Orange Gas For the past few weeks I have been working on a General Purpose CMS to make it easy to create and most importantly publish content. I was able to bring these feature down to the MVP. Here is a list of features available and planned.
1. Intuitive and Streamlined Content Creation: This product allows you to create and manage your content in a way that makes sense. I hosted the whole documentation of the product itself on the app and it works.
2. Effortless Website Integration: I tried to come up with easier ways of integration, I came up with 3 ways to to do.

1. Using embedding code.
2. Using API
3. Using the public link.

3. Robust API Integration: This portal is backed by strapi so you get really powerful API.
4. Streamlined Media Library: (coming soon)
5. Organization-Based Content Management: (coming soon)
6. Role-Based Content Access: (coming soon)
I would love your feedback, this is probably the earliest post about this product, hoping to get some feedback.
PS. All the content on the orange gas website was created and distributed using the orange gas CMS. I find it quite cool that I could use my own product so much
TLDR; launch a CMS which helped me create the documentation of CMS, it is very cool and simple, check it out.

As-salamu aleikum my brothers, We know that in the Quran (4:14) it is stated (Interpretation): "Whoever disobeys Allah and His Messenger and transgresses the limits set by Him, He shall admit him to the Fire, where he will remain forever. For him there is a humiliating punishment." My question is regarding the hadith (https://sunnah.com/tirmidhi:3400): “The Messenger of Allah (ﷺ) used to order that when one of us went to sleep, he should say: ‘O Allah, Lord of the heavens and Lord of the earths, and our Lord, and the Lord of everything, splitter of the seed-grain and date-stone, and Revealer of the Tawrah and the Injil and the Qur’an. I seek refuge in You from the evil of every evil that You are holding by the forelock. You are the First, there is nothing before You, You are the Last, there is nothing after You, and Az-Zahir, there is nothing above you, and Al-Batin, there is nothing below You. Relieve me of my debt, and enrich me from poverty." Does this mean if I don't sleep like this that I am sinful? How can we differentiate when a command from The Prophet S.A.W is obligatory or recommended advice? I read that there are three types of commands in Islam. A command which is accompanied by evidence which indicates that what is meant is that it is obligatory. For example, the verse in which it is stated (interpretation ): “And perform As-Salaah (Iqaamat-as-Salaah)” [al-Baqarah 2:43]. The definitive evidence from the Quran and Sunnah, and the consensus of the Muslims, indicates that the command to establish the five daily prayers means that it is obligatory¹ A command which is accompanied by evidence that it is not obligatory. For example, the hadith in Saheeh al-Bukhaari (1183) in which the Messenger (peace and blessings of Allah be upon him) said: “Pray before Maghrib,” and the third time he said: “for whoever wants to,” not wanting the people to take it as a Sunnah. The words “for whoever wants to” indicate that the command in the words “Pray before Maghrib” does not mean that it is obligatory¹ A command which does not come with any indication as to whether it is obligatory or not. This is what I have read as the scholars calling it al-amr al-mutlaq (general commands). From what I understand, such command is not accompanied by anything to suggest whether it is obligatory or otherwise. I've understood that the ruling on such commands is that they are obligatory. Hence the scholars said: A command that is not accompanied by any indication is obligatory¹. I'm just unsure if it's really true when it comes to these general commands. Is really every command obligatory or is this specifically just advice? I would like to know because I feel sinful and bad for not learning the dua and sleeping like The Prophet S.A.W

Last year I was consuming to much coffee as 14-15 year old for a year(we can say a little bit addictive)(2022-2023 April ). Two-five times a week usually at nights to do tests. By the time I adapted some after effects. Nowadays(starting from 2023april) I don’t even have to drink coffee. It even gives me sleep. I can be awake all day long as long as I have to,also can’t sleep to 5am.Vice verse I call it Batman time.It usually kicks in between 01:00am—-02:00am(average coffee drinking time I used to)when I am not sleeping.A little bit of shaking, palpitations starts,my instincts kicks in,awareness of life,sensitive ears,reflexivity.What should I do to get rid of “Batman time”

There are many verses in the Bible which appear to condone slavery and very few which appear to criticize it. On the other hand the Bible explicitly make it clear that homosexuality is this horrid sin, an "abomination" despite it not being something harmful. Because of this Christians for hundreds of years believed slavery was acceptable and justified it using the Bible. Why didn't God explicitly condemn slavery the way he does homosexuality? I'm pretty sure the majority of Christians would agree that slavery is worse than homosexuality despite the Bible making it clear that the opposite is the case.

The catchy North Nortughese song for this year's Eurovision quickly and unexpectedly became one of the favourites at the contest, not without much polemics. Together with South Nortugal's song, each of them receiving half points, "Nortugal" scored the 10º position with 152 joint points. But what does that song really say in Nortughese? Is it actually subliminal propaganda? Come along to discover it!

