Example introductory letter for new member of staff
r/CarTalk
2010.09.20 06:45 darthcaldwell r/CarTalk
The place to talk about your car
2009.06.24 17:40 allahuakbar79 Scambaiting
Welcome To /SCAMBAIT! The Largest Scambaiting Community On Reddit! Scambaiting by definition is the practice of feigning interest in a fraudulent scheme in order to waste a scammer's time and resources to keep them away from real victims. Share your scambaiting success stories, workflows, techniques, or post questions to other members of the group.
2008.08.29 05:25 Social Engineering
2024.05.14 23:46 ConcernedParent28804 Life with a Troubled Daughter & Red Hawk Academy
I am a parent of a troubled teen and this is my first post on Reddit. I registered for an account, just to make this post.
About three months ago, I found a post on Reddit discussing Red Hawk Academy in Littlefield, Arizona and it made me so angry I posted a response.
You can find the original posting at troubledteens Beetlejuicenewton.
Here was my written response to the original post:
"This comment is absolutely inaccurate and incorrect. My daughter has been there for months. I speak to her every week and we exchange letters throughout the week. This is the third program, she has been in and hands down the best program. You should not make accusations when you are not the parent and not actively involved in the program. I highly recommend this program. The staff are incredible and have helped my daughter tremendously. To all parents out there, call the school and ask to speak to Valerie. I have told Valerie that I will gladly speak to any parents who are interested in the school. This program has saved my daughter.) and was utterly shocked about what was being said about Red Hawk Academy."
Not understanding how social media works (in this case Reddit), I did not know that one's opinion can be removed from a site if the comment is contrary to the original post.
After posting this comment, I received an email from Reddit that my post had been removed and I was banned from the conversation. It took me awhile to calm down, but now I am in a place where I create a thoughtful post discussing my life with a troubled daughter and our experience with RHA.
Unlike the troubledteens Beetlejuicenewton post, I will not ban individuals who disagree with me.
This is my story...
In 2020, I started to notice a difference in my daughter who was 13 years old. I started to see a shift in her behavior. She was being inappropriate while on the internet, hanging out with troubled kids, and being very unkind to her family members. She started to lie, which turned into chronic lying. She started to get mad and hit her head into the wall. She never hit her head hard enough to receive a concussion, but it did get our attention. One day, I sat her down to discuss her behavior and took her phone. When I opened the phone, she had a screensaver that was a short clip of 2 toddlers being hit by a car. When I asked her why she had this as her screensaver, she said she thought it was funny.
Fast forward a couple of months....she was in therapy that was completely useless. She managed to make a handful of the therapist cry or get really upset. My daughter seemed to find humor in upsetting others. Her lack of empathy was beyond scary. She continued to hit her head into the wall every time she was upset. She then threatened to hurt herself, but it seemed to be more of a threat than anything else.
Fast forward three years...from the age of 15 to 16....she tried to "kill" herself twice (actually didn't really hurt herself, but it did get her into the hospital), hospital dependent (always wanted to be admitted to the hospital), suspended from school for inappropriate behavior (my daughter and her boyfriend were making out at lunch with hands down each others' pants), shoplifted (she shoplifted back-to-back days and took her little brother with her to provide cover), unprotected sex (I only found out because she thought she was pregnant), lying all of the time (she forgot how to tell the truth), cutting herself and still hitting her head into the wall, treated her little brother like crap (he would come to me crying, and tell me that he just wanted a "normal" sister), experimented with drugs (she only told me because she was feeling off and was scared), allowed strangers on the internet watch her sleep)....the list goes on and on.
This all happened within the timespan of 1 year! She was diagnosed with depression, anxiety, bipolar disorder, and borderline personality disorder. (For parents with daughters who have been diagnosed with borderline personality disorder, there is a great book I found on Amazon - When you Daughter has BPD: Essential Skills to Help Families Manage Borderline Personality Disorder by Daniel S. Lobel, PhD.)
Our family finally hit the breaking point. My husband and I were fighting all of the time, my son was so upset about his sister's behavior, and I was on the verge of having a breakdown. I cried all of the time and was so very sad about what was happening to my daughter.
We decided that we needed to send her some place. We could not manage her and she needed more help than we could provide. We sent her to a wilderness camp in Utah that came highly recommended by our therapist. I was scared to send her there, but I did not know what else to do. During her time at the wilderness camp, we had a neuropsychological assessment conducted, which resulted in an autism diagnosis. While she was slightly on the spectrum, it was clear that her behavior was driven by her borderline personality disorder. Within 5 weeks at the facility, we were advised that she was not a good fit for the program and we needed to find a therapeutic boarding school for her.
The wilderness program recommended a therapeutic boarding school in Oregon. We enrolled her in this program. She was a hot mess...she would not get out of bed and refused to go to school. She starting hitting her head into the wall (again), which the staff would not stop because the facility was a "no touch" facility, and the staff would just attempt to "redirect" her. She would punch and kick walls. Within 4 weeks of being at the school, the school called us and told us that we needed to immediately come pick her up because she was threatening to harm the staff members.
We felt desperate and full of despair. We did not know where to turn. We found the one and only program that has helped her....RED HAWK ACADEMY.
I initially called and spoke to Valerie. She and her husband, Sonny, own the school. Instantly, I felt heard and understood. During that initial conversation it came up that the school had received a reputation (not at the school's request) as the school that would take the girls that were kicked out of other programs. When I was filling out the paperwork (which is required for all programs), I got nervous because I had to sign a form that provided RHA with temporary guardianship. I prayed that this would not backfire on me. Unlike the other schools, RHA could restrain the girls when absolutely necessary. People instantly make accusations when the word "restraint" is involved in programs. What people do not understand, and unless you are in the unfortunate situation where you have a kid like my daughter, programs that restrain are absolutely essential. My daughter continually hurts herself and I need someone to stop her.
We dropped my daughter off at the school and hoped (with all of the hope we had left), that RHA would help our daughter. Programs, like RHA, are designed to help troubled kids. By no means, is this a vacation for your daughter or a break from the real world. My daughter tried everything she could to get kicked out of the program. She went so far as to orchestrate a fight with another student so they could both be kicked out. Unfortunately for her (and fortunately for us), she had consequences none of which involved removal from the school.
I have been so scared that we could not find help for her and that she would end up on the street when she turns 18 and most likely would end up homeless, uneducated, and in prison.
My daughter has been at RHA for 6 months and she is now at the point where therapy can begin. She has been so combative and defiant that it took 6 months for her to realize that she was not going anywhere and the only way she would leave the school was to complete the program.
While there have been good and many bad days, I am finally seeing a version of my sweet daughter. The daughter who used to hold my hand and tell me she loved me. For parents who are struggling, know that there are parents who understand your pain, understand the feeling of being out control, and understand how you become unsure of yourself (and your parenting skills). Just remember that you can change the trajectory of your daughter's life by getting her the help she needs. Welcome the opportunity to send her to a therapeutic school, like RHA, where she can get the helps she needs.
Thank you for reading this ridiculously long post, and I hope you can find some peace in knowing that are safe, supportive programs that can help your daughter!
I am going to write another post that specifically discusses RHA. Feel free to reach out if you have any questions.
submitted by ConcernedParent28804 to u/ConcernedParent28804 [link] [comments]
About three months ago, I found a post on Reddit discussing Red Hawk Academy in Littlefield, Arizona and it made me so angry I posted a response.
You can find the original posting at troubledteens Beetlejuicenewton.
Here was my written response to the original post:
"This comment is absolutely inaccurate and incorrect. My daughter has been there for months. I speak to her every week and we exchange letters throughout the week. This is the third program, she has been in and hands down the best program. You should not make accusations when you are not the parent and not actively involved in the program. I highly recommend this program. The staff are incredible and have helped my daughter tremendously. To all parents out there, call the school and ask to speak to Valerie. I have told Valerie that I will gladly speak to any parents who are interested in the school. This program has saved my daughter.) and was utterly shocked about what was being said about Red Hawk Academy."
Not understanding how social media works (in this case Reddit), I did not know that one's opinion can be removed from a site if the comment is contrary to the original post.
After posting this comment, I received an email from Reddit that my post had been removed and I was banned from the conversation. It took me awhile to calm down, but now I am in a place where I create a thoughtful post discussing my life with a troubled daughter and our experience with RHA.
Unlike the troubledteens Beetlejuicenewton post, I will not ban individuals who disagree with me.
This is my story...
In 2020, I started to notice a difference in my daughter who was 13 years old. I started to see a shift in her behavior. She was being inappropriate while on the internet, hanging out with troubled kids, and being very unkind to her family members. She started to lie, which turned into chronic lying. She started to get mad and hit her head into the wall. She never hit her head hard enough to receive a concussion, but it did get our attention. One day, I sat her down to discuss her behavior and took her phone. When I opened the phone, she had a screensaver that was a short clip of 2 toddlers being hit by a car. When I asked her why she had this as her screensaver, she said she thought it was funny.
Fast forward a couple of months....she was in therapy that was completely useless. She managed to make a handful of the therapist cry or get really upset. My daughter seemed to find humor in upsetting others. Her lack of empathy was beyond scary. She continued to hit her head into the wall every time she was upset. She then threatened to hurt herself, but it seemed to be more of a threat than anything else.
Fast forward three years...from the age of 15 to 16....she tried to "kill" herself twice (actually didn't really hurt herself, but it did get her into the hospital), hospital dependent (always wanted to be admitted to the hospital), suspended from school for inappropriate behavior (my daughter and her boyfriend were making out at lunch with hands down each others' pants), shoplifted (she shoplifted back-to-back days and took her little brother with her to provide cover), unprotected sex (I only found out because she thought she was pregnant), lying all of the time (she forgot how to tell the truth), cutting herself and still hitting her head into the wall, treated her little brother like crap (he would come to me crying, and tell me that he just wanted a "normal" sister), experimented with drugs (she only told me because she was feeling off and was scared), allowed strangers on the internet watch her sleep)....the list goes on and on.
This all happened within the timespan of 1 year! She was diagnosed with depression, anxiety, bipolar disorder, and borderline personality disorder. (For parents with daughters who have been diagnosed with borderline personality disorder, there is a great book I found on Amazon - When you Daughter has BPD: Essential Skills to Help Families Manage Borderline Personality Disorder by Daniel S. Lobel, PhD.)
Our family finally hit the breaking point. My husband and I were fighting all of the time, my son was so upset about his sister's behavior, and I was on the verge of having a breakdown. I cried all of the time and was so very sad about what was happening to my daughter.
We decided that we needed to send her some place. We could not manage her and she needed more help than we could provide. We sent her to a wilderness camp in Utah that came highly recommended by our therapist. I was scared to send her there, but I did not know what else to do. During her time at the wilderness camp, we had a neuropsychological assessment conducted, which resulted in an autism diagnosis. While she was slightly on the spectrum, it was clear that her behavior was driven by her borderline personality disorder. Within 5 weeks at the facility, we were advised that she was not a good fit for the program and we needed to find a therapeutic boarding school for her.
The wilderness program recommended a therapeutic boarding school in Oregon. We enrolled her in this program. She was a hot mess...she would not get out of bed and refused to go to school. She starting hitting her head into the wall (again), which the staff would not stop because the facility was a "no touch" facility, and the staff would just attempt to "redirect" her. She would punch and kick walls. Within 4 weeks of being at the school, the school called us and told us that we needed to immediately come pick her up because she was threatening to harm the staff members.
We felt desperate and full of despair. We did not know where to turn. We found the one and only program that has helped her....RED HAWK ACADEMY.
I initially called and spoke to Valerie. She and her husband, Sonny, own the school. Instantly, I felt heard and understood. During that initial conversation it came up that the school had received a reputation (not at the school's request) as the school that would take the girls that were kicked out of other programs. When I was filling out the paperwork (which is required for all programs), I got nervous because I had to sign a form that provided RHA with temporary guardianship. I prayed that this would not backfire on me. Unlike the other schools, RHA could restrain the girls when absolutely necessary. People instantly make accusations when the word "restraint" is involved in programs. What people do not understand, and unless you are in the unfortunate situation where you have a kid like my daughter, programs that restrain are absolutely essential. My daughter continually hurts herself and I need someone to stop her.
We dropped my daughter off at the school and hoped (with all of the hope we had left), that RHA would help our daughter. Programs, like RHA, are designed to help troubled kids. By no means, is this a vacation for your daughter or a break from the real world. My daughter tried everything she could to get kicked out of the program. She went so far as to orchestrate a fight with another student so they could both be kicked out. Unfortunately for her (and fortunately for us), she had consequences none of which involved removal from the school.
I have been so scared that we could not find help for her and that she would end up on the street when she turns 18 and most likely would end up homeless, uneducated, and in prison.
My daughter has been at RHA for 6 months and she is now at the point where therapy can begin. She has been so combative and defiant that it took 6 months for her to realize that she was not going anywhere and the only way she would leave the school was to complete the program.
While there have been good and many bad days, I am finally seeing a version of my sweet daughter. The daughter who used to hold my hand and tell me she loved me. For parents who are struggling, know that there are parents who understand your pain, understand the feeling of being out control, and understand how you become unsure of yourself (and your parenting skills). Just remember that you can change the trajectory of your daughter's life by getting her the help she needs. Welcome the opportunity to send her to a therapeutic school, like RHA, where she can get the helps she needs.
Thank you for reading this ridiculously long post, and I hope you can find some peace in knowing that are safe, supportive programs that can help your daughter!
I am going to write another post that specifically discusses RHA. Feel free to reach out if you have any questions.
2024.05.14 23:31 surprisedkinder Childish Gambino's "This is America" is Actually a Drake, Jay Z and Diddy Diss
Before going into it, I want to mention how this post was inspired by three things. One was user u/HastyvonFuego2 and their post on going down the rabbit hole on the Kendrick sub last week. It was also inspired by Childish Gambino’s first album release in nearly 6 years where I have been sitting on this idea for a while but he inspired me to finally post this week like he did (never posted on Reddit at all before so be gentle if I am not doing it right)! I was also inspired by an interview Bino gave to GQ about breaking down his most iconic characters. In this interview he says how This is America started out as a Drake diss but then he realized the song was too hard for just Drake so he kept working on it. He also talks in this interview about how all culture is about compression. Which means that yes, This is America is about the gun violence and police issues in America, but compressed in this video is also more about where that culture comes from which he shows is from a small handful of rap moguls, namely Drake, Diddy and Jay-Z (bear with me on this long post, I think/hope it will be worth it). At the end I talk briefly about how Little Foot Big Foot might be in this same vein of cultural compression.
[Intro: Choir]
Yeah, yeah, yeah, yeah, yeah
Yeah, yeah, yeah, go, go away
The beginning of this song has no background music yet, which really gives it an ‘in the beginning’ feel. Then Gambino starts doing his dances with weird facial expressions. I will explain as we go through his video how those expressions and dance moves represent different famous rap moguls. One easy look to pick out right away is Jay-Z’s famous lip curl/growl look that Gambino gives with a head nod repeatedly. The colonial pants have been a hot topic, but since it’s only the pants that are colonial, Gambino is saying the bottom or basis for this violent culture in America is ultimately colonialism. The lyrics ‘Go Away’, are likely foreshadowing the rap moguls wanting other popular rap rivals to ‘go away’ or they will make them (aka murder them) for profit.
[Bridge: Childish Gambino & Young Thug]
We just wanna party
Party just for you
We just want the money
Money just for you (Yeah)
Usually you want money for yourself and to party for yourself, so this is a bit odd. But what Gambino is referring to is similar to these Diddy ‘freakoff parties’ we are hearing about where people who want to be famous are really partying for these rap moguls so they can get close to them. Where they suck up to them saying that they want to earn the mogul money from their songs.
I know you wanna party
Party just for free
Girl, you got me dancin' (Girl, you got me dancin')
Dance and shake the frame (Yeah)
Then this almost feels like the Diddy rebuttal where he’s like ya I know you want to party and you want to do it for free. Like Katt Williams says, “you gotta tell Diddy no”, it is never free to go to those parties. There are always consequences. When you are partying you are dancing, but shaking the frame could refer to how those boundaries/edges are being crossed, lines are blurred, etc.
Then in the video, the fellow who was playing the guitar gets shot and things turn dark from happy music. I believe that this guitar tune is meant to represent 2Pac and Nas’s song Thugz Mansion. It’s one of the original greats from ‘in the beginning’. Nas famously has always had major issues with Jay-Z too (More on why 2Pac and Nas later). It also represents how it was these moguls who murdered 2Pac like Jaguar Wright and Katt Williams keep saying. Where these murders only lead to more money and fame for the killers when the dead artists’ and their music are exploited more easily.
Also note that the gun gets taken away by a school kid after the shooting, more on this later as well.
[Verse 1: Childish Gambino, Young Thug, Blocboy JB & 21 Savage]
This is America (Skrrt, skrrt, woo)
Don't catch you slippin' now (Ayy)
Look how I'm livin' now
Police be trippin' now (Woo)
Yeah, this is America (Woo, ayy)
Guns in my area (Word, my area)
There is a song called Guns in My Area by Lil Weiner and Baby Chapox that paints a vivid picture of the everyday struggles and conflicts faced by those living in communities affected by gun violence. More compression of other songs and the American gun culture.
I got the strap (Ayy, ayy)
I gotta carry 'em
I am almost certain this line is referring to 2Pac’s song Changes. Throughout This is America, Gambino takes lines from Pac’s song: “They get jealous when they see you with your mobile phone” (referred to later in this a Celly, that’s tool) “That's the sound of my tool, you say it ain't cool, My mama didn't raise no fool”
“And as long as I stay black, I gotta stay strapped, And I never get to lay back” It seems like Gambino broke up these lyrics and scattered them throughout his song. This plays into the theme that everyone is using 2Pac and enriching themselves off of his image and music. I show below how this particular section of the video represents Diddy meaning that Diddy himself is exploiting his music (and alleging that Diddy killed Pac?). We could see this exploitation play out at length with how much Diddy milked the death of Biggie like in Every Breath You Take.
Yeah, yeah, I'ma go into this (Ugh)
Yeah, yeah, this is guerilla (Woo)
Yeah, yeah, I'ma go get the bag
The song Gorilla War by $uicideboy$ and Ramirez talks about getting a bag repeatedly in the course. Also in Otis with Kanye and Jay-Z their lyrics talk about going gorilla (I talk about this song more further down), so it could be referring to this as well. It seems like Gambino is trying to pull out lyrics from all across the rap culture and embed them in his song to highlight the ‘cultural compression’.
Yeah, yeah, I'm so cold like, yeah (Yeah)
I'm so dope like, yeah (Woo)
We gon' blow like, yeah (Straight up, uh)
I think that all of the school kids in the video represent all of the rappers that are signed with these big labels. Which is interesting because they are the ones facilitating the guns for the moguls in the video. You can see that the mogul is really focused on the kids and gets agitated and directs them to follow him whenever they stray off a bit like they are his pupils, or like he owns them. Then all of a sudden the camera comes into a scene where you can see more kids shooting a rap video and all shooting money from a Supreme gun. The camera zooms out almost to show you that this is the mogul’s whole rap empire they are looking over, all of their kids in one place (this empire already includes some chaos in the background). It’s subtle but hilarious, Gambino puts fricken chickens on the ground where the kids are filming the rap video. He is directly calling all of these rappers complete chickens for playing up this lifestyle and being the cause of so much chaos rather than coming out and telling somebody what’s really going on. Trying to get their money over everything else.
[Refrain: Choir & Childish Gambino]
Ooh-ooh-ooh-ooh-ooh, tell somebody
You go tell somebody
Grandma told me
Get your money, Black man (Get your— Black man)
This is where things start to get interesting. Gambino is literally saying, go tell somebody about this! We all know what’s happening, why don’t you go let people know how bad it is? But like Jaguar Wright said, who do you tell when these moguls have the cops and feds paid off? This video is literally Gambino putting it all out there in this extremely popular song for everyone to see but yet we still just see the dancing and the violent chaos of people and police in the streets and not the root cause that is hidden in plain sight.
The vast majority of those who reviewed this video until now think this scene represents the tragic church shooting in Charleston in 2015. I think it does, but we also have to look at this from an angle of compression.
The people in the choir are all of the people who are currently singing the rap mogul’s praises and who are focused on going and getting what’s owed to them, get their money (who are also profiting off of the dead fellows music since it goes back to the original tune). You can see that each choir member has a distinct look to them. Think about who you are hearing about now who is about to be implicated in these freak offs and evil deeds. Is that Will Smith in the back left corner!? The short bald fellow in the front left maybe Kevin Hart? Rick Ross or TD Jakes maybe the bigger guy towards the back right? When the camera zooms in on the choir right at first to show their faces, doesn’t the guy in the bottom middle look like an uncanny version of Jordan Peele? Or is that meant to be Cuba Gooding Jr? Then just like the guitar fellow at the beginning, bang. You may be singing Diddy’s praises now, but he will cut you down whenever he suddenly feels like it.
