₦airaland Forum

91 new cases of #COVID19Nigeria;

Lagos-66
Kwara-12
Rivers-4
Kaduna-3
Oyo-3
Ekiti-1
FCT-1
Plateau-1

168,000 confirmed
164,405 discharged
2,122 deaths

Today's report includes
✅Data reported from Kaduna for the 5th of July
✅ 0 cases from Kaduna and Sokoto States

A breakdown of cases by state via http://covid19.ncdc.gov.ng

July 5 https://www.nairaland.com/6636410/covid-19-update-july-5-2021

50 new cases of #COVID19Nigeria;

Lagos-31
Yobe-11
FCT-4
Ogun-3
Rivers-1

167,909 confirmed
164,400 discharged
2,122 deaths

Today's report includes 0 cases from Sokoto, Plateau, Nasarawa, Oyo, Ekiti and Kano States

A breakdown of cases by state via http://covid19.ncdc.gov.ng

July 4 https://www.nairaland.com/6634749/covid-19-update-july-4-2021

56 new cases of #COVID19Nigeria;

Lagos-47
FCT-6
Ogun-2
Gombe1

167,859 confirmed 164,382 discharged
2,121 deaths

Today’s report includes:

✅9 state with 0 case reported:
Sokoto, Rivers, Imo, Nasarawa, Plateau, Kaduna, Oyo, Ekiti and Kano

A breakdown of cases by state can be found via covid19.ncdc.gov.ng

July 3 https://www.nairaland.com/6633502/covid-19-update-july-3-2021

71 new cases of #COVID19Nigeria;

Lagos-63
Oyo-4
Ogun-3
Kano-1

167,803 confirmed 164,378 discharged
2,121 deaths

Today’s report includes:

✅6 state with 0 case reported:
Ekiti, Nasarawa, Plateau, Kaduna, Rivers and FCT,

A breakdown of cases by state can be found via covid19.ncdc.gov.ng

July 2 https://www.nairaland.com/6632135/covid-19-update-july-2-2021

40 new cases of #COVID19Nigeria;

Lagos-36
Rivers-2
Gombe-1
Kano-1

167,732 confirmed 164,369 discharged
2,121 deaths

Today’s report includes:

✅8 state with 0 case reported:
Ekiti, FCT, Imo, Kaduna,Nasarawa, Oyo, Plateau, and Sokoto,

A breakdown of cases by state can be found via covid19.ncdc.gov.ng

July 1 https://www.nairaland.com/6630459/covid-19-update-july-1-2021

74 new cases of #COVID19Nigeria;
Lagos-49
Ondo-12
Oyo-3
Rivers-3
Kaduna-2
Ekiti-1
FCT-1
Gombe-1
Jigawa-1
Ogun-1

167,692 confirmed 164,273 discharged
2,121 deaths

Today’s report includes:

✅Data from Jigawa State including 1 case for 30th June, 2021

✅1 state with 0 case reported:
Sokoto

A breakdown of cases by state can be found via covid19.ncdc.gov.ng

July 30 https://www.nairaland.com/6628878/covid-19-update-june-30-2021

75 new cases of #COVID19Nigeria;

Lagos-47
Gombe-15
FCT-4
Rivers-4
Kaduna-3
Ekiti-2

167,618 confirmed 164,244 discharged
2,120 deaths

Today’s report includes:

✅Data from Lagos State for 29th (21 cases) & 30th (26 cases) June, 2021

✅6 states with 0 cases reported:
Imo, Kano, Oyo, Ogun, Plateau, and Sokoto

A breakdown of cases by state can be found via covid19.ncdc.gov.ng

June 29 https://www.nairaland.com/6627179/covid-19-update-june-29-2021

11 new cases of #COVID19Nigeria;

Kaduna-3
Oyo-3
Plateau-2
Rivers-2
Ogun-1

167,543 confirmed 163,985 discharged
2,120 deaths

Today’s report doesn't include data from Lagos state and FCT .

States with 0 cases reported (5):
Ekiti, Kano, Nasarawa, Oyo and Sokoto.

A breakdown of cases by state can be found via covid19.ncdc.gov.ng

June 28 https://www.nairaland.com/6625455/covid-19-update-june-28-2021

65 new cases of #COVID19Nigeria;

Lagos-44
Yobe-10
Rivers-5
Oyo-4
Kano-2

167,532 confirmed 163,984 discharged
2,119 deaths

Today’s report include data from Lagos State are 14 and 30 for June 27th and 28th 2021.