Lyrics and gloss

They are in this document: https://drive.google.com/file/d/1817_GeLuN1sE_G31bXEHSsm52O_dfQnV/view?usp=sharing. Sorry if the gloss isn't great.
Note that the blue part is in Spanish, not Nortughese. The first column has the lyrics in the Norsiac Aybuben alphabet. The second shows the romanization, which is more used by the Norsic diaspora in the West; a few orthographical rules are different between both. There are 2 official scripts in both North and South Nortugal, the other being the more phonetic Norsiac Ghestranghylo, more popular in North Nortugal, which is a modification of the Manichæan script. It would've been more proper to show the lyrics in ghestranghylo, but I went the easy way.

Pronounciation

Since Nortughese is spoken by several communities far away arround the world and its vocabulary comes from very diverse sources, it's somehow strange for its speakers to pronounce all the official phonemes standardly. However, since the performers at Eurovision are proffesional singers, they indeed do pronounce the song prescriptively (except for /ˀ/: only Norsic Arabs can unmute it as [ʔ]), as follows:
​

θeɾdˈleɾ kɾeˈðjen.t̪θi

​

il tʰejˁmuˈɾað kʰan ˀa.ᵻːndempˈtaʦ
boˈloɾθᵻː ˈdeːmo θaɫʋˈmak
il ħaˈɾem oˈriwatʰ lə tʰejˁmuˈɾað maɾdɯ̽ˈkan
eð lə ɟent̪θ oˈriwatʰ le tʰøːjeˈlecto kʰan
poˈʋeð pʰantɑʊzˈmil estˈmak bəˈɾiːx eð dᵻːmaˈqaɾi θᵻːˈmyl
hæjmɑːnuːˈθɑː.u fɤst pɾoˈʋaθa iˈɾoːcʰ
kʰanˈzi sapst lʊøm lə hammeːˈnɑːnɑː seːˈɾømθ lɤ meˈʎoɾ (ˈθeː)
isk lə ɟɑːˈwuːɾ lɤ pejˁˈjoɾ (ˈʧeː)

​

i meɾˈʒjenʦ d‿alˈlɑːhɑː ˈeθin ɫ‿amenaɢoɾxunˈʤisɯ̽m
amaɾ.ʦjɵˈθisɯ̽m eð qatˁaɾameˈnisɯ̽m
ʎoˈɾaŋkʰ ˈeθin ˈxuɾʣǝ‿d ˈpʰɾiq.tˁa ˈfɾiːkᵻʰ,
¡ noicʰ ɫ‿amenamaladeˈʦisɯ̽m
do amenamaladeˈʦisɯ̽miʦ !
¡ ˈtuːða kʰe lə məzːadˈqɑːnɑː dᵻːˈɕːiɾɑʊnθ ɢiːˈtemç‿ʧi !
¡ ˀæːn koŋ.koɾˈdæːŋkʰ konˈnosq ˀe.t̪θapplɑʊˈdeː.t̪θitʰ !

​

ˈni teˈmetʰ ɟøθˈteɾmək ˈʋeɾo kʰjɵɾdɯ̽ˈŋːið kɾeˈðjen.t̪θe
ˈni teˈmetʰ ɟøθˈteɾmək ˈʋeɾo ˈkʰjɵɾdətan kɾeˈðjen.t̪θe
ˈtak.siː, ˈtak.siː, ˈtak.siː
daˈʋaj ˈden ˈdˁæːɕːallo ˀe.t̪θɯ̽ˈɕːil
saˈʋeð, ʒam steð di ɢɾidˈdiːl
ħaˈʦetʰ lo kʰal hammeːˈnɑːnɑː ħæːʤˈmønθ ;
konˈdusq kombaɾtiˈɾemç
aleːtʰiˈnoθ (mɔ͠ɐsˈtɾatʰ ʣeɾ)
ɑʊtʰeːndiˈkan kɾeˈðjen.t̪θe ˈθeɾd

​

¡¡¡ haʧ ajb men men eːta nyː ˈɑːləpʰ nyː ˈɑːləpʰ ˈħjeps.mo !!!
¡¡¡ ɟøθteˈɾitʰ ˈkʰi aleːtʰɑːˈˀiːtˁ θoið !!!
¡¡¡ ˈħæːp.si ˈi.oːta ɾøːʃ ˈæːp.si tˁawtʰ ˈi.ni qoːpʰ ˈɑːləpʰ ˈħjeps.mo !!!
ˀəˈpiquːɾlaɾ eˈθin do pejˁjoˈɾiʦ,
¡¡¡ lɤ meˈʎoɾ ˈden noicʰ !!!