I think almost for sure this initial section of the music video is Gambino acting as Diddy, because right after he shoots the choir, he does the elbow pump/chicken dance. At 3:14 in Diddy’s video for P.E. 2000 he does the chicken dance (he is up first in the video and I think Gambino is trying to say here I first present to you the first public enemy of 3 in this song). That elbow dance signals that it was Diddy and this is the end of his section.
[Chorus: Childish Gambino, Young Thug, Slim Jxmmi & Quavo]
This is America (Woo, ayy)
Don't catch you slippin' now (Woo, woo, don't catch you slippin' now)
Don't catch you slippin' now (Ayy, woah)
Look what I'm whippin' now (Slime!)
There have been many accounts of celebrities being given fancy cars after suffering abuse at the hands of these moguls. So these lyrics are saying that you better not slip up and tell people what’s really going on. And if you don’t look at this sweet carecord deal/movie contract I am going to give you. Beiber told this story about Diddy wanting to give him a luxury car.
Now suddenly, the dance switches from the chicken dance to a sudden bicep flex to signal us that we have now moved on from Gambino representing Diddy to our next mogul.
[Verse 2: Childish Gambino, Quavo, Young Thug, 21 Savage & BlocBoy JB]
This next chunk of the video is all about Jay-Z. I think this is the case because he throws his arms up in a bicep flex just like Jay does in the Otis music video at 2:38. And it makes sense Gambino would pick a dance move from a video with a huge American flag in the background to fit the ‘This is America’ theme. Gambino is mocking him saying, who are you really, the pretty guy or this hard gangster like Gambino shows in his dancing. Also right before they pan to the kids on the balcony, Bino also does Jay-Z’s signature lip curl look a couple times so we know it’s him and to signal the end of his section.
Look how I'm geekin' out (Hey)
I'm so fitted (I'm so fitted, woo)
Jay-Z is famous for making the fitted Yankees cap famous, it’s his signature look. More signs this verse is about Jay.
I'm on Gucci (I'm on Gucci)
Jay-Z has been seen in full wallpaper Gucci sweat suits but could also be referring to Gucci Mane who he hung out with at Beyonce’s tour around the time this song was released.
I'm so pretty (Yeah, yeah, woo)
I'm gon' get it (Ayy, I'm gon' get it)
Watch me move (Blaow)
These lines are probably referring to Jay-Z having a hidden preference for men, especially with the way Gambino flicks his wrist in the video when he says I’m so pretty.
This a celly (Ha)
That's a tool (Yeah)
On my Kodak (Woo) Black
I think that “this a celly, that’s a tool” harkens back to 2Pac’s lyrics in Changes where he sings, “They get jealous when they see ya with your mobile phone” then shortly after that he sings about the sound of his tool, referring to shooting a gun. But Childish flips these lyrics on their head. He is saying that it’s really the phone that’s a tool to be using, not a gun. And pans up and shows (the school kids specifically) on the balcony filming everything going on below. He’s telling the kids/other rappers, use your phone as a tool, you can record these bad deeds when you get blackmailed into being at the freak off. That’s how you can kill them and their career, not with a gun. Go tell somebody! There is also the reference to Kodak which plays into the picture taking theme, but also because Kodak Black has been accused of assaulting a teenage girl in a hotel room. So we have a good idea of what Gambino suggests all the kids start filming and collecting evidence of.
Ooh, know that (Yeah, know that, hold on)
Get it (Woo, get it, get it)
Ooh, work it (21)
Now we are onto Drake’s part. In the video Gambino starts doing the BlocBoy JB dance called Shoot. Drake is known for doing these little viral dance moves like in Hotline Bling. But not only that, this dance is also used in the song that both BlocBoy JB and Drake collaborate on for their video Look Alive. It starts at 2:07 in the Look Alive video. So this is Drake’s dance to signal his part is now starting.
Note this is where the pale horse rides by also potentially saying that Drake is one of the horsemen of the apocalypse. Interestingly, Drake’s collab with BlocBoy JB was pretty much the apocalypse for BlocBoy’s career, who hasn’t had a hit since.
Hunnid bands, hunnid bands, hunnid bands (Hunnid bands)
Contraband, contraband, contraband (Contraband)
I got the plug in Oaxaca (Woah)
They gonna find you like "blocka" (Blaow)
Again, we know this is Drake’s section because his song 10 bands starts out by saying “10 bands, 50 bands, 100 bands” almost identical to Bino’s lyrics here. Also Blocka was famously used by Biggie in his song Gimme the Loot which could be referring to Biggie's demise like Pac’s and making money from his death. Everything in this industry originates from pushing drugs, which has been alleged through the trafficking that Diddy, Jay-Z and Drake do through their private jets likely connected to their bosses, the Clive Davises and Lucian Grainges of the world. This escalates rap beefs and the whole culture to the next level where murder is often a consequence for young rappers in their prime when international drug lord money is involved.
An interesting point is this is the only time where Childish was about to shoot someone in the video, but where he didn’t have a school kid either handing him the gun or taking it away carefully from him. (Maybe also a diss at Drake that even though he acts hard he doesn’t shoot, he gets his horseman of the apocalypse to do his dirty deeds for him instead perhaps?). This is the beginning of the end for the rap mogul as he no longer has his kids doing his bidding for him. A simple message to show how the violence can be stopped, that these shootings can end when the kids stop enabling them. So then as soon as he can’t react in that moment and shoot someone his anger is forced to chill out, as shown by smoking a J, and to go back to exploiting the dead man’s music instead. If you don’t put a gun in someone’s hand when they are heated, those feelings too shall pass - kinda feel.
[Refrain: Choir, Childish Gambino, & Young Thug]
Ooh-ooh-ooh-ooh-ooh, tell somebody
America, I just checked my following list, and
You mothafuckas owe me
Whose voice does that sound like!? It sounds a lot like Diddy to me, public enemy #1. This is basically saying that the moguls are the ones who we all owe it to for all of this glorified gun violence in America. That we owe them way more follows and likes for what a massive influence they have had on the violence and chaos we see in America today.
Grandma told me
Get your money, Black man (Black man)
(1, 2, 3—get down)
In Moneybagg Yo’s song 1, 2, 3, he also has a line that says “1, 2, 3, let’s go!” in a similar vein.
But something interesting I came across was Nas’s song Get Down where they use a sample from James Brown's “The Boss” that sounds extremely similar to the way Gambino screams “Get Down!” Which would fit well if the guitar singer from the beginning is meant to be Nas and Pac doing Thugz Mansion.
Also make sure you check out Nas’s song Get Down so that you can hear how much Jay-Z outright copied this song for The Story of OJ. From the musical structure with the piano and interwoven samples right down to the theme reiterated by the sample at the end of Nas’s song: “If that’s how our people are gonna get down, how are we ever gonna get up?”
SZA
Finally to wrap up the video, I have been stumped for a long time as to why SZA is randomly at the end of this video sitting on one of the cars. But I think I finally know why and it reconfirms that this last scene is all about Drake. If you watch Drake’s music video for Worst Behavior (not very Canadian of him to spell behaviour that way I might add) you will see Drake rapping and dancing with a few cars surrounding him and one of those cars has other rappers making cameos in it. In Gambino’s video SZA represents that car with a famous cameo. I think this is further confirmed when the black edges of the video start closing inwards at the end of This is America, the exact same way that Worst Behavior ends. So why SZA as the cameo then? Cause it reminds people that Drake is a p*do.
This is from an article in the Rolling Stone: In 2020, Drake revealed publicly that he and SZA had dated over a decade ago, well before she was an established artist (her earliest music goes back to around 2012; her critical breakthrough, Ctrl, came in 2017). On 21 Savage’s “Mr. Right Now,” Drake rapped about a newer fling who was a fan of SZA’s: “Yeah, said she wanna fuck to some SZA, wait / ‘Cause I used to date SZA back in ’08 / If you cool with it, baby, she can still play.” A few days later, SZA responded, corroborating Drake’s claim with a slight correction: they dated in 2009, when both would have been over 18. Since SZA would not have turned 18 until late 2008, she wanted to set the record straight. “in this case a year of poetic rap license mattered 🥴lol I think he jus innocently rhymed 08 w wait [sic],” she tweeted. “I just didn’t want anybody thinking anything underage or creepy was happening . Completely innocent . Lifetimes ago . [sic]”
If you have to specifically say something isn’t creepy and distance yourself from it being lifetimes ago, it usually is creepy. Drake would’ve been 22 when she was 17. Metro Boomin also happens to be on the Mr. Right Now track. He is currently in trouble for resurfaced old tweets showing how Metro used to tweet disgusting things about what he wanted to do to underage girls. Interestingly, Metro Boomin is also now beefing with Drake.
Drake doing his dance on the car of the original musician’s music seems to be accusing Drake directly of stealing 2Pac’s music. Orlando Brown recently said the cryptic statement that “Drake is Pac” which likely means he stole 2Pac’s approach/style/audience after his death. Gambino did some good foreshadowing here too with the recent AI release Drake put out of 2Pac.
This dance scene also signals that the Drake section is now over.
[Outro: Young Thug]
You just a black man in this world
You just a barcode, ayy
You just a black man in this world
Drivin' expensive foreigns, ayy
You just a big dawg, yeah
I kenneled him in the backyard
No, probably ain't life to a dog
For a big dog
The outro lyrics speak to how these gatekeepers keep black men down and control them with things like being forced to wear a dress to become famous or to submit to homosexual/p*do acts.. In the video, as I mentioned above, the black edges close in on Drake’s dancing scene in This is America. But they don’t completely close and end things like they do in the Worst Behavior video. Instead, in Gambino’s video, the camera pans to show the mogul running for his life with Young Thug’s lyrics almost like a quiet echo in the background. He isn’t running from the cops though, he’s running from the kids and from the public. When I mentioned earlier that the kids not handing over the last gun before Drake’s scene signalled the beginning of the end for the moguls, this is that conclusion. Where it is showing that if all the kids come together to stop enabling and rather expose the moguls, people will be chasing these bastards down once we realize what has been going on behind the curtain. Then the song that Young Thug is singing can just be a quiet echo of the way things were in the past.
If you don’t think Gambino would be this deep and that I went too far down the rabbit hole, do a Google search on the calculations that he came up with for why he sings about loving until 3005 in his song. He seems to go real deep with his lyrics. So a big question this leaves us with is, what did Childish Gambino witness in the rap industry? His whole rap career plays out like he is trying to avoid industry norms.
Even in Sweatpants, he has lyrics like:
No hands like soccer teams and y'all fuck boys like Socrates
You niggas ain't coppin' these, niggas ain't lookin' like me (Nah)
Nah, I ain't checkin' I.D. (Nah), but I bounce 'em with no problem
Seems like he is trying to make it really clear across his catalogue of music that he isn’t a p*do but that other rappers are. Where he is saying that he doesn’t need to ID his potential partners because he can tell they are obviously too young and that’s not hard to do.
Tell 'em, Problem (Problem!)
I'm winnin', yeah, yeah, I'm winnin' (What?)...
Rich kid, asshole, paint me as a villain
So who was trying to paint him as a villain, Drake? And that’s why the diss was originally meant for him?
Don't be mad 'cause I'm doing me better than you doing you…
Better than you doing you
Fuck it, what you gon' do? (What?!)
He’s taunting the other rappers cause he knows they can’t say shit if they are creeps. He has the same sentiment in Bonfire “It’s a bonfire, turn the lights out, I’m burning everything you mother fuckers talk about.”
Childish Gambino has always refrained from talking about the meaning of This is America whenever he is asked, and I can only assume that all of this is why.
Little Foot Big Foot
Now with his new release, Little Foot Big Foot and applying cultural compression to it, it has me wondering if he is referring to Megan Thee Stallion and the Nicki beef? People like Nicki (calling Megan Big Foot) have been claiming for some time she wasn’t even shot in the foot by Tory Lanez. There were many people laughing and making fun of Megan over getting shot. Which could be an interesting story for Childish to tell to represent how crazy this violent culture has gotten that people just laugh and blame the victim now when you get shot. Also a good metaphor for things like ‘shooting yourself in the foot’ for not having a lawyer look over potentially predatory industry contracts like in the beginning of his video. That you want to get in the cool kids club so bad you overlook it. Not as sure on this one though since the song just came out and I have only heard it a few times.
One last thing that is really interesting, there have been tons of artists on podcasts like Shay Shay talking about the strings these ultra rich moguls can pull. Like buying awards or gatekeeping people from being in the industry at all. There was even a story, I think maybe it was Gene Deal who told it, that when Killer Mike won at the grammys that Jay-Z was so angry he made sure to mess up his night by getting him locked up as soon as he left the awards stage. These moguls are extremely powerful and have an incredible amount of sway in the world/industry. If you check out Gambino’s profile on Youtube, his old music videos keep getting taken down, like Bonfire for example is just gone. Fans have been having to upload the videos themselves. There is a reply to a comment, on one of the fan uploaded vids, from Gambino’s account himself when someone asks why the videos are being taken down. His account just replies “Noone knows why :(“ Seems a bit odd all things considered and like maybe he has been at the mercy of these gatekeepers for going against the system.
I am so curious to know what the rest of you think about all of this!
submitted by surprisedkinder to donaldglover [link] [comments]
[Intro: Choir]
Yeah, yeah, yeah, yeah, yeah
Yeah, yeah, yeah, go, go away
The beginning of this song has no background music yet, which really gives it an ‘in the beginning’ feel. Then Gambino starts doing his dances with weird facial expressions. I will explain as we go through his video how those expressions and dance moves represent different famous rap moguls. One easy look to pick out right away is Jay-Z’s famous lip curl/growl look that Gambino gives with a head nod repeatedly. The colonial pants have been a hot topic, but since it’s only the pants that are colonial, Gambino is saying the bottom or basis for this violent culture in America is ultimately colonialism. The lyrics ‘Go Away’, are likely foreshadowing the rap moguls wanting other popular rap rivals to ‘go away’ or they will make them (aka murder them) for profit.
[Bridge: Childish Gambino & Young Thug]
We just wanna party
Party just for you
We just want the money
Money just for you (Yeah)
Usually you want money for yourself and to party for yourself, so this is a bit odd. But what Gambino is referring to is similar to these Diddy ‘freakoff parties’ we are hearing about where people who want to be famous are really partying for these rap moguls so they can get close to them. Where they suck up to them saying that they want to earn the mogul money from their songs.
I know you wanna party
Party just for free
Girl, you got me dancin' (Girl, you got me dancin')
Dance and shake the frame (Yeah)
Then this almost feels like the Diddy rebuttal where he’s like ya I know you want to party and you want to do it for free. Like Katt Williams says, “you gotta tell Diddy no”, it is never free to go to those parties. There are always consequences. When you are partying you are dancing, but shaking the frame could refer to how those boundaries/edges are being crossed, lines are blurred, etc.
Then in the video, the fellow who was playing the guitar gets shot and things turn dark from happy music. I believe that this guitar tune is meant to represent 2Pac and Nas’s song Thugz Mansion. It’s one of the original greats from ‘in the beginning’. Nas famously has always had major issues with Jay-Z too (More on why 2Pac and Nas later). It also represents how it was these moguls who murdered 2Pac like Jaguar Wright and Katt Williams keep saying. Where these murders only lead to more money and fame for the killers when the dead artists’ and their music are exploited more easily.
Also note that the gun gets taken away by a school kid after the shooting, more on this later as well.
[Verse 1: Childish Gambino, Young Thug, Blocboy JB & 21 Savage]
This is America (Skrrt, skrrt, woo)
Don't catch you slippin' now (Ayy)
Look how I'm livin' now
Police be trippin' now (Woo)
Yeah, this is America (Woo, ayy)
Guns in my area (Word, my area)
There is a song called Guns in My Area by Lil Weiner and Baby Chapox that paints a vivid picture of the everyday struggles and conflicts faced by those living in communities affected by gun violence. More compression of other songs and the American gun culture.
I got the strap (Ayy, ayy)
I gotta carry 'em
I am almost certain this line is referring to 2Pac’s song Changes. Throughout This is America, Gambino takes lines from Pac’s song: “They get jealous when they see you with your mobile phone” (referred to later in this a Celly, that’s tool) “That's the sound of my tool, you say it ain't cool, My mama didn't raise no fool”
“And as long as I stay black, I gotta stay strapped, And I never get to lay back” It seems like Gambino broke up these lyrics and scattered them throughout his song. This plays into the theme that everyone is using 2Pac and enriching themselves off of his image and music. I show below how this particular section of the video represents Diddy meaning that Diddy himself is exploiting his music (and alleging that Diddy killed Pac?). We could see this exploitation play out at length with how much Diddy milked the death of Biggie like in Every Breath You Take.
Yeah, yeah, I'ma go into this (Ugh)
Yeah, yeah, this is guerilla (Woo)
Yeah, yeah, I'ma go get the bag
The song Gorilla War by $uicideboy$ and Ramirez talks about getting a bag repeatedly in the course. Also in Otis with Kanye and Jay-Z their lyrics talk about going gorilla (I talk about this song more further down), so it could be referring to this as well. It seems like Gambino is trying to pull out lyrics from all across the rap culture and embed them in his song to highlight the ‘cultural compression’.
Yeah, yeah, I'm so cold like, yeah (Yeah)
I'm so dope like, yeah (Woo)
We gon' blow like, yeah (Straight up, uh)
I think that all of the school kids in the video represent all of the rappers that are signed with these big labels. Which is interesting because they are the ones facilitating the guns for the moguls in the video. You can see that the mogul is really focused on the kids and gets agitated and directs them to follow him whenever they stray off a bit like they are his pupils, or like he owns them. Then all of a sudden the camera comes into a scene where you can see more kids shooting a rap video and all shooting money from a Supreme gun. The camera zooms out almost to show you that this is the mogul’s whole rap empire they are looking over, all of their kids in one place (this empire already includes some chaos in the background). It’s subtle but hilarious, Gambino puts fricken chickens on the ground where the kids are filming the rap video. He is directly calling all of these rappers complete chickens for playing up this lifestyle and being the cause of so much chaos rather than coming out and telling somebody what’s really going on. Trying to get their money over everything else.
[Refrain: Choir & Childish Gambino]
Ooh-ooh-ooh-ooh-ooh, tell somebody
You go tell somebody
Grandma told me
Get your money, Black man (Get your— Black man)
This is where things start to get interesting. Gambino is literally saying, go tell somebody about this! We all know what’s happening, why don’t you go let people know how bad it is? But like Jaguar Wright said, who do you tell when these moguls have the cops and feds paid off? This video is literally Gambino putting it all out there in this extremely popular song for everyone to see but yet we still just see the dancing and the violent chaos of people and police in the streets and not the root cause that is hidden in plain sight.
The vast majority of those who reviewed this video until now think this scene represents the tragic church shooting in Charleston in 2015. I think it does, but we also have to look at this from an angle of compression.
The people in the choir are all of the people who are currently singing the rap mogul’s praises and who are focused on going and getting what’s owed to them, get their money (who are also profiting off of the dead fellows music since it goes back to the original tune). You can see that each choir member has a distinct look to them. Think about who you are hearing about now who is about to be implicated in these freak offs and evil deeds. Is that Will Smith in the back left corner!? The short bald fellow in the front left maybe Kevin Hart? Rick Ross or TD Jakes maybe the bigger guy towards the back right? When the camera zooms in on the choir right at first to show their faces, doesn’t the guy in the bottom middle look like an uncanny version of Jordan Peele? Or is that meant to be Cuba Gooding Jr? Then just like the guitar fellow at the beginning, bang. You may be singing Diddy’s praises now, but he will cut you down whenever he suddenly feels like it.
I think almost for sure this initial section of the music video is Gambino acting as Diddy, because right after he shoots the choir, he does the elbow pump/chicken dance. At 3:14 in Diddy’s video for P.E. 2000 he does the chicken dance (he is up first in the video and I think Gambino is trying to say here I first present to you the first public enemy of 3 in this song). That elbow dance signals that it was Diddy and this is the end of his section.
[Chorus: Childish Gambino, Young Thug, Slim Jxmmi & Quavo]
This is America (Woo, ayy)
Don't catch you slippin' now (Woo, woo, don't catch you slippin' now)
Don't catch you slippin' now (Ayy, woah)
Look what I'm whippin' now (Slime!)
