1. The prisoner's dilemma: Explanation and example

1.1 The prisoner's dilemma is a game theory thought experiment that involves two rational agents, each of whom can cooperate for mutual benefit or betray their partner ("defect") for individual reward. (Wikipedia)
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1.2 Imagine playing a game. You can choose to give 1$ away for the other player to get 3$.
The other player has the same choice.
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You don't know the choice of the other player until you both made your choice.
If both cooperate, each one earns 2$ (Spend 1$, earn 3$)
If only one player cooperates and the other "cheats", the cheater gets 3$, the cooperator loses/spends 1$.
If both "cheat", nobody gets anything.

2. What is the best strategy here?

Turns out that all strategies that start by trusting the other player (termed "nice") are the most sucessful long term.
​
Here are the four hallmarks of succesful strategies (Wikipedia):
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• Nice: The strategy will not defect before its opponent does (this is sometimes referred to as an "optimistic" algorithm). Almost all the top-scoring strategies were nice. A purely selfish strategy will not "cheat" on its opponent for purely self-interested reasons first.
• Retaliating: The strategy must sometimes retaliate. An example of a non-retaliating strategy is Always Cooperate, a very bad choice that will frequently be exploited by "nasty" strategies.
• Forgiving: Successful strategies must be forgiving. Though players will retaliate, they will cooperate again if the opponent does not continue to defect. This can stop long runs of revenge and counter-revenge, maximizing points.
• Non-envious: The strategy must not strive to score more than the opponent.

3. Try it for yourself/ links

3.1 This is a lovely interactive explanation/ game:
https://ncase.me/trust/
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3.2 Veritasium video about the topic
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4. Personal take

The last 3 1/2 84 years were pretty rough. A lot of existential thoughts abought everything.
To be honest, at the start of the saga i would have sold for less than four digits. Now, i honestly don't even care as much about the money.
Don't get me wrong, i still care a lot about money. But my first concern is a basic trust in the goodness of humanity and the world in general. If i "miss" the squeeze because i wait too long, then so be it.
I would rather live a mediocre life, knowing i did the right thing personally, than sacrificing my integrity by acting as anxiously greedy as the ones who set up this once in a lifetime situation in the first place.
You are free to choose whatever you want to do, of course.

5. Closing

To everyone still here after all this time: I wish you all the best.
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Always remember the old sayings:
Diamond Hands;
Apes together strong.
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See you on the moon
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Hello, I'm looking to buy a house and I got the below from the inspection company that my realtor is reocmmending. This is the second home I've bought and the first home it was much more straight forward as it was a slightly newer build and was a townhouse. Which of the below options make sense given the house details below:
Home Details:
Located in Albany, OR

Type & style

• Home type: Single Family
• Property subType: Single Family Residence

Bedrooms & bathrooms

• Bedrooms: 3
• Bathrooms: 2
• Full bathrooms: 2
• Main level bathrooms: 2

Material information

• Construction materials: Composite, Lap Siding
• Foundation: Continuous
• Roof: Composition

