Free reading and colouring activity for elementary school learners

Apple
Ball
Dog
Elephant
Fish
Girl
Boy
Car
Cat
Fork
Horse
Hen

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Do you need to download free learning materials for all classes?

Do you need the best lesson notes,sample schemes of work and sample lesson plans?

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Free reading and colouring activity for nursery school learners

Apple
Ball
Dog
Elephant
Fish
Girl
Boy
Car
Cat
Fork
Horse
Hen

Do you need free learning materials for all class levels?

Do you need to download free learning materials for all classes?

Do you need the best lesson notes,sample schemes of work and sample lesson plans?

Do need access to well balanced sample revision,tests and examination papers?

Do you need to attend live,interactive online classes?

If your answer to any of the above questions is “yes” then log into https://www.dmovinesolutions.com

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Free reading and colouring activity for early grade learners

Apple
Ball
Dog
Elephant
Fish
Girl
Boy
Car
Cat
Fork
Horse
Hen

Do you need free learning materials for all class levels?

Do you need to download free learning materials for all classes?

Do you need the best lesson notes,sample schemes of work and sample lesson plans?

Do need access to well balanced sample revision,tests and examination papers?

Do you need to attend live,interactive online classes?

If your answer to any of the above questions is “yes” then log into https://www.dmovinesolutions.com

Processing…
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Free complete detailed lay out of a business plan of a successful company

