Christianity Can Be Cultish Part 2

"You know how much harm you have to cause to heal someone." -Forrest, The Atheist Experience 

Cults like to draw people in by appealing to their deepest desires-belonging, peace, confidence, love and so on. They offer a solution that has 'never been thought of before.' This is why no matter who you are, anyone can be fooled by a cult. A cult is defined not only by its beliefs being seperate from the current popular or large ones, but also by its isolation and new ways of thinking/living. It provides answers to our forever questions that can't be backed scientifically or logically. The purpose is to perpetuate the leader(s) ideology regardless of outside sources. 

This is in high contrast to science. Those who practice science are not the same as those who practice a religion-of which cults can sometimes fall under. Science involves multiple testing, peer review work, and is always open to criticisms and adjustments. Science is a continuation of learning, whereas, cults have a tendency to shut that down. Because of the culture cults create are so intertwined with an individual's identity it can seem like Plato's Allegory of the Cave is being performed before our very eyes. Science can alter lives for sure, both in negative (i.e bombs) and positive (i.e vaccines) ways. Science never claims to hold the meaning to life, but our knowledge in the fields of philosophy, psychology, and sociology can help us achieve a healthier future. 

Like in other tight knit groups, individuals in cults build deep bonds with the leader(s) and whom the leader(s) cherish. Emotional intimacy and in some cases, physical intimacy is established. The leader(s) is/are the  source of the group's joy and stability. The leader(s) know what say, when to say it, and how to say it (in some cases, their silence may speak for them). Followers are convinced to place boundaries against those whom they perhaps once trusted (i.e family and friends). This gives the leader(s) full access to control what their followers say, wear, and even act. The manipulation has brought the impressible brain to one of its lowest points in my opinion, and that is to forsake or be trained to hate one's individualism/humanity.

It's important to note that religions are not cults, but in extreme cases they can become one. Extremism in anything can have higher consequences than benefits. To the outside world religious fanatics are just that-extreme. But to those on the inside, it can feel like you're the only one who's found the lifeboat in this sinking ocean called life. When I was a Christian, I was taught:

1 Corinthians 1:18 (NIV)

"For the message of the cross is foolishness to those who are perishing, but to us who are being saved it is the power of God." 

And

Hebrew 6:4

"It is impossible for those who have once been enlightened, who have tasted the heavenly gift, who have shared in the Holy Spirit, who have tasted the goodness of the word of God and the powers of the coming age and who have fallen away, to be brought back to repentance. To their loss they are crucifying the Son of God all over again and subjecting him to public disgrace." 

In addition to:

Matthew 4:7

"Jesus answered him (the devil), “It is also written: ‘Do not put the Lord your God to the test." 

John 20:29b

"...blessed are those who have not seen and yet have believed.”

And last but not last, 

Hebrews 11:1

"Now faith is confidence in what we hope for and assurance about what we do not see." 

God-forbid (joke) someone read these verses out of context and apply them to their modern day doctrine.

Did you catch the language being used here? Do you see the conclusions that someone could draw?= Only we (the insiders) are wise/have the truth, only those who are/were truly "saved" remain faithful, and believe no matter what.

Cults teach the same thing. If you are more afraid of the consequences for asking questions and/or ever leaving your "faith," then that this a red flag. It's also a sign of an abusive relationship. 

In the extreme branch of Christianity I was in, with my own spin on the religion, and mixed with influencal people, I can now see how it taught me to stay in an unhealthy relationship. Not only are some Christian churches in the wrong for denying divorce and worse, blaming the victim and normalizing domestic violence/sexual assault situations, but their sermons, music, and studies can exhibit signs of emotionally abuse. Many Christians try but are unsuccessful in answering, "Why, if there is a god(s) does he/they allow bad things to happen." Shall we be reminded of Epicurus' quote? If the god I was taught exists, then as The Atheist Experience show likes to say, "He's an asshole." Even if somehow this "god" is stripped of their supernatural powers and still wanted to be my BFF (best friend forever), I'd be cautious. Instead the Christian god is all-powerful, all-knowing, all-present and we still have children with cancer. "But God loves you! Jesus died for you! He resurrected for you!" Is it wrong for me to ask prove it? 