Condition

• New construction: No
• Year built: 1979

Flooring

• Flooring: Carpet

Heating

• Heating features: Natural Gas, Forced Air

Cooling

• Cooling features: Central Air

Other construction

• Warranty included: Yes

"Well-maintained with new roof & triple-paned windows. Tastefully updated with LVP flooring in kitchen, dining, hall and bath, new carpets in bedrooms, new kitchen lighting, new appliances, dishwasher, refrigerator, microwave and water heater."
\***Seller did disclose owner prior to them had electrical fire damage**\**
The house is very well maintained and looks like whoever has been living there the last 10 years has taken a lot of effort to ensure the place is practically spotless for a house built in 1979
BELOW ARE THE OPTIONS FROM THE INSPECTION COMPANY
The Premium Package
The Premium Package is our most popular choice, the most thorough inspection, and the best value for your dollar. This inspection includes a checklist that will encompass the entire home inspection process (i.e. structure and foundation; a representative sample of windows, doors, lights, and receptacles; moisture detection; attic and crawlspace areas; roof, gutters, and drainage; walls, floors, and ceilings; porches and decks; plumbing systems and fixtures in kitchens, baths, and laundries; electrical sytems and breaker panels; HVAC; built-in appliances; and a general check for wood destroying organisms*). Everything is compiled for you on-site so that when we are done, you have all the information provided in a printed report which is computer-generated with color photos and presented to you in a professional binder. Inside the binder, you will find a seasonal maintenance checklist, a cost guide for remodeling and repairs, and a filing system to keep track of receipts. Since Pillar To Post is the largest home inspection company in North America, we have alliances with many vendors on services you may need as a homeowner. In addition, we use infrared technology that allows us to check the electrical system to detect overheating circuit wires and breakers and for any hidden water leaks that would not normally be seen by the naked eye. Also included is a Rodent Inspection, Visual Summary with Measured Floor Plans, and a Centriq Report.
Infrared Scan - Using the most technologically advanced tools available allows us to detect moisture in wet areas of the home (i.e. kitchens and bathrooms and around windows and doors) that is invisible to the human eye. The use of these tools also enables us to locate areas throughout the home or structure that have overheating or malfunctioning electrical components (i.e. breakers and electrical panels). This work can make a critical difference during the home inspection process.
Centriq Report - During your inspection, we will capture the information of up to five major home appliances and provide you with a computerized report on any safety recalls for those appliances using the Centriq app. Centriq is a home inventory and maintenance platform designed to monitor for appliance recalls and track user manuals, parts, and support videos for your home. During the inspection, the inspector will add appliances and systems from the home into the Centriq app, and you will receive a Centriq recall report via e-mail within 48 hours. You will also have the option of adding items to the app in the future.
Rodent Inspection - In addition to our high quality, comprehensive home inspection which will highlight past or present infestation, we will also investigate and report on conditions in the home that are conducive to rodent activity so that you may be pre-emptive in the containment and control of these potential issues before a problem occurs. This includes checking for points of entry and signs of nesting, especially in the crawlspace of the home.
PTP360 - During our inspection, we will construct an interactive virtual tour that will provide you with 360° visuals of your future home. It will include thumbnails with comments and photos from your inspection report in relation to their location within the home. This feature also includes measured floor plans to aid you in any future projects or home planning.
Lifetime Maintenance Advisory Service - Following our inspection, and your purchase of the home, we will provide advice and answer your questions on home maintenance, the inspection report, and other home-related topics for as long as you own the home. Feel free to give us a call anytime! We are happy to continue our service to you.
Enhanced Customer Service Commitment - Our aim is to provide you with quality reporting and excellent customer care. Our office staff are available to direct your questions and concerns should the occasion arise, and our inspectors have a wealth of knowledge and expertise to assist you with all of your inspection needs. If you are not satisfied with our service, we will pay another inspection company of your choice to inspect your home again up to the value of your investment with our company.
*During each of our inspections, we do a general check for Wood Destroying Organisms (i.e. carpenter ants, termites, and wood-boring beetles) as well as evidence of dry rot. We do not, however, list the specific insects observed without the purchase of a WDO report. This is due to Oregon's home inspection laws regarding the reporting of Pest & Dry Rot information, sometimes required by lenders. If you do not need your report to specifically state which insects are or are not observed at the time of inspection, you may not need to add the WDO report to your inspection package. Please check with your loan officer before considering this add-on option and let us know if we can provide you with any further clarification.
The cost of this package is $ 742.35 You will also receive a 15% discount on any Added Service options.