​

il tʰejˁmuˈɾað kʰan ˈʋa.t̪θatʰ ħjɯɪðˈɢaɾ ;
¿ sˁuːʧˈleɾɯ̽θᵻː ? ¡ ʣiˈʦelis laʰ‿ʋeɾɯ̽ˈdaʰ ! (ʋeɾɯ̽ˈda)
læjt̪θˈʊømən kɾəðelloˈi.atʰ ,
ʋoɾov.pʰjɵɾˈkʰjɵv ʎøːɾ ˈkʰjɵɾd ˈeːiɾatʰ keːθ dᵻːʃaˈriːɾa ..
i qaˈnoːnin i qaˈnoːnin eˈθin ,
eð ˈqwando‿l ˈmaɡa ˈt̪θiɲajen deˈʦiθ
lə ˈreɰɤɫɫe ˈeiθmək reːttakʰɤmˈblið
ˈstyʋetʰ tɾyɢɯ̽ˈʎendo
læjt̪θˈʊømən ˈheʧ appoʤːaðːoʧeːvˈʝiɾ ;
il ˈkʰan ˈθ‿aʝatʰ tˁaːɾeːˈdað
ˈæːθ ˈpʰast.n‿a
tʰyŋˈʋɾenʦ pəˈʋøːɾ , pʊøjʃ ˀallɑːˈhiʦ
diɾecˈt̪θjɵmb ˈʎɯɪ eːvˈʝiɾ ( ¡ wɑːwħ… ! )

​

i meɾˈʒjenʦ d‿alˈlɑːhɑː ˈeθin ᵻːntaˈnelica ,
baɾħewʝɑːtaˈneɾ li.oˈʋin teˈribɯ̽la
boloɾˈlaɾi ˈprostə ˈxuɾʣǝ‿d ˈpʰɾiq.tˁa ˈfɾiːkᵻʰ ‖
¡ ɟɑːwuːɾˈlaɾ qoxˈmæːn ˈqwømɤ ʧoːˈɾɑːb ˈθɯɪʁðiʰ !
...
(qaʝəɾˈma)

Translation: The Believing Hearts

[Intro in Spanish]

Have you ever heard the story
Of dear old Khan Theymuraz?
Half human, half prophet;
Whom everyone despised.
It's a message with a moral
That should never be forgotten.
His blessing was his damnation,
But he finally accomplished his destiny…
Follow the rhythm!

[Verse 1]

Khan Theymuraz tried and tried
To save all his people;
Harem abhorred the human Theymuraz…
And people abhorred the God-chosen khan.
Can you imagine being blessed
And cursed at one time?
His faith was truly proven:
Since us believers are known to be
The best (yeah!)
And infidels the worst (nay!)

[Verse 2]

God’s rejectors are the scariest,
Sinfulest and damnedest:
They're a bunch of creepy freaks.
We're the coolest
Among the coolest!
We all know that submissives rock!
If you agree, clap yourselves with us vehemently!

[Refrain]

Don't fear showing your true believer heart!
Don't fear showing your true believer heart!
Okay! Okay! Okay! …
Go ahead and let it out:
You know, it's being time to shout!
Do what us believers do:
We'll share with you
True (Show your)
Authentic believer heart

[Post-Refrain]

B-E-L-I-E-V-E-R-S
Show who you really are!
H-E-R-E-T-I-C-S
Skeptics are the worst,
And we the best!

[Verse 3]

Khan Theymuraz was judged;
His crimes? Showing the truths (truth)
Nobody would believe him,
Because their heart was half untrue.
Laws are laws,
And when the magi had thus decided
To make the rules be strictly enforced,
It was truculent.
Nobody had ever supported him:
The khan had to be exiled
—That's a fact—
They were scared, since he was being
By God’s route (Wouw…!)

[Verse 4]

God’s rejectors are unbearable,
Totally terrible withersakes:
All of them just a bunch of creepy freaks.
Infidels smell like dirty socks!
We all know that submissives rock!
If you agree, clap yourselves with us vehemently!

[Refrain], [Post-Refrain]

Sociolinguistic commentary

Nortughese is a mixed language native to the Norsistan region in the Levant (South and North Nortugal). It's official in 7 States and 3 territories around Eurasia, America and Africa. The basis of the standard language is Indoeuropean, with disputes about it being mostly Romance or from Old Norsic (it's own Indoeuropean branch).
In the song there are 2 words for "heart": "khërd" is the common one, from Latin, while "serd" is the learned borrowing from Old Norsic. "Khërdıñiz" & "khërdətan" also are the same (officially their suffixes aren't supposed to, but nevermind)... For "believeing", both the Romance and Syriac synonyms appear; most religious terms are taken from Syriac, which used to be the language of the Church in Nortugal. Many slang terms are taken from Russian, due to the former Soviet regime over Nortugal; they give the song colloquial and juvenile vibes. Likewise, "rhe’ttakhŏmbliz" is colloquial speech: the standard form is "rheᴥettakhŏmbliz". The song beggins in Spanish since it's a popular and fashionable language, and widely spoken by European, American and Maghrebi Norsitans, to catch the world's attention and give a message of "see? we aren't such isolationists desatached from the outer world". Vandalusia-Algarbia also presented a song in Nortughese and Spanish as well Berber, while South Nortugal used Nortughese and Nortuman Tatar this time.
The partition of Nortugal was done because of the religious division between mostly Christian South (Royal State of Nortingal, Ultramar and the Algarb) and mostly Khayyamist North (Khayyamist Khedivate of Nortingal and the Ultramar's Algarb). Both always presented a single joint song to each Eurovision contest due to the 1 Nortugal policy, but not anymore since South Nortughese singers wanted a secular song, while Khayyamism forbids all non-religious music. The chosen song, said to be composed by the Virgin (through the Crown Prince), tells the history of Theymuraz the Terrible, foreign emperor who started Khayyamism in order to end Zoroastrian-Christian disputes, so Christians and Zoroastrians united to expell him. He sought refuge in Nortugal, where gained enough followers to reconquer again its Empire and stablish a fierce theocratic autocracy based on the divine right of kings.
Feel free to ask any doubt or give some feedback, and let me know if you would like to see more future content about Nortughese!

