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Domestic Violence and Gender: Abuse Hurts Everyone

Domestic violence is a serious problem, and gender often plays a major role in how it shows up in daily life. In many parts of the world, men are the main offenders when it comes to physical violence. That is not an opinion — it is a fact backed by statistics and real-life stories. In some cultures, men hurting their wives is not just tolerated, but even encouraged as a way of showing control or proving manhood. That mindset is deeply harmful and completely wrong. Causing pain does not make someone strong. It makes them unsafe. Violence inside a home does not build respect. It creates fear. The people we live with should feel protected, not threatened. However, there is another side to this issue that often goes unspoken. While men may be more likely to use physical force, women can also cause deep harm — sometimes through emotional or psychological abuse. Constant criticism, verbal attacks, public humiliation, guilt-tripping, or manipulation can leave scars that are just as painful. T...
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Domestic Violence Is Never Okay — Just Leave

There is never a valid reason for domestic violence. Not one. It does not matter how frustrated someone feels, what kind of stress they are under, or what excuses they come up with. Hurting another person — physically, emotionally, or psychologically — is never acceptable. Domestic violence leaves deep and lasting scars. It does not just bruise the body; it damages the mind, the spirit, and the ability to trust. Many survivors live with anxiety, fear, depression, and emotional pain that may last a lifetime. Even if the physical wounds heal, the invisible damage often remains. Some people try to explain their actions by saying they “lost control,” or they were “under pressure,” or even that the other person provoked them. But none of that changes the fact: if you do not want to be with your partner anymore, then leave. End the relationship. Walk away. There is no strength in staying and causing harm. There is only destruction — to another human being, and to your own sense of self. It i...
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Do Parents Cause the Screen Time Problem? Guilty as Charged

Are you the kind of parent who proudly buys the latest phone, tablet, or gaming console — and then complains that the kids are always glued to it? I am. Guilty as charged. Here is the thing about parenting: sometimes we unintentionally set up the very situations we later get frustrated about. We give our children the devices. We install the apps. We even walk them through how everything works. Then, a few months down the line, we are the ones complaining about screen time, online gaming, and how they never go outside anymore. But let us be honest — who created that setup in the first place? The same pattern shows up in other areas too. Think about food. Who was it that introduced the fast food in the beginning? The chicken nuggets, the fries, the combo meals? Most likely, it was us. Parents say yes out of convenience, or to make a long day a little easier. But later, we question why our kids only want junk food. We cannot offer things on a silver platter and then act surprised when the...
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What Does “Give 110 Percent” at Work Even Mean Anymore?

“Give 110 percent.” It is one of the most overused phrases in modern workplace language. You hear it in meetings, job interviews, performance reviews, and team briefings. It sounds motivational, but does anyone actually know what it means? Let us consider the math. One hundred percent is the full amount. It represents everything a person has to give. So how can anyone give more than that? What is 110 percent supposed to look like in practical terms? Are employees expected to work longer hours, skip lunch breaks, respond to emails after hours, or take on the work of two people? When managers use this kind of language, it rarely comes with clear instructions. Instead of stating specific goals or expectations, they rely on exaggerated slogans that leave employees guessing. What exactly are you asking for? Do you want higher output? More attention to detail? Faster delivery times? If so, just say so. A few years ago, I came across a statement that still resonates with me: being clear is ki...
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Why Is Office Air Conditioning Never Set at a Comfortable Temperature?

Is office air conditioning ever set at a temperature that actually feels comfortable for human beings? It seems to be one of the longest-running workplace mysteries. In summer, the air conditioner often blows warm air. In winter, it somehow manages to feel even colder. When you want it to work, it does nothing. When you wish it would stop, it blasts cold air with full force — as if punishing everyone for coming to work. Then come the colleagues. You are sweating through your clothes while someone nearby is wrapped in scarves and cardigans. Or you are freezing and trying not to shiver, while someone else insists the temperature is perfect. Eventually, someone asks the dreaded question: “Would you mind if I increase the temperature?” or “Do you mind if I turn it down a little?” No matter how politely it is asked, the answer is almost guaranteed to upset someone else in the room. The real problem is that office air conditioning is rarely about actual comfort. It is about compromise — or m...
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Do Annual Performance Reviews Actually Improve Anything at Work?