There have been many accounts of celebrities being given fancy cars after suffering abuse at the hands of these moguls. So these lyrics are saying that you better not slip up and tell people what’s really going on. And if you don’t look at this sweet carecord deal/movie contract I am going to give you. Beiber told this story about Diddy wanting to give him a luxury car.
Now suddenly, the dance switches from the chicken dance to a sudden bicep flex to signal us that we have now moved on from Gambino representing Diddy to our next mogul.
[Verse 2: Childish Gambino, Quavo, Young Thug, 21 Savage & BlocBoy JB]
This next chunk of the video is all about Jay-Z. I think this is the case because he throws his arms up in a bicep flex just like Jay does in the Otis music video at 2:38. And it makes sense Gambino would pick a dance move from a video with a huge American flag in the background to fit the ‘This is America’ theme. Gambino is mocking him saying, who are you really, the pretty guy or this hard gangster like Gambino shows in his dancing. Also right before they pan to the kids on the balcony, Bino also does Jay-Z’s signature lip curl look a couple times so we know it’s him and to signal the end of his section.
Look how I'm geekin' out (Hey)
I'm so fitted (I'm so fitted, woo)
Jay-Z is famous for making the fitted Yankees cap famous, it’s his signature look. More signs this verse is about Jay.
I'm on Gucci (I'm on Gucci)
Jay-Z has been seen in full wallpaper Gucci sweat suits but could also be referring to Gucci Mane who he hung out with at Beyonce’s tour around the time this song was released.
I'm so pretty (Yeah, yeah, woo)
I'm gon' get it (Ayy, I'm gon' get it)
Watch me move (Blaow)
These lines are probably referring to Jay-Z having a hidden preference for men, especially with the way Gambino flicks his wrist in the video when he says I’m so pretty.
This a celly (Ha)
That's a tool (Yeah)
On my Kodak (Woo) Black
I think that “this a celly, that’s a tool” harkens back to 2Pac’s lyrics in Changes where he sings, “They get jealous when they see ya with your mobile phone” then shortly after that he sings about the sound of his tool, referring to shooting a gun. But Childish flips these lyrics on their head. He is saying that it’s really the phone that’s a tool to be using, not a gun. And pans up and shows (the school kids specifically) on the balcony filming everything going on below. He’s telling the kids/other rappers, use your phone as a tool, you can record these bad deeds when you get blackmailed into being at the freak off. That’s how you can kill them and their career, not with a gun. Go tell somebody! There is also the reference to Kodak which plays into the picture taking theme, but also because Kodak Black has been accused of assaulting a teenage girl in a hotel room. So we have a good idea of what Gambino suggests all the kids start filming and collecting evidence of.
Ooh, know that (Yeah, know that, hold on)
Get it (Woo, get it, get it)
Ooh, work it (21)
Now we are onto Drake’s part. In the video Gambino starts doing the BlocBoy JB dance called Shoot. Drake is known for doing these little viral dance moves like in Hotline Bling. But not only that, this dance is also used in the song that both BlocBoy JB and Drake collaborate on for their video Look Alive. It starts at 2:07 in the Look Alive video. So this is Drake’s dance to signal his part is now starting.
Note this is where the pale horse rides by also potentially saying that Drake is one of the horsemen of the apocalypse. Interestingly, Drake’s collab with BlocBoy JB was pretty much the apocalypse for BlocBoy’s career, who hasn’t had a hit since.
Hunnid bands, hunnid bands, hunnid bands (Hunnid bands)
Contraband, contraband, contraband (Contraband)
I got the plug in Oaxaca (Woah)
They gonna find you like "blocka" (Blaow)
Again, we know this is Drake’s section because his song 10 bands starts out by saying “10 bands, 50 bands, 100 bands” almost identical to Bino’s lyrics here. Also Blocka was famously used by Biggie in his song Gimme the Loot which could be referring to Biggie's demise like Pac’s and making money from his death. Everything in this industry originates from pushing drugs, which has been alleged through the trafficking that Diddy, Jay-Z and Drake do through their private jets likely connected to their bosses, the Clive Davises and Lucian Grainges of the world. This escalates rap beefs and the whole culture to the next level where murder is often a consequence for young rappers in their prime when international drug lord money is involved.
An interesting point is this is the only time where Childish was about to shoot someone in the video, but where he didn’t have a school kid either handing him the gun or taking it away carefully from him. (Maybe also a diss at Drake that even though he acts hard he doesn’t shoot, he gets his horseman of the apocalypse to do his dirty deeds for him instead perhaps?). This is the beginning of the end for the rap mogul as he no longer has his kids doing his bidding for him. A simple message to show how the violence can be stopped, that these shootings can end when the kids stop enabling them. So then as soon as he can’t react in that moment and shoot someone his anger is forced to chill out, as shown by smoking a J, and to go back to exploiting the dead man’s music instead. If you don’t put a gun in someone’s hand when they are heated, those feelings too shall pass - kinda feel.
[Refrain: Choir, Childish Gambino, & Young Thug]
Ooh-ooh-ooh-ooh-ooh, tell somebody
America, I just checked my following list, and
You mothafuckas owe me
Whose voice does that sound like!? It sounds a lot like Diddy to me, public enemy #1. This is basically saying that the moguls are the ones who we all owe it to for all of this glorified gun violence in America. That we owe them way more follows and likes for what a massive influence they have had on the violence and chaos we see in America today.
Grandma told me
Get your money, Black man (Black man)
(1, 2, 3—get down)
In Moneybagg Yo’s song 1, 2, 3, he also has a line that says “1, 2, 3, let’s go!” in a similar vein.
But something interesting I came across was Nas’s song Get Down where they use a sample from James Brown's “The Boss” that sounds extremely similar to the way Gambino screams “Get Down!” Which would fit well if the guitar singer from the beginning is meant to be Nas and Pac doing Thugz Mansion.
Also make sure you check out Nas’s song Get Down so that you can hear how much Jay-Z outright copied this song for The Story of OJ. From the musical structure with the piano and interwoven samples right down to the theme reiterated by the sample at the end of Nas’s song: “If that’s how our people are gonna get down, how are we ever gonna get up?”
SZA
Finally to wrap up the video, I have been stumped for a long time as to why SZA is randomly at the end of this video sitting on one of the cars. But I think I finally know why and it reconfirms that this last scene is all about Drake. If you watch Drake’s music video for Worst Behavior (not very Canadian of him to spell behaviour that way I might add) you will see Drake rapping and dancing with a few cars surrounding him and one of those cars has other rappers making cameos in it. In Gambino’s video SZA represents that car with a famous cameo. I think this is further confirmed when the black edges of the video start closing inwards at the end of This is America, the exact same way that Worst Behavior ends. So why SZA as the cameo then? Cause it reminds people that Drake is a p*do.
This is from an article in the Rolling Stone: In 2020, Drake revealed publicly that he and SZA had dated over a decade ago, well before she was an established artist (her earliest music goes back to around 2012; her critical breakthrough, Ctrl, came in 2017). On 21 Savage’s “Mr. Right Now,” Drake rapped about a newer fling who was a fan of SZA’s: “Yeah, said she wanna fuck to some SZA, wait / ‘Cause I used to date SZA back in ’08 / If you cool with it, baby, she can still play.” A few days later, SZA responded, corroborating Drake’s claim with a slight correction: they dated in 2009, when both would have been over 18. Since SZA would not have turned 18 until late 2008, she wanted to set the record straight. “in this case a year of poetic rap license mattered 🥴lol I think he jus innocently rhymed 08 w wait [sic],” she tweeted. “I just didn’t want anybody thinking anything underage or creepy was happening . Completely innocent . Lifetimes ago . [sic]”
If you have to specifically say something isn’t creepy and distance yourself from it being lifetimes ago, it usually is creepy. Drake would’ve been 22 when she was 17. Metro Boomin also happens to be on the Mr. Right Now track. He is currently in trouble for resurfaced old tweets showing how Metro used to tweet disgusting things about what he wanted to do to underage girls. Interestingly, Metro Boomin is also now beefing with Drake.
Drake doing his dance on the car of the original musician’s music seems to be accusing Drake directly of stealing 2Pac’s music. Orlando Brown recently said the cryptic statement that “Drake is Pac” which likely means he stole 2Pac’s approach/style/audience after his death. Gambino did some good foreshadowing here too with the recent AI release Drake put out of 2Pac.
This dance scene also signals that the Drake section is now over.
[Outro: Young Thug]
You just a black man in this world
You just a barcode, ayy
You just a black man in this world
Drivin' expensive foreigns, ayy
You just a big dawg, yeah
I kenneled him in the backyard
No, probably ain't life to a dog
For a big dog
The outro lyrics speak to how these gatekeepers keep black men down and control them with things like being forced to wear a dress to become famous or to submit to homosexual/p*do acts.. In the video, as I mentioned above, the black edges close in on Drake’s dancing scene in This is America. But they don’t completely close and end things like they do in the Worst Behavior video. Instead, in Gambino’s video, the camera pans to show the mogul running for his life with Young Thug’s lyrics almost like a quiet echo in the background. He isn’t running from the cops though, he’s running from the kids and from the public. When I mentioned earlier that the kids not handing over the last gun before Drake’s scene signalled the beginning of the end for the moguls, this is that conclusion. Where it is showing that if all the kids come together to stop enabling and rather expose the moguls, people will be chasing these bastards down once we realize what has been going on behind the curtain. Then the song that Young Thug is singing can just be a quiet echo of the way things were in the past.
If you don’t think Gambino would be this deep and that I went too far down the rabbit hole, do a Google search on the calculations that he came up with for why he sings about loving until 3005 in his song. He seems to go real deep with his lyrics. So a big question this leaves us with is, what did Childish Gambino witness in the rap industry? His whole rap career plays out like he is trying to avoid industry norms.
Even in Sweatpants, he has lyrics like:
No hands like soccer teams and y'all fuck boys like Socrates
You niggas ain't coppin' these, niggas ain't lookin' like me (Nah)
Nah, I ain't checkin' I.D. (Nah), but I bounce 'em with no problem
Seems like he is trying to make it really clear across his catalogue of music that he isn’t a p*do but that other rappers are. Where he is saying that he doesn’t need to ID his potential partners because he can tell they are obviously too young and that’s not hard to do.
Tell 'em, Problem (Problem!)
I'm winnin', yeah, yeah, I'm winnin' (What?)...
Rich kid, asshole, paint me as a villain
So who was trying to paint him as a villain, Drake? And that’s why the diss was originally meant for him?
Don't be mad 'cause I'm doing me better than you doing you…
Better than you doing you
Fuck it, what you gon' do? (What?!)
He’s taunting the other rappers cause he knows they can’t say shit if they are creeps. He has the same sentiment in Bonfire “It’s a bonfire, turn the lights out, I’m burning everything you mother fuckers talk about.”
Childish Gambino has always refrained from talking about the meaning of This is America whenever he is asked, and I can only assume that all of this is why.
Little Foot Big Foot
Now with his new release, Little Foot Big Foot and applying cultural compression to it, it has me wondering if he is referring to Megan Thee Stallion and the Nicki beef? People like Nicki (calling Megan Big Foot) have been claiming for some time she wasn’t even shot in the foot by Tory Lanez. There were many people laughing and making fun of Megan over getting shot. Which could be an interesting story for Childish to tell to represent how crazy this violent culture has gotten that people just laugh and blame the victim now when you get shot. Also a good metaphor for things like ‘shooting yourself in the foot’ for not having a lawyer look over potentially predatory industry contracts like in the beginning of his video. That you want to get in the cool kids club so bad you overlook it. Not as sure on this one though since the song just came out and I have only heard it a few times.
One last thing that is really interesting, there have been tons of artists on podcasts like Shay Shay talking about the strings these ultra rich moguls can pull. Like buying awards or gatekeeping people from being in the industry at all. There was even a story, I think maybe it was Gene Deal who told it, that when Killer Mike won at the grammys that Jay-Z was so angry he made sure to mess up his night by getting him locked up as soon as he left the awards stage. These moguls are extremely powerful and have an incredible amount of sway in the world/industry. If you check out Gambino’s profile on Youtube, his old music videos keep getting taken down, like Bonfire for example is just gone. Fans have been having to upload the videos themselves. There is a reply to a comment, on one of the fan uploaded vids, from Gambino’s account himself when someone asks why the videos are being taken down. His account just replies “Noone knows why :(“ Seems a bit odd all things considered and like maybe he has been at the mercy of these gatekeepers for going against the system.
I am so curious to know what the rest of you think about all of this!
2024.05.14 23:23 Queasy-Implement-121 Unseen Worth and Hidden Inheritance
Growing up, I always felt a little out of place in my family. My two siblings, Alex and Sarah, were the golden children—excelling in everything from academics to sports. Meanwhile, I stumbled along, barely scraping by in school and fumbling at every turn. My parents made it painfully obvious who their favorites were, lavishing praise and attention on Alex and Sarah while I received indifferent glances and half-hearted encouragement.
Things came to a head when my grandfather passed away. He was the only family member who seemed to understand me, often taking me under his wing and teaching me about various things, from carpentry to history. His stories were the highlights of my childhood. When he died, it felt like I lost my one true ally.
The will reading was a small, somber affair in my grandfather's lawyer's office. I sat in the corner, trying to make myself as invisible as possible. As the lawyer read through the document, it was pretty much as I expected: most of the estate went to my parents, and specific items and small sums of money were left to my siblings. I braced myself for the nominal mention I assumed would be my portion.
However, as the lawyer continued, he revealed a shocking twist—my grandfather had left the bulk of his personal fortune to me. This included a significant sum of money and a small house by the lake where I had spent many summers learning and growing under his tutelage.
The room fell silent. My parents and siblings turned to stare at me, their faces a mix of disbelief and indignation. I was just as stunned, unable to form words. The lawyer added that my grandfather had written a personal letter to me, to be read privately. He handed me an envelope with trembling hands.
As soon as we left the lawyer’s office, the onslaught began. My parents accused me of manipulating my grandfather, of taking advantage of his old age and fondness for me. Alex and Sarah chimed in, echoing their accusations, saying that I didn’t deserve such a fortune, that it wasn’t fair for the “failure” of the family to come out on top.
Feeling cornered and overwhelmed, I retreated to the safety of the small lake house, where I opened my grandfather’s letter. His words were kind and filled with love. He wrote of his pride in my resilience and kindness, qualities he said were far more important than any academic or athletic achievement. He explained that he had seen the imbalance in how I was treated and wanted to give me a chance to find my own path without the heavy shadow of comparison.
The inheritance became a turning point. While my relationship with my family soured from that day, my life took a new direction. I used the money wisely, investing in my education and starting a small business that played to my strengths in craftsmanship, something my grandfather would have been proud of.
Years later, I look back with a mixture of sadness and gratitude. The family I grew up with never truly accepted me, but in his own way, my grandfather gave me the family legacy I needed—one of love, recognition, and the means to build my own life. His gift was more than money; it was the opportunity to prove to myself that I wasn't the failure they saw, but a person worthy of love and success, just as he had always known.
submitted by Queasy-Implement-121 to stories [link] [comments]
Things came to a head when my grandfather passed away. He was the only family member who seemed to understand me, often taking me under his wing and teaching me about various things, from carpentry to history. His stories were the highlights of my childhood. When he died, it felt like I lost my one true ally.
The will reading was a small, somber affair in my grandfather's lawyer's office. I sat in the corner, trying to make myself as invisible as possible. As the lawyer read through the document, it was pretty much as I expected: most of the estate went to my parents, and specific items and small sums of money were left to my siblings. I braced myself for the nominal mention I assumed would be my portion.
However, as the lawyer continued, he revealed a shocking twist—my grandfather had left the bulk of his personal fortune to me. This included a significant sum of money and a small house by the lake where I had spent many summers learning and growing under his tutelage.
The room fell silent. My parents and siblings turned to stare at me, their faces a mix of disbelief and indignation. I was just as stunned, unable to form words. The lawyer added that my grandfather had written a personal letter to me, to be read privately. He handed me an envelope with trembling hands.
As soon as we left the lawyer’s office, the onslaught began. My parents accused me of manipulating my grandfather, of taking advantage of his old age and fondness for me. Alex and Sarah chimed in, echoing their accusations, saying that I didn’t deserve such a fortune, that it wasn’t fair for the “failure” of the family to come out on top.
Feeling cornered and overwhelmed, I retreated to the safety of the small lake house, where I opened my grandfather’s letter. His words were kind and filled with love. He wrote of his pride in my resilience and kindness, qualities he said were far more important than any academic or athletic achievement. He explained that he had seen the imbalance in how I was treated and wanted to give me a chance to find my own path without the heavy shadow of comparison.
The inheritance became a turning point. While my relationship with my family soured from that day, my life took a new direction. I used the money wisely, investing in my education and starting a small business that played to my strengths in craftsmanship, something my grandfather would have been proud of.
Years later, I look back with a mixture of sadness and gratitude. The family I grew up with never truly accepted me, but in his own way, my grandfather gave me the family legacy I needed—one of love, recognition, and the means to build my own life. His gift was more than money; it was the opportunity to prove to myself that I wasn't the failure they saw, but a person worthy of love and success, just as he had always known.
2024.05.14 23:12 SoundTheAlarm_WAHHHH Proverbs 31:8,9 gets zero specific mention in WT literature
Proverbs 31:8 Speak up in behalf of the speechless; Defend the rights of all who are perishing. 9 Speak up and judge righteously; Defend the rights of the lowly and the poor
Proverbs 31 is a letter from King Lemuel's mother on how to be a good ruler.
Regarding this passage Bibleref.com states: In this verse, Lemuel's mother (Proverbs 31:1–2) counsels her son, a king, to champion the cause of those who lack the power to contend for themselves. She makes a deliberate connection between those who are "mute"—literally meaning those who cannot speak—and the king speaking for them. A righteous leader advocates on behalf of those who need help (Proverbs 21:13; 29:7, 14). Earlier lessons described failure to protect "the afflicted" as a sign of failed leadership (Proverbs 31:5). Proverbs 30:14 described those who take advantage of the poor and needy as animalistic predators.
The Hebrew phrase translated "destitute" is an uncommon term literally referring to "children of destruction" or "sons of passing away." In literal terms, this would apply to the terminally ill or those completely incapable of caring for themselves. By extension, this context would also include those in poverty, the oppressed, those suffering in catastrophes, and so forth. It can be easy for those in power to brush aside those who cannot offer anything in return for aid. Yet they need an advocate who can lend the strength they lack. Next, Lemuel's mother will continue to urge him to judge righteously (Proverbs 31:9). A corrupt king or judge might discriminate against the mute and the dying, but King Lemuel was told to render only righteous judgments on their behalf.
Virtually every reference to this chapter on wol.jw.borg talks about being a "capable wife" or this excerpt taken from the Watchtower 2000 2/1 pp. 30-31 A Mother’s Wise Counsel
"Excessive drinking is not to be overlooked. “It is not for kings, O Lemuel, it is not for kings to drink wine,” she warns. How is a king to render sound and clear-headed judgment and not “forget what is decreed and pervert the cause of any of the sons of affliction” if he is constantly intoxicated?—Proverbs 31:4-7.
On the contrary, by remaining free from such vices, the king will be able to “judge righteously and plead the cause of the afflicted one and the poor one.”—Proverbs 31:8, 9.
Though Christian youths may not be “kings” today, the wise counsel of Lemuel’s mother is just as timely, if not more so. Alcohol abuse, use of tobacco, and sexual immorality are rampant among young people nowadays, and it is vital that Christian youths pay attention when their parents offer them ‘weighty messages.’"
It's funny how this chapter is about being a good ruler and speaking up for the speechless...for example CHILDREN and yet I can't find a single one of the glorious Kings in upstate New York speaking about this nor any mention I'm the publications about how they as KINGS to rule with Jesus himself should be applying this to themselves.
submitted by SoundTheAlarm_WAHHHH to exjw [link] [comments]
Proverbs 31 is a letter from King Lemuel's mother on how to be a good ruler.
Regarding this passage Bibleref.com states: In this verse, Lemuel's mother (Proverbs 31:1–2) counsels her son, a king, to champion the cause of those who lack the power to contend for themselves. She makes a deliberate connection between those who are "mute"—literally meaning those who cannot speak—and the king speaking for them. A righteous leader advocates on behalf of those who need help (Proverbs 21:13; 29:7, 14). Earlier lessons described failure to protect "the afflicted" as a sign of failed leadership (Proverbs 31:5). Proverbs 30:14 described those who take advantage of the poor and needy as animalistic predators.