Is there a book or books where the necromancer is the good guy? Like he's not really evil. He got into necromancy so people could say goodbye to their loved ones before they went into the light.

I had to say goodbye to my childhood dog yesterday. I dread the day I stop finding her fur on all my clothes. I dread the day I stop closing the bathroom door so she doesn't snoop around. I dread the day I no longer look at her bed as soon as I enter the room. But I'm grateful I got to find her hair on my clothes for 14 years. I'm grateful for every bark at the doorbell. I'm grateful for every chewed up tissue in her bed. Rest easy girl, you've lived a good life, you don't have to be in pain anymore. I love you and miss you.

TL;DR at bottom.
I (40m) gave my life to Christ nearly 20 years ago. I attended a storefront church which mostly comprised of the pastors family. I had recently become friends with one of his children. Looking back at that part of my life, it was akin to say- Church of John the Baptist. Things were different, but lead the way to my relationship with Christ. Call it "Church-A." Pastor here has since passed away and his children dispersed to different places.

• Things changed for me, growing spiritually and finding my gifts. Through networking I found myself visiting another church where I felt led to join, and all the pieces fell into place. While those pieces fell into place and things progressed great, I allowed sin to manifest. I was single and in my mid-20s, I stuck out like a sore thumb at this church of ~1000. Call it "Church-B" I loved it there. I worked there first as volunteer and then filing a need in one of the ministry departments. While there, I met a young lady in her early 20s, and through a series of sinful events, while engaged, we had premarital sex and she became pregnant. We married prior the baby's birth, but our connection to Church-B was strained. Some showed love, some didn't bother to hide their judgement and our pride got in-between. We moved away, later having another child and our marriage failing; rarely attending any local church, even more rarely visiting Church-B. Eventually, the marriage failed and ended in divorce.
• Fast forwarding several years: I moved back to the area, but did not return to Church-B. I visited a few places. Met someone and joined her church of about ~500. Call it "Church-C." We got married a few years later, moved away but still attend Church-C. Recently I heard someone say, a church should make you feel like you belong before you believe. Though I believe, I've never felt like I belonged. I have given Church-C; or maybe myself; about a year to grow. There's no serving opportunity. No small groups. No connections. No meaningful replenishment and teaching the Word barely scrapes the surface.
  
• Some days, yearning for biblical teaching and spiritual refreshment each week, we visited another local church, and youtube'd another local church when we couldn't leave home. The one we visited we'll call "Church-D" and one that we watch "Church-E." Both are very biblical and community-driven. Church-D is closer to where we anticipate moving at the end of the year. Church-E has a main campus closer to where we live now, and has smaller 'satellite' churches all over our area.
  
• Church-E is now shepherded by the pastor of Church-B. He and many of his staff that followed were/are very familiar with me and my ex-wife. He had an unfruitful encounter with me when the divorce was in progress. It was my fault, and many of his staff is aware of the encounter. His teaching is solid. As is pastor of Church-D.
  
• Church-C just isn't home. I haven't really found alternatives in the area where we plan to return at the end of the year. But as my wife and newborn are looking to me to lead them, as well as my first two children from my first marriage, I need to find the place that I can be the head of my household and have a church community with me. If I go to Church-E, it may be difficult to serve given the staff and senior pastor familiar with my past. I would not blame them, as trust would need to be restored and we haven't had the opportunity to build that back up.
  
• Church-D would be a fresh start. Plain and simple, but I'm not attempting to hide from my sin and the impact it made in my life. I know what the Bible says. I have Christ and His blood covers me. But I am also unsure and could use the suggestions of strangers on the internet to tell me what I haven't seen.
  

TL;DR. I need a church home for my new mixed family, but of the best two options I have right now, one is lead by the pastor who knows about the sin in my life while I was under his previous church leadership. The other church is a fresh start. Both are very sound places of worship and community.

*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.

I feel lonely and completely thrown away, I owe most of my current life to her. She helped me through my self discovery as being trans, I've helped her through breakups and tried to help her fight her eating disorders. She means the world to me, I would not be me without her. But now, she doesn't want our friendship anymore. And it's my fault, I am broken and not great company, but also I feel as though she also has her fault. The issue that made it all fall apart was our extreme proximity, to her it felt as if she lived to please me and it made her feel suffucated, but to me a lot of it is self inflicted. The day she started questioning our friendship she pulled me closer a couple of times, she was the one that made me be by her side that much, it wasn't just my own actions. And that day she gave me a birthday present, which now to me represents the end of our friendship.
But now she wants distance, doesn't even say goodbye to me anymore and in a way refuses to acknowledge me. And that leaves me completely alone, no friends by my side, no one to help me, that's what she did. I feel empty, alone and frightened for the future. Why did she have to leave me so suddenly? Why couldn't we at least try to work things out? Why did the only person I've ever truly opened up to leave me? Why does it have to hurt so much?