States with 0 cases reported (5):
Ekiti, Imo, Gombe, Ogun and Plateau.

A breakdown of cases by state can be found via covid19.ncdc.gov.ng

June 27 https://www.nairaland.com/6623851/covid-19-update-june-27-2021

2 new cases of #COVID19Nigeria;

FCT-2

167,467 confirmed 163,949 discharged
2,119 deaths

Today’s report does not include data from Lagos State.

States with 0 cases reported (5):
Rivers, Nasarawa,
Kano, Kaduna and Sokoto.

A breakdown of cases by state can be found via covid19.ncdc.gov.ng

June 26 https://www.nairaland.com/6622516/covid-19-update-june-26-2021

35 new cases of #COVID19Nigeria;

Lagos-30
Kwara-3
Gombe-1
Kano-1

167,465 confirmed
163,946 discharged
2,119 deaths

States with 0 cases reported (9):
Plateau, FCT, Imo, Rivers, Ekiti, Oyo, Ogun, Sokoto and Kaduna

A breakdown of cases by state can be found via covid19.ncdc.gov.ng

June 25 https://www.nairaland.com/6621170/covid-19-update-june-25-2021

29 new cases of #COVID19Nigeria;

Lagos-16
Rivers-3
Kaduna-3
Kwara-2
Delta-2
Ondo-2
Ogun-1

167,430 confirmed
163,937 discharged
2,119 deaths

States with 0 cases reported (9):
FCT, Plateau, Nasarawa, Anambra, Gombe, Imo, Ekiti, Oyo, and Sokoto

A breakdown of cases by state can be found via covid19.ncdc.gov.ng

June 24 https://www.nairaland.com/6619533/covid-19-update-june-24-2021

26 new cases of #COVID19Nigeria;

Lagos-13
Kaduna-4
Akwa Ibom-3
Kwara-2
Rivers-2
FCT-1
Gombe -1

167,401 confirmed 163,933 discharged
2,118 deaths

Today’s report includes:

*Confirmed cases from Kaduna State for 23rd and 24th June, 2021

*Four states with 0 cases reported:
Enugu, Kano, Nasarawa, and Sokoto

A breakdown of cases by state can be found via covid19.ncdc.gov.ng

June 23 https://www.nairaland.com/6617865/covid-19-update-june-23-2021

44 new cases of #COVID19Nigeria;

Lagos-32
Rivers-8
FCT-2
Plateau-2

167,375 confirmed
163,917 discharged
2,118 deaths

Today’s report includes data from 3 states with 0 cases reported: Imo, Kano, and Sokoto

A breakdown of cases by state can be found via covid19.ncdc.gov.ng

June 22 https://www.nairaland.com/6616192/covid-19-update-june-22-2021

39 new cases of #COVID19Nigeria;
Lagos-17
Borno-7
Ondo-6
Rivers-5
FCT-3
Kaduna-1

167,331 confirmed
163,913 discharged
2,118 deaths

Today’s report includes:
*A backlog of cases from Borno State from 5th April to 17th June, 2021
*6 states with 0 cases reported: Ekiti, Imo, Kano, Oyo, Plateau and Sokoto
A breakdown of cases by state can be found via covid19.ncdc.gov.ng

June 21
https://www.nairaland.com/6614637/covid-19-update-june-21-2021

86 new cases of #COVID19Nigeria;
Lagos-52
Ondo-31
Adamawa-3

167,292 confirmed
163,797 discharged
2,118 deaths

Today’s report includes:

*Data from Lagos State for the 19th & 20th of June, 2021

*139 community discharges
from Ondo and 100 from Enugu State managed in line with guidelines

*9 states with 0 case reported: FCT, Rivers, Imo, Enugu, Sokoto, Oyo, Ekiti, Nasarawa and Plateau

June 20 https://www.nairaland.com/6612993/covid-19-update-june-20-2021

It has been delayed by a year, but that seems to have only ramped up the excitement levels for the 2020 European football championships.
Still called Euro 2020 despite now being held in 2021, the all-European tournament was postponed from last summer because of the coronavirus pandemic.
It all kicks off on Friday, June 11 when Italy and Turkey meet in the tournament's opening match in Rome's Stadio Olimpico, with the final being held at England's Wembley stadium on Sunday, July 11.

