common. Management will send an email asking for feedback but they won't consider how only the people who are open to talking and sharing their opinions will participate while others won’t. Bias arises because employees with specific characteristics (e.g., extroverts) might be more likely to agree to participate than others, making the participants a non-representative sample. People with strong opinions or substantial knowledge about a specific topic may be more willing to give feedback than those without. Management does not follow up to determine why they are unresponsive or follow up frequently to reduce attrition.
Management claims they want to hear from employees, but they only want opinions and ideas on matters that are superficial or trivial. So, few employees give candid feedback on important and significant matters.
Top management does not involve employees in the change process when changes occur.
Management does not ask for honest feedback on their leadership or on decisions that are made that affect employees. Management will not ask how they are doing as leaders, what employees need from them. No regular check-ins or 1:1 on employees’ professional and personal well-being. Are employees stressed, disappointed or feeling burdened physically, emotionally or spiritually? No growth and career discussions.
Management will ignore most feedback, comments, suggestions even when it's common knowledge but will adamantly listen to employees who preface with "God told me to tell you..." Or “I felt God say …” or “God spoke to me and said…”
For example, management started focusing on Gen Z only after a few people claimed that “God told us that Gen Z are important for our future business growth.” In another instance, someone said “God gave us this word: we as a ministry need to really consider how everyone is wired, how each person is different. How people have different personalities.” Then, management affirmed this “word from God.”
If one employee brings something up to management it is often ignored and the employee is gaslighted. If two or more employees bring the same thing to management, then God is communicating something and they take it seriously (per Matt 18). Even if it is just coincidence or frequency bias.
*Groupthink/Conformity:
Groupthink, confirmation bias, in-group bias, illusions of unanimity, and self-censorship is very prevalent in the culture and especially in their meetings. There is a lot of direct pressure to not question, to conform, to agree with the views and personal convictions of the top management. Employees condemn those who disagree or question top management and they accept those who agree, creating immense pressure for conformity.
So, many employees frequently remain quiet, preferring to “keep the peace” rather than disrupt the uniformity. Employees are pressured to hide problematic information (especially from top management).
*Disagreements/Different perspectives:
Top management will also point out the working and living conditions of international employees to “encourage” local employees to not “complain” or give critical feedback or bring up legitimate problems (e.g., fumes or loud noises from construction in the building).
Management also often commits the "ends (or goals or vision) justify the means" fallacy: the work, the production and distribution of bibles (the ends) being done is more important, so employees shouldn't complain at all about the means or their working conditions (broken chairs, broken or inadequate equipment, poor work-life balance, bad management).
And, if management disagrees with you, with your observations, feedback, suggestions, or theology, they will often try to trump you with spirituality or vague meaningless spiritual terminology instead of using Scripture (properly interpreted), facts and reasoning.
In addition, top managers will take great offense when employees question or disagree with the directions and decisions they make. Dissent is not welcomed. Respectful debates/disagreement is not encouraged. Open discussion and alternative perspectives are not encouraged. Management does not value, support, or respect diverse opinions and ideas. They do not actively seek out different viewpoints. Do not allow people to speak their perspective, their thought of mind. So, there is no psychological safety. Employees do not feel comfortable expressing dissenting opinions without fear of retribution or judgment. Afraid of breaking the little glass image. People do not feel comfortable sharing setbacks, mistakes, failures. Management does not encourage open communication. Management often seeks agreement, instead of posing honest questions that challenge the status quo and provoke critical thinking and discussion. They do not encourage employees to challenge them. In fact, they are seen as a type of complaining or critical feedback and so are viewed as sin. This makes top management seem self-centered.
*Appeals to emotion: Guilt and Shame:
Top management often shares their personal opinions and convictions (e.g., spending money only when absolutely necessary, not accepting large gifts, not buying fancy items) as something everyone should do. It’s never direct. It's always through stories. Management loves stories. The personal convictions of management are presented as more than preferences.
For instance, top management encourages extreme frugality and poverty through their personal anecdotes #loudbudgeting and stories from international cultures. Think along the lines of: “we, here in America, have no right to be sad or to complain about things or to request better things or ask for accommodations or for more employee engagement because others (internationals) have it much worse.” Even wanting better equipment and supplies or asking for better working conditions is frowned upon (in some cases seen as a sin), even if your request helps you to do your job more effectively and makes the work better (a new whiteboard, a new office chair, better computers, etc.)
Example: “You should really try to come in to work even if you feel bad, even if you are snowed in and the roads are hazardous because people need to get our bibles. And our international employees work in much harsher conditions.”
You also get this feeling from the way they communicate that top management would rather not pay their employees. They would prefer it if everyone just worked for free because “we are on a mission from God. We are doing the Lord's work.” There is also a sense that employees should be more than willing to sacrifice their well-being, career goals, financial goals, personal goals for reaching people with their Bibles.
Leadership sets the example and expectations, so this all ends up making employees confused and feeling guilty and ashamed. Guilty and shameful about asks, spending money (even their own). Guilty and shameful about having nice things (new car, new phone, new tv), about making needs known, about sharing concerns regarding work, about asking for raises to keep up with cost of living, etc.
Example: An employee has continued to use an old whiteboard. It is so old it is hard to read and difficult to erase. Management likes to tell donors: “We don't spend money on everyday things like whiteboards…. Instead, we use that money for more bible recordings, for people to hear about Jesus.”