TABLE OF CONTENTS

LIST OF TABLES…………………………………………………………………….3

LIST OF FIQURES…………………………………………………………………..4

1.0 EXECUTIVE SUMMARY…………………………………………………….5

1.1 Company vision…………………………………………………………………5

1.2 Mission statement………………………………………………………………………………..5

1.3 Objectives………………………………………………………………………….5

1.4 Problem & solution provided……………………………………………………………………………………5

1.5 Market…………………………………………………………………………………5

1.6 Competition………………………………………………………………………….5

1.7 Management team……………………………………………………………………………………………5

1.8 Manufacturing process…………………………………………………………..5

1.9 Financial highlights…………………………………………………………………5

2.0 BACKGROUND……………………………………………………………………….7

2.1 Highlights of its progress…………………………………………………………7

2.2 Previous financing…………………………………………………………………..7

2.3 Current ownership of the company………………………………………….7

3.0 KEY PERSONNEL…………………………………………………………………….8

3.1 The organization chart(organogram)………………………………………..8

3.2 Roles of each team member………………………………………………………..9

3.21 Board of directors…………………………………………………………………..9

3.22 M.D………………………………………………………………………………………….9

3.23 HRM………………………………………………………………………………………9

3.24 Operations manager………………………………………………………………………………………..9

3.25 Finance manager…………………………………………………………………..10

3.26 Marketing manager………………………………………………………………10

3.27 Other relevant officers of the company…………………………………10

3.3 Weaknesses in the management team……………………………………11

3.4 Compensation & ownership……………………………………………………………………………………11

3.41 Board members……………………………………………………………………11

3.42 MD………………………………………………………………………………………11

3.43 Human Resource Manager…………………………………………………..11

3.44 Operations manager……………………………………………………………..11

3.45 Marketing manager………………………………………………………………11

3.46 Finance manager………………………………………………………………….11

3.47 Legal officer…………………………………………………………………………11 

3.48 Communications/PR officer…………………………………………………11

3.49 Any other company employee(permanent,temporary and contract)……………………………………………………………………………………………11

3.5 Board members and their percentage stake in the company………………………………………………………………………………………….12

3.51 Board member incharge of administration…………………………………………………………………………….12

3.52 Board member in charge of religious affairs…………………………………………………………………………………………….12

3.53 Board member incharge of human resources,salaries,allowances and bonuses…………………………………………………………………………………………12

3.54 Board member incharge of operations…………………………………………………………………………………..13

3.55 Board member in charge of investments……………………………………………………………………………….13

5.56 Board member in charge of finance……………………………………………………………………………………….13

3.57 Board member in charge of marketing…………………………………………………………………………………..13

3.58 Board member in charge of technology…………………………………………………………………………………13

3.59 Board member in charge of stocks and shares…………………………………………………………………………………………..14

3.6 Board investment in terms of shares expressed as a percentage……………………………………………………………………………………..14

4.0 OPERATIONS………………………………………………………………………..15

4.1 Location…………………………………………………………………………………15

4.3 Costing & control ($)………………………………………………………………….15

4.4 Employees……………………………………………………………………………..16

4.5 Purchasing of machinery & other equipment…………………………..16

4.6 Facilities and equipment…………………………………………………………16

4.61 Facilities and equipment needs at the initial stage……………………………………………………………………………………………….17

4.62 Facilities and equipment at later stages…………………………………………………………………………………………….17

4.7 Manufacturing process……………………………………………………………17

4.71 Manufacturing procedure………………………………………………………17

4.72 Performing service…………………………………………………………………..18

4.8 Labour force & costs………………………………………………………………………………………………..18

4.81 Labour needs of the company & its implication costs in stage 1……………………………………………………………………………………………………………..18

4.82 Labour needs of the company & its implication costs in stage 2……………………………………………………………………………………………………………….19

4.83 Labour needs of the company & its implication costs in stage 3……………………………………………………………………………………………………………..19

4.84 Labour needs of the company & its implication costs in stage 4……………………………………………………………………………………………………………….20

4.9 Skills  assessment…………………………………………………………………………20

5.0 MARKETING………………………………………………………………………………..21

5.1 Market history………………………………………………………………………………..21

5.2 Target market……………………………………………………………………………..21

5.3 Competition………………………………………………………………………………….22

5.31 Our company strengths…………………………………………………………….22

5.32 Company weaknesses & proposed remedies……………………………..22

5.4 Market share……………………………………………………………………………….23

5.5 Pricing…………………………………………………………………………………………23

5.6 Sales plan……………………………………………………………………………………23

5.7 Advertising…………………………………………………………………………………….24

5.8 Financial plan……………………………………………………………………………..25

5.81 Projected Financial statements for the past three years of operation………………………………………………………………………………………………..25

5.82 Cash flow statement for three years.………………………………………………..26

5.83 Projected balance sheet for the next three years……………………………………………………………………………………………………….27

5.84 Income statement for the next three years………………………………………………………………………………………………………..28

5.85 Break -even- analysis…………………………………………………………………29

5.9 Money needed………………………………………………………………………………30

6.0 EXHIBITS…………………………………………………………………………………….31

6.1 CVs of key managers…………………………………………………………………….31

6.2 Records of loan and grants received……………………………………………………………………………………………31

Organization building and the condition of the worker

A builder building

The last few weeks I received suddening news from friends who either had been terminated,have an impending termination or are facing challenges at their work places that could lead to termination.The reason for termination, impending termination or challenges that could lead to termination were given as skills gap or lack of professionalism.In some instances black listing of the terminated workers was one of the proposed recommendations by some hiring companies.Quoting the  organization that was moving for blacklisting of terminated workers,”We do not want the workers that we have terminated to work with any other organization because they can spoil the other workers”,the human resources manager said.These friends worked in different sectors including the formal work sectors.
In the social media platforms which I   subscribe to there were two fundamental questions:
1.Should employees be terminated because of skills gap?
2.Is the termination and blacklisting of “unprofessional workers” a way of organizing work force inorder to attain professionalism?

We dig deep into our experience as well as expertise on brand and enterprise building to lay the facts straight and pave way for better brands in the work space . Today we focus on termination of  workers because of skills gap as a way of organizing the labour force.The excerpts herein will also reflect my response to the terminated workers as well as the platform on social media.

By creation all people were wonderfully created both male and female with ability to do work and blessed with varying talents.

Different learning theories that have been raised by many different great scholars still attest to the same fact and further continues to breakdown on when  people start to learn, when they stop learning, where they learn from,their learning styles, conditions that facilitate or affect their learning and many other critical issues in education.
With that in mind and in light of the scenario in number 1 above,as all the stakeholders attempt to address the issue of skills gap,the key fundamental question is ;In which capacity are you addressing the issue of skills gap?
We breakdown these questions in line with the core organizational areas as far as humanity is concerned;
a) Are you addressing the issue of skills gap as an employee?
b) Are you addressing the issue of skills gap as a workers union?
c) Are you addressing the issue of skills gap as a well wisher?
d) Are you addressing the issue of skills gap as a regulator?
e) Are you addressing the issue of skills gap as an arbitrator?
f) Are you addressing the issue of skills gap  as government?                                                 

 g)  Are you addressing the issue of skills gap in the capacity of an organization?                       h) Are you addressing the issue of skills gap in any other capacity?,in which case your capacity must be predefined.