Do you think it's perfect the way it is, or what would you change about it?
Personally this is the one Britney album track list that has always bothered me, so I thought "what If I could re-arrange the songs differently, and add or take away anything? Would that change anything?" I did just that, and I ended up loving the album even more!
Here's my ideal track list:
1.) Overprotected
2.) Bombastic Love
3.) That's Where You Take Me
4.) I Run Away
5.) Boys
6.) Lonely
7.) Before The Goodbye
8.) Cinderella
9.) Let Me Be
10.) Am I A Sinner? Tell Me! - Interlude
11.) I'm A Slave 4 U
12.) When I Found You
13.) When I Say So
14.) What It's Like To Be Me - (Outro Interlude?) -
15.) She'll Never Be Me (hidden track)
"Deluxe Bonus Tracks":
16.) Anticipating
17.) I Love Rock N' Roll
18.) I'm Not A Girl, Not Yet A Woman
19.) Boys Co-Ed Remix
20.) Overprotected Darkchild Remix
21.) Intimidated
I re added the unreleased songs. Tell Me (Am I A Sinner) would be an Interlude, and I thought maybe Boys, but especially What It's Like To Be Me would work better as interludes too. (Then remembered she performed them on tour so that's a no, but this is all hypothetical anyway.)
And on Spotify I would listen to that tracklist above but without the unreleased songs.
Let me know what order you listen to the songs to. What are your skips, if any? Would you listen to the album in this order?

My cat either on Sunday night or Monday morning got out of my house and got taken by an owl. The same thing happened to my cat last October. He was almost a year old and his sister and brother are really sad. Is there any way I can find him or find what’s remaining of him? Please I just want to find. He wasn’t even supposed to outside. I just to see him and he was so young to. I just feel bad for his brother and sister. The sister won’t leave the place were they all useully lay. He was one of the most loveable and innocent cats ever and he’s just gone, and none of us even got to say goodbye, I just want him home and everything to go back to normal

Here's a video which discusses the case of Piedad Martinez del Aguila, a girl in Spain who was victimized by parentification and the church's teachings, and finally snapped.
I'm not saying I approve of Piedad's actions, but given her circumstances brought on by Catholic teachings and beliefs, it's easy to see why the gal snapped. Her story if a perfect example of what happens when parents have large families and don't practice birth control due to their church and the Bible, and when kids are forced to take parental roles as a result.
"The Dark and Disturbing Case of Piedad Martínez del Águila"
The Dark and Disturbing Case of Piedad Martínez del Águila - YouTube