The Prestige Package
This package provides you with additional peace of mind. It includes everything that comes with the Premium Package, as well as an air-mold anaylsis and a screen of the home for common allergens (i.e. cat, dog, cockroach, and dust mites), benefiting those who suffer from allergies, asthma, or immune deficiencies. It uses the most up-to-date technology to determine potential health risks in those areas and recommendations for further action.
Healthy Home Package - Houses safeguard the lives of the people who live in them. Increasingly so, it is known that poor air quality, including allergens, can pose potential health risks if not detected and addressed. Indeed, if someone in your home suffers from allergies, asthma, chronic sinus issues, or other breathing disorders, poor air quality becomes critical to their love and enjoyment of the home. In addition, mold can eventually cause structural damage to your home.
The Pillar To Post Healthy Home Package provides: -An air quality sampling to test for molds and allergens that may be present in the home, identified and verified through a certified third-party laboratory analysis. -An easy-to-read report that helps you understand what was found and a recommended course of action to follow. -The knowledge of what you need to do to protect your investment and, at the same time, make your home a healthier place for you and your family to live.
Please keep in mind that the results of the mold and allergen tests take 5-7 business days to get back to us. We will provide you with those reports as soon as they are available.
The cost of the healthy home package is $ 1388.75 You would also get a 30% discount of any Added Service options.

The Plus Package
This package is our third offering and the most basic whole house inspection we provide. It is just like the Premium inspection but without the extras(Infrared Technology, Rodent Inspection, Visual Summary with Measured Floor Plans, and Centriq Report).
Selecting this package does not provide any discounts on various Added Service options. The cost of this package is $ 505.00

Recommended Added Service options for your inspection:
Sewer Scoping : $195.00
Radon Testing : $195.00
Wood Destroying Organisms : $80.00

I'm a Berklee Alumnus and I have been licensing my own music, and teaching other musicians how to do the same, for 15 years.
I've decided to change my focus this year and give away a ton of resources I used to charge for, in the spirit of giving back and helping other musicians reach their goals.
I'm starting with my flagship course, The Ultimate Music Licensing Guide. It's a four-hour audio/video course that I used to sell for 77 dollars. I'm giving this and a lot of other resources away for free.
If you're interested in getting the course, head to: https://www.htlympremium.com/

Basically the title . I'm not motivated to revise for exams and I really need to but I just can't concentrate. I watch the free science lessons guy and take notes from him but as soon as he starts talking the woods go into one ear and come out of the other. And this isn't because of him it's literally any video.
I was really doing well in science but my grades are taking a turn negatively because of bullying and I just need advice because I'm not motivated to do any revision.

Timestamp: https://imgur.com/a/x7nvqjj
Got a few today for old times sake, no trades please.
First I’ve got a Jason grant jkal small custom fixie, 6-1/2” long and it’s the perfect minimalist fixed blade imo. 80CRV2 steel that hasn’t been used to cut anything. Compound grind with a nightmarish add to it. Real ultem, (not the fake shit you see around all the time) with black g10 on top. Excellent condition. Comes with CoA card. 170 135 120
https://imgur.com/a/LSCGZP1
Chaves scapegoat street. From the first run not this most recent one. M390 blade steel, factory edge that may have cut like three pieces of tape, carried maybe twice. This one has been modded by Sean Campbell. Cerakoted black scales with a hand rubbed cross hatching that came out amazing. Lightly Black oxide blade (very hard to tell in pics & vid but it looks amazing) all hardware has been black oxide as well. Skull crusher added that had been polished and blackened to match the scales. Action is phenomenal and cross hatching is smooth in hand. Comes with non skull clip,original backspacer which are also both blackened but only the clip is crosshatched & box. 350 285 260
https://imgur.com/a/PDwxrLs
Tasca tools boomboxer knuck in blasted Ti, has been carried very minimal. Could be a nice piece to mod, Comes with a nice leather pouch & CoA. ~~50 45~~ https://imgur.com/a/SfBjsr6
Add on: null sentry pouch, never used or carried so it’s in excellent condition, not much to say about this one. Free with any purchase https://imgur.com/a/rBFTxwh
No trades, PayPal FF with no notes or Zelle. I will ship these items via USPS within the US by Thursday at the latest. If you yolo please chat/dm promptly.