Employees are the owners of their labour.Employees have a responsibility of preparing themselves for employment by attaining the required skills necessary for execution of work in their profession of choice.From their young age to their employable age employees attend whatever form of training as well as mentoring in order to become qualified professionals.Employees continue to acquire more skills during their work tenure ,such skills enable them to perform tasks that they were not able to perform and attain promotion to higher positions at work.With time such employees become experts in their trade and professions.

A professional workers union has a role of bringing together workers who have attained similar skills and are able to perform similar tasks in the same profession.The workers union addresses the issue of skills gap by advocating for proper training of young people who are still attending school,sensitising workers on matters of skills acquisition,agitating for training of workers to attain more skills and position themselves for promotion.

Regulators in all sectors and training may often come in the form of professional bodies, examination bodies, certifying bodies.Regulators provide that enabling environment for qualified workers to provide services in the job market and also enable employers to hire qualified workers.The regulator does not acquire skills for employees at any course of their work.

Arbitrators contribute to skills acquisition by simply having a legal framework and specific laws upon which arbitration of all cases regarding awards,certifications and any other issues emanating from the right to acquisition of skills.

Governments have a mandate to provide social services which includes education and any form of training that is adopted within the territories.The education cycle begins from designing the right curriculum which can guarantee the imparting of the right skills onto the very last graduation attained by any learner as well as ensuring all trained citizens are absorbed into employment within the fields that they were trained in .Even with such roles of governments they still don’t  acquire skills for employees.

Organizations play a major role of employing qualified people to work in their organization.Organizations do employ by carrying out recruitment on their own terms and procedures.The recruitment process basically involves calling for the right talent through job advertisement, selection of talent,interviewing of selected talent and finally employing talent who  satisfied the interview panel.All organizations have their way of orientating,inculcating and training employees as a way of addressing any skills gap as well  as preparing employment talent for tasks that may be unique for their role in the company that they have not experienced anywhere else.Some workers are even sponsored to enroll in specific institutions to attain unique skills that would be applied in an organization department.These major roles are particularly very important for companies to have the right skills among their employees since there is no known training in education institutions that can provide all what is needed by organizations in the field.Even the most practical tertiary institution as well as University training will not present the totally complete skilled talent for the organization work.Most of the top notch market skills can only be attained within company experience even by the so called best student.There is no known amount of industrial training, placements and apprenticeship that can equal the hands on manipulative skills that is attained by a worker within the work environment.No matter how many times a student is taken back  to be re-skilled they will truly never attain the skills acquired by workers in the field.This is also very true because learning is ongoing even when they have acquired all the skills relevant to their company work.Atually when we take a close examination at all the various industry experts of both yesterday and today they were all given a chance to start with the skills that they had attained and added on other relevant skills from within the company ranks.

Any other stakeholders can address the issue of skills gap.They can best address the issue of skills gap  by contributing within a clearly predefined capacity.Such organizations can align their services in line with the needs of the employee ,needs of governments or needs of any other stakeholders contributing towards addressing the issue of skills gap.

As I conclude,in light of the fate of the workers discussed herein there is non of the other stakeholders that acquires knowledge as well as skills for the employee.Such stakeholders can best contribute to addressing the issue of skills gap as well as professionalism of workers by organizing within their respective capacities as discussed brielfy herein.
Generally any other stakeholder who claims to be for the workers must ultimately identify with and align all their services with the interest of the worker or else identify with other stakeholders.
In my own opinion every worker should reserve the right to aquisition of skills as well as knowledge and protect their own interests.Employees should always belong to a group of workers who offer similar services.I recommend that all workers should belong to a professional workers union, in such forum their own interests are best handled as a group. 

