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    Posted 6 months ago in Form 45473

    Faraja ya Usichana

    balehe maana yake nini

      1       9

    Comments  


    Mary Onyali   Posted on 1 month ago

    nice

    Brightness Joseph   Posted on 1 month ago

    hujasoma

    Macy Lee   Posted on 3 months ago

    ask ur fellow

    Cee Safi   Posted on 3 months ago

    nenda google

    Posted 6 months ago in Form 45473

    Faraja ya Usichana

    kuunja ungo maana yake nini

      3       7

    Comments  


    Macy Lee   Posted on 3 months ago

    ask ur sista

    Cee Safi   Posted on 3 months ago

    hapa ni kuuchukua ungo na kuubondaboonda

    Vivian Touoi   Posted on 4 months ago

    kujielewa

    Creature Jr   Posted on 5 months ago

    kuwa mtu mzima

     

    Posted 1 year ago in Form 45473

    Faraja ya Usichana

    kwanini msichana uwa na amu ya kufanya mapenzi

      1       9

    Comments  


    GRACE MALLEY   Posted on 1 month ago

    Hello girl its all about body changes due to hormone secretion

    Brightness Joseph   Posted on 1 month ago

    ila boys wana jifanya wao ndo wana mihemko sanaaaaaaaa

    Cee Safi   Posted on 3 months ago

    kwa7bu stage ya ukuaji moja wapo

    Jack Grifo   Posted on 3 months ago

    Pretty hii nni mihemko ya kihisia ambayo una mtokea kila mmjoja sio wasichana tuuh Bali hata wavulana sio ugonjwa nasio kwamba inawatokea wasichana wrote langhasha Bali no baadhi inategemea na yofauti ya kihisia na ki baiologia pamoja na phycologia baina ya watu tofauti.

    Posted 1 year ago in Form 4

    Girls liberity

    substantiate this statement why many girls fail to say no to arrogant men who destruct their future ahead

      0       4

    Comments  


    Mayali Absalom   Posted on 3 months ago

    aah is this a magazine

    Asnathy Willy   Posted on 5 months ago

    mh

    Samantha Ridah   Posted on 1 year ago

    Three things stopping women

    There are only three possible explanations for the lower numbers of women at the top level of these organizations.

    Women are not capable of doing the work that is required at the top.
    Women do not have the desire to be at the top.
    There are structural impediments preventing women from reaching the top.

    That’s it. Those are the three options.

    It may be a little of one, it may be a lot of the other, but those are the alternatives we have to explain the relative absence of women at the top. Whatever explanation is right for your organization, there are good reasons to believe you’ll be better if you work for change. The only way this can happen, is through leadership.

    Any organization with fewer women at the top than at the bottom should ask itself which of these explanations apply to it.
    A difference in brainpower?

    If you want to understand what happens to women’s careers where you work, you might start by asking if the problem is that women simply aren’t capable. It’s a risky question. It’s one I don’t spend much time on. But even in higher education, there are those who do.

    Larry Summers, former President of Harvard, suggested once that women are inherently less capable than men of succeeding in math and science. And once was all it took; shortly thereafter, he lost his job!

    But a lack of fingerspitzengefühl isn’t the only way to find oneself defending the first option. In the wake of the Summers fiasco, Harvard psychologists Steven Pinker and Elizabeth Spelke debated the claim that there is variation in the cognitive capacities of men and women, and Pinker defended the assertion that we should expect to find group-wise cognitive differences.
    Maybe she’s just not that into it

    What about desire? At my university, about 40% of the associate professors are women while about 25% of the full professors are. Those who don’t make it to the highest rank aren’t leaving. But do they simply not want to get all the way to the top? Could there be anything to this argument? Is there any reason to believe it might be somewhat true?

    Women on their way to top leadership positions often emphasize different approaches to leadership, as the McKinsey Women Matter reports make clear. Women are better at collaboration than men, it is claimed, and collaborative behavior can at times appear indecisive or deferential, as recently argued in Collaboration’s Hidden Tax on Women’s Careers, by Jill Flynn, Kathryn Heath, and Mary Davis Holt.