I'm a Berklee Alumnus and I have been licensing my own music, and teaching other musicians how to do the same, for 15 years.
I've decided to change my focus this year and give away a ton of resources I used to charge for, in the spirit of giving back and helping other musicians reach their goals.
I'm starting with my flagship course, The Ultimate Music Licensing Guide. It's a four-hour audio/video course that I used to sell for 77 dollars. I'm giving this and a lot of other resources away for free.
If you're interested in getting the course, head to: https://www.htlympremium.com/

Heyo Im a Lad from europe (GMT+1) looking for people that I could click with or match similar vibe during initial conversation to potentially form a longer discord/internet contact that would ideally include stuff like semi-daily chatting, sharing memes or gaming and such, gotta see how it sorts out
Im INFP-T homebody, which means I spend most of the free time at home meaning my evenings are mostly free, currently in the void and I dont really have anything to fill the time between and I have hard time finding good activies just for myself
I like to describe myself as someone stuck between neet and normal person and thus I have trouble finding contacts, additionaly I like being silly, rarely serious, carefree, clueless, I adjust myself to people I talk to, other stuff coming to my mind is being anxious and having high morals
I'm somewhat of a carefree, dumb and kind person but I have tendency to overthink stuff and get mood shifts
Interest from top of my head include video games and anime outside of that there is stable diffusion, browsing art, collecting things, paranormal, occult/creepy/paranormal stuff, warhammer ,touhou project, meditation, worldbuilding
Random stuff:
-Limbus company is the GOAT
-ffxiv dawntrail waiting room
-I stutter
-I live with 1 dog and 3 cats
-Great teacher onizuka, gintama and ikkitousen are one of my first and fav anime titles
-Grew up on PS1 stuff
-"I listen to every type of music"
-Ai generation is cool and would like to learn to draw one day
-I have huge collection of touhou pictures and music

Heyo Im a Lad from europe (GMT+1) looking for people that I could click with or match similar vibe during initial conversation to potentially form a longer discord/internet contact that would ideally include stuff like semi-daily chatting, sharing memes or gaming and such, gotta see how it sorts out
Im INFP-T homebody, which means I spend most of the free time at home meaning my evenings are mostly free, currently in the void and I dont really have anything to fill the time between and I have hard time finding good activies just for myself
I like to describe myself as someone stuck between neet and normal person and thus I have trouble finding contacts, additionaly I like being silly, rarely serious, carefree, clueless, I adjust myself to people I talk to, other stuff coming to my mind is being anxious and having high morals
I'm somewhat of a carefree, dumb and kind person but I have tendency to overthink stuff and get mood shifts
Interest from top of my head include video games and anime outside of that there is stable diffusion, browsing art, collecting things, paranormal, occult/creepy/paranormal stuff, warhammer ,touhou project, meditation, worldbuilding
Random stuff:
-Limbus company is the GOAT
-ffxiv dawntrail waiting room
-I stutter
-I live with 1 dog and 3 cats
-Great teacher onizuka, gintama and ikkitousen are one of my first and fav anime titles
-Grew up on PS1 stuff
-"I listen to every type of music"
-Ai generation is cool and would like to learn to draw one day
-I have huge collection of touhou pictures and music

