Category Archives: READ

Official: OrOrO by @zayoboy — @kogaENT 1st Born


Still bubbling under KOGA Entertainment, Zayo Boy has bounced on O.T Genasis’s CoCo to do the Nigerian Street Version which he titles “Ororo”.

Ushering in some Chinko flows on this jam is something Zayo has been doing way back in campus. It’s really awesome for him to rekindle some bit of those flows on this song.
Zayo came down on the beat in his own unique style and  blended in his indigenous rap bars to give a highly superb delivery

There is more to look out for in this talented serial hit maker as he keeps driving the industry wild with his massive releases.

Meanwhile, Listen Up to “OrOrO” and air your views

Free MP3 download: zayo boy ororo.mp3 —


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After Several Warnings; Facebook To Ban Religious Posts. USE (

This is Good News to me tho… and that’s Because i’m AHEAD of YOU! Don’t be Scared because there s an alternative… Just visit and enjoy the best Social Networking Service ever Experienced! And Guess WHAT??? Pastor Chris is Live on this SITE! PastorChrisLive On Yookos!

In a closed-door session with shareholders on Tuesday, Facebook executives wheeled out a set of new rules which, when implemented later this year, will ban their users from creating status updates and image posts related in any way to religion, while also vowing to disband groups and take down pages with religious goals or affiliations.

Facebook will introduce their new rules in three waves. The first will see religiously-themed pages being removed, as well as religious groups, private or otherwise, being disbanded. The second wave will prohibit the posting, sharing, and general distribution of religious images and memes; images asking Facebook users to pray, or encouraging them to believe in one or any religion, will be banned, with warning messages and even account suspensions for those who repeatedly attempt to violate the rule.

The third and biggest wave, which is due to come near the end of the year, will impact regular Facebook users themselves, with new filters which will seek out status updates that use “religious keywords,” such as “Jesus,” “prayer,” “Church,” or “God.” Facebook staffers will read flagged status updates to determine whether they should be removed or not, with warning messages and suspensions going out to those who violate the rule.

Not all religious content will be banned from Facebook, though. Paid advertisements for religious organizations, services, and events will still be allowed. Also, promotional pages for movies, books, and video games with religious themes will be exempt from the new bans, though what Facebook refers to as “primary religious texts,” such as the Bible, The Torah, and the Quran, will not be given this exemption.
The new anti-religion rules come after several waves of protests from atheist and agnostic groups, who claim user-created religious content is offensive to them and, as one group put it, “promotes generation after generation of forceful indoctrination into their belief systems, which we do not want our children exposed to.”

“For years, religious groups have been allowed to spread their propaganda on Facebook and other social media sites freely, so this is a huge win for thinking people everywhere,” says Amber Wallace, founder of the American Atheist Coalition, the group that led the charge on the new Facebook changes. “Religion is fraudulent in nature. I consider this a win not for atheists, but for humans of free will everywhere. A life without religious dogma is definitely a life worth living.”

Atheist author John Rush says the new rules will end one of Facebook’s most nefarious double-standards. “Last year, Facebook announced `satire’ tags for satire websites, and this week, they announced a new war on `hoax sites,’ like Daily Currant or The Onion. They say they want to ban hoaxes and get them out of News Feeds. But what about religion? That’s the greatest hoax ever carried out on mankind, but you didn’t see anyone at Facebook taking a stand, not until now anyway. It’s nice to see an end to their hypocrisy, at long last.”
But Facebook users of faith aren’t thrilled about the new rules. “When is Facebook going to realize that it isn’t their job to police their social network?” asks Reverend Mike Weis, who plans to file a lawsuit over the bans. “There’s such a thing in this country as freedom of speech. Facebook isn’t obligated to the first amendment, but we, as users, should expect it of them. Blocking content because some minority of users finds that content offensive is the exact antithesis of what this nation of ours was founded on. And that means, in the very least, that Facebook is about as anti-American as a website can get.”