For the first time the competition will be hosted across the continent in some of Europe's biggest and most famous stadiums, rather than by one or two nations.

Alongside London and Rome, the other host cities include Baku, St. Petersburg, Copenhagen, Budapest, Amsterdam, Bucharest, Glasgow, Seville and Munich.
Bilbao in Spain and Dublin in Ireland had been scheduled to host matches, but after local authorities didn't permit fans to attend games because of Covid-19 restrictions, European football's governing body UEFA chose to relocate Bilbao's matches to Seville and Dublin's fixtures to St. Petersburg.
There are 24 teams playing across 51 matches in the 11 host cities over the next month, with some familiar nations amongst the favorites.
World Cup champion France looks in imperious form, its squad bursting with talent, with the recall of Real Madrid star Karim Benzema providing the team with an additional attacking threat.

Exclusive. Zinedine Zidane has decided to LEAVE Real Madrid with immediate effect. ⚪️� #RealMadrid #Zidane

Manchester United today sign off a promising Premier League season away to Wolves, with Ole Gunnar Solskjaer busy planning for the Europa League Final in three days’ time.

It has been a strong campaign for United with the Red Devils guaranteed to finish second and still in with a chance of silverware in the Europa showpiece against Unai Emery’s Villarreal on Wednesday.

Given the tight turnaround for that game, Solskjaer played what felt a close to full-strength Europa XI against Fulham last time out, though the 1-1 draw - which followed home defeats to Leicester City and Liverpool - will concern the United manager.

For Wolves, it is a final match in charge for manager Nuno Espirito Santo, with the club on Friday announcing he will step down following today’s game after four years at the helm.

The Pros or Advantages of Dating a Coworker
1, You're familiar with that person. The attraction between coworkers doesn't usually develop until the two have been around each other for a while. This eliminates the need for them to get to know each other. Some people squirm at the thought of the initial process of dating. They worry that they'll spend days or weeks getting to know a person, only to decide that they're not attracted to them. Coworkers get to know each other by chance and develop an attraction from what they've learned while working with each other.

2, You've identified similar interests. Most likely, the attraction has developed based on physical and emotional triggers. It's common for coworkers to spend time talking and learning about each other. After a long weekend, coworkers return to work and share their stories about how great the weekend was, which easily piques curiosity or, even more, personal interest. Dating a coworker removes the possibility of boring your partner with your long work-related stories because they have first-hand knowledge.

3, You already spend a lot of time together. This may be a pro and a con based on how far the relationship goes. Many couples worry that they don't get to spend enough time with their mate due to their work schedule. Because you work together, this isn't much of an issue when dating a coworker. Sometimes working together and dating may be too much for one or both parties. Creating a healthy balance of time removes some of the issues or challenges regarding spending time.

4, The excitement of doing what you shouldn't be an adrenaline rush. Even in workplaces where dating someone you work with is prohibited, the idea of doing it discretely turns some people on or gets the adrenaline flowing. It can be a risky adventure, but some people thrive on taking risks. Calculate the depth of the loss to ensure that you can tolerate the punishment that accompanies the misconduct.

The Cons or Disadvantages of Dating a Coworker

You may be a little too familiar with the coworker. It is possible that the initial attraction.

1, Jealousy may prove to be an issue. It may be challenging to date a coworker because of jealousy issues. Once one person sees the other being too friendly with another coworker, it could cause issues between the two. It's often a simple conversation that could lead to mass confusion and create an uncomfortable environment inside and outside of work. Jealousy is usually founded on feelings of inadequacy, and this could present major interference with production and peace in the workplace.

2, Disputes can make working together difficult. It's challenging to be around your mate during or after a dispute. Imagine how difficult it will be to work with your mate during a dispute. Disputes in the relationship could lead to disciplinary actions or, worse, termination of one or both parties. This is one of the biggest challenges that most people in the workplace are dating each other face. If you're quick-tempered or have difficulty working through relationship problems, dating a coworker maybe something you avoid.

3, Workplace competitiveness may become an issue. It may work better if the two people work for different departments. However, if working for the same department or division, opportunities for advancement could present themselves for both. This could cause a couple to become competitive against each other, which creates conflict between two dating people.

How to Make a Relationship with a Coworker Work
Couples who work together and date will eventually encounter obstacles that make maintaining a relationship difficult. If the relationship is supported by love and familiarity, it's important to establish respect and set expectations early. Relationship counselors help couples learn to face and overcome these challenges.