Heyo Im a Lad from europe (GMT+1) looking for people that I could click with or match similar vibe during initial conversation to potentially form a longer discord/internet contact that would ideally include stuff like semi-daily chatting, sharing memes or gaming and such, gotta see how it sorts out
Im INFP-T homebody, which means I spend most of the free time at home meaning my evenings are mostly free, currently in the void and I dont really have anything to fill the time between and I have hard time finding good activies just for myself
I like to describe myself as someone stuck between neet and normal person and thus I have trouble finding contacts, additionaly I like being silly, rarely serious, carefree, clueless, I adjust myself to people I talk to, other stuff coming to my mind is being anxious and having high morals
I'm somewhat of a carefree, dumb and kind person but I have tendency to overthink stuff and get mood shifts
Interest from top of my head include video games and anime outside of that there is stable diffusion, browsing art, collecting things, paranormal, occult/creepy/paranormal stuff, warhammer ,touhou project, meditation, worldbuilding
Random stuff:
-Limbus company is the GOAT
-ffxiv dawntrail waiting room
-I stutter
-I live with 1 dog and 3 cats
-Great teacher onizuka, gintama and ikkitousen are one of my first and fav anime titles
-Grew up on PS1 stuff
-"I listen to every type of music"
-Ai generation is cool and would like to learn to draw one day
-I have huge collection of touhou pictures and music

*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 guys,
I am the founder of Promotee, A Reddit Marketing tool that helps you engage and get conversations with your target customers.
I know that a lot of you try to gain traction and traffic from Reddit by making different posts or plugging in links under different posts. I have been in the market of Finding leads on Reddit for more that 2 years now, I have seen all, howitzer to rizz or replyguy. And I am sharing a video with all the learning that I got by talking to more than 100 people who have made real money on Reddit.
I have written a blog on this previously - https://www.saasstartups.org/posts/how-to-find-customers-and-clients-on-reddit/
But I have created a more detailed YT video - https://youtu.be/LwQp647hDXY?si=7o98RVJx4qbuIQva
I am not much of a social media person (except Reddit) or a content creator, but I recently realised that putting myself out there has become a prerequisite for credibility so thought of just sharing what little I know.
Feel free to share a feedback in the comments :)

This community is made for everyone who loves dogs, you can post pictures of your dog, you can ask questions about dogs, breeds, behavior, food, training etc. I am happy to answer, I am a certified dog behavior trainer educated with 23 years experience.
I hope this will become so big that you can also ask each other.
All topics are allowed
I look forward to you posting pictures and videos of your lovely dogs,
I will occasionally get a friend who is a veterinarian to answer questions.
If anyone has ideas to make this community more exciting, please feel free to contact me 🩷🤍🩵

In this post it's fine to post discussions or links related to international politics, even if there is no obvious local connection. Some examples from recent news might be:

• The Trump trials
• UK local elections
• Gaza
• Ukraine
• US attempts to ban TikTok
• Eurovision Song Contest (it's political, fight me)

All the regular rules apply, sources must be provided on request, be civil etc. None of this means that you can't directly post international politics, but you may be asked to elaborate on the NZ connection. An example of a post that belongs here might be "New Russian offensive in Ukraine". A post that can go in the main sub might be "Russia summons NZ ambassador over aid shipments to Ukraine".
Please avoid simply posting links to articles or videos etc. Please add some context and prompts for discussion or your comment may be removed. This is not a place for propaganda dumps. If you're here to push an idea, be prepared to defend it.
In addition to international politics, this is also a place to post meta-discussion about the sub. If you have suggestions or feedback, please feel free to post here. If you want to complain to/about the mods, the place for that remains modmail.
Again, this is experimental but if it works well we'll put this post up weekly and promote the international thing from a request to a rule.