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Nurturing The Excellent Woman! (UNILORIN SUG WEEK)


The history of the existence of humans on earth is incomplete and hollow without the mention of the woman named Eve. The Female gender is an indispensable part of life, in fact she sustains the life we bear, she is an integral part of the organised system that transfers life from one generation to another.
The Female gender all over the world especially in African nations have been subjected to persecution, victimisation, abuse, slavery, segregation, mutilation by cultural practises  and inequality. All these, obviously, have been condemned not only by major religious scriptures and rulings but also by humanity. However they are still practised on a large scale against the female folk.
Our beloved country Nigeria is the largest nation on the continent of Africa with a population of over 162.5 million of which females constitute 49% of the population- i.e 80.2 million.
It is however sardonic that in Nigeria today, there exists a relegation and degradation of the female gender. Hardly do women constitute 20% of the elected people in elections whether at the local, state or federal level. The implication of this low degree of representation, says Professor Bolanle Awe is that women are not likely to participate in any significant way in making decisions that will affect their lives and those of other citizens of this country. This situation unfortunately, is a replica of what happens in other sectors of the country, the Nigerian woman is characterised by the denominator of subordination.
There exists only one female President in the whole of Africa-Ellen Johnson Sirleaf- the President of Liberia. However there are few female vice presidents-the Vice Presidents of Burundi, Uganda and South Africa are all women. Despite the above, progress towards achieving the goal for gender equality and female empowerment is still a pure dream because the women mentioned above represent an insignificant fraction in the population of women in African and indeed the world.
Owing to their special nature, the few women who make it to the top experience difficulty in combining the qualities of being virtuous as a wife, mother and as a muhminah or Christian Woman.
The recent abduction of over 200 girls in their school in the Northern part of Nigeria, the inadequacy of security agents around schools (especially around female schools) in troubled areas of the country and the rather slow and unproductive move by the Nigerian government to facilitate the return of these girls is a further indicator of the disregard for female folk and their education in Nigeria.
The female gender constitute the highest number of school drop-outs in Nigeria and of course Africa and therefore constitute the majority of illiterates globally. Women are also the victims of various illicit and immoral activities in the society such as prostitution, child trafficking e.t.c consequently this accounts for the degradation and disregard of the female gender.
Owing to the above fact, it is very obvious that lack of education, enlightenment and opportunities is the germane cause of women’ inability to merge being virtuous with being a successful career persons.
It is in this plight that the Students’ Union, University of Ilorin considered it significant and  pertinent to organise a summit  with the purpose of educating females in a bid to proffer workable and tenable solution(s) to the challenges facing the female gender.
As a female student that has a goal of climbing the ladder of success despite the various hurdles and odds posed by the Nigerian society, one is faced with dilemmas such as
Being a female, and how to really make it in life?
Combining the roles of a woman in a home and how to get a meaningful job?
Keeping my pristine nature as a woman and how to retain my job?
Marriage and success in my career (Won’t Marriage be a hindrance to my success)?
It is consequent on the above questions that an orientation and education of the female gender but is necessary. It is our believe that life is a puzzle and with every piece fit together in its proper place, success is guaranteed-women and men are parts of this puzzle, therefore in this summit, the male gender is invited to also have enlightenment  on how women should be treated in a society that aims good for all.

To organise a classy conference that will focus on female education, sensitization and interactive session on certain issues such as home management, maintaining a good career, child marriage, rape (punishment for offenders, whether or not to disclose identities of rape victims owing to stigmatization), marital issues, how to choose a spouse, knowing the right man, keeping up with the religious obligations and so on.
To give proportionate stimulation to the female gender, right from the secondary school level, towards moderate participation in administrative affairs, nation building and development.
To enlighten females on how to retain their virtues amidst being successful career women.
To foster a mutual relationship between the fulfilled women and the prospective younger ones.
To also foster a mutual relationship between the female gender and their male counterparts to enhance coexistence.

This year’s edition (i.e 2nd edition) which is scheduled to hold on the 18th March, 2015 shall include lectures, interactive session, award presentation and  the launching of the maiden  edition of “THE ARETE”   Magazine in honor of women of repute and class who have made indelible marks in their various endeavours.