The Hebrew phrase translated "destitute" is an uncommon term literally referring to "children of destruction" or "sons of passing away." In literal terms, this would apply to the terminally ill or those completely incapable of caring for themselves. By extension, this context would also include those in poverty, the oppressed, those suffering in catastrophes, and so forth. It can be easy for those in power to brush aside those who cannot offer anything in return for aid. Yet they need an advocate who can lend the strength they lack. Next, Lemuel's mother will continue to urge him to judge righteously (Proverbs 31:9). A corrupt king or judge might discriminate against the mute and the dying, but King Lemuel was told to render only righteous judgments on their behalf.
Virtually every reference to this chapter on wol.jw.borg talks about being a "capable wife" or this excerpt taken from the Watchtower 2000 2/1 pp. 30-31 A Mother’s Wise Counsel
"Excessive drinking is not to be overlooked. “It is not for kings, O Lemuel, it is not for kings to drink wine,” she warns. How is a king to render sound and clear-headed judgment and not “forget what is decreed and pervert the cause of any of the sons of affliction” if he is constantly intoxicated?—Proverbs 31:4-7.
On the contrary, by remaining free from such vices, the king will be able to “judge righteously and plead the cause of the afflicted one and the poor one.”—Proverbs 31:8, 9.
Though Christian youths may not be “kings” today, the wise counsel of Lemuel’s mother is just as timely, if not more so. Alcohol abuse, use of tobacco, and sexual immorality are rampant among young people nowadays, and it is vital that Christian youths pay attention when their parents offer them ‘weighty messages.’"
It's funny how this chapter is about being a good ruler and speaking up for the speechless...for example CHILDREN and yet I can't find a single one of the glorious Kings in upstate New York speaking about this nor any mention I'm the publications about how they as KINGS to rule with Jesus himself should be applying this to themselves.
2024.05.14 23:05 Taylors415K AITA for warning off new staff?
March 2020, I (F22)started work as admin in a med centre. Before I'd even finished initial walk round/ intro, I was advised that I wasn't the first choice for job and only offered it as first choice wanted Part Time.
Start of my second week, I was asked to lead a new system being introduced & was really excited about this until one of the girls (lets call her Lucy) started getting shirty & blunt with me. She'd worked there for years & thought she should've been offered this over me, a "newbie". Office manager (OM) explained I had previous experience and was a fresh set of eyes. Won't bore with details but I did really well. Fast forward couple of months, OM had been kicked to HQ. Now only had Business manager (BM) who took an instant dislike to me, no idea why.
First incident was faulty fire alarms repeatedly going off. I'm completely deaf in right ear and alarm was causing severe issues; severe head pain, off balance, seeing black spots, barely able to speak. My friend worked in physio and looked after me, called my mom and doctors. On return, BM was “unaware” i was half deaf, I had definitely informed her of this during interview.
Next - after 3 week sick period from work anxiety. On return, i noticed a continuous issue with sick notes not being prepared properly by physio. I emailed physio asking to look into. Suddenly, i'm being screamed at by the BM in front of patients saying i shouldn't be raising ANYTHING unless to her. I explained i didn't raise it, I passed a query to dept admin, she then raised it. I spent half hour sat crying before the someone saw me & consoled me.
Had search parties sent out for me when i went to the toilet. Been told off for helping new doctor set up his printer because, & i quote "that's not admins job".
Been watched like a hawk after claims from Lucy I wasn't completing my workload. I was covering 13 areas of work including; reception, scanning, info requests, med doc returns, scheduling appts, covering minor units, etc, you get the gist. HUGE workload for one person. Lucy did 2 reception duties a week & patient registrations. THATS IT. & had the audacity to tell EVERYONE that I was failing at my job. I spoke to a colleague (lets call her Jo) who was covering OM duties. Explained all is up to date and issue raised was a request for medical documents that we never held.
By this time I’m looking for new jobs, applying for anything & EVERYTHING, waiting to take first to offer.
January 2021, we had new members of staff. on top of my insane work load, I was asked to train people. "yeah absolutely, more than happy to"
Whilst training, they're asking questions about everyone. I did not hold back. I told them everything. I told them I'd not even worked here a year & had all this happen to me & been made to feel like absolute rubbish.
I left the role in March 2021. Of the new staff met prior to leaving; 1 got a new job within 6 months, 1 returned to her OLD job, & another 2 just walked out.
AITA for warning them off?
submitted by Taylors415K to AmItheAsshole [link] [comments]
Start of my second week, I was asked to lead a new system being introduced & was really excited about this until one of the girls (lets call her Lucy) started getting shirty & blunt with me. She'd worked there for years & thought she should've been offered this over me, a "newbie". Office manager (OM) explained I had previous experience and was a fresh set of eyes. Won't bore with details but I did really well. Fast forward couple of months, OM had been kicked to HQ. Now only had Business manager (BM) who took an instant dislike to me, no idea why.
First incident was faulty fire alarms repeatedly going off. I'm completely deaf in right ear and alarm was causing severe issues; severe head pain, off balance, seeing black spots, barely able to speak. My friend worked in physio and looked after me, called my mom and doctors. On return, BM was “unaware” i was half deaf, I had definitely informed her of this during interview.
Next - after 3 week sick period from work anxiety. On return, i noticed a continuous issue with sick notes not being prepared properly by physio. I emailed physio asking to look into. Suddenly, i'm being screamed at by the BM in front of patients saying i shouldn't be raising ANYTHING unless to her. I explained i didn't raise it, I passed a query to dept admin, she then raised it. I spent half hour sat crying before the someone saw me & consoled me.
Had search parties sent out for me when i went to the toilet. Been told off for helping new doctor set up his printer because, & i quote "that's not admins job".
Been watched like a hawk after claims from Lucy I wasn't completing my workload. I was covering 13 areas of work including; reception, scanning, info requests, med doc returns, scheduling appts, covering minor units, etc, you get the gist. HUGE workload for one person. Lucy did 2 reception duties a week & patient registrations. THATS IT. & had the audacity to tell EVERYONE that I was failing at my job. I spoke to a colleague (lets call her Jo) who was covering OM duties. Explained all is up to date and issue raised was a request for medical documents that we never held.
By this time I’m looking for new jobs, applying for anything & EVERYTHING, waiting to take first to offer.
January 2021, we had new members of staff. on top of my insane work load, I was asked to train people. "yeah absolutely, more than happy to"
Whilst training, they're asking questions about everyone. I did not hold back. I told them everything. I told them I'd not even worked here a year & had all this happen to me & been made to feel like absolute rubbish.
I left the role in March 2021. Of the new staff met prior to leaving; 1 got a new job within 6 months, 1 returned to her OLD job, & another 2 just walked out.
AITA for warning them off?
2024.05.14 22:58 SeparateHope1152 Need Card Suggestion for Max Points
Hi all,
I am looking at getting more into credit cards to build up points to pay for travel. I have a good amount of my regular spend categories covered with 2-3x points but always think I could do more. Also wanting to get some cards with bigger sign on bonus to really start racking up points.
I fly 3-4 times a year, on delta mostly. But I am moving and the closest airport will no longer be a delta hub. When I do travel I mostly stay at Airbnb’s and get rental cars or Turos, would like to build up points to stay at hotels from time to time.
Let me know your suggestions!
Current credit cards you are the primary account holder of: - Wells Fargo Autograph, $5.3k limit, June 2015 - Amex Delta platinum, $28k limit, June 2021 - Bilt Mastercard, $6.5k limit, Feb. 2024 - Amex Blue Business plus, $14k limit, April 2024 - Also a BCU Cash Rewards card that is not used anymore $9k limit, June 2020 * * FICO Scores with source: - Fico score 780 * * Oldest credit card account age with you as primary name on the account: - Wells Fargo autograph from 2015
submitted by SeparateHope1152 to CreditCards [link] [comments]
I am looking at getting more into credit cards to build up points to pay for travel. I have a good amount of my regular spend categories covered with 2-3x points but always think I could do more. Also wanting to get some cards with bigger sign on bonus to really start racking up points.
I fly 3-4 times a year, on delta mostly. But I am moving and the closest airport will no longer be a delta hub. When I do travel I mostly stay at Airbnb’s and get rental cars or Turos, would like to build up points to stay at hotels from time to time.
Let me know your suggestions!
Current credit cards you are the primary account holder of: - Wells Fargo Autograph, $5.3k limit, June 2015 - Amex Delta platinum, $28k limit, June 2021 - Bilt Mastercard, $6.5k limit, Feb. 2024 - Amex Blue Business plus, $14k limit, April 2024 - Also a BCU Cash Rewards card that is not used anymore $9k limit, June 2020 * * FICO Scores with source: - Fico score 780 * * Oldest credit card account age with you as primary name on the account: - Wells Fargo autograph from 2015
- * Number of personal credit cards approved for in the past 6 months:
- 1
- * Number of personal credit cards approved for in the past 12 months:
- 1
- * Number of personal credit cards approved for in the past 24 months:
- 1
- * Annual income $: $120k CATEGORIES
- * OK with category-specific cards?:
- Yes
- * OK with rotating category cards?:
- would prefer having categories that stay consistent
- * Estimate average monthly spend in the categories below. Only include what you can pay by credit card.
- * Dining $: $350
- * Groceries $: $400 at Trader Joe’s and around $250 at Costco
- * Gas $: $80, Work mostly from home so barely need to fill up.
- * Travel $: Will spend about $3k a year on travel, mainly to beaches or on ski trips in the winter as well as flights back home for holidays.
- * Any other categories (examples: phone/internet, insurance) or stores (example: Amazon) with significant, regular credit card spend (the more you specify, the better): $30 for gym, I make the large insurance payments with my BBP, phone and internet is paid with my WF autograph that gets 3x.
- * Any other significant, regular credit card spend you didn't include above?: $1,500 for things like golf/skiing/other recreational activities
- * Can you pay rent by credit card? - I pay about $2,200 for rent that I pay with my Bilt card which gives me no fees. The fee for using a normal credit card is only 1.95%, so I have thought about using my BBP instead to get more points at basically no cost. MEMBERSHIPS & SUBSCRIPTIONS (delete lines that don't apply)
- Currently a member of Costco and Sam's Club
- For subscriptions I am only paying $12/month for Apple Music
- I Currently bank with Sofi but used to bank with WF
- Not in the military
- I would prefer personal cards but I already have a business card and wouldn’t completely shut down the idea.
- I’ve been looking at the chase sapphire for the 85k in branch sign on bonus. Also the citi custom cash for the 5x back on one category that would probably be for groceries.
- I don’t think I NEED a new high end travel card as I already pay $350 for my delta platinum that gives me TSA precheck and other perks, but if one could get positive value I would consider.
2024.05.14 22:54 Free-Selection-3454 Observations after changing schools. Is it just me?
Hi all,This year I moved to a new school after 7 years in a previous school (Catholic college - primary and secondary). I left due to 2 colleagues I once admired, respected, enjoyed working with and called friends either bullying, excluding and/or undermining me in front of my students and theirs across the whole school year.Moved to a new school (Catholic and systemtic) and am finding many of their ways of operating very foreign, adding to my work and time and am constantly frustrated by lack of consistency, lack of standards and zero acknowledgement of my noticeable student progression and improvement since my arrival.
A few factors that are frustrating and aggravating:
-Apart from myself and one other staff member, ALL other staff (teachers, Teacher Assistants, the Deputy, office admin, specialists) are ALL part-time in the primary campus. In and of itself this is not a problem, however it leads to a lack of consistency and stability for me as I am constantly playing catch-up due to the rotating nature of the year-level team. It affects student behaviour (not so much mine, but the other classes) due to no consistency with teachers. Seems to be a high level of rotating teahers on LSL (short stints) and staff on and off from parental leave. No staff nmeeting I have been to yet has had all staff there.
-Behaviour of students is atrocious when compared to other schools in the area and previous schools from my decade + experience. Students are verbally rude, cannot settle and focus and there are often physical altercations in the playground. I've spent a term and a half really breaking down behaviour expectations, routines and standards. I am making progress, but there is so much stacked against us.
-Parent copmmunity is INTENSE. Moreso than I have ever experienced. Teachers are consistently told their "tone"when talking to parents is rude/negative/insert critique here, parents are constantly emailing teachers to complain about other children and flat out ignoring any and all comunication about their own child. When I asked leadership about this, the reasoning given is either, "Parents at this school have always been like this" or "It's the culture of the area. We get families from all over"meaning the greater metropolitan area. I persoinally do not think this argument holds up as previous schools I've been at have accepted students from relatively large areas in terms of distance.
-EVERYTHING is done as a team." While this sounds great on the face of it, it adds so much to personal workloads when reporting, individual lesson planning, unit planning, NCCD work, resouirce development and/or sourcing, sending emails to parents, responding to emails from parents and more all has to be done as a committee of 7 people. Nothing gets done efficiently or within a desired timeframe.
-Classes - For each year level (double-stream), we routinely mix and match students. Not just for programs (e.g. Spelling) but for ALL subjects and curriculum areas. This means that in theory, I have a class of 31 (e.g. my roll call list), however in any given lesson I could be receiving students from the next-door class. Sometimes the classes stay the same (students) but we (teachers) swap. This makes assessing and reporting a nightmare, as it is unproductive, inefficient and there is no consistency.The reason for this has nothing to do with student learning, outcomes or development. It occurs "to stop parents complaining about which teacher they do/do not get for their child," "to stop parents emailing and complaining about if child x or y is in their child's class."It also means that due to the way the "team-teaching" works, I will never teach certain subjects (e.g. Science or Geography) this year. I have been given subjects the other teachers on Year 5 do not want: Religion, History for example
-Students miss out on opportunities for growth, e.g. in Science as we need to fill out risk assessments for items like using the school oval outside of lunch times and for simple, basic Science experiments (e.g. mixing two liquids - liquids that are not hot, cold). EVERY science experiment of any category needs a risk assessment.I came in so excited about subjects like Science... no more. Can't take the class outside for a brain break as we'd have to book the oval and fill out a risk assessment.
-Class sizes are 31+ and the school has a high volume of EAL and students with various diagnoses. In a class of 31, 20+ are either EAL and/or have a diagnosis (e.g. autism, ADHD, etc)-Zero autonomy. I have to go through 3 supervisors just to respond to a parent email (even if it is wholly positive), I am told what kind of visual aid posters I can/can't have in my room (e.g. a times table chart or a poster on English contractions).
-Release time a joke. I have to sit in my class cupboard as this is the only place in the school that is:--Free of gossiping staff--Free of staff talking in general--The only place staff and/or students will not interrupt me.-Staff are friendly (cheerfully greeting/seeing how my day is/was, seeming interested in me as a person and educator) but there is so much gossip about each other and parents/families. I could go to a staff member with a purely work-related question (e.g. planning or how a school process works) and the conversation almost always ends up being twisted to a poorly behaved student/complaining/gossiping. Even after I have point blank made it clear I do not engage in gossip and find it fractures teams/colleagues and do not have the time for it.
-Multiple duties each day of the week (as we are únderstaffed'' - same as every other school in Australia)-Duty roster (playground) changes every single week due to the high volume of absent staff, staff with multiple roles, etc So no stability or consistency there either.-Foced to pay money into a school social club each week for amenities (e.g. milk/coffee/biscuits) which I never use in a staffroom I never visit or for gifts of departing/retiring/staff going on parental leave.... Yet every time a staff member fits these categories, we get emails from leaders asking if we would like to choose to put towards a gift.... so unsure why I was told the social club goes to gifts. Tried getting out of it in writing (I pay more being one of the few full-time staff) only to be told, "In your contract, you signed that you will be paying money into the social club." Nothing in my contract at all, and I asked the state union to have a look just in case I am blind and having a man's look. They too clearly stated there is nothing in there.
My question is, after 7 years in a school I enjoyed (apart from the aforementioned 2 colleagues changing how they interact with me) is this the norm in Australian Catholic schools (primary and/or combined primary/secondary colleges). I used to be so effective, productive and built strong and positive student relationships. I am now ineffective, unproductive, my time and experience is wasted and my experience seems to be for naught.
*Is this the new normal?
*Is anyone else so utterly heartbroken, soul-crushed and demoralised (and I guess, angry and frustrated) by red tape/inefficiency/unproductiveness, etc?
Any thoughts? Cheers, legends.
submitted by Free-Selection-3454 to AustralianTeachers [link] [comments]
A few factors that are frustrating and aggravating:
-Apart from myself and one other staff member, ALL other staff (teachers, Teacher Assistants, the Deputy, office admin, specialists) are ALL part-time in the primary campus. In and of itself this is not a problem, however it leads to a lack of consistency and stability for me as I am constantly playing catch-up due to the rotating nature of the year-level team. It affects student behaviour (not so much mine, but the other classes) due to no consistency with teachers. Seems to be a high level of rotating teahers on LSL (short stints) and staff on and off from parental leave. No staff nmeeting I have been to yet has had all staff there.
-Behaviour of students is atrocious when compared to other schools in the area and previous schools from my decade + experience. Students are verbally rude, cannot settle and focus and there are often physical altercations in the playground. I've spent a term and a half really breaking down behaviour expectations, routines and standards. I am making progress, but there is so much stacked against us.
-Parent copmmunity is INTENSE. Moreso than I have ever experienced. Teachers are consistently told their "tone"when talking to parents is rude/negative/insert critique here, parents are constantly emailing teachers to complain about other children and flat out ignoring any and all comunication about their own child. When I asked leadership about this, the reasoning given is either, "Parents at this school have always been like this" or "It's the culture of the area. We get families from all over"meaning the greater metropolitan area. I persoinally do not think this argument holds up as previous schools I've been at have accepted students from relatively large areas in terms of distance.
-EVERYTHING is done as a team." While this sounds great on the face of it, it adds so much to personal workloads when reporting, individual lesson planning, unit planning, NCCD work, resouirce development and/or sourcing, sending emails to parents, responding to emails from parents and more all has to be done as a committee of 7 people. Nothing gets done efficiently or within a desired timeframe.
-Classes - For each year level (double-stream), we routinely mix and match students. Not just for programs (e.g. Spelling) but for ALL subjects and curriculum areas. This means that in theory, I have a class of 31 (e.g. my roll call list), however in any given lesson I could be receiving students from the next-door class. Sometimes the classes stay the same (students) but we (teachers) swap. This makes assessing and reporting a nightmare, as it is unproductive, inefficient and there is no consistency.The reason for this has nothing to do with student learning, outcomes or development. It occurs "to stop parents complaining about which teacher they do/do not get for their child," "to stop parents emailing and complaining about if child x or y is in their child's class."It also means that due to the way the "team-teaching" works, I will never teach certain subjects (e.g. Science or Geography) this year. I have been given subjects the other teachers on Year 5 do not want: Religion, History for example
-Students miss out on opportunities for growth, e.g. in Science as we need to fill out risk assessments for items like using the school oval outside of lunch times and for simple, basic Science experiments (e.g. mixing two liquids - liquids that are not hot, cold). EVERY science experiment of any category needs a risk assessment.I came in so excited about subjects like Science... no more. Can't take the class outside for a brain break as we'd have to book the oval and fill out a risk assessment.
-Class sizes are 31+ and the school has a high volume of EAL and students with various diagnoses. In a class of 31, 20+ are either EAL and/or have a diagnosis (e.g. autism, ADHD, etc)-Zero autonomy. I have to go through 3 supervisors just to respond to a parent email (even if it is wholly positive), I am told what kind of visual aid posters I can/can't have in my room (e.g. a times table chart or a poster on English contractions).
-Release time a joke. I have to sit in my class cupboard as this is the only place in the school that is:--Free of gossiping staff--Free of staff talking in general--The only place staff and/or students will not interrupt me.-Staff are friendly (cheerfully greeting/seeing how my day is/was, seeming interested in me as a person and educator) but there is so much gossip about each other and parents/families. I could go to a staff member with a purely work-related question (e.g. planning or how a school process works) and the conversation almost always ends up being twisted to a poorly behaved student/complaining/gossiping. Even after I have point blank made it clear I do not engage in gossip and find it fractures teams/colleagues and do not have the time for it.
-Multiple duties each day of the week (as we are únderstaffed'' - same as every other school in Australia)-Duty roster (playground) changes every single week due to the high volume of absent staff, staff with multiple roles, etc So no stability or consistency there either.-Foced to pay money into a school social club each week for amenities (e.g. milk/coffee/biscuits) which I never use in a staffroom I never visit or for gifts of departing/retiring/staff going on parental leave.... Yet every time a staff member fits these categories, we get emails from leaders asking if we would like to choose to put towards a gift.... so unsure why I was told the social club goes to gifts. Tried getting out of it in writing (I pay more being one of the few full-time staff) only to be told, "In your contract, you signed that you will be paying money into the social club." Nothing in my contract at all, and I asked the state union to have a look just in case I am blind and having a man's look. They too clearly stated there is nothing in there.