This also causes confusion. Every few months there is a meeting where management discusses how sitting on stores of money is bad, but spending it is also bad, but also not spending it is bad... "Being rich is bad. Money is bad. let's not accumulate money, that's bad. We must think about how people will see what we have. So we should look poor and not appear too frivolous." But top management is okay with receiving gifts from donors and other ministries. Management personally does not like to have nice “fancy” things, and as a ministry, they say FCBH should also not have nice fancy things, they should use the money for other more important things. They don't like when other ministries use their money for nice fancy things, but it's okay if other ministries give FCBH nice fancy things like tote bags, key chains, mugs, phone holders, lunch bags. Another example, it took them years to repaint the parking lot. It was at the point where people did not know where to park. Before repainting, management decided to remodel the hallways and install posters and multiple monitors with language stats.
There is also a subtle sense that producing audio and video bibles is the highest calling one can have. And it's implied that FCBH is the main means God uses to fulfill the great commission: “God needs FCBH to do these bible recordings or people (specifically unreached internationals) will go to hell.” So, top management hints that working anywhere else isn't really serving God (or at least, not serving God as well as one could if they worked somewhere else). They imply that working at this ministry is the only way to truly serve God and fulfill your calling. They also use this framing to guilt and shame employees into not quitting. Management implies that employees should not take opportunities to leave or take other jobs because getting the Bible to people is God’s highest calling for us as Christians:
“If anyone leaves FCBH, then they must not really understand the vision/calling. They are not committed to saving people. We should be willing to give up things to fulfill the calling. The apostles did not pursue better jobs and so God will provide if we need better pay, benefits, career. For those of us who join the ministry to hold true to get God's word to every person, it takes discipline because we have opportunities to do other things. I'm sure that Noah had problems with Builders because he probably had hundreds of people not thousands working on the ark. They started their own businesses and started side things going on. pretty soon they'll have no time to work with him on the ark. and you can have all kinds of diversionary things happen. and so we want to understand they focused in the ministry. and that's been one of the things that I've really tried to do is what did God tell me at the time this ministry began because I was not interested in this ministry. I was interested in living by faith and experiencing God through people and seeing people experience God. and when I was praying about that here in Albuquerque the Lord said bring my church together and make disciples. and then he also told me that when his people think the same they are one. so it's not a matter of getting rid of the buildings or the leaders but it's a matter of people thinking the same. They can go to different denominations, different buildings, have different teachers, and different preachers and leaders but once they think the same, they're one and that's what his objective was. and so that's when I felt like the Lord said get God's word to every person. So I'm challenging us to stay true to what God has called us to do. and every time somebody leaves the ministry there are reasons for leaving. but it startles me a little bit, because I think well we haven't, we haven't communicated the vision very well somehow because they didn't get it. like Noah building the arc. it it's a long project it's not a month or a year two years or three years. our immediate goal is 2033 and it means that we're committed to a cause. and that means some of us we give up something. I we've given up stuff we live in a small apartment and that's what we saw that God had us do and that's our lifestyle we we tone down our lifestyle to get the cause committed to the cause. and and I know that's difficult for some, in some cases maybe there's financial needs because of family growth and stuff there they just can't afford to work in the ministry. but sometimes it's a choice and every time somebody leaves it where it's actually a choice. I think we haven't communicated the mission very good the vision very good. I've been looking at is that could you imagine read reading the New Testament. and finding out that Peter about halfway through or Paul halfway through the ministry all of a sudden got a better job offer. and stopped their portion of the ministry they held the course no matter what happened. whether it was good or whether it was bad. Paul talks about this and sometimes we want to follow the Lord. but we don't impart on ourselves the same responsibilities that those disciples did. so when God Empower them is he empowering you in the same way. and you're making choices that maybe you shouldn't make that you will impart and say the Lord is leading me someplace else when in fact maybe it isn't. it's just a better offer. if the Bible in the New Testament was reading a little bit different than Stephen left the ministry at this point or James left the ministry at this point because of something I think we need to be very very careful and why I say that is that as we work internationally.”
SO, there is a lot of guilt and shame about leaving to pursue other interests or meet needs. Guilt and shame about wanting to leave to advance and develop professionally. For this reason, many remain “loyal” and stay at the ministry.
So there is lots of control and manipulation in the work culture.
*Weekly worship meetings:
These are mandatory and there are some legitimate concerns:
Top management seems to have misconceptions about true worship and worship experiences. They often reduce worship to singing by their communication, the way “worship” is used. Worship is seen as something we do on occasion - once a week, when we gather at work for the mandatory worship time. Top management, by ignoring other styles, seems to believe that there is a single style of worship which is correct for Christians.
And it seems like just about anyone can lead worship or be on the team: anyone that can play an instrument. Top management does not require a worship class or agreement to biblical principles concerning worship as a prerequisite for employees who desire to plan and lead worship experiences. So you end up with people who have different views/philosophies on the worship team. Unfortunately, many who lead do not take the time/effort to plan and lead worship experiences, to discern from songs that are better suited for individual or private worship from songs that are corporate or public worship, to discern songs that are controversial/questionable (have bad theology, weak theology), songs that are theologically ambiguous or songs that lean more towards “feminine” attributes. Most, if not all, of our modern “Christian” worship music is written at a simplistic level of understanding and comprehension. Most music tends to appeal to our emotions. Many songs appeal mostly to women. So there is a great need for teaching on the biblical principles concerning worship. Also a need to choose theologically balanced songs with music appropriate for the people. Unfortunately, many of the songs chosen are theologically incorrect (e.g., having elements from the Word Of Faith movement, New Apostolic Church, New Age). Songs are often not theologically balanced. Songs seem to be chosen for their emotional impact, to make employees feel good; many focus on just one aspect of God (e.g., love). Many promote self-centered worship.