Gender inequality and discrimination of female participation in nation building.
Balancing religious virtues, marital prospects and Job productivity.
Best career options for women
Female genital mutilation and it’s effect on the health of the girl child.
Child marriage and it’s effect on the girl child education
Rape, a review of its psychological and social effects on the female folks

Barr Bola Suleiman
Nike Peller
Sen Gbemisola Saraki
Mrs Adebimpe Akinbisehin
Dr Abdul Karim
Mrs Omolewa Ahmed
First Lady of Kwara State
Sen Gbemisola Saraki
Olori K Sanni
Mrs Adebimpe B akinbisehin
Barr Bola Suleiman
Senator Gbemisola  Saraki
Mrs Jumoke Gomola
Dr Abdul Kareem
Mrs K W Salee
Prof Ijaiya
Nike Peller

Consequent on the existing inequality and extreme gap between the female gender and their male counterparts, the Students’ Union, University of Ilorin deem it fit to provide a platform where women of repute and merit, women of town and gown, icons of exemplary status and achievements will be honoured by our quintessential, better by far institution. They will share their experience and educate young women on how to become excellent. Remember if you educate a man, you have succeeded in educating one person, but when you educate a woman, you have succeeded in educating a nation.

ANIFOWOSHE Titilope T.                                       OSENI SALIMAT ADENIKE
Student Union Vice.                                                University of Ilorin.Gen.Sec
President (PS).                                                          Planning Committee.

+2348139578850, +2348186985683, +2347065115378.;

Sent from Josh Dreey

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The Three Reasons Why Employees Underperform

Jay Forte, MS, CPC, ELI-MP

Author, motivational speaker & certified life and CEO Coach, host of The Greatness Zone Podcast

What an ongoing struggle it is to get employees to perform. At HR conferences, Vistage and CEO meetings or Organizational Development groups, the topic always seem to be about getting our employees to step up and do great work.

In all my years of teaching and consulting around workplace performance, I see three reasons why employees consistently underperform: they incapable, they are disconnected or they are unclear.

  1. Employees are incapable. Employees who are incapable have core abilities that do not align with the abilities required to complete the activities of the job. Every job has very specific activities that are key to performance and therefore success in the job. For example, the activities of an accountant are to close the books, create reports, analyze performance, ensure compliance with procedures, etc. These activities require a strategic, analytical, methodical and detail-oriented person. If your accountant employee is not that, performance is a challenge. Many times the primary reason for employee underperformance is in hiring employees who do not fit their role – they do not have the abilities that align to the specific needs of the job. Solution: Include the required abilities in addition to skill and experience criteria when defining the performance profile of the job; hire for abilities as well as skill and experience.
  1. Employees are disconnected. Employees who are disconnected do not share or understand the direction, vision, belief or mission for the business; there is no emotional connection to the business. When employees understand the beliefs and vision of the business and they align with their personal values, they are more engaged, committed and passionate about their performance. Think of the way employees who work at Google feel about innovation, the way employees feel about coffee at Starbucks, the way employees feel about service at Zappos, the way employees feel about the outdoors at Patagonia. Our performance is fueled by our passions and values – and diminished by our lack of interest or connection. Solution: clearly share your vision and belief about the business and source/hire employees who share your beliefs.
  1. Employees are unclear. Most employees do not have or understand their specific performance expectations – they don’t know what a successful or “done right” outcome is; they have no performance standard. Here is a personal example: when my kids were younger it seemed we were always in conflict with them about keeping their rooms clean. The problem was we didn’t share the same definition of “clean room.” So, once the room was cleaned “at expectation,” we took a picture – then taped it to the door. This became the standard of how a room was to look when we said “clean.” We all shared the same expectation or standard and now could hold them accountable for delivering this specific performance. In the workplace, employees need the same guidance about what a successful performance outcome is so that they can be held accountable to deliver it. This clarity lets them use their abilities to determine how to deliver the outcome. Solution: improve the clarity of performance expectations to ensure employees know what is expected and can perform accordingly.

