Resbak sa mga Illegal at Abusadong Online Lending App

03/05/2026

Try niyo ito mga langga, ito na ang perfume ko magmula pa noon. Tried and Tested!

Click mo lang ang link sa baba.

28/02/2026

Palaging iginigiit ng mga Supporter ni Duterte na walang Jurisdiction ang ICC sa Kaso nito. Subalit, ang Korte Suprema na natin mismo, sa kanilang unanimous decision, ang nagsasabi na covered ang kasalanan ni Digong bago umalis ang Pilipinas sa ICC sa pwedeng litisin. Mga appointee payan ni Digong yang nasa Korte Suprema niyan ah. Klarong klaro naman Kasi ito and basic common sense.

25/02/2026

Mga Karesbak, ang totoo sa panirang post na Yan, At least ang Pasig under Kay Vico walang utang, ginawa ang City hall gamit ang savings and budget ng Pasig, ang Maynila ay nababalot sa utang at need magbayad ng 300 million a month until 2045. Kaya laki ng Garbage Fee diyan, di na makatao.

09/08/2025

Lutuin ko ito sa sahod.

05/08/2025

If you could only eat 1 Pinoy Ulam for the rest of your life, what would it be?

Me.: Lechon Baboy Cebu/Bisaya Style

31/05/2025

17 Things Leaders Often Dislike in Employees

1. Non-compliant – Regularly ignoring rules, deadlines, or instructions disrupts the flow of operations and sets a bad example.
2. Unteachable / Resistant to Feedback – Those unwilling to grow or improve from coaching waste opportunities for development and stall team progress.
3. Know-it-All Attitude – Refusing to listen to others or always wanting to be “right” limits collaboration and innovation.
4. Arrogance or Pride – Overconfidence without results, looking down on others, or refusing to admit mistakes damages team culture.
5. Poor Team Player / Loner – Avoiding collaboration or working in silos weakens synergy and trust in a team environment.
6. Frequent Absenteeism / Unreliability – Inconsistent attendance or lack of dependability adds stress to others and lowers productivity.
7. Dishonesty – Lies, cover-ups, and lack of transparency erode trust—an essential pillar of leadership.
8. Overly Sensitive or Jealous – Being too reactive to feedback or envious of others’ success creates unnecessary tension and emotional drama.
9. Self-Centered Behavior – Prioritizing personal interest over team goals signals a lack of loyalty and maturity.
10. Lack of Accountability – Avoiding responsibility or blaming others makes problem-solving difficult and slows progress.
11. Low Initiative / Waiting to Be Told – Employees who don’t take ownership or show initiative force leaders to micromanage.
12. Negative Attitude – Constant complaining, cynicism, or resistance to change affects morale and weakens team energy.
13. Poor Communication – Failing to listen, respond appropriately, or clarify issues leads to misunderstandings and conflict.
14. Insubordination – Open defiance or subtle resistance to leadership authority weakens discipline and structure.
15. Lack of Respect for Time – Being late to meetings, missing deadlines, or disregarding others’ time shows poor professionalism.
16. Unprofessional Conduct – Inappropriate language, dress, or behavior reflects badly on the team and company reputation.
17. Gossiping or Stirring Drama – Spreading rumors or instigating personal conflicts destroys trust and focus within the team.

24/05/2025

30 Tech Skills in Demand You Need to Have in 2025:

Want to Stay Relevant in Tech?

Learn These 30 Skills in 2025"

1. Artificial Intelligence (AI) Development

2. Machine Learning (ML)

3. Data Science & Analytics

4. Natural Language Processing (NLP)

5. Computer Vision

6. Full-Stack Development (e.g., MERN, MEAN)

7. Cloud-Native Application Development

8. DevOps Engineering

9. Low-Code/No-Code Development

10. Progressive Web Apps (PWA)

11. Cybersecurity & Ethical Hacking

12. Cloud Security (AWS, Azure, GCP)

13. IT Governance & Compliance (e.g., GDPR, HIPAA)

14. Network Security & Architecture

15. Digital Forensics & Incident Response

16. Cloud Computing (AWS, Azure, Google Cloud)

17. Containerization (Docker & Kubernetes)

18. Infrastructure as Code (e.g., Terraform, Ansible)

19. Edge Computing

20. Site Reliability Engineering (SRE)

21. Product Management (Agile, Scrum)

22. UI/UX Design

23. Design Thinking

24. Technical Project Management (e.g., Jira, Asana)

25. Business Intelligence Tools (Power BI, Tableau)

26. Blockchain Development & Smart Contracts

27. Quantum Computing Fundamentals

28. AR/VR Development (Unity, Unreal Engine)

29. Internet of Things (IoT)

30. Robotic Process Automation (RPA)

04/05/2025

YOU CAN’T BUILD A HEALTHY ORGANIZATION WITH TOXIC LEADERSHIP.