Most of the worship leaders just sing the songs: They do not actually “lead” people into worship. They do not help people connect the lyrics of the song to where they are at in their personal life, to teach them something about God or help the people understand what this song means and what God wants them to get out of it, so they're not just singing songs and just doing, going through the motions or help them understand the depth and the richness of what lyrics mean and how it applies to their life. What matters to them seems to be whether songs are impactful, moving, and beautiful. (Whatever that means.) Whether songs make employees feel good. They don't seem to care whether the songs actually reflect truth: Do the lyrics line up with Scripture? Do the songs glorify self or God? How would new Christians or nonChristians interpret the song?
Theology is the study of God and it's very important doxology is an expression of praise to God so the point here is that all theologies should ultimately lead to doxology if theology doesn't lead to doxology then we've actually missed the point of theology so if you have theology without doxology you just have dead hold orthodoxy which is horrible. On the other side you have the people who say “forget about theology I just want to praise.” But if you have doxology without theology you actually have idolatry because it's just a random expression of praise but it's not actually informed by the truth of who God is so God is
concerned with both he's concerned with an accurate understanding of him and that accurate understanding of him leading to a response of praise adoration and worship towards him.
*Leadership quality:
Top management has more respect for donors and guests than their employees.
Management lacks basic core leadership principles/values:
Unfortunately, many employees are not given power or resources: Management just gives them the responsibility to get things done. Before responsibility is given, employees should be equipped: be empowered, have the authority, be given resources and have the experience. Employees are not empowered as individuals to solve their own problems using their own solutions. Micromanagement is often required every time the situation changes or problems arise. Employees are not inspired to act as leaders for themselves, delivering amazing performance without guidance. They have coaching sessions but only when there’s a problem. True coaching occurs regardless of whether the individual is crushing their goals or falling behind. Management does not seem to care about unlocking a person’s potential and getting the most of their performance. They seem only interested in producing more followers, not more leaders.
No method to hold management accountable to core values listed in their own Employee handbook. Employees are expected to abide by the procedures and rules described in the handbook but top management can choose to ignore it when it is convenient for them.
-Top management are NOT learners: No desire to develop and improve their skills.
-They do not ask employees: What’s one thing you see me doing—or failing to do—that you think I should change?
-They do not ask how they are doing as leaders. Or ask employees how they’re doing.
-They do not ask what employees need from management that they are not giving them.
-No performance evaluations for both management or non-managment.
-They often fail to emotionally connect with employees.
-They do not speak to employees' needs first.
-They do not focus on what they can put into people rather than what they can get out of them.
-They do not understand basic psychology, how people think and behave.
-They are often resistant to (and even hate) change: Perhaps because they fear losing control. In fact, new information, objective facts, research, stats, and even new ideas are often ignored in favor of what's easiest to do or because of tradition. If something has been done and “works”, top management does not see a reason to question it or to improve on it. If something was tried 5, 10, 20, even 50yrs before and failed, top management does not see a reason to try it again even if the exact circumstances have changed.
-They do not empower or give the means, the power or opportunity to do to employees.
-They do not trust others to follow through managing processes and performing tasks.
-They do not lead by example.
-They do not know when to move forward and when to back off, what to improve and how radical those improvements should be.
-They often fail to see options, and plan and prioritize.
-They fail to develop leaders around them.
-Their communication is often poor.
-Their listening is also poor: do not listen for more than facts, but also the feelings, meanings and undercurrents.
-They do not take the time to get to know the people they lead: no weekly check-ins which top organizations have to discuss how employees are doing professionally and personally. Management doesn't ask “what was good this week? What was not good this week? How is your well-being? How is your family?”
Competence in leadership skills is also poor.
-They are not teachable: not willing to keep learning, growing, improving in leadership and management practices: FCBH has a yearly “leadership” summit. But, the way it is set up, it reinforces weaknesses instead of challenging leadership growth.
The summit is also just for a select few in top management. Not every employee is seen as a leader so most employees are excluded.
Top managers attend the summit but there is no followup, no post accountability by other managers and especially by the employees that are under the managers. No discussion on how management will apply what was learned.
Some of the past speakers have had questionable characters and even questionable teachings (Judah Smith). Leadership qualifications and theological background seems to be ignored in favor of charismatics, dynamics, popularity.
-Top management does not take responsibility for their part of a disagreement or failure and apologize.
-They often embrace a victim mentality.
-They often limit yourself by your job title.
-They do not invest in better tools or processes.
-They are content with the status quo.
-They allow their past achievements to stagnate their desire to keep learning.
-There is a lack of discernment, finding the main cause of problems/issues.
-They do not anticipate problems.
-They do not accept the truth of the problem: Do not face up to the reality of the situation;
-They get bogged down in the details.
-They often avoid problems.
-They don’t deal well with problems.
-They do not have their team study all angles.
-They often do not value nontraditional thinking: Don’t embrace change, ambiguity and uncertainty well.
-They do not work well with differences.
-They do not have their own mentors or provide mentorship to others.
-They do not invest to improve their own professional or leadership skills.
-They are often insecure, constantly seek validation, acknowledgement and love.
-They limit employee's success and recognition:
-They do not seem interested in making people successful: Don’t attempt to remove barriers that prevent employees from being successful.