My question is, after 7 years in a school I enjoyed (apart from the aforementioned 2 colleagues changing how they interact with me) is this the norm in Australian Catholic schools (primary and/or combined primary/secondary colleges). I used to be so effective, productive and built strong and positive student relationships. I am now ineffective, unproductive, my time and experience is wasted and my experience seems to be for naught.
*Is this the new normal?
*Is anyone else so utterly heartbroken, soul-crushed and demoralised (and I guess, angry and frustrated) by red tape/inefficiency/unproductiveness, etc?
Any thoughts? Cheers, legends.
2024.05.14 22:51 alberrammc Alberram - Fantasy Roleplay Server [Java] [Vanilla] [1.20.2] [16+]
⊹⊱- Link: https://discord.gg/JWv5WMjJPp
Alberram is a fantasy medieval roleplay server that prides itself on its creative freedom. Our lore is short and easy to read; the only limit being your own imagination!
⊹⊱- COMPLETELY FREE: We don't ask for donations, subscriptions, or give people unfair advantages.
⊹⊱- A STAFF TEAM THAT CARES: The staff of Alberram was made by users disappointed with many public roleplaying servers in the past. We take suggestions and reports seriously to ensure that players feel safe and happy within our community! Our staff team also provides full transparency and honesty with its player base, something not often seen on some servers.
⊹⊱- DEDICATED & ACTIVE PLAYERBASE: Although the active community might be small, Alberram still possesses a decent amount of active and dedicated players ready to craft their own unique characters, stories, storylines, and more!
⊹⊱- WHITELIST: Alberram has a simple whitelisting process where you place your character sheets into the whitelisting channel; it will take no more than a day for a staff member to look over your sheet! This is done to ensure that characters are fair, balanced, and makes sense within the Alberram lore! We don't deny people who are trying their best and will help you make the perfect sheet.
⊹⊱- PLUGINS: Our server possesses a wide variety of plugins to help implement our uniquely working races and to assist with immersion. Our plugins also aid with creating new towns, cities, and nations, meaning geopolitical rp is a possibility. If you're one of the few who are worried about performance, don't fret! Alberram's plugins aren't heavy enough to impact performance significantly. If they are, we allow players to use performance enhancing mods as long as they run them by the staff team first.
⊹⊱- Lore snippet: The old continent used to be peaceful and brimming with magic; a lucky few being able to adeptly wield and cast it to suit their own needs. However, as centuries passed, less and less land became habitable, confining each unique race to their own isolated corners of the continent as magic slowly withered away. In modern day, in an attempt to gain more land, ignorant that there was none to spare, each region prepared to wage war against one another. However, lately a rumor has spread throughout each region of a newly discovered continent east of their own, having earned the name "Alberram". Will you be a soldier that flees to avoid certain death? Will you be a wanderer wishing to start anew? Or will you be a kindly commoner; fleeing in an attempt to live a peaceful life without the horrors of war? The fate of the world is in your hands.
Have any questions? Feel free to leave them in the comments or DM us! We hope to see you soon! 👋
submitted by alberrammc to MinecraftServer [link] [comments]
Alberram is a fantasy medieval roleplay server that prides itself on its creative freedom. Our lore is short and easy to read; the only limit being your own imagination!
⊹⊱- COMPLETELY FREE: We don't ask for donations, subscriptions, or give people unfair advantages.
⊹⊱- A STAFF TEAM THAT CARES: The staff of Alberram was made by users disappointed with many public roleplaying servers in the past. We take suggestions and reports seriously to ensure that players feel safe and happy within our community! Our staff team also provides full transparency and honesty with its player base, something not often seen on some servers.
⊹⊱- DEDICATED & ACTIVE PLAYERBASE: Although the active community might be small, Alberram still possesses a decent amount of active and dedicated players ready to craft their own unique characters, stories, storylines, and more!
⊹⊱- WHITELIST: Alberram has a simple whitelisting process where you place your character sheets into the whitelisting channel; it will take no more than a day for a staff member to look over your sheet! This is done to ensure that characters are fair, balanced, and makes sense within the Alberram lore! We don't deny people who are trying their best and will help you make the perfect sheet.
⊹⊱- PLUGINS: Our server possesses a wide variety of plugins to help implement our uniquely working races and to assist with immersion. Our plugins also aid with creating new towns, cities, and nations, meaning geopolitical rp is a possibility. If you're one of the few who are worried about performance, don't fret! Alberram's plugins aren't heavy enough to impact performance significantly. If they are, we allow players to use performance enhancing mods as long as they run them by the staff team first.
⊹⊱- Lore snippet: The old continent used to be peaceful and brimming with magic; a lucky few being able to adeptly wield and cast it to suit their own needs. However, as centuries passed, less and less land became habitable, confining each unique race to their own isolated corners of the continent as magic slowly withered away. In modern day, in an attempt to gain more land, ignorant that there was none to spare, each region prepared to wage war against one another. However, lately a rumor has spread throughout each region of a newly discovered continent east of their own, having earned the name "Alberram". Will you be a soldier that flees to avoid certain death? Will you be a wanderer wishing to start anew? Or will you be a kindly commoner; fleeing in an attempt to live a peaceful life without the horrors of war? The fate of the world is in your hands.
Have any questions? Feel free to leave them in the comments or DM us! We hope to see you soon! 👋
2024.05.14 22:50 alberrammc Alberram - Fantasy Roleplay Server [Java] [Vanilla] [1.20.2] [16+]
⊹⊱- Link: https://discord.gg/JWv5WMjJPp
Alberram is a fantasy medieval roleplay server that prides itself on its creative freedom. Our lore is short and easy to read; the only limit being your own imagination!
⊹⊱- COMPLETELY FREE: We don't ask for donations, subscriptions, or give people unfair advantages.
⊹⊱- A STAFF TEAM THAT CARES: The staff of Alberram was made by users disappointed with many public roleplaying servers in the past. We take suggestions and reports seriously to ensure that players feel safe and happy within our community! Our staff team also provides full transparency and honesty with its player base, something not often seen on some servers.
⊹⊱- DEDICATED & ACTIVE PLAYERBASE: Although the active community might be small, Alberram still possesses a decent amount of active and dedicated players ready to craft their own unique characters, stories, storylines, and more!
⊹⊱- WHITELIST: Alberram has a simple whitelisting process where you place your character sheets into the whitelisting channel; it will take no more than a day for a staff member to look over your sheet! This is done to ensure that characters are fair, balanced, and makes sense within the Alberram lore! We don't deny people who are trying their best and will help you make the perfect sheet.
⊹⊱- PLUGINS: Our server possesses a wide variety of plugins to help implement our uniquely working races and to assist with immersion. Our plugins also aid with creating new towns, cities, and nations, meaning geopolitical rp is a possibility. If you're one of the few who are worried about performance, don't fret! Alberram's plugins aren't heavy enough to impact performance significantly. If they are, we allow players to use performance enhancing mods as long as they run them by the staff team first.
⊹⊱- Lore snippet: The old continent used to be peaceful and brimming with magic; a lucky few being able to adeptly wield and cast it to suit their own needs. However, as centuries passed, less and less land became habitable, confining each unique race to their own isolated corners of the continent as magic slowly withered away. In modern day, in an attempt to gain more land, ignorant that there was none to spare, each region prepared to wage war against one another. However, lately a rumor has spread throughout each region of a newly discovered continent east of their own, having earned the name "Alberram". Will you be a soldier that flees to avoid certain death? Will you be a wanderer wishing to start anew? Or will you be a kindly commoner; fleeing in an attempt to live a peaceful life without the horrors of war? The fate of the world is in your hands.
Have any questions? Feel free to leave them in the comments or DM us! We hope to see you soon! 👋
submitted by alberrammc to MinecraftRoleplay [link] [comments]
Alberram is a fantasy medieval roleplay server that prides itself on its creative freedom. Our lore is short and easy to read; the only limit being your own imagination!
⊹⊱- COMPLETELY FREE: We don't ask for donations, subscriptions, or give people unfair advantages.
⊹⊱- A STAFF TEAM THAT CARES: The staff of Alberram was made by users disappointed with many public roleplaying servers in the past. We take suggestions and reports seriously to ensure that players feel safe and happy within our community! Our staff team also provides full transparency and honesty with its player base, something not often seen on some servers.
⊹⊱- DEDICATED & ACTIVE PLAYERBASE: Although the active community might be small, Alberram still possesses a decent amount of active and dedicated players ready to craft their own unique characters, stories, storylines, and more!
⊹⊱- WHITELIST: Alberram has a simple whitelisting process where you place your character sheets into the whitelisting channel; it will take no more than a day for a staff member to look over your sheet! This is done to ensure that characters are fair, balanced, and makes sense within the Alberram lore! We don't deny people who are trying their best and will help you make the perfect sheet.
⊹⊱- PLUGINS: Our server possesses a wide variety of plugins to help implement our uniquely working races and to assist with immersion. Our plugins also aid with creating new towns, cities, and nations, meaning geopolitical rp is a possibility. If you're one of the few who are worried about performance, don't fret! Alberram's plugins aren't heavy enough to impact performance significantly. If they are, we allow players to use performance enhancing mods as long as they run them by the staff team first.
⊹⊱- Lore snippet: The old continent used to be peaceful and brimming with magic; a lucky few being able to adeptly wield and cast it to suit their own needs. However, as centuries passed, less and less land became habitable, confining each unique race to their own isolated corners of the continent as magic slowly withered away. In modern day, in an attempt to gain more land, ignorant that there was none to spare, each region prepared to wage war against one another. However, lately a rumor has spread throughout each region of a newly discovered continent east of their own, having earned the name "Alberram". Will you be a soldier that flees to avoid certain death? Will you be a wanderer wishing to start anew? Or will you be a kindly commoner; fleeing in an attempt to live a peaceful life without the horrors of war? The fate of the world is in your hands.
Have any questions? Feel free to leave them in the comments or DM us! We hope to see you soon! 👋
2024.05.14 22:48 alberrammc Alberram - Fantasy Roleplay Server [Java] [Vanilla] [1.20.2] [16+]
⊹⊱- Link: https://discord.gg/JWv5WMjJPp
Alberram is a fantasy medieval roleplay server that prides itself on its creative freedom. Our lore is short and easy to read; the only limit being your own imagination!
⊹⊱- COMPLETELY FREE: We don't ask for donations, subscriptions, or give people unfair advantages.
⊹⊱- A STAFF TEAM THAT CARES: The staff of Alberram was made by users disappointed with many public roleplaying servers in the past. We take suggestions and reports seriously to ensure that players feel safe and happy within our community! Our staff team also provides full transparency and honesty with its player base, something not often seen on some servers.
⊹⊱- DEDICATED & ACTIVE PLAYERBASE: Although the active community may be on the smaller side, Alberram still possesses a decent amount of active and dedicated players ready to craft their own unique characters, stories, storylines, and more!
⊹⊱- WHITELIST: Alberram has a simple whitelisting process where you place your character sheets into the whitelisting channel; it will take no more than a day for a staff member to look over your sheet! This is done to ensure that characters are fair, balanced, and makes sense within the Alberram lore! We don't deny people who are trying their best and will help you make the perfect sheet.
⊹⊱- PLUGINS: Our server possesses a wide variety of plugins to help implement our uniquely working races and to assist with immersion. Our plugins also aid with creating new towns, cities, and nations, meaning geopolitical rp is a possibility. If you're one of the few who are worried about performance, don't fret! Alberram's plugins aren't heavy enough to impact performance significantly. If they are, we allow players to use performance enhancing mods as long as they run them by the staff team first.
⊹⊱- Lore snippet: The old continent used to be peaceful and brimming with magic; a lucky few being able to adeptly wield and cast it to suit their own needs. As centuries passed, less and less land became habitable, confining each unique race to their own isolated corners of the continent as magic slowly withered away. In modern day, in an attempt to gain more land, ignorant that there was none to spare, each region prepared to wage war against one another. Though lately a rumor has spread throughout each region of a newly discovered continent east of their own, having earned the name "Alberram". Will you be a soldier that flees to avoid certain death? Will you be a wanderer wishing to start anew? Or will you be a kindly commoner; fleeing in an attempt to live a peaceful life without the horrors of war? The fate of the world is in your hands.
Have any questions? Feel free to leave them in the comments or DM us! We hope to see you soon! :)
submitted by alberrammc to MinecraftServerFinder [link] [comments]
Alberram is a fantasy medieval roleplay server that prides itself on its creative freedom. Our lore is short and easy to read; the only limit being your own imagination!
⊹⊱- COMPLETELY FREE: We don't ask for donations, subscriptions, or give people unfair advantages.
⊹⊱- A STAFF TEAM THAT CARES: The staff of Alberram was made by users disappointed with many public roleplaying servers in the past. We take suggestions and reports seriously to ensure that players feel safe and happy within our community! Our staff team also provides full transparency and honesty with its player base, something not often seen on some servers.
⊹⊱- DEDICATED & ACTIVE PLAYERBASE: Although the active community may be on the smaller side, Alberram still possesses a decent amount of active and dedicated players ready to craft their own unique characters, stories, storylines, and more!
⊹⊱- WHITELIST: Alberram has a simple whitelisting process where you place your character sheets into the whitelisting channel; it will take no more than a day for a staff member to look over your sheet! This is done to ensure that characters are fair, balanced, and makes sense within the Alberram lore! We don't deny people who are trying their best and will help you make the perfect sheet.
⊹⊱- PLUGINS: Our server possesses a wide variety of plugins to help implement our uniquely working races and to assist with immersion. Our plugins also aid with creating new towns, cities, and nations, meaning geopolitical rp is a possibility. If you're one of the few who are worried about performance, don't fret! Alberram's plugins aren't heavy enough to impact performance significantly. If they are, we allow players to use performance enhancing mods as long as they run them by the staff team first.
⊹⊱- Lore snippet: The old continent used to be peaceful and brimming with magic; a lucky few being able to adeptly wield and cast it to suit their own needs. As centuries passed, less and less land became habitable, confining each unique race to their own isolated corners of the continent as magic slowly withered away. In modern day, in an attempt to gain more land, ignorant that there was none to spare, each region prepared to wage war against one another. Though lately a rumor has spread throughout each region of a newly discovered continent east of their own, having earned the name "Alberram". Will you be a soldier that flees to avoid certain death? Will you be a wanderer wishing to start anew? Or will you be a kindly commoner; fleeing in an attempt to live a peaceful life without the horrors of war? The fate of the world is in your hands.
Have any questions? Feel free to leave them in the comments or DM us! We hope to see you soon! :)
2024.05.14 22:43 tedpearlman What RareChops Is About
Welcome, welcome, welcome!
This is a subreddit for my new interview project, Rare Chops. There'll be a website (https://rarechops.com), a threads feed, an X feed, and an email feed/newsletter, eventually.
As you can probably guess, the intention is to interview people who have rare chops in different fields. It could be anything from baking to stop motion animation to field archaeology.
What do I mean by 'rare chops'? I'm not sure I can abstractly articulate it. I I'm not sure I'll ever be able to. But I think it will be part of the fun of this subreddit to discuss the notion of rare chops.
That said, here's an example of how I think about an example person: Chris Potter, the jazz tenor saxophonist (who is also wonderful on nearly any single-reed instrument, on piano, and with a pen and a blank sheet of staff paper) —
Chris plays with an extraordinary amount of intention. Nothing that comes from his horn sounds like an accident. You can tell he listens with great intensity to his fellow bandmates and to his own playing, in real time. He can do anything on the horn; he can play any timbre, with any articulation, with an unrelenting pocket, at any speed. And for someone with unlimited technical facility, he shows remarkable restraint and good taste. He is both fiendishly well-versed in the history of his instrument and the music, and completely his own player. He seems to be totally dedicated to the his music; he shows virtually no public interest in fashion, effecting the persona of a jazz musician, choosing music for its commercial value, or self-promotion. I could go on.
Playing The Source
So, that's it for now. If you're looking at this Subreddit, you're probably someone I've invited to join in or lurk. Either way, thank you for checking it out.
submitted by tedpearlman to RareChops [link] [comments]
This is a subreddit for my new interview project, Rare Chops. There'll be a website (https://rarechops.com), a threads feed, an X feed, and an email feed/newsletter, eventually.
As you can probably guess, the intention is to interview people who have rare chops in different fields. It could be anything from baking to stop motion animation to field archaeology.
What do I mean by 'rare chops'? I'm not sure I can abstractly articulate it. I I'm not sure I'll ever be able to. But I think it will be part of the fun of this subreddit to discuss the notion of rare chops.
That said, here's an example of how I think about an example person: Chris Potter, the jazz tenor saxophonist (who is also wonderful on nearly any single-reed instrument, on piano, and with a pen and a blank sheet of staff paper) —
Chris plays with an extraordinary amount of intention. Nothing that comes from his horn sounds like an accident. You can tell he listens with great intensity to his fellow bandmates and to his own playing, in real time. He can do anything on the horn; he can play any timbre, with any articulation, with an unrelenting pocket, at any speed. And for someone with unlimited technical facility, he shows remarkable restraint and good taste. He is both fiendishly well-versed in the history of his instrument and the music, and completely his own player. He seems to be totally dedicated to the his music; he shows virtually no public interest in fashion, effecting the persona of a jazz musician, choosing music for its commercial value, or self-promotion. I could go on.
Playing The Source
So, that's it for now. If you're looking at this Subreddit, you're probably someone I've invited to join in or lurk. Either way, thank you for checking it out.
2024.05.14 22:43 Silver_liver The Ashtapadan, Ch. 19/43. SFW this time but shows how I imagine an RR society
Link to AO3
chapters 1&2
chapter 3
chapter 4
chapter 5
chapter 6
chapter 7
chapter 8
chapter 9
Chapter 10
Chapter 11
Chapter 12
Chapter 13
Chapter 14
Chapter 15
Chapter 16
Chapter 17
Chapter 18
The Academy looked normal enough from the distance but blew Gentry’s mind when she finally entered it. First of all, the way in lay through a massive winter garden full of the most luxurious botanical collection she’s ever seen. Not only that, but it seemed to be arranged in a way that offered spaces for hanging out as well as paths in and out. Here and there, G noticed little nooks with people’s voices coming from them and small murmuring streams gleamed in the sun that blazed through the transparent walls and roof. This place looked magical and invited to stay, enjoy the refreshing coolness and peace of mind. But Gentry had a good enough rest in her communal room the night before and was eager to start working on her first assignment that the System had spat out with a congratulating letter. Figuring out the controls of her new wristcomm was simple enough.
DEAR GENTRY!
WE ARE DELIGHTED TO INFORM YOU THAT YOU ARE THE FIRST CONTESTANT TO CLEAR ALL CHALLENGES AND OBTAIN THE STATUS OF AN ASHTAPADAN NEWCOMER! YOUR MEDICAL DATA HAS BEEN ANALYSED AND FOUND ACCEPTABLE.
IN THE ATTACHMENT TO THIS LETTER YOU WILL FIND A LIST OF RULES, RECOMMENDATIONS AND IDEAS THAT WILL DEFINITELY HELP YOU IN THE FIRST WEEKS IN OUR BEAUTIFUL CITY BUT WE STRONGLY RECOMMEND FINDING A BUDDY THAT WOULD BE YOUR MAIN GUIDE AND POTENTIALLY A NEW GREAT FRIEND! IT CAN BE ANY CITIZEN OR A MORE EXPERIENCED NEWCOMER.
YOUR CURRENT POINTS: 0
WHY NOT START EARNING SOME WITH YOUR FIRST ASSIGNMENT?
START ANY BEGINNER COURSE AT THE ACADEMY AND KEEP YOUR ATTENDANCE RATE OVER 80% — WORTH 50 POINTS
(OPTIONAL) FIND SOMEBODY WHO IS WILLING TO BECOME YOUR BUDDY — WORTH 20 POINTS
Without stopping to check if the vending machines offered anything good, G made her way through the dreamy garden and entered the inner yard that looked just like everything here: nothing too eye-catching at first glance but secrets hidden everywhere.
One thing she had already noticed was that most of the people had another piece of technology on their bodies besides the comm on their wrists: a sort of extendable visor that some of them kept engaged at all times. Those who were focused on the screen had a comical look on their faces, a thousand-mile stare, eyes wide even as they were talking to each other or going about their business. It was unclear yet why they would engage the screen for so long though. No one needed this much time to read a notification or check a map.