Most meetings should be an email:
Their “all hands on deck” meetings are early in the morning, even though the first three hours of your workday are your most precious and productive and should be reserved for the most important tasks where focus, attention, high cognitive function, willpower is needed, according to research. Willpower or mental energy regulates your thoughts, emotions, impulses, and performance control.
Top management has recurring meetings but it seems like the topic was determined 5 min beforehand because the meetings are often all over the place, with no clear agenda, and random topics. Often, they feel like a parent lecturing their teenager.
Meetings are mandatory. Most employees do not really have to be there. The meetings do not affect the actual day to day job functions. The main purpose for these meetings seems to be for unity (or the appearance of). They are often not productive. Not useful and not engaging for most employees. Not worth spending company time. Not used for coaching or mentoring. Not used for making decisions. They are not about a complex issue that needs to be talked through ideas and solutions. In actuality, 98% of the meetings should really just be emails. There are three regular weekly meetings: about 80-90% of them include testimonies or personal stories and about 10-20% is someone sharing statistics (about the products they produce) or status updates or the behind the scenes (how the "hotdogs" are made). One out of about four meetings involve a recount of the ministry's history. If one did not attend the meetings, nothing would change. There really would not be any consequences that would affect doing your job.
Finally, Managers or employees who have traveled internationally are the only ones that get to speak and address the entire ministry. Everyone else doesn't get a voice.
Testimonies or personal stories:
Stories and testimonies as a form of encouragement and motivation are not bad or not useful; however, there are other areas in the work culture that are lacking that destroy any built up motivation. Employees are expected to have some kind of emotional response to them. Over the months and years, stories and testimonies become overused. In fact, you will hear so many testimonies that, over time, they will blurr and you will probably become desensitized to them. Stories and testimonies are probably seen as a way of providing support to employees but other supports are also lacking and needed (e.g., better leadership, empowerment, resources, tools, better communication, regular check ins, accountability, empathy, feedback, personal and professional development). Stories, anecdotes, and testimonies seem to be used to deflect from some of the problems in the ministry culture.
Top management pressures employees to feel a certain way. They want them to always feel encouraged and motivated by everything and anything the ministry does:
If you replace "encourage" with Love" and then talk to your wife....
“I took out the trash, that should make you feel loved. I mowed the lawn, that should make you feel loved. I picked up my laundry, that should make you feel loved. I went exercised today, that should make you feel loved. i helped an old lady cross the street.”
This makes it all about YOU, not how your wife actually feels! in fact, you are manipulating her to feel a certain way by what you did!
"If you are not feeling loved by all these things I did, then something is wrong with YOU.”
So management tells employees how they should be feeling about things. Performance is often not rewarded. Many employees do not know how much management cares about them as a person. What would be really encouraging is if management gave employees confidence, listed better, spoke to their needs, and empowered them.
Meetings - introverts vs extroverts:
Meetings are not set up to accommodate the basic differences between introverts and extroverts (e.g., how they best think, work, process information, communicate, learn; introverts typically dislike noise and big group settings) nor of how people need to manage their energy (ultradian rhythms). Management does not use information about individual team members’ personalities and predilections to formulate norms and dynamics that are respectful to everyone. Research indicates that in a typical six-person meeting, two people do more than 60% of the talking. In bigger groups, like the 100+ group at FCBH, the problem is worse. Management allows a certain dominant personality to do all the talking. They are not coached to listen, reflect, and become more open to the perspectives of their more silent peers. Top management does not send the meeting agenda in advance and ask for written feedback to give introverts time to formulate thoughts and summon the courage to share them.
Management’s definition of a “successful” meeting is different from that of other organizations. Top management does not appear to have any training in meeting science. Most meetings do not provide value to all attendees. They are not set up for employees to contribute and add value to them. Also, no opportunities to give feedback on meeting quality when meetings end.
A “Christian” version of CRT:
The opinions and perspectives of international employees are valued over local/american employees. Employees who are international (and especially those who live in persecuted areas) are often prioritized and favored. Their voice, their input, is often considered more important because top management pressures them to share and speak.
If there is a need, entire ministry is notified to pray if the need is from internationals but not if the need is local.
Personal convictions. Money:
Top management tends to have some childhood trauma, that is the root cause of their strong personal convictions, that often comes out during their mandatory meetings. These “preaching” moments usually have to do with money. They grew up poor or had strict parents or been around groups, ministries, and churches that abused money and now they get triggered or feel guilty when they see new things and resist replacing things like whiteboards and chairs: "if we already have something, we don't need to replace it = if it ain't broke, don't fix/replace it. wear your shoes out until your soles poke through the bottom before buying new ones." They seem to get triggered when employees ask them for upgrades/replacements” “if it can still 'technically' work, then it's fine.”
Compromises:
In order to fulfill their deadlines and to keep up appearances with ministry partners and donors, management will often “let things go”. Things such as quality of the recordings or training issues with internationals. They are willing to sacrifice quality control to get the results their supporters want to see.
Employee well-being:
Top management often makes assumptions about the well-being and contentment of employees.
They do not invest time and effort in comprehending genuine emotions and needs to create a supportive and harmonious work environment.
No consideration for managing energy or attention. No discussions on employees’ health and wellness goals. Instead, employees are expected to focus, to look at computer screens for extended periods of time (an 8 hrs shift includes two short breaks) even though editing and processing audio and video requires high mental energy and prolonged focus. Management often ignores telltale singles of burnout and fatigue. No effort is made to increase energy, reduce fatigue, and improve job performance. So, consistency, accuracy, and quality of recordings are affected as well as employees’ well-being.
Moveover, no paid maternity or even work from home options for new parents. Many new moms have left. New parents must be use PTO if they want time with their new baby.
The end result? Low moral, isolation, aloneness. Many employees are overworked and underappreciated. Many are not satisfied with their position. Most work until they burn out. Someone said this and it's true: for every employee that leaves, they have to hire at least two people to replace them. Sure, there are some long-term or for life employees who have been around for 10+ years. Unfortunately, most of these employees have outdated skills and would have a difficult time finding work (there is no continuing education or certifications offered) if they wanted to leave (or were let go). In addition, many of the skills employees learn on the job are non-transferrable. So, many choose to stay and remain loyal to the ministry because the cost of leaving is just too high.
No windows; no natural light:
Most of the building has no windows. Something to note if you struggle with depression.
People are different:
Management seems to lack an understanding of how people are wired, how each person is different, what drives their behavior and what they’re capable of doing with their skills. Not much consideration for each person’s individual goals, strengths, and weaknesses. Management does not create situations that encourage employees to motivate themselves.
So, work areas do not reflect the needs of Gen Z and millennials, the basic differences between introverts and extroverts (e.g., how they think, work, process information, communicate, learn), how personality impacts work preferences and styles. No awareness of how people need to manage their energy (ultradian rhythms). They do not allow people to work the way they want to; extroverts should feel comfortable taking time to socialize, while introverts should have license to work remotely or take breaks from the team.
Top management does not recognize that individuals may not always express their inner concerns or desires openly. They don’t sculpt jobs to enhance individual engagement: they don’t seek to understand the unique motivations of employees or develop each employee’s career. No incentives or rewards are provided. Not much authentic appreciation is shown. Employees have value as people (not just as producers), and management needs to communicate in ways that are meaningful to the recipient (as opposed to just going through the motions). Management must adopt business practices that help employees have a personal life.”
Work family:
Despite current best business practices, management will continually use the phrase “work family”.
All about the numbers:
There is more focus on production than the core values of the ministry. Top management almost idolizes how many bibles are produced. There is a focus on goals and numbers which often comes off as self-righteous and self-promoting and self-important: Numbers of bibles produced, numbers of people who receive those bibles, numbers of testimonies from those that get the bibles. Focus seems to be on the products FCBH produces over the people reached. Focus is on getting bibles to people. Focus is not on discipleship or teaching people how to correctly interpret the Bible they receive so they can become more like Jesus. Top management seems to be more focused on what they have done well rather than on what others have done well. And they often take credit for accomplishments that should be credited to God.
Theology at work:
Management does not want discussions to get “too theological”, they want to keep it “practical”, as though good practice did not require careful thought to direct it. They discourage employees from discussing theology because they want to keep “unity” and avoid division among Christians, however, they will present their own theological positions and convictions but not allow other employees to question or share their own views and opinions especially on controversial topics (e.g., spiritual gifts, hearing from God, fasting, finances, stewardship, prophesy, replacement theology).
Favoritism:
Major donors to the ministry are singled out to entire staff and praised. The poor widow with two coins wouldn't get any mention. This makes it seem that the ministry only really cares about the major donors. All donors should be anonymous to employees that are not directly working with the donors.
Employees who are pastors are also favored:
They are often asked to pray or give a word in meetings as if their prayers and words are above employees who are not pastors. As if God will take extra time and attention to hear from them and answer their prayers.
Inconsistencies:
Some “special” employees are allowed to work remotely for some unknown reason. Most employees requesting to WFH are denied. This is never explained and so it creates division, confusion, and envy.
Birthday, thanksgiving, and Christmas parties vary drastically by department: some departments work half day and get together off site to celebrate; some work full day and have no party; some work full day and have a 30min party onsite (during work hours?); some have food only, some have food and games, some have everyone bring in food but some have the ministry? provide the food; some have gift exchange and some don’t….
​
Conclusion:
Some people might say this is all superficial and selfish, all that really matters is getting bibles to people. You be the judge. Many have chosen to ignore these issues and remain loyal to the ministry; some stay and think things will get better; others stay because they have nowhere else to go; some mentally check out; some have spoken out and been labeled as “causing disunity” and then let go, and many others have chosen to leave. Unfortunately, the people most sensitive to a decrease in the quality of the culture are typically those with the most resources, skills, and talents that could be used to effectuate improvement. The people who are the least sensitive to quality usually have fewer resources, skills, and talents.