Rather than just being a moral booster and mythological stories with lessons mixed with history, my (cultish) religion became my whole life. I literally went to an all girls retreat as a teenager called The Revolve Tour where we were challenged with: are our lives truly revolving around God?! Instead of honing in on math or science, which I enjoyed, I believed there was no greater job I could do than to tell others about Jesus. Jesus is the way, the truth, the life, the great Shepard, the wonderful counsel, the King of kings, the Lord of lords, my Savior, Lover, Best Friend, Husband, brother, teacher, mentor, idol... If I disobey, I recrucify him and cause the Holy Spirit to grieve. What kind of person am I to hurt the one person who did the impossible for me? This shame of wounding him that loved me so much to bear the horrors of the cross led me to self-harm, depression, and suicidal tendencies. I thought since I would never be rid of my sinful nature, it was better to just be with the Lord. Thankfully, like with Job & Jonah, I felt/believed God challenged me to stay alive. I had a mission after all! This is how we/I pleased Him-not by dying physically, but emotionally-and not just once but daily! "He must become greater and greater and I must become less and less." -John 3:30 was our goal, our mission, our identity and essentially our downfall. 

Picking up the pieces after shattering the religious identity is a process. Remember those days of old when you first embarked on the journey that led you into that cult. Your questions about the meaning of life and its value still exist; how are you going to respond to them? Remember how much time it took to be convinced that this cult was worth investing into? It's probably going to take double that amount of time to deprogram it all. Be gracious and patient with yourself. If you need help and community, here are some rad sources below:

Leaving Religion Org & Their Resources

The Atheist Experience

Some other sources based on topics mentioned: 

Handout

Anyone can be in cult

Cult psychology

History about cults

cult leader personalities

cults and religion

the book I'll be reading...

Signs of Emotional abuse

science and religion

science different from faith

example of Christian propaganda

Project Angel Fouls Part 8

I may only have a Bachelor's Degree studying non-profit management, fundraising, Philosophy, psychology, and Community Development, 

as well as, served most of my life in non-profits,

 but I still have more to learn! However, what I have witnessed at Project Angel Food has been unprofessional, unethical, and at times illegal from what I have learned. 

Here are all the examples (that I could think of) listed from bad to worse. For some, I have inserted links to brief research showing how this is a violation:

-employees not having gate/door access codes to the building upon hire forcing them to wait sometimes months 

-not enough secure lockers/space for all the employees

-HR firing an employee without informing or consulting the direct manager of that employee

-having a manager do employee reviews although they rarely interacted with those individuals throughout the year(s) 

-hiring an expensive union buster and having staff meetings where the CEO & HR said things like, "You'll lose all your benefits." "The Union only has its interest in mind." "The union fees are expensive." 

-having no parking for their 100 employees 

-having more than 100 clients per client services staff member

-having confusing food options (always changing something, supplier issues, forcing clients to take food they don't want/like, giving whole food with chopped food, giving too much sugar/salt, etc.)

-reconstructing new buildings for expansion project despite needing $8 million (and not adding a parking lot)

-moving work locations without having a clause in the handbook or offering incentives 

-for months served not fully cooked chicken that still had feathers attached

-despite the USDA defining red meat as beef and pork, the organization did not consider beef as red meat. This led to numerous clients receiving beef. When I spoke to our nutritionist, they said, 'that we've always done it this way, we only serve the cleanest cuts, and doctors don't mean zero red meat.

-a CEO forcing an employee to come to work on their day off just to move a vehicle 

-the use of personal cellphones for deliveries before receiving HIPAA training

-noting a client's gender on birthday bags 

-on the edge sexist dress code 

-having employees work outside their scope or job description for months without proper training or compensation 

-having open bar events on work premises while on the clock

-hiring a manager for a department that couldn't arrive at the start time and instead had an employee do opening duties without getting paid management pay

-HR changing shift and meal break times without properly informing everyone 

-HR failing to inform staff of a list of discounts and benefits around the city 

-HR entering their own contest that had cash prizes 

-continuing to have employed and then rehiring twice an employee who faked their COVID vaccination 

-continuing to have an employee with severe back pain and who could barely work, continue to work. Then the delay in responding to this employee faking their injuries (proof shown on camera) and continuing to allow them medical leave 

-HR telling an employee they needed them to work sooner than their surgery recovery time requested because we were short-staffed. When the employee mentioned why another employee wasn't rushed with their recovery time HR responded, "That was then, this is now." 