PlayMaker14:
This is really helpful for many HR in this forum...

Thank you Dyt and may Manchester City expose Chelsea fake CV on the 29th.

An increase in the number of cases of resume fraud is in no small part a result of the past several years of weakness in the job market. Unemployed people are feeling the pressure, and while they likely won’t be fined or jailed for lying on their resumes, that’s no reason to avoid telling the truth.

It is not uncommon for people to inflate their resumes.

In most cases, human resource departments or other key employees can perform background checks and compare people’s social media accounts to their resumes. Even then, it’s very tricky to spot a fake resume or at least a resume that has been falsified.

How can employers be sure resumes are accurate?

The information that job candidates most often falsify on their resumes are employment history, skills, education records and salary details. A good start is a formal telephone interview with candidates that you as a hiring manager or human resources representative are interested in pursuing.

Listen carefully for any discrepancies and feel free to ask the applicant to clarify any ambiguities. If things do not “add up” now is the time to make an initial assessment in the career decisions the applicant has made. A 5 minute telephone interview can be a huge time saver.

What should employers look for if they suspect a resume is falsified?

Recruiters and Hiring managers should dig deep in a resume and look for:

-Unexplained gaps in employment
-Irrational career moves with unusual titles
-A reluctance to explain the reason for leaving a job
-Unusual periods of self-employment


It is a good idea to corroborate the above information by calling references, including clients they had during self-employment periods. Be aware that candidates falsifying this information might provide fraudulent references. So check the websites of previous employers and use the phone numbers found online for employment verification.

How can you screen candidates’ job experience?
A person submitting a false resume knows that companies and recruiter agencies search for candidates through online job boards using keywords. They also know that to end up in the top two to three pages, they need to match as many keywords as possible, so it is not uncommon to add skills to their resumes that are commonly searched for by companies, whether they possess the skill or not. Ask candidates to send updated resumes with details for their listed skills, specifying whether they’ve applied the skill on the job or just had a training course. If they have undergone training, find out where that was undertaken and for how long.
If they have hands-on experience, find out when it was obtained and when it was that they last applied it in a work environment. Asking these questions forces an applicant to cut down their list to only those skills with which they are most comfortable.

How can you verify a candidate’s education?
Some candidates might exaggerate their educational history. To screen them, contact the college or university on the resume to verify a degree was granted. Applicants might list a completed degree when they did not finish all courses and graduation requirements. If a college name is unfamiliar, check the website of the school, verify its accreditation and evaluate the nature of the school.
Diploma mills — institutions of higher education operating without the guidance or supervision of a state agency and/or professional association that grant fraudulent diplomas — abound online. There are more than 400 diploma mills in operation, with another 300 websites offering counterfeit diplomas.

What types of candidates are most likely to exaggerate on their resumes?
In reality there is no specific type of candidate likely to exaggerate on their resume. Candidates in any job in which there was bonus potential may tend to add their fixed salaries, their sales-based incentives including potential incentives that would have been theoretically paid to them if they had met some highly improbable goals and wrap these up into their ‘current salary. Some companies ask to see the last pay stub or W2 form from candidates to verify their claims. However, it may be illegal to ask, so check with your state labor department. Make sure you ask someone if his or her annual salary includes a bonus. If it does, look for the amount or percentage of salary and find out whether it is based on individual or company goals.

How can employers be sure candidates worked where they say they had?
If you have never heard of the company, check the Registrar of Companies online to see if it is actually registered. At the interview, ask specific questions about which office they worked in, the address, how many people work in that company and the name and phone number of the immediate manager. If a company employs more than 100 people and they give the name of the CEO for everything, look into it further.


Remember that mistakes and misunderstandings do happen. If you find a discrepancy, give the candidate an opportunity to explain. Use common sense and trust your intuition and experience. There is no perfect system to spot a fake resume however it is really essential to use every tool possible to minimize the risk of hiring a mistake.

BlueRayDick:
Breakie : white rice and stew + goat meat and cow tail

Dyt u are missed ó; u didn't even bless us with at least one iftar pix this Ramadan....Maka why

Arguably, four out of every 10 employees experience an interpersonal conflict at their workplace. This is an indication that workplace conflict though can and should be avoided – is inevitable.

Some level of discord should be expected in a gathering filled with individuals with different sociocultural orientations. Conflict amidst employees usually presents itself in many ways and few of such ways are; bullying, insults, anger and non cooperation displayed by the conflicted parties.