    This study, along with the related research, does not conclude that women lack the ambition to get to the top. It concludes that women’s approach to the workplace in general and to leadership in particular, can have the superficial appearance of a lack of ambition, when judged against a male corporate culture.
    Time to fix it?

    The third possible explanation for having few women at the top is that there are structural barriers; in short, that there is discrimination. And, alas, the body of research on hiring and promotion makes it increasingly clear that there are in fact structural impediments for women. Men and women are judged by different criteria, they are expected to perform differently, and they are rewarded differently for the same accomplishments.

    The challenges here are many, but the first step is to see the problem. And it’s a problem that won’t fix itself, not even with time.

    You owe it to yourself and your organization to ask these questions:

    Are there disproportionately fewer women at the highest level of our institution?
    Is that because women are less capable of doing the job?
    Is it because they don’t want the job?
    Or is there something else that gets in the way?

    The questions here should not be answered with anecdotes. There is extensive research from many domains addressing these questions. Bring that research into your organization. Find out how it applies where you work. Be honest about your answers. And then make things better.

    After all, making your organization better for women will make it better for everyone.

    Samantha Ridah   Posted on 1 year ago

    Three things stopping women

    There are only three possible explanations for the lower numbers of women at the top level of these organizations.

    Women are not capable of doing the work that is required at the top.
    Women do not have the desire to be at the top.
    There are structural impediments preventing women from reaching the top.

    That’s it. Those are the three options.

    It may be a little of one, it may be a lot of the other, but those are the alternatives we have to explain the relative absence of women at the top. Whatever explanation is right for your organization, there are good reasons to believe you’ll be better if you work for change. The only way this can happen, is through leadership.

    Any organization with fewer women at the top than at the bottom should ask itself which of these explanations apply to it.
    A difference in brainpower?

    If you want to understand what happens to women’s careers where you work, you might start by asking if the problem is that women simply aren’t capable. It’s a risky question. It’s one I don’t spend much time on. But even in higher education, there are those who do.

    Larry Summers, former President of Harvard, suggested once that women are inherently less capable than men of succeeding in math and science. And once was all it took; shortly thereafter, he lost his job!

    But a lack of fingerspitzengefühl isn’t the only way to find oneself defending the first option. In the wake of the Summers fiasco, Harvard psychologists Steven Pinker and Elizabeth Spelke debated the claim that there is variation in the cognitive capacities of men and women, and Pinker defended the assertion that we should expect to find group-wise cognitive differences.
    Maybe she’s just not that into it

    What about desire? At my university, about 40% of the associate professors are women while about 25% of the full professors are. Those who don’t make it to the highest rank aren’t leaving. But do they simply not want to get all the way to the top? Could there be anything to this argument? Is there any reason to believe it might be somewhat true?

    Women on their way to top leadership positions often emphasize different approaches to leadership, as the McKinsey Women Matter reports make clear. Women are better at collaboration than men, it is claimed, and collaborative behavior can at times appear indecisive or deferential, as recently argued in Collaboration’s Hidden Tax on Women’s Careers, by Jill Flynn, Kathryn Heath, and Mary Davis Holt.

    This study, along with the related research, does not conclude that women lack the ambition to get to the top. It concludes that women’s approach to the workplace in general and to leadership in particular, can have the superficial appearance of a lack of ambition, when judged against a male corporate culture.
    Time to fix it?

    The third possible explanation for having few women at the top is that there are structural barriers; in short, that there is discrimination. And, alas, the body of research on hiring and promotion makes it increasingly clear that there are in fact structural impediments for women. Men and women are judged by different criteria, they are expected to perform differently, and they are rewarded differently for the same accomplishments.

    The challenges here are many, but the first step is to see the problem. And it’s a problem that won’t fix itself, not even with time.