 

A sales consultant working

Are you contributing towards building a professional labour force within your own capacity?
Do you need help building brands and enterprises?

Do you need help in addressing the issue of skills gap in your organization?

Do you need help in organizing proper tools used in building brands and enterprises like business/organization plans, group/organization/company constitutions,board formation and functionality, winning proposals, organization policies formulation,expressions of interest and others?

For such tools and more on building brands,organizations and addressing issues of skills gap in organizations check out for more insights in our subsequent articles.
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Enterprise building and the plight of the worker

A man digging

The last few weeks I received suddening news from friends who either had been terminated,have an impending termination or are facing challenges at their work places that could lead to termination.The reason for termination, impending termination or challenges that could lead to termination were given as skills gap or lack of professionalism.In some instances black listing of the terminated workers was one of the proposed recommendations by some hiring companies.Quoting the  organization that was moving for blacklisting of terminated workers,”We do not want the workers that we have terminated to work with any other organization because they can spoil the other workers”,the human resources manager said.These friends worked in different sectors including the formal work sectors.
In the social media platforms which I   subscribe to there were two fundamental questions:
1.Should employees be terminated because of skills gap?
2.Is the termination and blacklisting of “unprofessional workers” a way of organizing work force inorder to attain professionalism?

We dig deep into our experience as well as expertise on brand and enterprise building to lay the facts straight and pave way for better brands in the work space . Today we focus on termination of “unprofessional workers” as a way of organizing the labour force.The excerpts herein will also reflect my response to the terminated workers as well as the platform on social media

By the very creation every human do their own work from which hey have to earn whether they work in their own vineyard or in another’s vineyard.
Many international conventions on labour including the International Labour Organization clearly point out to the fact that workers are the owners of their labour.
With that in mind and in light of the scenario in number 2 above,as all the stakeholders attempt to organize work force the key fundamental question is ;In which capacity are you organizing?
We breakdown these questions in line with the core organizational areas as far as humanity is concerned;
a) Are you organizing the labour force as an employee?
b) Are you organizing the labour force as a workers union?
c) Are you organizing the labour force as a well wisher?
d) Are you organizing the labour force as a regulator?
e) Are you organizing the labour force as an arbitrator?
f) Are you organizing the labour force as government?
g) Are you organizing the labour force in any other capacity?,in which case your capacity must be predefined.

All stakeholders contribute to an organised as well as professional labour force.But stakeholders can best contribute when they are organizing labour force from within their rightful capacities.
Employees indeed own their labour and are protected by any rightfully formulated law ever enforced anywhere in this globe.Employees indeed have a role of acquiring the right skills,having the right attitude & behavior as well as aligning themselves to employment sectors that they can comfortably work in .

Since many employees subscribe to the same profession and therefore have similar concerns it’s only natural that they belong to a professional workers union to agitate for their interests ,welfare as well as wellbeing . Basically a workers union is an organised group of employees offering labour within the same profession.The very roles of a single employee in organizing labour force are the duplicated roles of a workers union but in a group.

Different products as well as services offered may have a regulator.The key role of a regulator is to provide an enabling environment for the owner of the labour force to produce a product or offer a service.The regulator does not own any labour and should not frustrate the people who produce products and provide services.

Arbitration is very critical in providing an enabling environment for the producer of products and provider of services
Arbitrators simply need to have proper legal frameworks and particularly ensure that the the laws that protect the owner of labour are set in place.The arbitrator then waits to arbitrate on matters concerning labour force, whether it’s the employee who is on the wrong or it’s any of the other stake holders who are on the wrong.
It’s still crystal clear that the arbitrator does not own labour.

