Intelligent Quote of The Day

I’ve said it before but I’ll say it again. Most Evangelical and Fundamentalist churches DO NOT, DO NOT, DO NOT, believe in the Bible. They believe that Bibles must be translated, interpreted, and taught according to THEIR pre-assumed dogmas and doctrines about it. Then they lie their butts off claiming they got all their views directly from scripture when all they did is use a translation which was in many ways tailored to their dogmas.

That’s why many Evangelical churches want members to use certain translations which support their views of hell, tithing, purity, and any other subject they consider to be important. Any translations which does not support their views is condemned or ignored.

—“The Scott” and his take on the Rob Bell controversy and the dishonest scholarship in evangelical and fundamentalist circles.


3 thoughts on “Intelligent Quote of The Day

  1. As a reference point and in deference to your courtesy and long time support, I want to supply you with something I’ve found valuable over the years in dealing with people who do not appreciate my defiance of their ill conceived psychotic fantasies. They really don’t want to deal with any opposition and they have seven steps to eliminating the dissenters. I hope you find it useful.

    The following stages of dissent are from “Creating the Innovation Culture” by Frances Horibe:

    Stage 1: Arguing
    At Stage 1, it is assumed the dissenter just doesn’t know any better and is amenable to “rational” discussion.

    Stage 2: Listening But Not Hearing
    If the dissenter persists in his wrong-headed view, things stay polite, but subtle messages are sent.

    Stage 3: Laughing It Off
    Before they hit this stage, most team players are astute enough to realize they need to tone down their advocacy. But those who don’t get it begin to get teased about their persistence.

    Stage 4: Ignoring
    If ridicule doesn’t work, the powers-that-be start to get a little ticked. Although they’d never say it, they’re beginning to feel that if the dissenter had any sensitivity or even manners, he’d stop bothering them. They bring into play one of the most powerful weapons–silence. When the dissenter speaks, no one replies; the conversation continues as if he had never spoken.

    Stage 5: Making Invisible
    Still some people don’t get it. They persist despite the increasingly unfriendly environment. The heat is turned up. Not only will the boss refuse to engage in further discussion but also funny things start to happen. Somehow, the dissenter’s name gets left off distribution lists. Invitations to important meetings aren’t forthcoming. Decisions are taken without his input. It’s as if he has disappeared.

    Stage 6: Forbidding
    Some dissenters won’t take their invisibility lying down. Then the big guns come out. If the dissenter continues to push his unpopular views, someone will finally drag him into a room and say:

    “You are to focus on assigned projects, not just on the ones you want to do.”

    “Stop wasting other people’s time by pushing your pet project.”

    “I forbid you to work on that idea.”

    Sanctions may or may not be threatened. If the dissenter has taken the issue this far, he may see his fight as a matter of principle. Backing down would be a comment on him, on his integrity. But equally, the boss has had it, and the idea the dissenter has will be implemented only over several dead bodies.

    Stage 7: Getting Rid of the Dissenter
    If the situation gets to this stage, war has been declared and both sides are focused not on what’s good for the company but on winning. And, just given the way of the world, the power is on the side of the higher-ups. If the dissenter ignores the previous injunctions, any number of things can happen.

    “I don’t think your skills are up to this position. There’s a job for a paper-pusher in Division M.”

    “You need to report through Bob now. He’ll vet any of your ideas.”

    “Somebody has to be laid off. I regret it has to be you.”

    “We don’t have a place for you in this organization.”

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