If you are thinking about working at or if you are thinking about donating to Faith Comes By Hearing/Hosanna [https://www.faithcomesbyhearing.com](https://www.faithcomesbyhearing.com/) you should consider the following. Having worked at Faith Comes By Hearing myself for decades, you should be aware of their culture and ideology. (Arranged from most important to least.)
​
\*Treatment of the Bible:
​
Grammatical, historical and cultural context as well as literary genre are all ignored by top management. So, Scripture is often misquoted and misused:
​
Ignoring basic, common sense guidelines, rules for interpreting the Bible results in misinterpreting, misunderstanding, and misapplying the Bible. Management ignores the fact that observation (what the text says) must always come before interpretation (what the text means); and interpretation always comes before application (how the text applies to me). They do not consider the Bible text objectively first: They treat the text subjectively or relatively or assume what the passage text means. And they ignore the fact that a text cannot mean today what it never could have meant to the original authors and original readers. Exegesis is often contrasted with “eisegesis”; the Greek preposition εἰς means “into,” and hence eisegesis means reading your own meaning into the text. Bible study is not reading your personal theology into some biblical passage. Bible study is letting the text talk to us; we are the listeners, not the talkers. Many Christians just want to know what the Bible “means to me.” If you stop to think about it, this just is not possible. We must do the hard work of learning the author’s original meaning first, and without that we can’t ever know “what it means to me.” A text cannot mean what it never meant.
​
\*Feelings and experiences rule:
​
There is a focus by top management on personal experiences and feelings instead of a studied period of reflection: Emotional, simple, popular teaching instead of intellectually careful and doctrinally precise teaching. Bible studies go straight to the question, “What does this passage mean to me?” while bypassing the prior question, “What does the passage say and why do I think my interpretation is correct?” Management promotes and allows employees to get away with applying an understanding of a passage that is based on vague feelings or first impressions and not on the hard work of reading the context, verifying with commentaries and using study tools such as concordances, Bible dictionaries, and the like because a careful exercise of reason is not important in understanding what the Bible actually says for management. Besides, it takes work! For management, Christianity is identified with subjective feelings, sincere motives, personal piety, and blind faith. Management tests the truth not by a careful application of our God-given faculties of thought, or even by biblical mandates (for example, 2 Corinthians 10:5), but rather by private subjective experiences. For the most part, theoretical reason is just not part of the culture at FCBH. In fact, top management will often spiritualizing normal, everyday things like advice, facts, common knowledge:
​
Example during a meeting, the CEO said he saw a full moon, then clouds formed & covered the moon, then clouds dissipated. He then said he felt God say: "I can turn nothing into something; something into nothing; turn this ministry into something & if it goes thick & blocks Jesus; it has to diminish.”
​
So, personal, subjective experiences that top management shares equals truth that employees must agree with or at least accept as true.
​
Also, time is money, but management uses their mandatory meetings to discuss controversial or complex topics (e.g., fasting, communion, tithing, personal stewardship of money, helping the homeless, how to create more interaction with remote workers, how to retain employees, how to hire more Gen Z employees, past trauma), most of which are unrelated to the actual work. Then they ask employees (most of which have no authority to get things changed/done) what their opinion is about the controversial or complex topic, instead of consulting with professionals or experts.
​
So, top management will read a bible verse (not a paragraph, not a chapter, a verse; usually out of context) using a version of the Bible that is almost a paraphrase. Then share something personal that happened to them, something they did or saw or experienced or a personal conviction that is not related to the verse. Then explain how they felt about it, how they interpreted it. Then they will ask employees (especially internationals) to share similar experiences. And, then if no one shares or comments or speaks, management makes employees feel guilty: Along the lines of “So, God is not working in your life?”
​
Example: “I felt God give me this verse about gossip. Let me share with you some personal stories about gossip…. This is how I see it. Now, in the last 5 min of our time, I want people to share. I especially want input from internationals. Does anyone have anything to say about this? No, one? Is God not speaking to you? How can God not be moving and speaking? This is unreal….”
​
Top management will often use a reader response or subjective biblical interpretation: “This is what I think this verse means. What do you think this verse means? What stood out to you? What did you learn? What is God asking you to apply?” This is a very self-centered way to interpret Scripture. The focus is all about you. What you think. What you feel. But, “The Bible is not about you.” - Timothy Keller. And this leads to people looking at the same verse and coming up with completely different interpretations. Everybody seems to have an opinion on what the Bible says/teaches.