Governments have a mandate to ensure that all the services needed by citizens are provided.The governments therefore have to provide a conducive as well as enabling environment for the owner of labour to produce products or to offer services .So often governments achieve an enabling environment for workers through the work of either national regulators or international regulators in the case of the latter where world governments are concerned.Governments world over hire labour force and therefore cannot claim to own any labour force.
Any other individual,group or organization may play a role in organization of labour force and promoting professionalism .They can do so in a specific capacity, which capacity must be predefined.There are NGOs that organize labour force by aligning their services with the employee in mind while many others also organize labour force by aligning their services with the roles of government in mind . Again it can be clearly asserted here that such individuals as well as organizations do not own labour.
As I conclude,in light of the fate of the workers discussed herein there is non of the other stakeholders who organize for the worker,whether professional, unprofessional, well behaved or badly behaved workers.Such stakeholders can best contribute to the welfare as well as professionalism of workers by organizing within their respective capacities as discussed brielfy herein.
Generally any other stakeholder who claims to be for the workers must ultimately identify with and align all their services with the interest of the worker or else identify with other stakeholders.
In my own opinion every worker should reserve the right to provision of their own labour and protect their own interests.Employees should always belong to a group of workers who offer similar services.I recommend that all workers should belong to a professional workers union, in such a forum their own interests are best handled as a group.

 

A teacher teaching

Are you contributing towards building a professional labour force within your own capacity?
Do you need help building brands and enterprises?

Do you need help in organizing proper tools used in building brands and enterprises like business/organization plans, group/organization/company constitutions,board formation and functionality, winning proposals, organization policies formulation,expressions of interest and others?

For such tools and more on building brands and enterprises check out for more insights in our subsequent articles.
You can also login to https://www.dmovinesolutions.com

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Enterprise building and the plight of the worker

A man digging

The last few weeks I received suddening news from friends who either had been terminated,have an impending termination or are facing challenges at their work places that could lead to termination.The reason for termination, impending termination or challenges that could lead to termination were given as skills gap or lack of professionalism.In some instances black listing of the terminated workers was one of the proposed recommendations by some hiring companies.Quoting the  organization that was moving for blacklisting of terminated workers,”We do not want the workers that we have terminated to work with any other organization because they can spoil the other workers”,the human resources manager said.These friends worked in different sectors including the formal work sectors.
In the social media platforms which I   subscribe to there were two fundamental questions:
1.Should employees be terminated because of skills gap?
2.Is the termination and blacklisting of “unprofessional workers” a way of organizing work force inorder to attain professionalism?

We dig deep into our experience as well as expertise on brand and enterprise building to lay the facts straight and pave way for better brands in the work space . Today we focus on termination of “unprofessional workers” as a way of organizing the labour force.The excerpts herein will also reflect my response to the terminated workers as well as the platform on social media

By the very creation every human do their own work from which hey have to earn whether they work in their own vineyard or in another’s vineyard.
Many international conventions on labour including the International Labour Organization clearly point out to the fact that workers are the owners of their labour.
With that in mind and in light of the scenario in number 2 above,as all the stakeholders attempt to organize work force the key fundamental question is ;In which capacity are you organizing?
We breakdown these questions in line with the core organizational areas as far as humanity is concerned;
a) Are you organizing the labour force as an employee?
b) Are organizing the labour force as a workers union?
c) Are you organizing the labour force as a well wisher?
d) Are you organizing the labour force as a regulator?
e) Are you organizing the labour force as an arbitrator?
f) Are organizing the labour force as government?
g) Are you organizing the labour force in any other capacity?,in which case your capacity must be predefined.

All stakeholders contribute to an organised as well as professional labour force.But stakeholders can best contribute when they are organizing labour force from within their rightful capacities.
Employees indeed own their labour and are protected by any rightfully formulated law ever enforced anywhere in this globe.Employees indeed have a role acquiring the right skills,having the right attitude & behavior as well as aligning themselves to employment sectors that they can comfortably work in .

Since many employees subscribe to the same profession and therefore have similar concerns it’s only natural that they belong to a professional workers union to agitate for their interests ,welfare as well as wellbeing . Basically a workers union is an organised group of employees offering labour within the same profession.The very roles of a single employee in organizing labour force are the duplicated roles of a workers union but in a group.

Different products as well as services offered may have a regulator.The key role of a regulator is to provide an enabling environment for the owner of the labour force to produce a product or offer a service.The regulator does not own any labour and should not frustrate the people who produce products and provide services.

Arbitration is very critical in providing an enabling environment for the producer of products and provider of services
Arbitrators simply need to have proper legal frameworks and particularly ensure that the the laws that protect the owner of labour are set in place.The arbitrator then waits to arbitrate on matters concerning labour force, whether it’s the employee who is on the wrong or it’s any of the other stake holders who are on the wrong.
It’s still crystal clear that the arbitrator does not own labour.