• They often feel threatened by accomplishments by employees who are not management:

If an employee who is not management has a great idea to improve the work, management often does not support it and may secretly try to shut it down.
When a team succeeds, management will not give other people credit and instead take the credit themselves.
It seems like some of the people working there were given the title of management, the position, and that alone made them qualified. Management or leaders assume that their position alone qualifies them to make critical decisions where they may not have the best data, insight, wisdom, skill, experience. Just because one may have the word “manger” in the job title, does not automatically make them a great leader. Leadership is about dealing with people, and the dynamics between those people, and influencing people.
*Dead end career path:
For the most part, top management assumes that team members are fine and "settled", rather than taking the time to understand their true feelings and needs. They do not ask employees where they are struggling, where they are having trouble, what frustrates them the most?
Management does not seem interested in making employees better both personally or professionally. They do not have a growth plan or professional development plan for employees. No job related training. They do not provide what is needed to help employees to grow and improve. They don't provide opportunities for employees to apply their talents and expertise. They don’t ask how they can better support employees. Employees don’t check on each other.
One is expected to work until health deteriorates and skills become obsolete so you leave in a worse place than you started. For most employees, there is no long term future with the organization. Management does not let employees know how they are doing and what the future looks like for them. What the opportunities are. They do not take the time to learn from employees what they want to be. No honest conversations to understand employees goals and ambitions. So, because there is no growth or development plan, no career path, once your skills are outdated, they will probably let you go or they will keep you in the same position and your salary will max out.
Management does not coach employees on how to manage their time, priorities, and energy; no teaching on how to problem solve, or make better decisions, or how to set boundaries or how to minimize context switching and zoom fatigue.