Take a group of young students by the fountain, for example. They seemed deep in conversation with each other yet their pupils didn’t focus on the person in front, but on the translucent screen over the top part of their faces. Was it some kind of virtual reality helmet?
If so, G needed one, too.
Perhaps she’d be able to make new friends this way.
There was something else that caught Gentry’s eye. Despite her initial disappointment about the severe lack of male hotness in the streets, people of both sexes seemed to really care about their appearance. Even those who probably weren’t naturally stunning were very interesting to look at not least because of the crazy fashion sense everyone here had. Never before had G seen so much variety in what everyone wore: countless variations on different national garments, some looking very traditional, like something one could see in a theatre, some — futuristic uniforms straight out of a sci-fi movie. It didn’t seem like anyone was concerned with gender norms here, too. At least in when it came to the outfits.
G hoped she didn’t look like a creepy stalker when her gaze lingered on a pair of very nicely shaped legs stretching from underneath a plaid skirt that belonged to a young man in the group sat by the edge of the water. A pair of snow-white knee-highs, flat loafers and neat raven hair with some blue streaks completed the image. His clothes fit him very well and weren’t inappropriate in the least: something an old money university student would wear.
A female student that is.
And he wasn’t alone. Here and there, among more conventionally dressed people, there were people wearing all sorts of things: a crazy mix of goth-like apparel but barefoot, men and women with heads covered with scarves, people in strange jewelery that looked like it weighed a ton and so on. Most importantly, no one seemed to care what the others looked like.
Was it paradise? Looks like the demo didn’t lie: it was heaven on earth.
The young man in the middle of the student gaggle caught her staring after all. With a dazzling smile, he waved in her direction as if they were great friends, and G waved back, face heating, hoping there wasn’t anyone behind her this tease was actually waving at. Thank god his shoes weren’t heeled, otherwise she would definitely have a heart attack right here, in the middle of the common area, on her first day.
Did he notice her ogling his legs? Judging by the giggles of his friend's entourage, they all did. The young flirt covered his mouth, eyes wide in mock indignation and pulled his knees in, as if hiding them from the improper attention, getting even more laughter from the rest of the company. G averted her eyes and tried to calm her breathing as she was on her way through the yard again, but before they all disappeared from her field of view, she noticed the coquette stretch his legs again and fall back on a friend of his, embracing the lucky man’s neck in an affectionate gesture, already forgetting G existed.
There was no way she wasn’t going to make some pretty boy do the same for her. Forget the assignment, put that in the list of her top priorities!
At first, Gentry was lost when she failed to find any kind of class schedule and there was no one to ask at the reception desk.
Why have a reception desk if nobody’s on duty?
Soon, however, it occurred to her that there was no schedule: each room within the wide marble corridors had a small display with a handwritten message scribbled on it.
Bachata for beginners
Product engineering (Tuesday class cancelled)
Colloidal chemistry (revision today)
None of these were the Communications course that Jey was talking about, but the variety definitely made G’s eyebrows go up.
Was she just supposed to barge into any class and sign up? Did she have to sign up later if she liked the subject? Was it ok to choose any?
After some wandering around, too scared to just walk in uninvited or ask others for directions, she finally stumbled across the door saying:
Communication & decision making course (Newcomers welcome)
With the desks arranged in a horseshoe and the people of various ages that were also apparently Newcomers, it all seemed comfortably casual. Everyone was chatting as she walked in, paying G no mind so she busied herself with the wristcomm that dinged at exactly the right time to save her the embarrassment of looking for a desk.
Would you like to enroll in this course? Scroll down to read the description.
Was this damn thing a spying device? Did it just know which room she was in? Jey didn’t joke when she said the little thing was going to be her primary aid!
“Are you looking for somewhere to sit?” called a young red-haired woman at one of the paired desks. “Here, this one is free.” She had the auglasses on, like everyone else, but they were off, showing her lively face and a pair of sharp green eyes.
“Thanks,” G said, gratefully taking the offer. “I’m new here, don’t know how things work yet.”
“It’s alright, the course is very engaging, you’ll love it.” — the woman held out a hand — “I’m Sereen, what’s your name?”
G shook the warm palm. “It’s Gentry. And by new I mean I’m new to Ashtapada, not just the course. Literally arrived yesterday.”
“Really?” — S looked surprised — “Everything must be very confusing!”
“You have no idea,” G smiled. “I’m glad someone understands. Everyone’s friendly but acts as if giant mechanical dogs in the streets and a moss garden in the lobby are the most normal things ever.”
“Don’t worry, I was just like you when I first arrived, you’ll get the hang of it soon.”
“Hope so! Is that the lecturer?”
“Shhh...”
Just like everything else in Ashtapada, the lecture started out normal enough only to unfold into something completely alien to how things were normally done.
Apparently, the Communications course involved learning rationality, debating, logic, etiquette and god knew what else. It was supposed to give the future citizens tools to, well, communicate. G was given a booklet with some ground rules for beginners that included entries that sounded like something Sun Tzu would say if he studied debating instead of warcraft.
“The purpose of any argument is not to win it and not to change the other disputant’s mind. It’s to find the truth.”
“Always argue in good faith.”
“Don’t attack your opponent.”
“If attacked, dismiss the attack as if it didn’t happen.”
Well, hopefully, it only meant verbal attacks! G knew too well that when it came to physical violence, it was hard to ignore it.
Most of the rules looked straightforward enough, some were confusing.
“Seek challenge to your convictions. Avoid echo chambers.”
“Don’t seek being right.”
“Be mindful of your audience including yourself.”
“Avoid “Empty arguments” that don’t bring everyone closer to the goal of finding the truth.”
The lecturer, a willowy man of about sixty that drowned in his tweed jacket, started the class with a bit of small talk with the regulars after distributing the booklets to all first-timers. He made sure to give it to G face down so that his photo under the “About the author” title didn’t go unnoticed. He also made most of the “talk” part himself.
“I never took part in a debate,” G told Sereen, who was patiently waiting for the class to begin. “And never seen anything like these rules. Is it actually useful?”
“Oh, believe me, professor Poe will be ecstatic to talk to you about them. He can’t not start discussing his subject at the slightest provocation. Look.” — she raised her hand — “Professor, how was your weekend?”
The man wearily smiled. “That might seem like a meaningless question, Sereen, but it’s actually very much related to the topic we are going to cover today.”
“See?” — S raised her eyebrows with a suppressed smile. G giggled. This promised to be interesting.
“Our friend Sereen is a very polite person, isn’t she?” — Poe smiled at the class but his eyes glided over everyone’s faces, gaze turned inwards like he was reading an invisible text written on the walls. “But as kind as she is, I don’t think she’s actually interested in how my weekend went. Small talk is just a social custom we engage in to strengthen our social relations. Why don’t we just start a day by saying “Hi! I value our relationship and would like to fulfill my societal role!” to everyone we know? I would definitely prefer THAT over the small talk! He-he!”
The audience laughed politely. The guy seemed alright.
“However, just as we use different tools to fulfill this role in different contexts, so can the context of a logical problem steer our thinking towards a rational, that is, right, and an irrational, that is, wrong, answer.”
“Well, that’s not a given,” Gentry mumbled under her breath but it went unnoticed by S, who was already immersed in the lecture.
“Consider the famous René Descartes’s quote "Cogito, ergo sum". Who can translate it from Latin?” — the board behind the thin, almost transparent man glowed, displaying the words.
“Is it really a Beginner’s course?” G asked Sereen in a low voice but her companion was already raising her hand, together with a dozen other students.
“I think, therefore I am,” she said after a curt nod of the lecturer’s permission.
“Very good,” he continued, pleased. “I taught you well. Those of you who attend my lectures regularly are familiar with the notion of solipsism, which states that the only thing we can be sure about is our own thoughts.”
Gentry looked at S with raised eyebrows.
If this is an introductory course, what was the advanced like?
Sereen didn’t seem to perplexed. She was fully following the thread.
“However,” professor Poe said. “I am going to challenge that notion by demonstrating that we can’t trust our own mind when it comes to perceiving reality.”
He looked at the audience with a quizzical eye, and pointed at Gentry with a long bony finger “You, new girl. I want you to close your eyes.”
Why her?
Gentry was only happy to hide behind her eyelids. No doubt the whole room was now staring at her.
Through the blood rushing in her ears, she heard the old man’s voice, “Who was sitting beside you before you closed your eyes?”
“My new friend Sereen,” G answered and heard a little gasp of appreciation from the woman.
“So you know she existed as long as you two were whispering behind my back. However, now that you can’t see or hear her. How do you know she exists?”
“Well, I can reach with my hand and touch her,” Gentry said, demonstrating.
“Yes, this is what most people answer,” Poe said. “You can open your eyes now. But let me ask you this: how would you know it was her, an not some other person that took her place?”
Gentry’s intuition was right: everyone was staring, as if waiting for her answer.
“Well, I suppose— ”
“Hush, it was a rhetorical question,” the professor cut her off. “The correct answer is that you can’t know that. We think we can trust our senses or at least our thoughts, but this is also false. Everyone, look out of the window.”
Everyone did.
The day was as fine as Gentry was annoyed.
What did this pops think of himself?
“I’d ask what you see, but I already know the answer,” he went on. “All of you would say “the sky”. And all of you would be wrong, because sky doesn’t exist. We only see the endless emptiness of the outer space, but perceive it as a blue dome. It’s an illusion, a phantom, born out of our collective unconscious.”
Sereen whispered, lost in the lecture, “Ah, yes, Carl Jung.”
What?
Was it supposed to be obvious?
“But listen to this,” he continued, voice booming like a demiurge’s in the completely silent room. “Listen to this. How many words is it? Listentothis. Our common sense says it’s three words while in reality it’s just a string of sounds I an producing with my mouth. I am literally making you hallucinate the spaces between the words I’m saying. With knowing that our perception is so flawed, how can we know that we even know how to think?”
“I’m sorry, professor, I disagr...” G started but got struck down by his serrated gaze.
“I’ll invite questions at the end, young miss,” he chopped out.
Sereen’s eyes were sympathetic. It looked like most if not all of professor Poe’s students had learned not to interrupt him.
He went on, “Anyway, the fact that you even understand what I am saying is in itself incredible and shouldn’t be possible.”
“But it IS possible, right?” G whispered to Sereen. “I mean, aren’t we understanding this as he speaks?”
“PLEASE refrain from talking unless asked!” professor Poe roared.
Impressive lung capacity for such a frail human being!
G begrudgingly did as she was told. The guy seemed to be enjoying this power trip a bit too much to her taste.
“Now, since most of you,” he put some emphasis on the word to shut up another pair of whispering students. “Most of you think you comprehend my words, you must know that there is a way to tell that something is real, even though we can’t rely on our senses for perception. I’m giving you a minute to discuss with your partners what it might be.”
G considered it. She and Sereen exchanged equally confused glances.
Like a dutiful student, S started summarising Poe’s arguments but Gentry listened with only half an ear. She felt that behind all this over-thinking was a clear and simple answer.
She watched the professor walk along the aisles, tuning into one or another conversation before leaving each with a smug head shake of disapproval.
What was there to think about? Even if they didn’t see the world precisely as it was, something was definitely real, right? The chair she felt under her buttocks, the air around, the low murmur of the students. The annoying professor that… looked a little too translucent.
Gentry waited for the man to approach their desks and tune into Sereen’s musings. As he came so near they could reach out and touch him, Gentry did just that.
To her utter shock, her hand went through the old jacket and sent a wave of static over the professor’s figure, his whole form glitching and flickering.
Professor Poe was a hologram!
Unable to help herself, Gentry said, “No wonder you don’t think anything is real, Professor, you are hardly real yourself!”
The whole roomful of people stared, transfixed, at the surreal scene of a student’s arm disappearing into the teacher’s abdomen.
Gentry looked back at Sereen in search of support.
Was it laughter in her eyes?
Poe’s blood drained from his face, the mouth slacked open, twitching as if trying to form some words, but none came out.
Sereen chimed in, “You never told us you were a simulation, Professor.”
“Out!” Poe gritted lowly so that no one really heard him.
“I’m sorry?” G asked, innocently.
“Out of my class!” he exploded, jumping out of Gentry’s reach with an enraged grimace. “I am as real as you are!”
G stood up and looked at her hand then back at Professor Poe.
How much rage could storm in those watery eyes?
Then, she winked at her new friend.
“Let’s go then, shall we?” she said.
Sereen looked lost for a second, her eyes darting pack and forth between Gentry and Poe. Then, her gaze seemed to cloud a little, as if she retreated into her own head, but when she resurfaced, she nodded with a mischievous smile.
Both young women left the room, the classmates’ sympathetic silence and Poe’s angry seething seeing them off.
***
“What a way to start my first day,” Gentry said. “My hands are still trembling a bit.”
She and S were calming their nerves in the green winter garden, the soothing sound of the little running streamlet at their feet a welcome distraction.
“Believe it or not, his course is actually quite useful,” Sereen laughed. “Who would have thought the old Poe is actually not human? I guess we never thought of poking him in the stomach before. This is going to be the talk of the Academy for the next month or so!”
“Is it? I feel bad now. I guess I’m not getting any points for attending this lecture, right?” — Gentry checked her wristcomm — “It says “zero progress” and something else… ad.. Honi… adhonim…”
Sereen laughed, “Yeah, you adhominem’ed good old Poe, no wonder you got zero credit!”
“What does it mean?”
“You’ve seen the rules of learning and discourse, right?” S said. “There are no-nos, things that aren’t allowed, especially when it comes to Rationality classes and the like. Ad Hominem means an attack on the speaker, not their argument. It isn’t exactly what you did, but I guess it’s the closest thing!”
“Ad Hominem, huh,” G said. “Well, I guess I deserve it then. Thanks for standing by me.”
If it wasn’t for Sereen, G wasn’t sure she would be going to return to the Academy any time soon!
“You just chose a wrong course as your first class, G,” — no doubt about that! — “But another lecturer who works here is much more open-minded and he also teaches Rationality. I think you’ll enjoy him more than our old Poe. His next class is in a couple of days. Wanna come?”
***
DEAR GENTRY!
CONGRATULATIONS ON COMPLETING AN OPTIONAL ASSIGNMENT! 20 POINTS HAVE BEEN ADDED TO YOUR STATUS COUNTER.
submitted by Silver_liver to RoleReversal [link] [comments]
chapters 1&2
chapter 3
chapter 4
chapter 5
chapter 6
chapter 7
chapter 8
chapter 9
Chapter 10
Chapter 11
Chapter 12
Chapter 13
Chapter 14
Chapter 15
Chapter 16
Chapter 17
Chapter 18
The Academy looked normal enough from the distance but blew Gentry’s mind when she finally entered it. First of all, the way in lay through a massive winter garden full of the most luxurious botanical collection she’s ever seen. Not only that, but it seemed to be arranged in a way that offered spaces for hanging out as well as paths in and out. Here and there, G noticed little nooks with people’s voices coming from them and small murmuring streams gleamed in the sun that blazed through the transparent walls and roof. This place looked magical and invited to stay, enjoy the refreshing coolness and peace of mind. But Gentry had a good enough rest in her communal room the night before and was eager to start working on her first assignment that the System had spat out with a congratulating letter. Figuring out the controls of her new wristcomm was simple enough.
DEAR GENTRY!
WE ARE DELIGHTED TO INFORM YOU THAT YOU ARE THE FIRST CONTESTANT TO CLEAR ALL CHALLENGES AND OBTAIN THE STATUS OF AN ASHTAPADAN NEWCOMER! YOUR MEDICAL DATA HAS BEEN ANALYSED AND FOUND ACCEPTABLE.
IN THE ATTACHMENT TO THIS LETTER YOU WILL FIND A LIST OF RULES, RECOMMENDATIONS AND IDEAS THAT WILL DEFINITELY HELP YOU IN THE FIRST WEEKS IN OUR BEAUTIFUL CITY BUT WE STRONGLY RECOMMEND FINDING A BUDDY THAT WOULD BE YOUR MAIN GUIDE AND POTENTIALLY A NEW GREAT FRIEND! IT CAN BE ANY CITIZEN OR A MORE EXPERIENCED NEWCOMER.
YOUR CURRENT POINTS: 0
WHY NOT START EARNING SOME WITH YOUR FIRST ASSIGNMENT?
START ANY BEGINNER COURSE AT THE ACADEMY AND KEEP YOUR ATTENDANCE RATE OVER 80% — WORTH 50 POINTS
(OPTIONAL) FIND SOMEBODY WHO IS WILLING TO BECOME YOUR BUDDY — WORTH 20 POINTS
Without stopping to check if the vending machines offered anything good, G made her way through the dreamy garden and entered the inner yard that looked just like everything here: nothing too eye-catching at first glance but secrets hidden everywhere.
One thing she had already noticed was that most of the people had another piece of technology on their bodies besides the comm on their wrists: a sort of extendable visor that some of them kept engaged at all times. Those who were focused on the screen had a comical look on their faces, a thousand-mile stare, eyes wide even as they were talking to each other or going about their business. It was unclear yet why they would engage the screen for so long though. No one needed this much time to read a notification or check a map.
Take a group of young students by the fountain, for example. They seemed deep in conversation with each other yet their pupils didn’t focus on the person in front, but on the translucent screen over the top part of their faces. Was it some kind of virtual reality helmet?
If so, G needed one, too.
Perhaps she’d be able to make new friends this way.
There was something else that caught Gentry’s eye. Despite her initial disappointment about the severe lack of male hotness in the streets, people of both sexes seemed to really care about their appearance. Even those who probably weren’t naturally stunning were very interesting to look at not least because of the crazy fashion sense everyone here had. Never before had G seen so much variety in what everyone wore: countless variations on different national garments, some looking very traditional, like something one could see in a theatre, some — futuristic uniforms straight out of a sci-fi movie. It didn’t seem like anyone was concerned with gender norms here, too. At least in when it came to the outfits.
G hoped she didn’t look like a creepy stalker when her gaze lingered on a pair of very nicely shaped legs stretching from underneath a plaid skirt that belonged to a young man in the group sat by the edge of the water. A pair of snow-white knee-highs, flat loafers and neat raven hair with some blue streaks completed the image. His clothes fit him very well and weren’t inappropriate in the least: something an old money university student would wear.
A female student that is.
And he wasn’t alone. Here and there, among more conventionally dressed people, there were people wearing all sorts of things: a crazy mix of goth-like apparel but barefoot, men and women with heads covered with scarves, people in strange jewelery that looked like it weighed a ton and so on. Most importantly, no one seemed to care what the others looked like.
Was it paradise? Looks like the demo didn’t lie: it was heaven on earth.
The young man in the middle of the student gaggle caught her staring after all. With a dazzling smile, he waved in her direction as if they were great friends, and G waved back, face heating, hoping there wasn’t anyone behind her this tease was actually waving at. Thank god his shoes weren’t heeled, otherwise she would definitely have a heart attack right here, in the middle of the common area, on her first day.
Did he notice her ogling his legs? Judging by the giggles of his friend's entourage, they all did. The young flirt covered his mouth, eyes wide in mock indignation and pulled his knees in, as if hiding them from the improper attention, getting even more laughter from the rest of the company. G averted her eyes and tried to calm her breathing as she was on her way through the yard again, but before they all disappeared from her field of view, she noticed the coquette stretch his legs again and fall back on a friend of his, embracing the lucky man’s neck in an affectionate gesture, already forgetting G existed.
There was no way she wasn’t going to make some pretty boy do the same for her. Forget the assignment, put that in the list of her top priorities!
At first, Gentry was lost when she failed to find any kind of class schedule and there was no one to ask at the reception desk.
Why have a reception desk if nobody’s on duty?
Soon, however, it occurred to her that there was no schedule: each room within the wide marble corridors had a small display with a handwritten message scribbled on it.
Bachata for beginners
Product engineering (Tuesday class cancelled)
Colloidal chemistry (revision today)
None of these were the Communications course that Jey was talking about, but the variety definitely made G’s eyebrows go up.
Was she just supposed to barge into any class and sign up? Did she have to sign up later if she liked the subject? Was it ok to choose any?
After some wandering around, too scared to just walk in uninvited or ask others for directions, she finally stumbled across the door saying:
Communication & decision making course (Newcomers welcome)
With the desks arranged in a horseshoe and the people of various ages that were also apparently Newcomers, it all seemed comfortably casual. Everyone was chatting as she walked in, paying G no mind so she busied herself with the wristcomm that dinged at exactly the right time to save her the embarrassment of looking for a desk.