In many organisations - The problem is - Toxic Leadership Styles, No Accountability, and Underperformance at the Top. The biggest barrier to growth is not the market, it’s leadership itself. We don't talk about it enough, but here’s the truth:

1. TOXIC LEADERSHIP STYLES ARE KILLING TEAM MORALE - When leaders lead through fear, control, or intimidation, they don’t inspire excellence, they breed silence and resentment. People start surviving instead of thriving.

2. ACCOUNTABILITY IS SELECTIVE AND IT SHOWS - Employees are held to standards that senior managers often escape. When leaders don’t own their mistakes, why should the team?
Trust cannot exist where accountability is optional.

3. UNDERPERFORMANCE AT THE TOP IS THE ELEPHANT IN THE ROOM - Long-serving managers who are no longer effective often remain in power because of politics, history, or fear of confrontation.
Meanwhile, younger, hungrier talent is ignored and the organization stagnates.

Here’s the truth: leadership is not a title, it’s a responsibility. If we want organizations to grow, then leaders must grow first.

It’s time for courageous conversations.
To hold ourselves accountable.
To move from power to purpose.
And to remember: You can’t build a healthy organization with unhealthy leadership.

Khloie Louise Delos Reyes

Business Relations/Development Manager RCP Billing & Call Services

EMPOWERING INDIVIDUALS, TRANSFORMING ORGANIZATIONS.

04/05/2025

The workplace abuse playbook:

1. Workplace abuse typically begins when an insecure employee (the abuser) is threatened by the competence or demeanor of another employee. The abuser targets the unsuspecting employee to minimize and eliminate the perceived threat the employee poses to them. They try to convince the employee and others the target is incompetent and use persistent psychological abuse to control the narrative. Common tactics include false accusations, withholding vital information, exclusion, and sabotage.

2. In toxic work environments, when targeted employees report the psychological abuse to the proper workplace authorities, those authorities disregard complaints and mislead the targeted employee to believe there is a legitimate complaint process to remedy the problem. The institution becomes complicit in the abuse to avoid liability. Employers are not liable for psychological harm. Nor do they want to be.

3. The employer never alters the employee’s work environment. The emboldened abuser continues to mistreat the target without consequence or deterrent, while the employer unnecessarily prolongs the hollow complaint process.

4. After waiting for resolve, the targeted employee succumbs to the silent-killer stress of their work environment and voluntarily leaves due to health harm, is fired due to health harm, or dies. There is significant physical, mental, and emotional injury and long-term economic harm. Game over. The bully wins. Their perceived competition is gone. The employer wins. Their perceived threat of liability is gone.

5. The targeted employee had done nothing other than report inappropriate behavior. When they realize the second level of mistreatment, the institutional complicity of tampering with their life and their livelihood, trauma occurs. Then the employee further realizes there is no legal recourse for any of it. There is nothing they can do about it. Post-Traumatic Stress Disorder, suicidal ideation, and su***de are highly affiliated with these forms of workplace abuse.

Join us to and :

Who supports the Workplace Psychological Safety Act, the basics of workplace abuse, and how you can take action and connect with other targeted employees

04/05/2025

In 2025, skills pay the bills.

Here are 30 high-income skills that can turn your Wi-Fi into your ATM — no suit, no boss, no gatekeeping.

And the best part? You can learn most of them FREE on YouTube.

1. Copywriting – Learn from: Alex Cattoni

2. Sales & Closing – Learn from: Dan Lok

3. Digital Marketing – Learn from: Neil Patel

4. SEO (Search Engine Optimization) – Learn from: Ahrefs

5. Web Design (WordPress) – Learn from: Ferdy Korpershoek

6. Web Development (HTML, CSS, JS) – Learn from: freeCodeCamp

7. UI/UX Design – Learn from: AJ&Smart

8. Graphic Design – Learn from: Satori Graphics

9. Video Editing – Learn from: Justin Odisho

10. Content Writing – Learn from: Nicholas Goeke

11. Public Speaking – Learn from: Brenden Kumarasamy

12. Social Media Marketing – Learn from: Latasha James

13. E-Commerce (Shopify, Dropshipping) – Learn from: Justin Woll

14. Print on Demand – Learn from: Wholesale Ted

15. Facebook Ads – Learn from: Pixel Feeds

16. YouTube Growth – Learn from: Think Media

17. Data Analysis (Excel, Python) – Learn from: Alex The Analyst

18. Software Engineering – Learn from: Tech With Tim

19. Mobile App Development – Learn from: CodeWithChris

20. Cybersecurity – Learn from: NetworkChuck

21. Trading (Forex, Crypto) – Learn from: Humbled Trader

22. Real Estate Marketing – Learn from: Loida Velasquez

23. Affiliate Marketing – Learn from: ODi Productions

24. Email Marketing – Learn from: Mailchimp

25. AI Prompt Engineering – Learn from: Prompt Engineering Daily

26. Resume Writing & LinkedIn Mastery – Learn from: Professor Heather Austin

27. Voiceover & Audio Work – Learn from: Mike Russell

28. Virtual Assistance – Learn from: April Rey Freelance Coach

29. Personal Branding – Learn from: Gary Vee

30. Productivity & Workflow Automation – Learn from: Ali Abdaal