Hey all,
If anyone in Canada is struggling to find access to relevant volunteer opportunities, I would strongly recommend checking out volunteersuccess.com . Volunteer Success is a non-profit, free-to-use platform that allows interested volunteers to easily access 700+ volunteer opportunities from registered organizations across Canada, all on one website. They offer a filtering system that allows intrigued volunteers to sort through opportunities based on location, cause, age, etc. to find an applicable experience.
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Let me know what you guys think.

R Studio Help Reddit Data Science Course Assignment Project help Reddit Online Helper for R Studio Python Course Homework Reddit Pay Someone to take my R Studio Course Assignment Reddit Take my Python Assignment Reddit Python Exam Helper Online Reddit Data Analysis & Visualization Tool
R Studio is an integrated development environment (IDE) for R and Python. It is available in open source and commercial editions and runs on the desktop (Windows, Mac, and Linux).
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Here are some of its key features:

• Console: RStudio IDE has a console that supports direct code execution.
• Syntax-highlighting editor: RStudio IDE has a syntax-highlighting editor that supports direct code execution.
• Plotting: RStudio IDE has tools for plotting.
• History: RStudio IDE has tools for history.
• Debugging: RStudio IDE has tools for debugging.
• Workspace management: RStudio IDE has tools for workspace management.
• Connect to company databases: RStudio IDE allows users to connect to their company databases.
• Enterprise support: RStudio IDE offers enterprise support, including priority support and a commercial license for organizations.