​
So, instead of discovering what the original author said to the original readers. They will take Biblical concepts (e.g., called to ministry; felt led by the Spirit; God spoke to me; felt peace) and then add new meanings to them which the original author did not intend. This is dangerous since it leaves employees with doubt, disillusionment, disappointment, discouragement, and false hope and can leave them with unmet, unrealistic, and false expectations. Top management will also take subjective, unclear biblical principles or non-essentials, or personal convictions and make them scriptural authority and then judge other Christians who do not agree. They will treat the Proverbs as promises. They will also not make an effort to distinguish between Biblical principles and practices which are relative, time bound, culturally subjective, Biblically illustrated (not commanded). They will often make hasty generalizations. They will beg the question. They will commit special pleading, dictionary simpliciter, reductive, faulty analogy and many other fallacies. They will also allegorize promises in Scripture and spiritualize all principles. They assume that all historical narratives have individual identifiable moral application. God’s word should be taught clearly, not in a distorted manner. Top management will proof text and use religious words to promote their agenda.
​
And top management will encourage others to have this view/philosophy of Bible interpretation. Many incorrectly interpret the Bible and do not even realize it.
​
I pray to God that this bad method of interpretation is not being taught to internationals, to people who have never had bibles, who do not have biblical discernment, who don't know any better.
​
\*Inductive Bible study and internationals:
​
Hermeneutics has been defined as the science and art of biblical interpretation. Hermeneutics helps us understand the Bible. It is a science because there are specific rules the interpreter must follow. It is an art because it takes years of practice to develop the ability to employ those rules properly. There is a difference between a novice and a seasoned interpreter. Hermeneutics has two basic steps, finding what the text meant to its original audience, and then seeing how it applies to our current situation. Unfortunately, many people (Americans included), impose their own personal experiences, theology, and modern culture on to the Biblical text.
​
Fortunately, God has allowed us (especially Americans) to have Bible dictionaries, commentaries, handbooks, atlases, etc., to help us with correct hermeneutics, to understand the essential historical and cultural information - the context of the original author and readers of the Bible. We have tools that shed light on the text and help us to arrive at the correct interpretation. When you read a commentary, it will provide checks and balances against your possible mistakes. They can answer questions that a reading of the text can never provide or ask questions that you may never think of asking. Unfortunately, many international people groups do not have access to these tools (or even access to mature, trained, and experienced Christians and pastors). And even if they do have access to resources, they may not know how to use them properly (i.e., limitations of commentaries).
​
Grammatical-Historical Method or Inductive Bible study can easily be done with printed or digital Bibles. But how can a person do this with audio and video Bibles? This is critical especially for international people groups that do not have access to (and may never have) print Bibles.
​
False gospels and heresies are popular in illiterate people groups because they are not taught discernment or how to evaluate Scripture and the thoughts of others for themselves. People with ulterior motives misuse Scripture and end up influencing the illiterate.
​
If these Bible Films and audio Bibles are considered to be actual Bible Translations – video and audio translations of the Bible and the equivalent to and sometimes a replacement for print scripture – then should we also make it a point to teach people who are watching and listening to our video and audio Bible translations Biblical hermeneutics (historical-grammatical interpretation)? How to study the Bible properly for themselves?
​
My experience has been that many non-Christians (and Christians) misquote or misinterpret the Bible because they do not know how to actually read and study it on their own to find out what the text actually meant to the original author and audience and seeing how it applies to their current situation.
​
There are many ways to study the Bible, and there are many excellent study aids available to help you with specific books of the Bible. But the most important thing you need to remember is that to find out what the Bible says, you need to read it yourself in a way that will help you discover what it says, what it means, and how you are to apply it to your life. And the best way to do this is through the process called inductive study. Inductive study doesn’t tell you what the Bible means or what you should believe. Instead, it teaches you a method of studying God’s Word that can be applied to any portion of Scripture at any time.
​