Would you like to enroll in this course? Scroll down to read the description.
Was this damn thing a spying device? Did it just know which room she was in? Jey didn’t joke when she said the little thing was going to be her primary aid!
“Are you looking for somewhere to sit?” called a young red-haired woman at one of the paired desks. “Here, this one is free.” She had the auglasses on, like everyone else, but they were off, showing her lively face and a pair of sharp green eyes.
“Thanks,” G said, gratefully taking the offer. “I’m new here, don’t know how things work yet.”
“It’s alright, the course is very engaging, you’ll love it.” — the woman held out a hand — “I’m Sereen, what’s your name?”
G shook the warm palm. “It’s Gentry. And by new I mean I’m new to Ashtapada, not just the course. Literally arrived yesterday.”
“Really?” — S looked surprised — “Everything must be very confusing!”
“You have no idea,” G smiled. “I’m glad someone understands. Everyone’s friendly but acts as if giant mechanical dogs in the streets and a moss garden in the lobby are the most normal things ever.”
“Don’t worry, I was just like you when I first arrived, you’ll get the hang of it soon.”
“Hope so! Is that the lecturer?”
“Shhh...”
Just like everything else in Ashtapada, the lecture started out normal enough only to unfold into something completely alien to how things were normally done.
Apparently, the Communications course involved learning rationality, debating, logic, etiquette and god knew what else. It was supposed to give the future citizens tools to, well, communicate. G was given a booklet with some ground rules for beginners that included entries that sounded like something Sun Tzu would say if he studied debating instead of warcraft.
“The purpose of any argument is not to win it and not to change the other disputant’s mind. It’s to find the truth.”
“Always argue in good faith.”
“Don’t attack your opponent.”
“If attacked, dismiss the attack as if it didn’t happen.”
Well, hopefully, it only meant verbal attacks! G knew too well that when it came to physical violence, it was hard to ignore it.
Most of the rules looked straightforward enough, some were confusing.
“Seek challenge to your convictions. Avoid echo chambers.”
“Don’t seek being right.”
“Be mindful of your audience including yourself.”
“Avoid “Empty arguments” that don’t bring everyone closer to the goal of finding the truth.”
The lecturer, a willowy man of about sixty that drowned in his tweed jacket, started the class with a bit of small talk with the regulars after distributing the booklets to all first-timers. He made sure to give it to G face down so that his photo under the “About the author” title didn’t go unnoticed. He also made most of the “talk” part himself.
“I never took part in a debate,” G told Sereen, who was patiently waiting for the class to begin. “And never seen anything like these rules. Is it actually useful?”
“Oh, believe me, professor Poe will be ecstatic to talk to you about them. He can’t not start discussing his subject at the slightest provocation. Look.” — she raised her hand — “Professor, how was your weekend?”
The man wearily smiled. “That might seem like a meaningless question, Sereen, but it’s actually very much related to the topic we are going to cover today.”
“See?” — S raised her eyebrows with a suppressed smile. G giggled. This promised to be interesting.
“Our friend Sereen is a very polite person, isn’t she?” — Poe smiled at the class but his eyes glided over everyone’s faces, gaze turned inwards like he was reading an invisible text written on the walls. “But as kind as she is, I don’t think she’s actually interested in how my weekend went. Small talk is just a social custom we engage in to strengthen our social relations. Why don’t we just start a day by saying “Hi! I value our relationship and would like to fulfill my societal role!” to everyone we know? I would definitely prefer THAT over the small talk! He-he!”
The audience laughed politely. The guy seemed alright.
“However, just as we use different tools to fulfill this role in different contexts, so can the context of a logical problem steer our thinking towards a rational, that is, right, and an irrational, that is, wrong, answer.”
“Well, that’s not a given,” Gentry mumbled under her breath but it went unnoticed by S, who was already immersed in the lecture.
“Consider the famous René Descartes’s quote "Cogito, ergo sum". Who can translate it from Latin?” — the board behind the thin, almost transparent man glowed, displaying the words.
“Is it really a Beginner’s course?” G asked Sereen in a low voice but her companion was already raising her hand, together with a dozen other students.
“I think, therefore I am,” she said after a curt nod of the lecturer’s permission.
“Very good,” he continued, pleased. “I taught you well. Those of you who attend my lectures regularly are familiar with the notion of solipsism, which states that the only thing we can be sure about is our own thoughts.”
Gentry looked at S with raised eyebrows.
If this is an introductory course, what was the advanced like?
Sereen didn’t seem to perplexed. She was fully following the thread.
“However,” professor Poe said. “I am going to challenge that notion by demonstrating that we can’t trust our own mind when it comes to perceiving reality.”
He looked at the audience with a quizzical eye, and pointed at Gentry with a long bony finger “You, new girl. I want you to close your eyes.”
Why her?
Gentry was only happy to hide behind her eyelids. No doubt the whole room was now staring at her.
Through the blood rushing in her ears, she heard the old man’s voice, “Who was sitting beside you before you closed your eyes?”
“My new friend Sereen,” G answered and heard a little gasp of appreciation from the woman.
“So you know she existed as long as you two were whispering behind my back. However, now that you can’t see or hear her. How do you know she exists?”
“Well, I can reach with my hand and touch her,” Gentry said, demonstrating.
“Yes, this is what most people answer,” Poe said. “You can open your eyes now. But let me ask you this: how would you know it was her, an not some other person that took her place?”
Gentry’s intuition was right: everyone was staring, as if waiting for her answer.
“Well, I suppose— ”
“Hush, it was a rhetorical question,” the professor cut her off. “The correct answer is that you can’t know that. We think we can trust our senses or at least our thoughts, but this is also false. Everyone, look out of the window.”
Everyone did.
The day was as fine as Gentry was annoyed.
What did this pops think of himself?
“I’d ask what you see, but I already know the answer,” he went on. “All of you would say “the sky”. And all of you would be wrong, because sky doesn’t exist. We only see the endless emptiness of the outer space, but perceive it as a blue dome. It’s an illusion, a phantom, born out of our collective unconscious.”
Sereen whispered, lost in the lecture, “Ah, yes, Carl Jung.”
What?
Was it supposed to be obvious?
“But listen to this,” he continued, voice booming like a demiurge’s in the completely silent room. “Listen to this. How many words is it? Listentothis. Our common sense says it’s three words while in reality it’s just a string of sounds I an producing with my mouth. I am literally making you hallucinate the spaces between the words I’m saying. With knowing that our perception is so flawed, how can we know that we even know how to think?”
“I’m sorry, professor, I disagr...” G started but got struck down by his serrated gaze.
“I’ll invite questions at the end, young miss,” he chopped out.
Sereen’s eyes were sympathetic. It looked like most if not all of professor Poe’s students had learned not to interrupt him.
He went on, “Anyway, the fact that you even understand what I am saying is in itself incredible and shouldn’t be possible.”
“But it IS possible, right?” G whispered to Sereen. “I mean, aren’t we understanding this as he speaks?”
“PLEASE refrain from talking unless asked!” professor Poe roared.
Impressive lung capacity for such a frail human being!
G begrudgingly did as she was told. The guy seemed to be enjoying this power trip a bit too much to her taste.
“Now, since most of you,” he put some emphasis on the word to shut up another pair of whispering students. “Most of you think you comprehend my words, you must know that there is a way to tell that something is real, even though we can’t rely on our senses for perception. I’m giving you a minute to discuss with your partners what it might be.”
G considered it. She and Sereen exchanged equally confused glances.
Like a dutiful student, S started summarising Poe’s arguments but Gentry listened with only half an ear. She felt that behind all this over-thinking was a clear and simple answer.
She watched the professor walk along the aisles, tuning into one or another conversation before leaving each with a smug head shake of disapproval.
What was there to think about? Even if they didn’t see the world precisely as it was, something was definitely real, right? The chair she felt under her buttocks, the air around, the low murmur of the students. The annoying professor that… looked a little too translucent.
Gentry waited for the man to approach their desks and tune into Sereen’s musings. As he came so near they could reach out and touch him, Gentry did just that.
To her utter shock, her hand went through the old jacket and sent a wave of static over the professor’s figure, his whole form glitching and flickering.
Professor Poe was a hologram!
Unable to help herself, Gentry said, “No wonder you don’t think anything is real, Professor, you are hardly real yourself!”
The whole roomful of people stared, transfixed, at the surreal scene of a student’s arm disappearing into the teacher’s abdomen.
Gentry looked back at Sereen in search of support.
Was it laughter in her eyes?
Poe’s blood drained from his face, the mouth slacked open, twitching as if trying to form some words, but none came out.
Sereen chimed in, “You never told us you were a simulation, Professor.”
“Out!” Poe gritted lowly so that no one really heard him.
“I’m sorry?” G asked, innocently.
“Out of my class!” he exploded, jumping out of Gentry’s reach with an enraged grimace. “I am as real as you are!”
G stood up and looked at her hand then back at Professor Poe.
How much rage could storm in those watery eyes?
Then, she winked at her new friend.
“Let’s go then, shall we?” she said.
Sereen looked lost for a second, her eyes darting pack and forth between Gentry and Poe. Then, her gaze seemed to cloud a little, as if she retreated into her own head, but when she resurfaced, she nodded with a mischievous smile.
Both young women left the room, the classmates’ sympathetic silence and Poe’s angry seething seeing them off.
***
“What a way to start my first day,” Gentry said. “My hands are still trembling a bit.”
She and S were calming their nerves in the green winter garden, the soothing sound of the little running streamlet at their feet a welcome distraction.
“Believe it or not, his course is actually quite useful,” Sereen laughed. “Who would have thought the old Poe is actually not human? I guess we never thought of poking him in the stomach before. This is going to be the talk of the Academy for the next month or so!”
“Is it? I feel bad now. I guess I’m not getting any points for attending this lecture, right?” — Gentry checked her wristcomm — “It says “zero progress” and something else… ad.. Honi… adhonim…”
Sereen laughed, “Yeah, you adhominem’ed good old Poe, no wonder you got zero credit!”
“What does it mean?”
“You’ve seen the rules of learning and discourse, right?” S said. “There are no-nos, things that aren’t allowed, especially when it comes to Rationality classes and the like. Ad Hominem means an attack on the speaker, not their argument. It isn’t exactly what you did, but I guess it’s the closest thing!”
“Ad Hominem, huh,” G said. “Well, I guess I deserve it then. Thanks for standing by me.”
If it wasn’t for Sereen, G wasn’t sure she would be going to return to the Academy any time soon!
“You just chose a wrong course as your first class, G,” — no doubt about that! — “But another lecturer who works here is much more open-minded and he also teaches Rationality. I think you’ll enjoy him more than our old Poe. His next class is in a couple of days. Wanna come?”
***
DEAR GENTRY!
CONGRATULATIONS ON COMPLETING AN OPTIONAL ASSIGNMENT! 20 POINTS HAVE BEEN ADDED TO YOUR STATUS COUNTER.
2024.05.14 22:41 Soninetz Softr vs Glide: Uncovering the Advantages & Superiority
 | Did you know that over 90% of businesses struggle to choose between Softr and Glide for their web apps development needs? The decision between Softr vs. Glide can be a game-changer, impacting functionality, design, and user experience significantly. Understanding the strengths and weaknesses of each platform, automation capabilities, responsiveness, and tools is crucial for making an informed choice that aligns with your project goals and requirements. Dive into this comparison to uncover which tool suits your app development endeavors best. submitted by Soninetz to NutraVestaProVen [link] [comments] Useful Links: Key Takeaways
Choosing the Right No-Code PlatformEvaluate Project RequirementsEvaluate your project requirements to determine if you need multiple data sources, advanced building blocks, and granular app permissions. Consider factors like the complexity of your app and the level of customization needed.https://preview.redd.it/nqeroko6eg0d1.png?width=742&format=png&auto=webp&s=7ac31ab5742a624e98f63a1b0e0a18017b7dd6eb Ready to level up your data game? Try Softr for free and create amazing portals or tools effortlessly! Scalability ComparisonCompare the scalability of Softr and Glide by looking at record limits, integrations, and authentication options. Ensure that the platform you choose can support your project's growth in the long run while accommodating users and enabling automation.When comparing platforms, look at aspects such as design flexibility, available design options, and support for custom code integration. These elements play a crucial role in creating appealing apps with unique features.
Advantages of SoftrFlexibilitySoftr, recognized as the best no-code platform by G2, offers unparalleled flexibility. Users can easily customize their websites and applications to suit their specific needs.Robust Design ExperienceWith Softr, users benefit from a more robust design experience compared to Glide. The platform provides a wide range of design options and templates for creating visually appealing projects.Advanced User Access ControlOne key advantage of Softr over Glide is its advanced user access control features. Users can easily manage permissions and access levels for different team members or collaborators.8 Reasons to Switch to Softr
Unique Features of SoftrDesign FlexibilitySoftr offers unparalleled design flexibility, allowing users to customize their web and mobile apps effortlessly. With Softr, you can create a unique and visually appealing interface tailored to your brand.Extensive Integrations
Enhanced Permissions Control
Softr simplifies the app development process by enabling users to create both web and mobile applications simultaneously in just one click. This innovative approach saves time and effort, making it an ideal choice for individuals and businesses looking to establish a strong online presence quickly. With real-time data retrieval capabilities, Softr empowers users to access up-to-date information seamlessly. By leveraging these advanced features, users can create dynamic apps that cater to the evolving needs of their audience effectively. Deep Dive into Softr’s CapabilitiesAuthentication Optionstr offers various authentication options like Sign-in with SSO, SMS, Google, or custom code, ensuring secure access. Users can leverage these options to enhance security and streamline the login process effectively.Record Limits and ScalabilityUnlike Glide, Softr's Business plan boasts no record limits, promoting scalability for growing projects. This feature allows users to expand their databases without constraints, accommodating increasing data needs seamlessly.Granular App Permissionstr provides granular control over app permissions and access levels, enhancing security and data management. This functionality ensures that only authorized individuals can view or modify specific information within the application.SummaryIn your quest to find the ideal no-code platform, you've delved into the realms of Softr and Glide. As you've discovered the advantages and unique features of Softr, it's evident that this platform offers a robust set of capabilities tailored to your needs. With a deeper understanding of what Softr brings to the table, you are now equipped to make an informed decision that aligns with your goals and vision.When it comes to choosing the right no-code platform for your projects, remember that Softr stands out for its user-friendly interface, customization options, and powerful features. Take your time to explore further and consider how Softr can elevate your projects to new heights. Make the most of this opportunity to unleash your creativity and bring your ideas to life effortlessly with Softr. Empower your business with sleek client portals or internal tools using Softr. Get started with our free trial today! Frequently Asked QuestionsWhat factors should I consider when choosing between Softr and Glide?When deciding between Softr and Glide, consider your project requirements, design preferences, ease of use, integrations needed, and scalability. Softr offers a user-friendly interface with robust features for website building, while Glide specializes in creating mobile apps from Google Sheets.What are the key advantages of using Softr for no-code development?tr provides a seamless drag-and-drop interface, pre-built templates for quick setup, database functionality for dynamic content, custom domain support for branding, and responsive design for mobile optimization. These advantages make Softr an ideal choice for rapid no-code application development.What unique features does Softr offer compared to other no-code platforms?tr stands out with its ability to create membership sites, client portals, online marketplaces, and directories without coding. It also offers white-labeling options for branding control, advanced data filtering capabilities, integrated payment gateways for e-commerce solutions, and SEO-friendly features for better visibility.Can you elaborate on the capabilities of Softr that set it apart from traditional web development tools?tr empowers users to build dynamic web applications with complex functionalities such as user authentication, form submissions, interactive dashboards, and content management systems without writing code. Its intuitive platform allows non-technical users to create sophisticated digital solutions quickly and efficiently.How does Softr ensure a smooth user experience while developing no-code applications?tr streamlines the development process by offering extensive documentation, tutorials, and customer support. Its intuitive interface simplifies design tasks like layout customization and content integration. By focusing on user experience optimization, Softr enables creators to bring their ideas to life effectively within its platform.Useful Links: |
2024.05.14 22:39 Adventurous-Age-8043 Can't add 'Other users' with some staff members MS 365 credentials on Windows 11 Pro device. MS credentials federated with Google Workspace IDP (works for accounts that previously created personal MS accounts with Google email???)
I am an IT administrator for a non-profit organization. I have no experience as an IT professional and am a recent hire. I recently began attempting to enroll my organization's Windows devices into an endpoint management solution.
I began by creating MS365/ Entra credentials for all my organization's staff members. I also purchased MS 365 Business Premium licenses and assigned it to staff members. No issue so far. I then used the Microsoft 365 App in Google Workspace to federate my organization's MS365 and Google Workspace credentials with Google as an IDP. Federation worked. Staff members can sign-in to MS 365 desktop applications with their google work email in the MS account sign-in window and be re-routed to a Google sign-in page where they then log-in with Google Workspace credentials normally. No issues so far.
I then proceeded to beta-test upgrading a Windows computer running the Windows 10 Home operating system, to Windows 11 Pro. I also created a Windows Autopilot provisioning profile in Microsoft Intune such that all computers logged into by a member of my organization would automatically be Entra ID joined. No issues so far.
The issue is that the Windows 11 Pro device I am working on is Entra ID joined via log-in with my admin MS 365 credentials. When I try to add 'Other users' in Settings > Accounts when logged into the Windows 11 device, trying to log-in with most staff members MS 365 credentials does not work. I get the error "Looks like this isn't a Microsoft account. Try another email or sign up for a new one". But I have some staff members that previously made personal Microsoft accounts with their Google work email and subsequently received MS work credentials federated with Google which therefore have the same email log-in. Those individuals can be added as "Other users' with Google sign-in to log in to a local user account on the machine.
Do you guys know what the issue here is? Is the ability to create local accounts with MS 365 credentials even supported as a feature? I think Azure AD may have been previously used to achieve this but as I understand, that service is deprecated and has been replaced with Entra ID. Any help is appreciated.
TL;DR: This shit is hella cooked
submitted by Adventurous-Age-8043 to Office365 [link] [comments]
I began by creating MS365/ Entra credentials for all my organization's staff members. I also purchased MS 365 Business Premium licenses and assigned it to staff members. No issue so far. I then used the Microsoft 365 App in Google Workspace to federate my organization's MS365 and Google Workspace credentials with Google as an IDP. Federation worked. Staff members can sign-in to MS 365 desktop applications with their google work email in the MS account sign-in window and be re-routed to a Google sign-in page where they then log-in with Google Workspace credentials normally. No issues so far.
I then proceeded to beta-test upgrading a Windows computer running the Windows 10 Home operating system, to Windows 11 Pro. I also created a Windows Autopilot provisioning profile in Microsoft Intune such that all computers logged into by a member of my organization would automatically be Entra ID joined. No issues so far.
The issue is that the Windows 11 Pro device I am working on is Entra ID joined via log-in with my admin MS 365 credentials. When I try to add 'Other users' in Settings > Accounts when logged into the Windows 11 device, trying to log-in with most staff members MS 365 credentials does not work. I get the error "Looks like this isn't a Microsoft account. Try another email or sign up for a new one". But I have some staff members that previously made personal Microsoft accounts with their Google work email and subsequently received MS work credentials federated with Google which therefore have the same email log-in. Those individuals can be added as "Other users' with Google sign-in to log in to a local user account on the machine.
Do you guys know what the issue here is? Is the ability to create local accounts with MS 365 credentials even supported as a feature? I think Azure AD may have been previously used to achieve this but as I understand, that service is deprecated and has been replaced with Entra ID. Any help is appreciated.
TL;DR: This shit is hella cooked
2024.05.14 22:32 Late_Cause9247 How does one mitigate risk of unsubstantiated accusations of inappropriate behaviour?
I will shortly be in a position where I will be working alone with a colleague. This includes in an office with no other people, and also travelling abroad with them and working often with no one else around for miles.
Not that it should matter, but I am male and the other person is female.
I'm rather concerned about the risk of unsubstantiated accusations of inappropriate behaviour, given that these days there is a good chance of getting fired before you even know what's happening.
For the record, I have no prior reputation or history of any issues like this. I am just a naturally anxious person, and I'm worried about how to deal with any potential he said she said accusations when there are no other witnesses.
How do I protect myself against this new member of staff turning out to be batshit crazy?
submitted by Late_Cause9247 to LegalAdviceUK [link] [comments]
Not that it should matter, but I am male and the other person is female.
I'm rather concerned about the risk of unsubstantiated accusations of inappropriate behaviour, given that these days there is a good chance of getting fired before you even know what's happening.