RStudio is used by millions of people weekly and is a set of tools built to help users be more productive with R and Python.RStudio offers a free version as well as a paid version, RStudio Desktop Pro, which includes additional features such as a commercial license, priority support, and Posit Professional Drivers. Please note that R-Studio is also the name of a data recovery software, so if you are looking for information on that, I would be happy to try and assist you.
Here are some of the things that students learn in an R Studio course:

• Creating and using scripts: R Studio students learn how to create and use scripts which makes the steps you used in your analysis clear and can be inspected by someone else for feedback and error-checking.
• Functions of the various panes: Students learn about the functions of the various panes in RStudio.
• Concept of vectors: Students are introduced to the concept of vectors and the types of data that they can hold.
• Documentation: Students learn about the different ways that a user can access documentation in R and when to use them.
• Basic format for using an R function: Students learn the basic format for using an R function.

R Studio is a widely-used tool by data experts for analyzing and visualizing data and is the tool of choice for data scientists and statisticians engaged in data analysis and visualization ².Please note that this is a general overview of what a course may cover and the specifics may vary depending on the institution offering the course.
Here are some examples of projects and assignments related to R Studio:

1. Data Visualization Project: Students create interactive visualizations using R Studio's ggplot2 and Shiny packages to explore and present insights from a dataset.
2. Data Analysis Assignment: Students use R Studio to import, clean, and analyze a dataset, then create reports and visualizations to communicate their findings.
3. Machine Learning Project: Students build predictive models using R Studio's caret and dplyr packages, and evaluate their performance using metrics like accuracy and F1 score.
4. Data Scraping Assignment: Students use R Studio's rvest package to extract data from websites, then clean and visualize the data to answer research questions.
5. Statistical Modeling Project: Students use R Studio to fit statistical models (e.g., linear regression, generalized linear models) to a dataset, and interpret the results.
6. Data Storytelling Assignment: Students create interactive narratives using R Studio's Shiny package to communicate insights and findings from a dataset.
7. Data Wrangling Project: Students use R Studio to clean, transform, and preprocess a large dataset, then create a report detailing their steps and decisions.
8. Research Replication Assignment: Students reproduce a published study using R Studio, testing hypotheses and analyzing results.
9. Survey Analysis Project: Students use R Studio to analyze survey data, creating visualizations and reports to summarize responses and identify trends.
10. Time Series Analysis Assignment: Students use R Studio's forecast package to analyze and predict time series data, evaluating model performance and interpreting results.

These projects and assignments help students develop hands-on skills with R Studio and apply statistical and data science concepts to real-world problems.

"Individualist anarchists such as Benjamin Tucker, who identified his individualist anarchism as anarchistic socialism, are opposed to both capitalism and compulsory communism. Those anarchists support wage labor as long as the employers and employees are paid equally for equal hours worked and neither party has authority over the other.[70] This approach was put into practice in American individualist anarchist colonies such as Utopia, organized by Josiah Warren. By following this principle, no individual profits from the labor of another. Tucker described the wages received in such an employer-employee relationship as the individual laborer's full product. He envisioned that in such a society every worker would be self-employed and own their own private means of production, free to walk away from employment contracts. Tucker called communism "pseudo-anarchism" because it opposes wages and property, fearing that collectivization would subdue individuals to group mentality and rob workers of the full product of their labor.[71]"
Supporting wage labour, even with equal relationship (if it's possible at all) doesn't seems socialist to me, and even less private property (and anti-collectvism), but maybe it's just bad wording for property of use.

1. Around 8 years old, I dressed up in a ballet outfit with my sister and her next-door neighbour girlfriend. Pictures included (thanks, mom).
   