Governments have a mandate to ensure that all the services needed by citizens are provided.The governments therefore have to provide a conducive as well as enabling environment for the owner of labour to produce products or to offer services .So often governments achieve an enabling environment for workers through the work of either national regulators or international regulators in the case of the latter where world governments are concerned.Governments world over hire labour force and therefore cannot claim to own any labour force.
Any other individual,group or organization may play a role in organization of labour force and promoting professionalism .They can do so in a specific capacity, which capacity must be predefined.There are NGOs that organize labour force by aligning their services with the employee in mind while many others also organize labour force by aligning their services with the roles of government in mind . Again it can be clearly asserted here that such individuals as well as organizations do not own labour.
As I conclude,in light of the fate of the workers discussed herein there is non of the other stakeholders who organize for the worker,whether professional, unprofessional, well behaved or badly behaved workers.Such stakeholders can best contribute to the welfare as well as professionalism of workers by organizing within their respective capacities as discussed brielfy herein.
Generally any other stakeholder who claims to be for the workers must ultimately identify with and align all their services with the interest of the worker or else identify with other stakeholders.
In my own opinion every worker should reserve the right to provision of their own labour and protect their own interests.Employees should always belong to a group of workers who offer similar services.I recommend that all workers should belong to a professional workers union, in such a forum their own interests are best handled as a group. 

 

A teacher teaching

Are you contributing towards building a professional labour force within your own capacity?
Do you need help building brands and enterprises?

Do you need help in organizing proper tools used in building brands and enterprises like business/organization plans, group/organization/company constitutions,board formation and functionality, winning proposals, organization policies formulation,expressions of interest and others.

For such tools and more on building brands and enterprises check out for more insights in our subsequent articles.
You can also login to https://www.dmovinesolutions.com

Sports technology

As different technologies find ground in different sports pitches,we introduce to you sports technology and share insights on performance technology.

Training

With an increased focus on winning,high performance coaches and sportsmen are relying more and more on technology to position themselves ahead of the competition.

This has led to the evolution and growth of a new specialism within high performance sport known as performance technology.This application of technology to training and competition provides coaches and sportsmen with detailed visual and statiscal feedback about themselves and their opponents.Performace technology provides information that is timely, accurate,factual and in a format that is easily understood.It provides an extra eye for an experienced coach .

Perfomance technology

Performance technology refers to technologies designed to improve sports skill acquisition.It is the knowledge and use of tools for the analysis of sports man performance , from fields such as video technology,instructional technology,biomechanics, sports man development, sports man motivation, sports man feedback, strength,conditioning and injury management.

Sports technology incorporates hardware,software, their integration and the training of individuals in the use of the technologies.The educational aspect of performance technology includes the development of applied learning materials and instructional programs for sports men and coaches.

Technology capacity, sequencing and pitfalls

Instead of inventing new technology,it may be possible to use technology that has already been developed.For example,a coach could use global positioning systems (GPS),invented for other purposes and use them to track the position and velocity of Alpine downhill skiers as they train .

Beware, however that technology can be a distraction from the necessary hard work of training.It can waste time and money and give false confidence that the technology is an effective and necessary tool ,it can provide false conclusions.

There are also cost consideration, including purchasing and servicing the technology, employing an experienced operator to use it in training or competition situations at home or abroad,and the cost and time required to train technology operators.

It is critical that the technology specialist work closely with the sport organization in order to ensure that they understand the sport and the sport man ‘s needs.

What should be considered in performance technology

Education and training of technology specialists and coaches in training environments and at competitions.

Effective integration of the technology within the training environment.

Creation of storage systems, possibly accessed via the Internet,to share the collected data in a controlled way.

The possible need to develop or modify software or equipment to create the necessary tools.

Establishment of research projects to invent useful new technologies.

Do you understand all the relevant technologies being used in all your favorite sports?

Watch out for our latest insights in sports technology in the subsequent posts.

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The day of the girl child

A girl

I have taken a long time without putting pen to paper but the immense joy as well as importance of this day made me to send this note to you.