For the record, I have no prior reputation or history of any issues like this. I am just a naturally anxious person, and I'm worried about how to deal with any potential he said she said accusations when there are no other witnesses.
How do I protect myself against this new member of staff turning out to be batshit crazy?
2024.05.14 22:22 Soninetz 10 Navan Competitors: Best Alternatives for Businesses
 | In the competitive landscape of Navan's market, staying ahead of rivals, competitors, and different business sizes is crucial. Understanding what sets Navan apart from its competitors can be the key to success. By analyzing the strengths and weaknesses of Navan against its competitors, businesses can strategize effectively. Identifying opportunities for growth and areas for improvement is essential for Navan to thrive in this dynamic market environment. Stay tuned as we delve into the world of Navan's competitors, target market, company, finance team, and uncover strategies for navigating this challenging terrain. submitted by Soninetz to NutraVestaProVen [link] [comments] Useful Links: Key Takeaways
Exploring Navan AlternativesZoho ExpenseZoho Expense provides robust travel and expense management features. It offers seamless integration with other Zoho applications for efficient data flow and software management. The platform allows for easy tracking of expenses and simplifies the reimbursement process.https://preview.redd.it/6tas2lftag0d1.png?width=928&format=png&auto=webp&s=97ad2ee780b31e22559b48fe9b9b54064b8eb585 Simplify your corporate travel and expense management today with Navan! Get started with our free trial now! 🌟 myBizAutomated travel management solutions are the forte of myBiz as an alternative to Navan. It streamlines the entire process, from booking tickets to managing itineraries and expenses. With its user-friendly interface and expense management software, myBiz ensures a hassle-free travel experience for employees.ItiliteItilite stands out by offering a comprehensive Business Travel & Expense management software solution with enough information and integrations compared to Navan. It provides detailed insights into travel spending patterns, enough information, and helps in optimizing costs effectively. The platform also integrates AI-driven tools for smarter decision-making.Best Picks for Small BusinessesCirculaCircula stands out in Europe as an all-in-one app for expenses, travel expenses, credit cards, and employee benefits. It offers a comprehensive software solution for small businesses looking to streamline their expense management processes efficiently and provides enough information. The app caters to the needs of businesses of all sizes, providing a user-friendly interface and robust features.RoomexRoomex is a purpose-built travel platform designed specifically for small businesses. It offers a seamless solution for managing travel expenses effectively, allowing businesses to book accommodations and track expenses conveniently. Roomex caters to the unique requirements of small businesses, helping them save time and money on business travel.PayhawkPayhawk provides a spend management solution tailored for small businesses to control employee spend efficiently. With its intuitive interface and advanced features, Payhawk simplifies expense tracking and management, enabling businesses to optimize their spending and achieve significant savings. The software is designed to meet the specific needs of small businesses, offering a cost-effective solution for expense management.Top Choices for Medium-sized CompaniesZoho ExpenseZoho Expense offers multi-level approval, spend rules, and analytics benefits for medium-sized companies. The platform streamlines expense management processes efficiently.ExpensyaExpensya effectively automates spend management for medium-sized companies, catering to various company sizes. It simplifies expense tracking and reimbursement procedures.Useful Links: RoomexRoomex stands out as a top choice for medium-sized companies due to its features that facilitate accommodation booking, consolidate spend seamlessly, and manage expense. The platform enhances corporate travel experiences for employees.
Features and Integrations OverviewZoho ExpenseZoho Expense offers a comprehensive suite of features for businesses, including travel booking, expense reporting, and card reconciliation. These features are designed to provide enhanced control over business spend.myBizmyBiz stands out by providing automated travel management solutions with seamless integrations. This approach ensures efficient onboarding processes for companies, enhancing overall visibility and productivity.PayhawkPayhawk excels in its integration capabilities, offering features like reimbursement of mileage, per diem claims, and out-of-pocket spend tracking. These integrations streamline expense management processes, providing a seamless experience for users.Final RemarksYou've now explored various alternatives to Navan, from small business favorites to top choices for medium-sized companies. Understanding the features and integrations of each option can help you make an informed decision that aligns with your business needs. Remember to prioritize scalability, user-friendliness, and value for money when selecting a solution for your company's growth.As you continue your search for the perfect software, consider scheduling demos, reading user reviews, and seeking recommendations from industry peers. Making a well-informed choice now can save you time and resources in the long run. Keep evaluating your options based on what matters most to your business, and you'll soon find the ideal platform to streamline your operations and drive success. Ready to take control of your corporate expenses? Try Navan, the top-rated super app loved by users everywhere! Sign up for your free trial today! 💼 Frequently Asked QuestionsWhat are the key factors to consider when exploring Navan alternatives?When looking for Navan alternatives, consider pricing, features, scalability, and customer support. Evaluate how well the alternative aligns with your business needs and growth plans.Which alternatives are recommended as the best picks for small businesses?For small businesses, top alternatives to Navan include Zoho Books, QuickBooks Online, and FreshBooks. These platforms offer user-friendly interfaces, essential accounting features, and affordable pricing plans tailored for small enterprises.What are the top choices for medium-sized companies seeking Navan alternatives?Medium-sized companies can benefit from platforms like Xero, Sage Intacct, and NetSuite as alternatives to Navan. These solutions provide advanced features, robust integrations, scalability options, and dedicated support suitable for mid-sized operations.How can businesses benefit from exploring features and integrations overview of Navan competitors?Understanding the features and integrations offered by Navan competitors allows businesses to make informed decisions based on their specific requirements. This analysis helps in finding a solution that not only meets current needs but also supports future growth and efficiency.Are there any industry-specific considerations when evaluating Navan alternatives?Yes, industry-specific considerations play a crucial role in selecting the right alternative. Factors such as compliance regulations, specialized features (like project management or inventory tracking), and integration capabilities with industry-specific tools should be taken into account during the evaluation process.Useful Links: |
2024.05.14 22:21 HaykakanTxa Daily News Report: 05/14/2024
Date: 05/14/2024
Reading time: 10 minutes, 2146 words🪖 Military
Armenian army holding strategic command, staff drills
Live firing will be carried out using automatic control systems and modern equipment.PanArmenian
Armenian Armed Forces conduct strategic exercises
The exercises aim to test the practical implementation of plans for the deployment and use of the Armed Forces of Armenia. They also aim to study the possibilities of various uses of forces and means of reinforcement.Armenpress
UN Committee against Torture points out killings, torture against Nagorno-Karabakh Armenians committed by Azerbaijan
The UN Committee against Torture pointed out extra-judicial killings and ill-treatment of ethnic Armenians committed by Azerbaijan during an armed conflict and “anti-terrorism operations” in Nagorno-Karabakh in its report published on 10 May. The Committee also expressed concerns over the continued detention of 23 people for alleged terrorism and related offences.ArkaAm
Arkady Ghukasyan's detention period has been extended by another 5 months
Arkady Ghukasyan was arrested in September 2023, after a one-day war against Artsakh. The Azerbaijani authorities accuse him of financing terrorism, financing terrorism. 22 more Armenian servicemen and civilians are in Azerbaijan.CivilNet, Court in Azerbaijan extends former Karabakh leader’s arrest by 5 months
🏛️ Politics & Government
More than 9,900 forcibly displaced people from Artsakh have left Armenia
As of May 1, 16,585 forcibly displaced persons left Armenia by air and land, and 6 returned. PM Nikol Pashinyan denied this number, adding that as in the case of RA citizens, Artsakh residents are also leaving.CivilNet
Dozens detained as antigovernment protest continue in Armenia
At least 63 people demanding Prime Minister Nikol Pashinyan’s resignation were detained on May 14 as they blocked streets in Yerevan.PanArmenian
Some Russian border guards to stay in Armenia — Bortnikov
Russia will continue to deploy some of its border guards in Armenia, says Alexander Bortnikov. Russian border guards will protect Armenia's border with Turkey and Iran, he said. Russian President Vladimir Putin and Armenian Prime Minister Nikol Pashinyan agreed to end the presence of Russian guards in some regions of Armenia.Armenpress, Russian border guards to continue service on Armenia’s borders with Turkey and Iran
Border issues should be resolved so that they do not become a casus belli for Azerbaijan to attack Armenia - Swiss MP
Stefan Müller-Altermatt: Armenia-Azerbaijani border issues must be resolved at some point. The terrible legacy of Stalin must be overcome, he says, because otherwise they are always a possible casus belli that Azerbaijan can use to attack Armenia. The meeting of Armenia-EU-US in Brussels on April 5 was of enormous importance.Armenpress
Disobedience actions resumed in the center of Yerevan from early morning, 38 participants were detained
Activists of the "Tavush for the Motherland movement and their supporting citizens block the streets and intersections as part of the awareness campaign. The opposition movement opposes the policy of the authorities regarding border demarcation with Azerbaijan.ArkaAm
Armenian PM, Danish Parliament Speaker discuss cooperation across various fields
The parties discussed issues pertaining to cooperation between the parliaments of Armenia and Denmark, as well as cooperation across various fields. The parties expressed hope that the visit of the Prime Minister of Armenia to Denmark will give a new impetus to the development of multi-sectoral relations between the two countries.Armenpress, Nikol Pashinyan stresses the importance of continuing democratic reforms to eliminate corruption in Armenia, Armenian premier hopes for steadfastness in border delimitation process between Armenia, Azerbaijan, The Prime Minister expressed his wish for Armenia's EU Membership in 2024, Armenia has made enormous progress in strengthening democratic institutions - Pashinyan, Pashinyan, Rasmussen discuss regional security, Armenian PM invites Danish counterpart to pay official visit to Yerevan, Pashinyan discussed RA-EU cooperation with the Prime Minister of Denmark, Democracy a strategy for Armenia։ PM Pashinyan participates in Copenhagen Democracy Summit, Pashinyan, Rasmussen discuss Armenia’s “Crossroads of Peace” project, Danish Prime Minister accepts invitation to visit Armenia
We look forward to the EU's decision to include Armenia in the European Peace Fund - Pashinyan
Prime Minister Pashinyan says Yerevan is now looking forward to EU's decision to include Armenia in the European Peace Fund. He also expressed hope that negotiations with the EU on visa liberalization will begin. Armenia is now developing defense cooperation with India, France and other countries.Armenpress, The Prime Minister expressed his wish for Armenia's EU Membership in 2024, Pashinyan makes wish: to see Armenia joining EU
The war in our region was a preface to further developments - Nikol Pashinyan
Nikol Pashinyan says the war in the South Caucasus was a preface to further developments, and world order is collapsing now, PM says. The Prime Minister emphasized that democracy did not emerge in Armenia simply due to circumstances. He said the security situation was complicated and is even more complicated now.Armenpress
A meeting is scheduled between Alen Simonyan and Sahiba Gafarova in Geneva
A delegation led by the Speaker of the National Assembly of the Republic of Armenia, Alen Simonyan, will be in Geneva on a working visit from May 15th to 18th. A meeting between the President of the Milli Mejlis of Azerbaijan Sahiba Gafarova is planned as part of the visit on May 16.Armenpress, Alen Simonyan will meet with the head of the Parliament of Azerbaijan on May 16, President of Armenia’s National Assembly to meet Azerbaijani counterpart in Geneva, The meeting between the Speaker of the RA National Assembly and the Speaker of the Milli Mejlis of Azerbaijan will take place in Geneva, Armenian, Azerbaijani Parliament Speakers to meet in Geneva
OSCE Chair-in-Office considers border demarcation agreement between Yerevan and Baku a “step in the right direction"
Ian Borg, OSCE Chair-in-Office, Minister for Foreign and European Affairs and Trade of Malta, met Azerbaijan’s president Ilham Aliyev in Baku. The recent agreement on border demarcation between Armenia and Azerbaijan is a “step in the right direction”Armenpress, We are ready to support Armenia and Azerbaijan in achieving peace. OSCE Chairman-in-Office
Belgium welcomes negotiations between Foreign Ministers of Armenia and Azerbaijan in Almaty
The Ministry of Foreign Affairs of Belgium welcomed the recent negotiations between Armenia and Azerbaijan in Almaty, Kazakhstan. The negotiations took place between Foreign Minister of Armenia Ararat Mirzoyan and his Azerbaijani counterpart Jeyhun Bayramov.Armenpress, Belgium welcomes new round of Armenian-Azerbaijani talks in Almaty
US continues to believe that peace in Armenia-Azerbaijan conflict is possible - Vedant Patel
The parties agreed to continue negotiations on the establishment of peace and interstate relations. The ministers met both in a trilateral format with Deputy Prime Minister and Minister of Foreign Affairs of Kazakhstan.Armenpress, State Department says it believes in achieving peace in Nagorno-Karabakh region, U.S. still believes “peace is possible” between Armenia, Azerbaijan
Armenia is waiting for the decision to join the European Peace Foundation. Pashinyan
Pashinyan: We are waiting for the decision to include Armenia in the European Peace Fund. The fund was established in 2021 to promote world peace, prevent conflicts and supply non-lethal weapons to countries in need. In mid-April, the media wrote that a preliminary agreement was reached in Brussels to provide 10 million euros to Armenia from this fund, but Hungary blocked the decision.CivilNet
EBRD provides Armenia with 12 million euros for construction of customs and logistics center in Syunik
The European Bank for Reconstruction and Development (EBRD) is lending €10 million to Armenia to finance the construction of a customs and logistics centre in the Syunik region. The project is part of the EBRD’s Refugee Crisis Response and includes an integration programme for refugees.ArkaAm, EBRD, EU partner with Acba bank for Armenian firms, EBRD funds customs and logistics centre in Syunik, Armenia
Armenia's membership in CSTO is an issue for further discussion
Armenia's continued membership in the CSTO is an issue for further discussion, Prime Minister Nikol Pashinyan said. He noted that Armenia is formally a member of the organization, but its participation in the organization is frozen. Armenia recorded that the “red line” was passed during the Azerbaijani invasion in May 2021.ArkaAm
The United States is bringing Ukraine closer to NATO - Blinken
The United States is bringing Ukraine closer to NATO and will later introduce it to the Alliance. US Secretary of State Anthony Blinken announced this in Kyiv. According to him, Western allies should take another important step – force Russia to pay for the restoration and reconstruction of Ukraine.Armenpress, Blinken arrives in Kyiv to reassure Ukraine of US support
Independent audit finds more irregularities in Armenian ruling party’s finances
Independent audit into the financial reporting practices of Armenia's ruling political party finds more irregularities. CivilNet and Infocom, another local news site, raised concerns over how it sources campaign donations. The audit found Civil Contract accepted a number of donations that were made anonymously or were above the maximum campaign contribution amount allowed for individuals.CivilNet
It is time to dissolve the Minsk Group. Aliev
Azerbaijani President Ilham Aliyev said it is time to dissolve the OSCE Minsk Group and its related institutions. He said there is no reason for the Armenian side not to agree to it.CivilNet
Georgia passes controversial ‘foreign agents’ bill despite widespread opposition
Georgia's parliament passes controversial 'foreign agents' bill. Lawmakers vote 84-30 in favor of the bill, which will require organizations to register as "agents of foreign influence" President Salome Zourabichvili has vowed to veto it.ArmRadio
Family of Ilham Aliyev’s security chief owns vast property in UK
As head of security for Azerbaijan’s president, Eyyubov is closely trusted by one of the world’s most authoritarian leaders.PanArmenian
💵 Economy
EDB noted the key factors of deflation in Armenia
Consumer prices in Armenia decreased by 0.7% year-on-year in April, after decreasing by 1.2% last month. The deflation is concentrated in the food segment, in April food prices decreased by 4.5%. In the 2024 state budget, inflation was fixed at 4% (±1.5%)ArkaAm
Grigori Zakaryan: “Capital markets have crucial importance for economic development.”
A panel discussion titled: ‘Capital Markets, Challenges and Development Prospects’ will be held as part of EBRD’s annual meeting. The capital market in Armenia is a newly emerging and developing institution with unique opportunities and challenges for development. Capital markets are influenced not only by the course of large economies central banks’ monetary policies but also by important geopolitical events.ArkaAm
⚽ Sport
"The Armenian Prime Minister's Cup" to be held for the third time
The third edition of "The Armenian Prime Minister's Cup" team steeplechase tournament for schoolchildren will take place on May 17-18. The event will be hosted in the vicinity of Dilijan's Parz Lake. A total of 11 teams, each comprising 7 students (5 boys and 2 girls), will compete in the tournament.Armenpress
Donations to Armenia:
HimnadramServicemenFund
Armenian Wounded Heroes
ArmeniaFund
2024.05.14 22:19 Defiant-Echo-2012 I’m Quitting
I’ve secured a new job which is a new learning opportunity for me, for better pay.
What should I put for my reason in my resignation letter, when I have so many reasons?
My reasons: - consistent negative/abusive client interactions with no support or enforcement from management - too many managers involved. For example supervisor will tell me to complete a task and how they would like it done. The manager of my supervisor will come over and say why did you do that? And then scold me for not doing it right. - no promotions in site, promised but never delivered - always told I can learn more, but never trained
I could go on… Or do I just take the high road and not write a reason?
submitted by Defiant-Echo-2012 to careerquestions [link] [comments]
What should I put for my reason in my resignation letter, when I have so many reasons?
My reasons: - consistent negative/abusive client interactions with no support or enforcement from management - too many managers involved. For example supervisor will tell me to complete a task and how they would like it done. The manager of my supervisor will come over and say why did you do that? And then scold me for not doing it right. - no promotions in site, promised but never delivered - always told I can learn more, but never trained
I could go on… Or do I just take the high road and not write a reason?
2024.05.14 22:05 Euphoric-Earth-4765 An inside look at the culture and ideology of Faith Comes By Hearing_PART 2
*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.
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.
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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:
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.
2024.05.14 22:04 SharkEdox I have an idea for a new mechanic that would be awesome in future games of the series
As the title says, i've been thinking about a cool new mechanic that could be added to the series, let's call it Wingman Selection.
You basically are able to select the members of your squadron among a variety of game characters, and give them instructions like in previous titles of the series.
Lets say that you start out in a squadron with X, Y and Z, those characters are avaiable at the start as your start selection. The more you progress into the story the more wingmans for your squadron you unlock, by meeting new characters in your playthrough.
Also, if the game has multiple endings, some special characters may be unlocked by getting different endings, or by getting achievments.
I was thinking of a set of rarities that they can be, like, a more common rarity wingman will have worst stats than a higher one, with the max rarity ones having special abilities or mechanics.
As an example, a defensive character that increases its damage the more damage the player takes.
Or a character that has damage bonuses against certain types of foes.
This would make for an interesting gameplay that allows the player to play a more defensive playstyle, or a more aggressive one, based on the wingmans they choose.
It would also be profitable, as Project Aces could sell DLCs of wingmans from across the series, like they do for planes in AC7. For example you could buy a DLC that lets you use Pixy as wingman, or Nagase, or PJ and such.
This would be an awesome feature that im sure the whole ace combat community, both OG and new players would definitely enjoy.
This is an idea i've been thinking about these days, let me know what you think!
submitted by SharkEdox to acecombat [link] [comments]
You basically are able to select the members of your squadron among a variety of game characters, and give them instructions like in previous titles of the series.
Lets say that you start out in a squadron with X, Y and Z, those characters are avaiable at the start as your start selection. The more you progress into the story the more wingmans for your squadron you unlock, by meeting new characters in your playthrough.
Also, if the game has multiple endings, some special characters may be unlocked by getting different endings, or by getting achievments.
I was thinking of a set of rarities that they can be, like, a more common rarity wingman will have worst stats than a higher one, with the max rarity ones having special abilities or mechanics.
As an example, a defensive character that increases its damage the more damage the player takes.
Or a character that has damage bonuses against certain types of foes.
This would make for an interesting gameplay that allows the player to play a more defensive playstyle, or a more aggressive one, based on the wingmans they choose.
It would also be profitable, as Project Aces could sell DLCs of wingmans from across the series, like they do for planes in AC7. For example you could buy a DLC that lets you use Pixy as wingman, or Nagase, or PJ and such.
This would be an awesome feature that im sure the whole ace combat community, both OG and new players would definitely enjoy.
This is an idea i've been thinking about these days, let me know what you think!
2024.05.14 22:01 Euphoric-Earth-4765 An inside look at the culture and ideology of Faith Comes By Hearing_PART 3
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.
submitted by Euphoric-Earth-4765 to u/Euphoric-Earth-4765 [link] [comments]
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.
2024.05.14 21:58 Euphoric-Earth-4765 An inside look at the culture and ideology of Faith Comes By Hearing PART 1
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”).
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\*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”).