Inductive Bible study draws you into personal interaction with the Scripture and thus with the God of the Scriptures so that your beliefs are based on a prayerful understanding and legitimate interpretation of Scripture.
​
\*Artistic freedom concerns:
​
Another concern is with the artistic freedom or personal preference when it comes to audio and video Bible media (when these function as replacements for print Scripture). How much can be taken before you compromise the historical accuracy or the meaning and understanding of the original message? A good translation must be faithful to the historical situation and not change the cultural background. In Bible Translation, the translator’s first job is to study the text carefully to discover the correct meaning (what the original author wanted to communicate). Do international people groups understand that the “artistic freedom” (e.g., how the film is lit, the key shots, angles it shoots from, close-ups, point of view, sets, locations and props, editing, the dialogue and the actors’ performance and emotions, wardrobe choices, soundtrack, visual transitions, reference shots), the visuals and sound, are all NOT inspired?
​
Biblical and Orthodox Christianity teaches that All Scripture (not just some) is inspired by God who utilized the human element within man to accomplish this without error.The very WORDS (not just the ideas, even parts of letters, and sometimes the tense of verbs) are a result of the mind of God expressed in human terms and conditions. The Bible IS fully true in all that it teaches or asserts to be true (including historical and scientific matters). Only the original documents (autographs) are completely free from error. Does FCBH make an effort to explain this to people groups? If not, then there will be conflict when the visuals and sounds that are added do not match the Biblical text. There will be confusion, doubt, disillusionment, disappointment, discouragement, false hope when people are confronted with unmet, unrealistic, and false expectations.
​
So, using audio and especially video as Bibles should come with some teaching of the basic principles of film criticism, the doctrine of inspiration (difference between artistic freedom and the Word of God), and inductive Bible study or Bible interpretation.
​
\*Communicating the truth:
​
They employ a presuppositional and fideistic/experiential approach to evangelism: In the many testimonies that are shared, many of the people who receive the audio bibles say they believe in Jesus because FCBH gave them bibles that are in their native language. Makes you wonder what would happen if the audio was from the Quran or book of Mormon. Would they believe in anything as long as it was in their own language? FCBH does not seem to make sure people are actually believing facts. There seems to be no appeals to evidence and reason for the truthfulness of the Christianity. One should become a Christian and believe that Jesus is God because it is true (from reason, historical evidence, archaeological evidence, theistic arguments) and not because the Bible one reads is in a certain language. You should follow Jesus because He is God and proved it; not because He speaks your language.
​
\*Hearing from God?
​
Many in management practice “hearing from God” and then claim God said something specific and personal to them and to the ministry. This practice uses God's name in vain. And often use God to avoid personal responsibility - “I heard from God; God told me; I felt led; God spoke to me…” They then put what happens on God, so they avoid any personal responsibility if it does not come to pass. They make Christianity out to be personal, private, and a matter of “how I feel about things.” Many Christians actually feel spiritually sub-standard and defeated because for them “the heavens have been silent”. This can be debilitating, and it’s profoundly unfair to employees if their only shortcoming is entertaining a false expectation of what a relationship with God entails. Conversations are often littered with casual references to one’s latest revelations without any sense of the gravity of the assertion, or any sense of responsibility to justify the claim. Even Jesus Himself didn’t presume to speak for God without compelling evidence. But, management takes personal opinions and spiritualize them as if they were God’s word to give divine authority to impulses or thoughts that drift through their minds. To say “God is telling me” gives feelings an authority the Scripture does not justify and virtually ends debate. You can’t argue with the person if God supposedly gave the command. Trusting inner feelings is not biblical. It’s confusing at best, and dangerous at worst.
​
And with certain requests from employees, when top management does not want to do something, they will respond by saying things like: “I need to pray about it first. Sorry, I do not feel led. I need to get confirmation first. I need to have peace about it first. I need to hear from God first.” But with other things, with things they want to do, they do not need to pray about it first, do not need to feel led, do not need to get confirmation first, do not need to have a peace about it first, do not need to hear from God first. When management does not want to do something, they pass the responsibility off to God (“We cannot…. because God didn’t tell us to do it. Didn't get confirmation.”); but when they do want to do something, they don't seek God and do what they want (“We have decided and are going to… and we don’t need to ask God for guidance or permission”).