My mom and I have been estranged for 5 years. We never had the best relationship but things got much worse after her and my dad divorced. She had a health scare last year and reached out to my siblings nfs and I with to say her goodbyes but ended up living. Since then I got engaged; and have had minimal contact with her (only discussing the wedding via text and only talking about her - what she should wear; how she should do her hair). I’m not sure if that’s her way of trying to connect or if she’s making it about her. Either way it’s been less than 10 texting conversations, all 3-4 messages each. My wedding is in 2 weeks and it will be my first time seeing her since we went no contact. I am beside myself with anxiety about how the interactions will go, sadness that this is just another event that she will barely be a part of, and disappointment that she still doesn’t seem to be particularly interested in me. Looking for advice from anyone with an estranged parent, or anyone with kind words. I am beside myself with stress already from the rest of things wedding planning brings on and don’t know how to cope. For context, I’m also pretty sure she is coming because she still wants to be with my dad and him and my step mom will be there. She is invited as a guest, and is not included in any pre wedding activities.

Edit: Original post was deleted due to being a repost. Check the first post here. This is an update post https://www.reddit.com/UnresolvedMysteries/comments/1bfnp5o/unknown_woman_is_hit_by_a_car_and_has_lived_in_a/
Clarinha has been buried at Maruípe Municipal Cemetery today, May 14th, at 1:45 PM. Her funeral was attended by hospital staff who took care of her. Coronel Jorge Potratz, the doctor who watched over her during these last 24 years stated "It is a great relief to close this chapter, allow her spirit to rest properly. The cycle is closing, but her story remains open." He placed a white rose in her hands before the casket was closed.
She'll have a tombstone with her picture, the name "Clarinha" and a bible verse that still has not been choosen.
My write-up on the case:
Okay, so it's my first write-up here. I had always wondered why Jane/John doe cases were so famous in English speaking countries, while here in Brazil lots of unindentified people pass away everyday and no one bats an eye. We don't even have a name like "Jane doe" for those people, I think.
Well, there's a notorious case of an unindentified woman who passed away recently that caught my attention. On June 12th, 2000, a woman who had been hit by a car was brought to São Lucas State Hospital in Vitória, Espírito Santo state. It was lovers' day in Brazil (our version of Valentine's) and she was a white woman who didn't have any form of identification on her. I wish I could find more details on the incident, but I can't. She was rescued by an ambulance and was uncouncious when she got to the hospital, and spent the next 24 years that way.
It was noted she had a c-section scar, which meant she had had at least one child, but no one ever came to look for her. They tried to identify her so she could receive some sort of pension, but they weren't able to. On the next year, she was transfered to the Military Police Hospital and has been there ever since, under the care of Dr. Jorge Potratz, and has been named Clarinha by hospital staff. Dr. Jorge had been taking care of her as if she's his own daughter, paying for personal care items for her with his own money. Besides that, Brazil's Unified Health System allowed her to be hospitlized for the past 24 years without anyone having to pay for her healthcare. She didn't need any kind of life support besides a feed tube due to problems in swallowing caused by the accident. A doctor noted that in the scale for comas, which goes up to 15, she's around 7 or 8.
On 2016, TV show Fantástico did a segment about her, which brought the attention to the case. Several missing people families came from all over the country to check on her, but it was no success. A woman from Minas Gerais state thought she could be her missing sister. Her sister left the town of Ipanema on 1999 stating she was going to sell clothes. She left all her documents and 2 kids behind. It wasn't her.
They tried to take her fingerprints, but since her hands remained closed as a result of the accident, her fingertips got all roughed up and they were unable to get a clear print. Norma, a nurse who took care of her, said she called the name of a missing person who was thought to be her and Clarinha opened her eyes for a moment, the article doesn't specifies but I think it was proven it wasn't her.
Clarinha passed away on March 14th, 2024 after sufferig bronchoaspiration (no idea of what it is). They think she was around 40 or 50 years old. The police compared her DNA and figerprints to 12 missing people cases and found no match. Dr. Jorge Potratz took care of all the legal requirements for her to not be buried as an unindentified person.
Personal comments I have regarding the case:

• They did collect her DNA and probably still have it. Yeah, genetic geneology could help solve the case, but it's not that common here in Brazil due to being extremely expensive.
• She was buried, which means her body can still be exumed if needed.
  
• She was not on life support, the only medical care she needed was being fed through a feeding tube, which was probably how she ended up dying. "Turning off life support" would mean letting her slowly starve to death.
  
• In one of the G1 articles I posted down here, there's a picture of her with her eyes open. They're brown.
  
• Yeah, she could be foreign, as well as she could be Brazilian. There's the human trafficking theory going around and I wanted to note that this kind of thing happens a lot in Brazil, people are trafficked from one state to another, she could very well be one of those cases, although I think someone would have said something at this point. I
  
• "Imagine the cost of keeping her alive for that long!!!!" Free healthcare, don't worry about that. Really.
  
• Maybe some international attention would help solving this, that's why I'm making this update post.
  

Sources:
https://g1.globo.com/es/espirito-santo/noticia/2024/05/09/clarinha-ultimo-dna-da-negativo-e-corpo-de-paciente-nao-identificada-ja-pode-ser-enterrado.ghtml
https://g1.globo.com/es/espirito-santo/noticia/2024/03/15/morre-clarinha-paciente-misteriosa-internada-em-coma-ha-mais-de-20-anos-no-es.ghtml
https://g1.globo.com/espirito-santo/noticia/2016/04/resultados-de-dna-dao-negativo-para-possiveis-parentes-de-clarinha.html
https://g1.globo.com/espirito-santo/noticia/2016/01/clarinha-vai-passar-por-tratamento-para-recuperar-digitais-no-es.html
https://g1.globo.com/espirito-santo/noticia/2016/01/mulher-em-coma-ha-15-anos-ainda-nao-foi-procurada-em-hospital-do-es.html
https://g1.globo.com/espirito-santo/noticia/2016/01/clarinha-em-coma-ha-15-anos-no-es-e-procurada-30-vezes-em-1-dia.html
https://g1.globo.com/espirito-santo/noticia/2016/01/me-ensina-todo-dia-diz-medico-de-paciente-em-coma-ha-15-anos.html
https://www.agazeta.com.bes/cotidiano/despedida-e-enterro-de-clarinha-tem-data-e-local-para-acontecer-em-vitoria-0524
https://www.folhavitoria.com.bgeral/noticia/05/2024/paciente-misteriosa-clarinha-sera-enterrada-na-terca-14-em-cemiterio-de-vitoria
https://g1.globo.com/es/espirito-santo/noticia/2024/05/09/clarinha-ultimo-dna-da-negativo-e-corpo-de-paciente-nao-identificada-ja-pode-ser-enterrado.ghtml
https://g1.globo.com/es/espirito-santo/noticia/2024/05/14/clarinha-paciente-misteriosa-que-ficou-em-coma-por-24-anos-e-enterrada-no-es-ciclo-vai-se-fechar-mas-historia-dela-segue-aberta.ghtml

Here's a video which discusses the case of Piedad Martinez del Aguila, a girl in Spain who was victimized by parentification and the church's teachings, and finally snapped.
I'm not saying I approve of Piedad's actions, but given her circumstances brought on by church teachings and beliefs, it's easy to see why the gal snapped. Her story if a perfect example of what happens when parents have large families and don't practice birth control due to their church and the Bible, and when kids are forced to take parental roles as a result.
"The Dark and Disturbing Case of Piedad Martínez del Águila"
The Dark and Disturbing Case of Piedad Martínez del Águila (youtube.com)

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