-HR firing an employee due to a racial joke heard from a bystander while only suspending another for a racist comment reported by the victim 

-denying Father's maternity leave when the handbook (printed 3/2013) does not specify the parent's gender/role in taking time off for newborn 

-a manager who admits coworkers are too comfortable (being unprofessional) yet has said "glad (new supervisor) is here so I don't have to put up with your shit," jokes about coworkers being ugly, jokes about starting a fight with coworkers outside, has poured a container of Cheerios on a coworker while "playing" around

-a coworker of 2 years who has repeatedly made sexual jokes (guys wearing girl underwear, guys being queer, what he's going to do with his lady), is immature (retaliates to any type of correction, makes dismissive comments, backhanded statements), and has numerous conflicts with coworkers (so much so the person moved positions) never receiving discipline or training. I personally have heard this person say to someone inquiring about the organization, "Just lie and say you're mentally ill. They'll help you." 

-a manager responding with, "Are you autistic?" when I asked if I could organize papers.

-delaying in mechanical fixes to company vehicles which has led to numerous safety violations (doors not closing properly, sensors beeping nonstop, wipers not working, blinkers not working, gas cover missing, front plates missing) and health problems (heat exhaustion due to broken AC, tendonitis do to not knowing how to close broken door properly).

-HR trying to implement a point penalty system where even if there are public transit issues, you would be punished

-HR having me fill out papers for their lawyers about my long-term disability application that I had already been having deducted from my check and not informing me that I could get declined. I was declined and not reimbursed.

-HR ignoring several attempts of me reaching out about applying my short-term disability benefits, leading me to think everything was taken care of, only to find out on the day I would have gotten a check that I had paperwork to do outside of the company to get paid. HR literally said, "I can't be expected to answer every email." and on the day I finally got the information said, "Well, I'm helping you now."

-HR telling me that since there was a glitch in the computer that allowed a third floating holiday, that I only get one this year despite this revoking the Cesar Chavez Holiday benefit. 

-HR denying to pay out or transfer the enormous acquired sick/vacation time one coworker had from our previous pay app

-HR finally rewarding me 8 hours (equivalent to one Floating Holiday) but giving me 90 days to use it

-HR telling an employee who was injured in a work accident that their doctor's note for days off included the employee's already scheduled days off (i.e the weekend)

-not having a HIPAA IT training and acknowledgment before giving employees use of company cell phones with client information

-not having locks on employee company cell phones which have access to client information 

-went thirty years without having employees sign for the release of or know that their full name, picture, and job position were posted on the company website

-a CEO residing also as the head of the Board 

-CEOs dating employees

-a CEO screaming and accusing an employee of failure, embarrassing them during a team meeting 

-a manager verbally assaulted (yelling & accusing) a staff member, using vulgar language (like fuck) and made this coworker feel too intimated to report them

-a manager who said, "Dance for me and I'll give you a dollar." Three dollars are actually still taped to a wall from when a staff member shook her breasts for that manager

-a manager giving elaborate gifts and having personal/sexual conversations with two staff members 

-delaying the termination of a manager who was having intimate relations with two staff members 

-giving severance pay to the sexual abuser when they were fired 

-not reporting the physically abusive threats and severe harassment conducted by the sexual abuser upon two staff members, only because the perpetrator was just fired

-not reporting the sexual assault of a minor

I propose an operations shutdown so PAF can focus on leadership and team restructuring. I think the building project should be put on hold until our house is in order and funds are secure. Until HR is held responsible for their actions and PAF brings justice to its workers, I'm afraid this is sayonara for me.

Project Angel Fouls Part 7

 As a student of both psychology and philosophy, I pay a lot of attention to the whys. Working at Project Angel Food, a well-known Los Angeles nonprofit, has made me realize they operate from a “the end justifies the means” point of view. You may have heard this phrase before, but what does it mean? In my Philosophy classes, I learned this is a logical fallacy (invalid, flawed, error-filled) found in political Consequentialism. Linguistically, Affirmating the Consequences assumes the ending or result of something while also ignoring interferences. In syllagim form it looks like this: if A then B, it’s B therefore A.

