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BILL O’REILLY – APOSTLES MISTAKEN, MIXED UP, OR JUST PLAIN LIARS?
After reading my assessment of the book “Killing Jesus,” I felt that I could finally put this author’s work to rest and go on to more serious criticism, such as the works published by persons whose theological roots are stronger. o’reilly continues to respond to those who are concerned enough to send him emails about the final words spoken by Christ on the cross, and he insists that the biblical record must be wrong because there is no other record besides the biblical record that speaks to the subject. This is because no other record besides the biblical record speaks to the subject. o’reilly has stated that because he is catholic it must have been the holy spirit that prompted him to write his book; however, unless he was appointed as the new modern or last day’s apostle, he is skirting the realm of high pride and pretentiousness. o’reilly has said that because he is catholic it must have been the holy spirit that prompted him to write his book. We do not know for certain whether or not O’Reilly was selected to examine the record of the apostles, but we do know for certain that the apostles were selected to be eyewitnesses to every word and action that Jesus Christ spoke or did for a period of at least three years. We also know that neither he nor Martin Dugard were there at the time of the events, and that the historians they chose to offer as authority on the topic were not there as eyewitnesses to the actions that took place. If the twelve were selected specifically to be eyewitnesses, then it stands to reason that they were also earwitnesses, doesn’t it? Did god pass up on this opportunity? Had he just forgotten that these selected individuals were all deaf or prone to exaggeration and hyperbole, which could only be remedied when o’reilly and dugard arrived on the scene at the appropriate moment to put the record straight? Let’s take a look at Bill O’Reilly’s record on other topics before we bring up the biblical record to refute his allegations. During the first two years of the Obama administration, o’reilly often referred to Barack Obama as a “very brilliant guy,” and he said this throughout those two years. Who should we trust, history or o’reilly, given that five years have passed with irs scandals, benghazi, botched bailouts, solyndra, and the rest of the whopping enormous snafus of the obama legacy along with the renowned failed launch of obama’s flagship law, obamacare? Why would o’reilly take the risk of correcting twelve hand-picked apostolic messengers who lived two millennia before he and dugard drew their first breaths if he could be so incorrect about obama? If o’reilly could be so mistaken about obama, why would he go out to correct them? Should we feel lucky that o’reilly has finally reached the heights and is now able to see that god himself made a bit of a mistake in choosing these “liars” or bombastic fools given to exaggeration and fibbing, to follow his son around and set the record straight? Has the harvard education gone to his head? Has the holy spirit decided to contradict himself? Did these simple guys take it upon themselves to change the record, as if they were some aspiring authors for a great tale that they knew would endure the test of time and become the story that is told the most often on the face of the earth? Why is it that whenever we think of O’Reilly’s remarks, the term ‘pompous’ keeps popping into our heads? The foundations of heaven provide evidence that contradicts o’reilly’s claims that the book of revelation provides a description of heaven. the very same book that, on its own, bears a stern warning that anybody who alters it in any way, whether by removing or adding content, will be damned for all of eternity. To your own detriment, you may term it metaphor, figurative language, or wishful thinking. (Revelation 22:18) The book of revelation has a depiction of the ultimate resting place for all of the redeemed people on earth. It is not the type of fifth-dimensional paradise that consists of spirits and angels aimlessly floating about clouds with nothing to do. Rather, it is a magnificent metropolis that is located on a new world where Christ rules as king and the light of his father shines in lieu of the sun. Revelation 21:12 says that God gives special respect to those individuals who stood with him and represented him to the world throughout the time of the giving of the law and during the age of grace. According to the book of Revelation chapter 21, verse 14, the names of the leaders of Israel’s twelve tribes are engraved on each of the city’s twelve gates. At long last, the names of the twelve apostles have been discovered engraved into the foundations of the city. Because it is obvious that the names Bill O’Reilly and Martin Dugard are not found on the foundations, we are left to wonder: if God chose to honor the twelve apostles, then shouldn’t we ask the question of whose writing, record, and testimony about the events that occurred during the life of Christ He would honor? Does it seem to anyone, other than Bill O’Reilly, that the god of truth would be likely to do something like permanently etching the names of poor mistaken or overly emotional apostles, or outright liars, on the foundations of the city? Does this seem like something the god of truth would be likely to do? Mr. O’Reily, today’s term is pretentious; if you don’t know what it means, I ask that you check it up. How many times does God have to repeat himself before anything he says becomes real? O’Reily claims that the account of Christ forgiving his crucifiers is called into question since it is only contained in one gospel and not in all four synoptic
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An open system “interacts with its environment and turns resource inputs into outputs,” as defined by the Open Systems Interoperability Framework. The modern understanding of open systems takes into account the complexity of the global economy, the speed with which change occurs inside businesses, and the growing need for all members of an organization, as well as each individual process and component, to be able to adapt. A group discussion is an example of an open system that is constantly changing, with interactions between the group and its external environment flowing freely through porous boundaries. The openness of most systems is restricted in some way, but the theory of systems makes it abundantly evident that organizations do not function in a vacuum. process may be seen of as either the connecting pin or the transformative process via which the group’s inputs are turned into the group’s outputs. The organization itself, in addition to other elements such as economic circumstances, social concerns and limitations, and other influences originating from society in general make up what is referred to as the external environment. Following the graphic is a discussion of the various components of inputs and results, as well as the effect of the facilitator on these various components. This book devotes a significant amount of its content to exploring the factors that