If you have ever worked in a structured workplace, chances are you have experienced at least one annual performance review. Some employees have been through many. But the real question is this — do annual reviews actually improve anything, or are they just formalities to satisfy human resources policies? Most reviews follow the same formula. You are asked to rate yourself across a list of broad categories — communication, productivity, teamwork, leadership, customer service, and the ever-present “exceeding expectations.” These terms may sound impressive, but what do they actually mean? Take “exceeding expectations,” for example. If you are a delivery driver, does exceeding expectations mean delivering packages in half the time — even if it means speeding or ignoring safety protocols? If you are a nurse or doctor, does it mean doubling patient loads or rushing through procedures? Without context, these phrases are vague and potentially meaningless. Self-assessments often feel like a gue...
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Do Job Descriptions Still Matter, or Are They Just Buzzwords Now?

There was a time when job descriptions were simple and clear. They outlined the duties of the role, listed the skills and qualifications required, and gave candidates a fair idea of whether they should apply. You could glance through the criteria and know where you stood. Does that still happen today? In many modern job ads, clarity has been replaced by vague language and aspirational buzzwords. Instead of focusing on core skills and specific qualifications, job descriptions now often feature phrases like “cultural awareness,” “emotional intelligence,” “inclusivity,” “lived experience,” and “team player.” These terms may sound thoughtful, but they often raise more questions than they answer. Of course, diversity, fairness, and emotional intelligence are important in every workplace. That is not in dispute. But when job descriptions begin to resemble legal disclaimers or corporate mission statements, the actual purpose of the ad becomes unclear. Are companies hiring someone to do a job,...
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Why Constant Baby Photo Sharing at Work Can Be Too Much

Have you ever had a colleague who constantly shares baby photos at work — whether you ask for them or not? You might be focused on a task or trying to get through a busy day when, without warning, your screen or desk is taken over by a photo of someone’s baby or grandchild. What follows is usually the same predictable routine. Everyone is expected to respond with over-the-top compliments like “She is absolutely beautiful” or “That is the most gorgeous baby ever.” And let us be honest — no one ever says anything else. In today’s workplace, failing to gush with enthusiasm over a baby photo feels like a social offense. There is absolutely nothing wrong with being proud of your children or grandchildren. It is heartwarming to see people light up when they talk about family. Sharing a photo once in a while is natural and appreciated. But when it becomes a daily habit or a major part of every casual conversation, it starts to feel less like sharing and more like oversharing. Most coworkers a...
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Is Taxing Super Balances Over $3 Million in Australia Really Fair?

The Australian Government has announced plans to apply an extra tax on individuals with superannuation balances above three million dollars. On the surface, it sounds simple — tax the rich. The headlines make it sound popular. Many people cheer, thinking it only affects the elite few. But is it really that simple? Superannuation was created to help Australians build long-term financial security through forced retirement savings. It was never meant to be a punishment. Most Australians, including myself, do not have anything close to three million in super. In fact, I will not even reach one million by retirement. But I am still glad that others have managed to build up a strong super balance by following the rules. These individuals did not steal or cheat the system. They contributed legally, made smart choices, and planned for their future. Why should they now be penalized for doing the right thing? Even more concerning is the proposal to tax unrealized gains — money that has not actua...
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What Does “Lunch Time Meeting” Really Mean at Work?

Have you ever asked a colleague or manager for a quick chat, only to hear, “How about lunch time?” It sounds simple enough, but what does “lunch time” even mean in today’s workplace? The phrase gets thrown around so often, but it rarely comes with an actual time or clear plan. I often feel like snapping back, “Whose lunch time? Mine or yours?” Of course, saying that does not always go over well. The truth is, there is no universal lunch time at work. Some people head out at 11:30 am, others take a break at 1:00 pm, and some skip lunch altogether. Yet somehow, “lunch time” gets used like it is a fixed appointment. If someone genuinely wants to meet, why not just suggest a clear time? Saying “Let us meet at 12:15” or “How about after 1?” saves everyone the confusion. When people throw out “lunch time” without a real plan, it often feels less like an invitation and more like a polite way of saying, “I am not really interested.” What makes it worse is when the meeting actually happens — an...
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