    You owe it to yourself and your organization to ask these questions:

    Are there disproportionately fewer women at the highest level of our institution?
    Is that because women are less capable of doing the job?
    Is it because they don’t want the job?
    Or is there something else that gets in the way?

    The questions here should not be answered with anecdotes. There is extensive research from many domains addressing these questions. Bring that research into your organization. Find out how it applies where you work. Be honest about your answers. And then make things better.

    After all, making your organization better for women will make it better for everyone.

    Posted 1 year ago in Form 4

    Things to be done to reduce girls rights abuse

    Intro to girls right abuse

    Causes
    Alleviation

      0       1

    Comments  


    Hadija Burhani   Posted on 1 year ago

    Provision of education
    Strict laws amendment
    Formation of girls organisation

    Posted 1 year ago in Form 2

    Girls

    in this club even boys or men can enter?

      2       13

    Comments  


    Mary Onyali   Posted on 1 month ago

    ya it's for all

    Twin Rekcher   Posted on 3 months ago

    OK CAN I ENTER

    RIZIKI NAMAKONJE   Posted on 3 months ago

    girls only

    Vivian Touoi   Posted on 4 months ago

    why boys are here

    Posted 1 year ago in Form 3

    Believe in urself

    hey ladies it time now to believe i n ourselves fear nobody speak when u got a voice to do so dont wait  for someone to push u 

            GIRLS POWER A GIRL CAN DO ANYTHING

      2       10

    Comments  


    GRACE MALLEY   Posted on 1 month ago

    you are so right adriana...we can do it!!!

    Twin Rekcher   Posted on 3 months ago

    WHO IS THIS XX MAN XIDE bOY

    RIZIKI NAMAKONJE   Posted on 3 months ago

    that is obvisiouswe can do whatever we want if we believe our selves

    Vivian Touoi   Posted on 4 months ago

    confidence

    Posted 2 years ago in Form 4

    Girls' participation

    Hey yo girls,how is everything.....its tym to make our page hot hii ni site yetu let's do this I believe in u girls

      1       9

    Comments  


    GRACE MALLEY   Posted on 1 month ago

    mwajuma is very right but we have to dissuss things in a very deeper way!!!

    RIZIKI NAMAKONJE   Posted on 3 months ago

    yeaah! its our homesite

    Melekia Kimbawala   Posted on 5 months ago

    mynamemelekiailoveyou

    Agnes Mess   Posted on 7 months ago

    yes

    Posted 2 years ago in Form 4

    Strong girls

    we must do any you can

      1       8

    Comments  


    RIZIKI NAMAKONJE   Posted on 3 months ago

    sureeeeeeeeeeeeeeeeeeeee

    Fahrley Veris   Posted on 3 months ago

    obviously

    Agnes Mess   Posted on 8 months ago

    and more than

    NAOMI LYIMO   Posted on 9 months ago

    Yees!!!!!!!!!!!!!!!!! ????????????????

    Posted 2 years ago in Form 2

    Define gender styreotyping


      0       3

    Comments  


    Mwajuma Sangoleh   Posted on 11 months ago

    Is the prosses of groupings activities according to the gender which those activities are well believing by societies but all are negativism

    Bae Zackie   Posted on 2 years ago

    Is a concept of having a fixed idea about smthn whch is not true in reality...

    Greezy JNR   Posted on 2 years ago

    gender is the state of being male/female

    Posted 2 years ago in Form 2

    Whooo

    define the girls leadership

      0       4

    Comments  


    Mwajuma Sangoleh   Posted on 11 months ago

    Is self or public governess by the girl when she appreciate her self and decides to govern her self or socite inoder to reach a point of successful

    Adriana Carlison   Posted on 1 year ago

    is when the world believes on a girl that she lead the group of plp and lead them to their destiny

    Aisha Issere   Posted on 2 years ago

    then girls leadership is state of being a leader guide agroup girls and direct them

    Julietha Johnson   Posted on 2 years ago

    This is an app created that gives education to girls about adolescence

    Ask
    Ticha
    Kidevu