2. Around 10 years old, I prayed every single night for God (sad tears included) to make me a woman. I was developing "breasts," even though the rest of my body was slim. I started to see myself as "different " than the rest of my friends. I grew up in a predominantly female-led household and saw the world through a sensitive, soft lense. I was becoming the caregiver, maternal role in my friendship circle.
   
3. Around the age of 12, I used to play "bum doctor" with best friend (involved pulling down pants and bending over, while the other pretended to give a needle). I found myself initiating this game a good deal more than him. At this age, there was still a young naivete to this, and I wasn't aware it was "strange."
   
4. Around age 14, "on a dare," I dressed up with (a different) best friends mother's clothing. His mother was away at work, we hand-picked items, right down to the underwear, and got changed together in the bathroom. I changed behind the shower curtain as I was too shy and very embarrassed how my breasts completely filled out the (lactating) bra.
   
5. Around this time, I started to experiment with dressing up in my mother's nighties, as well as both of my sisters clothes. There were little pockets of free time to do this, and everything just felt "right"; like all the dots connected.
   
6. Around age 16, I started getting into porn. I was a late developer, as far as sex drive goes. Started off as regular guy/girl porn, then I quickly became interested in the "anal" category. I found myself very turned on by the cock scenes, but not the rest of the male body. I was attracted to the female body, but in a way that I wanted to "be" the female. The idea of making love to a man put my stomach into knots.
   
7. This "kink" grew and grew, unbeknownst to my family and friends. I was a very late developer, and all my friends had girlfriend's around this time.
   
8. I discovered my sisters had toys, and became rather infatuated with them (insert shameful secrets). The idea of being in a submissive role, the idea of a "male" becoming the one who receives - rather than gives, ignited a very deep switch in my brain. It just felt right, natural.
   
9. I started to become brave enough to buy porn DVD's from the local convenience store - but was very embarrassed, as the same owner basically watched me grow up from a kid to this point. I started to buy exclusively DVD's that featured anal. Finally, it took everything in me to one day buy a trans DVD, and I made a pathetically awkward excuse to the owner of how I was buying it as a joke birthday present for my friend. Oh, the shame.
   
10. I started watching the DVD's, imagining myself as the trans women, and essentially worshipping cock, worshipping men. I had little "sexual" desire at this point to be a male role with any future girlfriends. Still, the idea of men's abs, lips, thighs, arms, butt, etc still turned my stomach into knots. Although, in the very very back of my mind, I think I was starting to consider it.
    
11. I discovered Marijuana and beer around the age of 18, and would cut loose at my friends house (the same friend that I tried his mother's clothes on). He would occasionally put on porn (on mute) later into the evening, and meanwhile we were listening to music / playing guitar, etc. I started to sexually become interested in him. It was slways kind of there, but now with the porn playing, and being able to feel those feelings at the same time, I became sort of turned on by him. More so the idea of getting high and then becoming his submissive plaything. There were moments where iI could tell he was imagining the same, but - spoler alert - I never did (as i was way too shy to pursue it) but that only made the infatuation to be a submissive plaything for men even stronger.
    
12. I started talking to a girl online, and after almost four years of talking and developing a friendship, we decided to meet. I was 23 years old at this point. Fast forward, I became her boyfriend and when we were camping, she had just started showing signs of spotting (on her period), so we were just playing around - I was very nervous, especially because i was expected to be the dominant one. Next thing I knew, I had lost my virginity to her. But here's the kicker - it was from anal.
    
13. Curiosity got the best of me, and I started to seek out the validation and attention from men online. I accidentally left my browser open one night, and she saw everything. There was a big blow up, and she was calling me gay. We were both living at my parents' house at the time, and I'm pretty sure they must have overheard it. We made amends, and I confessed to her that I think I was bi and just needed to understand better. We played around with a strap-on quite often, and I also discovered chastity. Chastity became something of an excuse to not have to be the dominant one. I honestly felt more natural being the one receiving anal vs. penetrating a woman. We ended up mutually breaking up when I was 28. We are still best friends to this day.
    