influence process, which occupies the central position in the diagram. The unwritten practices, regulations, or ways of doing things that evolve over time are what are referred to as norms of conduct. The degree of formality with which individuals use titles, how they dress, and how they decorate their offices, as well as how competitive workers are when it comes to completing a sale or striking a transaction, are all examples of common organizational standards. The norms of an organization have an effect on the norms that a group develops, despite the fact that groups generate their own norms. It is possible for any facet of the organizational environment or the external environment, in addition to the qualities of individual members, to have an impact. During the process of development, I concentrated on the variables that have been noted as playing a significant role in the outcome the most often, and from those I selected the ones that are applicable to the many different kinds of organizations that make use of the services of facilitators. The following five aspects of inputs will be discussed: commitment, culture, and norms of the organization; task context and clarity; member characteristics, capabilities, and commitment; time limits; and access to resources and information. A number of studies have cited evidence for these individual components in their findings. Although time, resources, and knowledge might all be considered parts of organizational commitment, they are so often listed as key components that I will address them individually despite the fact that they could also be considered aspects of organizational commitment. Every one of them is important, regardless of whether or not it’s regarding the group conversation. is gathering either as a one-time special problem group or as an ongoing work team, despite the fact that the significance of each meeting type changes depending on the circumstances. The level of management’s concern for the group’s mission and the degree to which that mission is integrated into the larger goals of the organization are both aspects of commitment. One way to identify the culture of a company is to ask what is valued, which in most cases will be the same thing as asking what is assessed and evaluated. These values may be defined in terms of dedication to excellence, customer service, or quality. For example, they may reference internal procedures such as support for diversity, collaboration, shared decision making, or innovation. The degree to which these principles are ingrained in the culture of the firm may be inferred from the extent to which they are reflected in the policies and processes of the organization. One example of a business that demonstrates a strong commitment to the importance of teamwork is one that promotes the concept of teamwork as an organizational standard and also evaluates candidates for employment based on their capacity to collaborate effectively with others as part of the performance review process.
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Other sorts of groups, such as those stated in, may or may not have performance criteria against which the group’s output may be judged. Work teams, on the other hand, often have such requirements. The measurements of success that will be utilized should be specified as early on in the process as practicable by the facilitators, to the degree that this is possible. Take into consideration a group currently working on a paper for strategic planning. It’s possible that their purpose is to compile the information on civil services that was provided by other people into a document that will be presented in a certain style by a given date. Date and format requirements are straightforward to evaluate. Either the group will finish the document in the appropriate format in time for the deadline, or they will not. On the other hand, it is not as obvious whether or not they effectively and properly integrate comments from other groups. The sending of rough drafts to individuals or civil services information who submitted information and the request for a response by a certain date with any changes or questions about the text is a common procedure. In this procedure, the individuals or civil services information who submitted information are asked to provide feedback. A strategic plan is finished and regarded adequate when it is constructed in this way, by putting one step on top of the previous one. A metric that is more relevant to the long term is, of course, the degree to which the ideas and proposals that were included in the strategic plan are implemented. Therefore, performance may be measured in both the short term and the long term. The most important thing for groups to take into consideration is whether or not they are aware of the performance standards that will be used to determine whether or not they have successfully completed the assigned assignment. Continuing with the previous example, one question that might be put to the members of the strategic planning committee is the degree to which they are content with the group procedure that was used to complete this assignment. The level of satisfaction with the procedure determines this component of the result. If you have ever taken part in strategic planning, you are aware that participants are typically satisfied with the fact that the process was completed before the deadline. It is not necessary to assume that they were unsatisfied with their procedure just because they did not complete what they started. Perhaps they had the misconception that their method was effective and that the causes for their inability to complete the task were outside their sphere of influence. There is no guarantee that successfully completing a job will result in a satisfying process. This third criterion focuses on the person and has a significant bearing on the amount of time invested in comparison to the advantages obtained. During lengthy team projects, there is often a development in both the individuals’ talents and the group’s connections with one another. A crucial question to ask is, “Do members feel that they were able to make the most of their own time while participating in the group?” Because of the time factor, I decided to add the word “satisfaction” to the two concepts that were mentioned before. one of the reasons why people are hesitant to commit to working for the government is because of the civil service test. An uneven workload occurs when employees are responsible for tasks that are not necessary as part of their job assignment. The way that I’m using the term “satisfaction” has to do with how happy a person is with their share of the labor, how much they did in comparison to what others did, and whether or not their level of engagement was seen as appropriate or fair. Therefore, individuals of the strategic planning group may have different perspectives on the extent to which they experienced personal development, well-being, and overall happiness as a result of their participation in this work group.
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CHAPTER NO 1 – A TEEN ROMANCE
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