Dear daughters, sisters, mothers aunties and great women of the world I totally understand what you go through in life struggles and can firmly assert that I am your best ally on matters of gender equality or inequality.Before you take your eye off the next phrase, permit me to take you through a brief journey of life that puts the boy child on the same pulse rate as our girl child.Whereas my case is not any better, allow me to briefly narrate to you the story of Micheal.

Whereas Micheal is not a girl nevertheless as a child he was abandoned,while in abandonment he was mistreated,all situations which he endured.His studies was consequately affected even when he was undoubtedly among the academically gifted children of his time.Even with all these,God paved his way out.At a tender age he faced sexual violence from a girl or woman who wanted to take advantage of him.As a young man he was ditched by girl friends or wives just for doing right,all these he overcame.As a professional he was fired because he could not submit to people who wanted to take advantage of him,God paved his way with another job.In some jobs he worked but was not paid a situation that many girls and women face.As a young man in his own ancestral home,he was denied his own inheritance in whatever form from his own parents but God paved his way with other gifts of life.

This is just but a drop of life lived in a clearly unequal world.As I conclude on equality dear boy child and girl child never give up but most importantly assume your position and take on your roles in society and with God by your side you can achieve gender equality.

One thing to remember though Micheal is a boy who is also a victim ,the girl child or woman does not have to step on him to achieve equality and the things life has to offer.Micheal is a partner of a girl child in the struggle.Together the girl child and the boy child can achieve gender equality.

A girl and a boy

Happy day of the girl child

Are parents encouraging both the girl child and boy child to take on roles in society?

Watchout for our articles on successful parenting and gender equality.

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Setting your own website

The first time I heard about the world wide web(www) I thought it was something very complex to understand.As I got into the basics of the world wide web(www) I had to contend with the key areas of web hosting and domain name registration.Today as I write to you I am a proud owner of a full .com website.I have talked to many folks around town whose dream is to own a website but are totally clueless where they can start from.There is also the fear of the online scam that scares many off their dreams.

Whether you need a website as a beginner,for expressing your ideas to the world or to earn some income your search ends here today.After just 5 minutes of reading this post you could be a proud owner of your own website.And yes if someone was still wondering what skills they need to acquire before owning a website,the answer is you don’t need to add to the skills that you already achieved in life.

The steps to having your own website are as easy as 1,2 and 3.

Step 1: For free domain and free web hosting log into https://WordPress.com/refer-a-friend/P01vX8ITXPWkXEXNkYmA/

Step 2: Design your website

Step 3: Add content to your website

Once you have a free domain name as well as free web hosting from step 1 you already own a website and you are ready to start having fun.

I now take you through the basics of step 2.

The key to designing your website is for you to learn the dashboard.Once you log into your website home what you find on the left panel and on the top panel is your dashboard.Whatever you need to do on your website you will find on your dashboard.

a) Explore and learn all the functions within your dashboard.Explore by putting the cursor on each function or by clicking on the function.

b) Click on appearance, which shows options, from the options click themes, different themes will be open.Click activate on the theme of your choice.

c)The theme has words and pictures,click customize theme then proceed to change your title, tagline and site icon.

d)While at the customize theme page on the left panel you will find all functions that you need to change.

e) select from each function on the left panel then change from the options given.For a beginner default options are already set,so you may not change most areas there.

f) While on the same page change mainly the menu and widgets.

g)Click on menu,on the next window click create new menu then add from the menu blocks already in the theme.Add menu for primary, secondary and footer locations.

h)Click on widget,on the next window choose widget areas as footer,sidebar or sidebar content, choose from the widgets already installed.Whatever changes you make keep saving or updating whichever word you will see.

At this stage your website is ready for you to start posting.

Step 3:Add content to your website

a) Click create pages according to what you will be posting or sharing with the world e.g music page for sharing about music.Each page you create publish.

b) Create all pages according to what your website is about and publish all.

c) Click post from the dashboard or any window where you see post.When a page is opened write what you need to post,video you need to share pictures you need to post.Give a proper heading and choose the page category in which you are posting.You can also post without any category.

And there you go we are all waiting for your first post on your own website.

Website

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