14. I started to think of the man's body, beyond just his penis. I don't know if it was just due to exposure in films, but the right kind of stomach (slightly hairy, soft, but strong "dad" abs) as well as strong hands and forearms started to turn me on. When I would see older men in real life with any of these attributes, a switch went off in my head and I realized that I was turned on by them, and would start to imagine more than just sucking his cock, or receiving anal. I would imagine first kissing his stomach as a show of affection or adoration before taking him into my mouth. I was starting to imagine holding onto his strong arms and pulling his body closer, deeper into me. Maybe softly kissing his fingers, even playfully biting them.
    
15. I use reddit now, as a means to try and find Mr. Right. It is sort of an unwritten understanding with my partner now that I "explore" myself on reddit, but I don't share any of the details. Perhaps there will come a stage where I'm more open about it.
    
16. Sometimes, I can imagine myself in a gay relationship, but there would be very specific parameters - I would be the submissive one. I would be expected to present as femme as often as possible. I would be the stereotypical "housewife" (cooking, baking, cleaning, being sexually ready at all times, nurturing the husband). Ideally, I would be in chastity 24/7, or have complete disregard toward my penis until it just learns to remain soft on its own (maybe still getting nocturnal emmisions at night). The idea of worshipping and submitting to his body gives me butterflies. And this is a BIG one --- if he knows how to treat me and our chemistry is right, I would maybe even allow him to kiss me.
    
17. As far as porn goes, I now watch different genres for different purposes. Lesbian porn: Imagining myself as one of the "girls" and the other girl is just like me. Genetically born a male, but identifies strongly as a "girl". I imagine that we are playing while Daddy is away or that we're just playing for his amusement. He never let's us orgasm unless he tells us to, and he makes sure that there is a strong, imprinting, humiliating aspect to our orgasms - so that each time, we go deeper into our roles and can no longer deny who we are. Trans porn: obviously imagining myself as the trans pornstar, being taken forcefully by a real man. Having no Fouts about my sexuality. Hypno porn: This pushes me past any of my self-doubt and encourages me to not only drop my defenses but also to accept my fate. Everything I fear, I learn to entertain and even embrace when I'm watching the right kind of hypno porn. Finally gay porn: if I have refrained from cumming for over two months, then my mind really goes to that "desperate" place. Ideally, one man is the Dom, and is masculine, but cute. Not the kind of man who "acts" manly, but just naturally is - confident, smart, strong, manipulative. The other male is the more femme type, but not overly. Still a male (not trans) - soft, gentle, body made to receive, ass is more like a pussy, no hesitation to kiss, to play with his own soft cock, to suck his own fingers while looking at his Daddy in the eyes, gripping onto his Daddys hips, pulling him closer, moaning his name, fully accepting his place.
    

Going forward: I would love to have both a female and male partner. Essentially, to be a cuck to my wife, and only allowed to please her with my mouth - never with my penis (unless after an instructed orgasm, knowing that I'd be too soft to be able to penetrate her). I would only be able to make love to him, and my wife would enjoy watching, and would taunt me, encouraging me to go deeper each time. I would sleep with her each night, wearing something soft and silky, and we may kiss or fondle, or she may get me to eat her out (even if Daddy's cum is inside her still). Some nights she would either sneak off into Daddy's bedroom to sleep with him, or just openly sleep there, leaving me in bed alone some nights. I would hear them making love, but I would be locked in chastity, unable to cum. I'm encouraged at all times to play with my ass (aka my pussy) with either my fingers, a dildo or butt plug, so as to keep me constantly ready and make sure I'm always aroused - and aware of feeling empty if something isn't inside of me at any given time.
I want to be in a safe, loving, encouraging and open relationship where everyone is happy and their needs are met. I'm not sure if I'd classify myself as bi or gay. Definitely not straight. The idea of exploring these limits are what gives me life.