Sustainably high performance requires that employees’ abilities fit the activities required of the job, they share the values, beliefs or mission of the business and they clearly know their performance expectations. We can’t expect employees to bring their A-game if we haven’t set them up to be successful. Once in place, it is fair to expect great performance.

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How To: Communicate In An Interview

You’ve cracked the nerves, now you have to impress your interviewer with knowledge, confidence and experience – becoming more than just a CV in a pile of other, perhaps more impressive, CV’s.

There is only so much you can pick up from a piece of paper. I have met some people who, conventionally, tick every box – they have good grades, great experience, are fully qualified – but as soon as they walk through the door, they are as dull as dishwater. You can be mediocre in content and experience yet still convince the interviewer and get the job. It’s about how you present yourself, about your communication skills. If I listed the things that stood out about every person I have ever hired, personality and the ability to communicate would rank the highest. Here are a few of my key ‘take home’ tips on how to communicate in an interview.

Break the ice

It’s always good to connect with the interviewer on a personal level, this will not only show your communication skills, it will humanise you both. Look at your surroundings; perhaps you might see a family photograph or an award certificate. Now you can say ‘I notice you won X award, that’s a great achievement. Who were you up against?’ engaging in conversational dialogue is an essential skill and your interviewer will be impressed.


Once the conversation has started to flow, it’s time to engage with the interviewer and apply the research you’ve conducted about the business and the role in question. I will always ask a candidate what they have learnt about my business in every interview I conduct and expect a little more than a quick Wikipedia search response. You should be able to tell me about our ethos, our competition, who we’re comparable with and any interesting news we’ve shared recently – now that tells me you’re serious about the job on offer. Here is your opportunity to ask as many questions about the role as you can, ready to match your experience with the required skillset and prove you’re more than competent.


The pinnacle of the interview process is illustrating how you can add value to the role and become the missing part of the puzzle in the interviewers’ eyes. This is where STAR comes into play.


Start by giving a backstory and setting the scene – the who, what, where and when. Introduce a challenge you faced by giving your interviewer a little context.

JC example: ‘When I was a young boy I spent a lot of time watching my father and knew that one day he would want me to carry on the family business , but didn’t want to’.


Next you explain what was required of you, what did you have to achieve? Share your thought process and how you intended on accomplishing the task.

JC example: ‘I had to find a way of starting out on my own and find an alternative route that would help convince my father I was able enough to make my own decisions’


What did you actually do to make it happen? How proactive were you in ensuring the completion of the task? Here you can highlight any personal attributes that were tested, always referring back to your desired role.

JC example: ‘I decided to challenge traditions and start my own business. I was continually challenged throughout my journey and like many other entrepreneurs, sometimes questioned whether the long hours were worth it or not’


What did you learn and how have you effectively applied this? Explain what your actions achieved and whether or not you met your objectives.

JC example: ‘I managed to identify a gap in the market and used every bit of passion, drive and dedication I had to make it happen, whilst continually developing essential soft skills such as communication, teamwork and decision making.’

If you have followed this process, 9 times out of 10 you’ll be in a very good place. You will instinctively know whether the interview has gone well or not but leading the interview like this shows you are eager yet respectful and sure to make a lasting impression.

Then it’s time to play the waiting game…

For more interview tips, download my app for free.


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7 Lies Employers Use To Trick You Into Working For Them

I got this letter from a LinkedIn reader:

Dear J.T.,

Why do employers lie to get you to take the job? The last two companies I’ve worked for have done the same thing. They promise me things, but once I’m in the job, they don’t deliver. I’m tired of getting taken advantage of and don’t now how to make it stop. What am I doing wrong?

This happens a lot. And frankly, it’s going to get even worse as the talent shortage increases and companies play dirty to get candidates to take their jobs. Here’s an article which explains this growing trend…

Why Some Employers Have Rose-Colored Recruiting Glasses

While some employers are starting to properly reveal their Employment Brands, it could take a while for others to recognize the need to accurately convey what it’s like to work for their company – and that will hurt their ability to hire effectively.