For example: recently PAF is having a conflict with my Cesar Chavez Holiday benefit. Our Employee committee voted to have an extra Floating Holiday (8 hrs of basically vacation) on top of our already given one for the year. Thus, every employee would have 16 Floating Holiday hours. However, despite working on the Federal Holiday (my regularly scheduled day) I was informed that I only have 8 hrs of Floating hours because last year there was a glitch that didn’t put a cap on my Floating Holidays resulting in a -8 hrs this year. Despite this being their error and the fact that on my end it shows no request for this third Floating Holiday, they replied “At least you got paid” and “Legally businesses don’t have to give you Holiday benefits.” If (A) you got paid, then (B) you got your holiday benefit. It's (B) therefore (A). 

They are ignoring the fact that the pay app constantly has errors and that a holiday benefit is yearly. This can lead to a circular argument.

If (A) you used three Floating Holidays last year and you're only allowed two a yr, then (B) you only get 8 hours this year. It’s (B) therefore (A).

Again they're ignoring Federal Holiday "rules" to pay me less.

Another example: In our last Dispatch meeting our Supervisor addressed the ever-present problem of staff conflicts. She called it pride since we weren’t working as a team and to “just help.” She said we shouldn’t ask if it’s within our parameters/scope/department/wants; “we’re here to work so work.” If (A) the staff are not getting along, then (B) it’s their primary fault. It’s (B) therefore (A).

This assumes the problem is one-sided and easy to fix.

 If (A) staff just work as a team then (B) there will be less complaints. It's (B), therefore (A)!

This assumes that if staff just do this one thing, everything will get better. As well as ignoring that our complaints aren't about team members. Work culture is created top down.

It makes sense that a business would operate in such a way that they are not to blame. It makes sense that a business would justify their ways if it meant making (or keeping) their status (money and power). However, as stated above (and in previous posts), this is a nonprofit. We are for the people, made by the people. PAF time and time again seems to battle this ethical question: who’s important- the clientele, the volunteers, or the staff? When the answer is everyone; however, if the net is weak how will it be a good support? Yes, we serve a very ill clientele. Yes, we need to stay open because hunger never ends. But this does not diminish, rather demands the rights of workers. We need to be constantly reminded of our value just as much as being reminded of our mission.

The logical argument against our flawed one is dennying the consequence: A, then B. It's not B, therefore not A (Modus Tollens) Simply put, it is a logical argument based on deduction and noting the conditionals in either one or both premises. It uses the rule of Inferences. Remember correlation does not mean causation! 

If we run this through our two examples without first filter of benefiting profit over people we would change the argument possibly like this:

1. If (A)all Federal holidays are honored by PAF, there (B) is a benefit for Caser Chavez of +8 Floating holiday hrs by PAF. If there's no (B) benefit given for Cesar Chavez; therefore, not (A).
   

I am the only I have found having this problem so far. But others has expressed lost vacation and sick hours which runs in the same system.

2. If (A) the staff are properly equipped and supported with their conflicts, there would be less meetings about not working as a team. If there's no (B) decline in meetings about working as a team; therefore, not (A).

Just telling someone to do something doesn't imply they know how to do it. Although we would want to hire healthy employees, we can't be sure of people's coping mechanisms until the moment arrives. As leaders, will we model the teamwork we expect?

I have studied Principles in Nonprofits, Multicultural Issues in Human Services, Research Methods for Human Services, History of Modern Philosophy, Community Change in Human Services, Multicultural Psychology, and Philosophy of Social Work. I know some things I fear they should have known. We all need to continue to learn and grow. I’ve learned that I can’t trust management at my job. I’ve learned that for PAF, “as long it takes” translates to “by whatever means it takes.” This might seem great, but it’s full of brokenness like the internal fallacies they’ve given sway to. So long story short, I’ve decided to go back to school in hopes of one day taking over my HR’s job…Do you think they’ll cover some of my cost? (It’s in the handbook.)

*For information on this logical fallacy here are some resources to better explain

Affirming the Consequences Video

Critical Thinker

Logical Thinking

Validity and Soundness