While employee conflicts in the workplace are inevitable, neglected misunderstandings amidst internal stakeholders are capable of wrecking an organization’s reputation, culture, and productivity. Thus, developing effective measures to combat existing or emerging conflicts amidst coworkers are necessary precautionary toolkits that every organization aimed at protecting its corporate and business interests must consider even long before the organization starts experiencing the conflicts.

Below are a few effective techniques to manage conflicts among employees in the workplace.

1. Show Empathy

Empathy involves understanding the emotional state of others by not just seeing things the way they are or ought to be but by seeing things in other people’s perspective.

Doing this involves showing the parties that you care about them, their peace, growth and concerns.

By doing this, the people involved become relaxed to freely and openly share every detail that might be needed to completely address the situation.

Additionally, giving real life examples or sharing instances where similar incidents happened to you and how you responded, communicates transparency to the parties and it thus further strengthens the ability to resolve the conflict.


2. Persuade Don’t Coerce

Do not force either of the parties to reach an agreement, instead establish a persuasive premise that motivates the two parties to desire peace and make commitments to sustain the peace.

As a manager or a superior officer, forcefully making the conflicted parties agree to making peace with each other always comes easy to do but the benefit often times do not last long as the conflicted parties only agree to peace because they were mandated to and this may result to the individuals still holding onto one or more unhealthy feelings against each other.

Thus, presenting to them reasons to reach an agreement or make compromises for peace to reign usually provides better outcome to coercion.


3. Set an Enabling Premise

The process of resolving conflicts is sometimes tedious and can be annoyingly frustrating. Therefore, setting a suitable environment ensures that the process goes smoothly and in order.

Setting an enabling premise involves creating rules of engagement that allow the parties to observe and avoid certain expressions or display of unruly behaviour while presenting their respective cases.

For example creating a rule or ground that ensures or implore the parties to calmly speak with each other and not to interrupt each other while presenting their cases is a good way to keep the situation in control and in order, and this drives them closer to having a better outcome.


4. Do not Take Sides

Understanding and remaining objective in the workplace can be quite challenging because of the degree of ties and relationships formed between different coworkers. Of course the level of workplace relationship intimacy differs from one coworker to another.

The feeling of selective judgement or bias always leaves one party feeling cheated. Thus, while addressing the situation, maintain an open, constructive and objective mind, such that whatever judgement that is passed gives no evident preference to one party over the other.


5. Understand the Situation

Take some time to study the situation by accepting queries from both parties – establish and encourage an open communication line and listen to every bit of information the parties are willing to share.

While doing so, focus on the problem and not the people involved by completely detaching any form of preferential emotions that is capable of acting in favour or against any of the individuals involved in the conflict.

Additionally, detaching the people from the problem allows the mediator to reach and deliver a sound judgement that leaves the two parties satisfied.


6. Recommend Books, Messages and Courses

An important contributing factor to establishing peace between two conflicting individuals somewhat rely on the respective level of emotional, cultural and intellectual strength.

For example, an individual with low level of social interaction – a typical attribute of an introvert – may sometimes find it difficult tolerating criticism at work and thus end up engaging into a conflict with the person he/she felt criticized from.

Mediating a conflict that involves such individuals requires, first, getting them to a common ground of understanding. And helping them understand how things differ from their own world by encouraging them to take up short self developmental courses via studying lessons related to the conflict, invariably hastens and ease the process of the resolution.


7. Privately Address the Situation

Encourage the conflicting individuals to select locations where they want the situation to be addressed and such locations should be private places where they can freely express their concerns and views.


Final Thought

Conflict resolution if not properly addressed is capable of not only decreasing employees’ productivity – which affects the company’s overall yield – but also increases employees’ dissatisfaction that in turn may lead to high rate of employee absenteeism and turnover.

To avoid this and other negative impacts of unresolved conflicts, taking the above measures {Employees Conflict Management Strategies} such as privately addressing situations, recommending books that promote self social developmental skills, setting an enabling environment, showing the capability to understand the emotional states of others among others are essential strategies to employ.

67 new cases of #COVID19Nigeria;
Lagos-26
Kaduna-11
Akwa Ibom-8
Rivers-8
Ogun-5
Kano-3
Osun-3
FCT-2
Plateau-1

164,147 confirmed
154,304 discharged
2,061 deaths

April 15 https://www.nairaland.com/6508530/covid-19-update-april-15-2021