For example…

Companies that pull the bait-n-switch (like what the poor professional experienced above), are usually desperate to improve their troubled company – and assume hiring new talent will fix their problem. They make promises to themselves, “If we can just get the best talent in here and turn things around, we can actually make good on all these promises we’re making while recruiting them.” In their minds, hiring you will give them the results they need to make those promises a reality. Unfortunately, hiring alone can’t fix a failing company or a broken corporate culture. Before you know it, the company is making excuses why they won’t deliver on those promises – and may even try to make you feel bad for asking. As if it was your fault!? Sound familiar?

7 Potential Lies Told In The Hiring Process

Any time a company makes the following claims, you should push back and try to get more information before assuming it’s the truth. While some can deliver, others can’t – and it’s up to you to figure out which ones are sincere. The potential lies are:

  1. There’s a lot of opportunity for advancement.
  2. The bonus structure will double your income.
  3. Your territory is protected and we won’t change it.
  4. You’ll get extensive training.
  5. You’ll have scheduling flexibility and can work from home on occasion.
  6. We’ll hire you some help when it gets busy.
  7. Once you fix this problem/department/project, etc., you’ll get to work on something new and exciting.

In order to avoid being taken advantage of, the secret is to learn to master the very same technique recruiters have been taught to spot a fake in an interview.

Use “Reverse Behavioral Interviewing” To Reveal Employer’s True Self

Behavioral interviewing is a technique recruiters use to help determine the personality, aptitude, and true experience level of a candidate. They’re historically open-ended questions designed to force candidates to provide more detailed answers to questions that address things like their:

  • ability to work in teams
  • work style
  • track record of success
  • ability to overcome adversity
  • capacity to cope with change

Recruiters use behavioral interviewing to explore candidates’ depth of knowledge and ability to answer the questions in a way that matches the goals, values, and needs of the organization. [A free tool with some of the most common behavioral interview questions can be found here.]

They’re also trying to identify and eliminate any liars, under-performers, or high-maintenance candidates. Hiring is expensive. Behavioral interviewing is meant to help minimize bad hires.

What If You Could Do The Same?

You can!

When your turn comes to ask questions in the interview (usually, at the end of the conversation), you can prepare a list of open-ended behavioral questions that will force the employer to articulate more clearly how they deliver on the promises they’re making. For example, check these seven questions as they relate to the potential lies above:

  1. Can you give me an example of someone who was hired in the last two years to a similar role who has already advanced in their career here? In particular, can you explain what they did to make that happen?
  2. Can I meet someone in the company who has doubled their income with the bonus structure? I’d like to learn more about how they accomplished that.
  3. I know territories can change as the business changes, what do you put into place to ensure this never happens? Is there a written legal contact of some sort?
  4. Can you break down the formal training versus the informal training I will receive? And, may I speak to someone who has been in this role a year to see how they best used the training to their advantage?
  5. What is the procedure for requesting to work from home? Can I speak to someone who uses this scheduling flexibility so I can learn what he/she is doing to make sure she is meeting the company’s goals when working remotely?
  6. Can you share with me a recent example of someone who was hired on to help due to growth. What is the company’s process for identifying and funding additional headcount?
  7. Can you share with me a recent example of someone who was hired on to fix a problem and has now gone on to a new project? What did they do to ensure they were given the opportunity to move on?

Each of the questions above are positively framed to show your sincere interest in the company’s approach to delivering on these promises. It’s up to them to give you an answer that sounds accurate and compelling. If they start to dance around the subject, or don’t have a clear cut answer, you know they aren’t telling the truth.

Difference Between Working “For” An Employer & Working “With” Them

Learning how to reverse behavioral interview a potential employer is a very important step in becoming a more sophisticated and successful job seeker. When you realize you want to work “with” employers and not “for” them, you can begin to approach the job search with your eyes wide open. You deserve the best opportunities, and that means improving your interview skills so you can spot the less-than-ideal employers. Use the technique above to help you get better at finding the right fit for you!

One last thought on being a better job seeker… If you really want to become a more sophisticated job seeker, I strongly suggest you take control of your search by creating an “Interview Bucket List” of employers you’d like to work with. You can read how to do that in this LinkedIn article.


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