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Workplace Management

Ashley, a wild, resilient, unruly, broke, proud woman with average education, found herself entangled in a sweet romance between her obsession-a rude CEO-Ryan Harvey Jnr and a perfect man suitable for a husband-a fellow employee. Ashley was bound to be tamed by the unfortunate turn of event in her life as she struggled to figure out who was suitable as her Mr. Right. After all, when in love we all take chances.

9.7

7 Chapters

The Breaking Point of Love

Celeste Rodriguez and Trevor Fleming have been married for seven years. He treats her coldly throughout the marriage, but she faces it with a smile because she loves him deeply. She also believes she can melt his heart one day. However, all she gets is the news of him falling for another woman at first sight. He gives her all his care and concern, but Celeste stands strong. On her birthday, she flies abroad to be with Trevor and their daughter, Jordyn Fleming. To her devastation, Trevor brings Jordyn to meet his true love. They leave Celeste to spend the day alone. She finally gives up on him. She's also no longer hurt when Jordyn wants the woman to replace her as her mother. Celeste prepares a divorce agreement and gives up her custody rights. She leaves without another look back, cutting Trevor and Jordyn out of her life. All she needs to do now is wait for the divorce to be finalized. After giving up on her family and returning to the workplace, she easily makes a fortune. She shows the people who once looked down on her that she's better than they think. Celeste waits for her divorce certificate to arrive, but it never comes. She also notices that Trevor starts coming home more often when he's always refused in the past. He clings to her, too. When he learns that she wants a divorce, he drops his usual aloofness and pins her to the wall. "A divorce? That's not happening."

8.1

627 Chapters

The Heiress Turned Intern

On my first day of work, a new colleague keeps hinting that she's the chairman's daughter. Everyone sucks up to her and flatters her when they hear. That's not the worst part—they make me out to be some old man's sugar baby! I angrily call the chairman. "They called you an old man with a sugar baby, Dad!"

8 Chapters

Reborn to the Day Before

In my previous life, my husband's female coworker had asked him to drive her to and from work. I wasn't happy about that, but my husband dismissed my concerns, saying, "We live in the same neighborhood, so it's not like I'm going out of my way. Don't be so selfish." Six months later, she became pregnant and tragically miscarried in our car. The doctor was baffled, saying, "How could she have intercourse in the early stages of pregnancy?" Intercourse? I was confused, as her husband was overseas on a business trip. Before I could fully process the situation, both my husband and his female coworker pointed their fingers at me and claimed that I was the driver during the incident. Because of that, when her husband rushed back from abroad, he stabbed me over twenty times in a fit of rage. When I opened my eyes again, I found myself back on the day before he first gave her a ride.

9 Chapters

Cancel the Cradle, Cue the Rage

The moms at the company post about me online, claiming the free daycare I provide for their kids is a "prison" and a vile tactic to force them to work overtime. What they don't know is that the daycare was set up with imported equipment and staffed by internationally trained professionals. It costs nearly eight thousand dollars a month per child to operate. The internet curses me out, calling me a show-off and disgusting capitalist. So I grit my teeth and send out a company-wide announcement. "To support everyone's desire to handle their own childcare, the company has decided to close the free daycare program. Effective immediately, it will be replaced with a childcare benefit. Eligible mothers will receive 200 dollars a month." As soon as the notice goes out, the moms panic. They crowd outside my office, begging me not to shut it down.

9 Chapters

Stuck With The Bossy CEO

What could go wrong in Mia's life if she got stuck on an island with her boss after a shipwreck? Though Craig is good-looking, smart, sexy, wealthy... he is cold, arrogant, perfectionist, bossy, a bit of a jerk, and engaged to his girlfriend. Also, he seeks revenge for something that Mia did to him eight years ago that she doesn't quite remember. Craig is the only man on the island. Will Mia think of him as her dream guy even if he has been so hard on her back in their workplace? Can they resist the temptation of being alone together? Well, what could go wrong, right?

9.8

73 Chapters

Does FictionMe Have A Mobile App For Offline Reading And Author Account Management?

3 Answers2025-10-14 01:56:32

FictionMe is available as a mobile application for both Android and iOS users. The app supports offline reading, allowing users to download chapters or full novels for later access. It also includes author management tools for tracking story performance, responding to comments, and publishing updates directly from mobile devices.

Can Common Decency Reduce Workplace Harassment?

4 Answers2025-10-17 00:02:53

You'd be surprised how much the smallest courtesies change the air in an office, and I say that from having been on teams where a little bit of common decency made work feel human again. By common decency I mean basic respect, listening, not interrupting, calling people by their chosen names, acknowledging boundaries, and speaking up when something crosses a line. Those tiny practices don't fix structural problems overnight, but they make it harder for harassment to take root by shaping everyday expectations. When people know they'll be called out kindly but firmly for sexist jokes or exclusionary behavior, those behaviors lose the social safety net that often lets them persist.

That said, decency alone isn't a magical cure-all. Power imbalances, lax HR procedures, and tolerated bad actors can override good intentions. I once worked on a small creative team where everyone genuinely tried to be kind, and that lowered friction and petty rudeness. But when a manager crossed a line, the group’s polite norms couldn't stop it because the person knew they had institutional protection. So the reality I lean into is: common decency is a powerful preventative layer, but it has to be paired with clear policies, visible accountability, and routes for safe reporting. Think of it like a shield and a rulebook working together — decency reduces everyday harm, while procedures handle the serious and repeated violations.

Practical moves that have felt effective in places I've been part of are surprisingly simple: leaders modeling the behavior they expect, explicit bystander encouragement, and small rituals that reinforce mutual respect. For example, doing a quick opening check-in in meetings or calling out microaggressions immediately and specifically helps normalize boundary-setting. Training matters too, but it needs to be interactive and ongoing rather than a one-off ticket to tick. Also, creating multiple channels for people to raise concerns — anonymous and named — and ensuring follow-through builds trust. Without trust, even the friendliest workplace norms evaporate when something bad happens.

I also think culture benefits from storytelling: sharing how someone intervened constructively or how a team repaired harm through restorative steps helps people visualize what decency actually looks like in practice. That doesn't take away from the need for enforcement; it just complements it. Personally, I’m optimistic — small acts of decency add up and can shift norms faster than you’d expect — but I stay realistic about the need for systems and leadership commitment. Bottom line, be kind, but have structures backing that kindness, and you'll see a real reduction in harassment over time. That's how I see it, and it gives me hope.

How Does The Psychology Of Stupidity Affect Workplace Performance?

3 Answers2025-10-17 07:52:14

I've noticed the smartest-sounding people sometimes make the silliest decisions, and that observation led me down a rabbit hole about how 'stupidity' actually behaves in a workplace. It isn't a personal insult — it's often a predictable interplay of cognitive limits, social pressures, and incentive mismatches. The Dunning-Kruger vibes are real: people who lack self-awareness overestimate their skills, while competent folks can underplay theirs. Mix that with cognitive overload, tight deadlines, and noisy teams, and you get a perfect storm where small mistakes magnify into big performance hits.

Practically, this shows up as overconfident decisions, dismissal of dissenting data, and repeated errors that training alone can't fix. I’ve seen teams ignore telemetry because it contradicted a leader’s hunch, and projects blew budgets because nobody built simple checks into the process. The psychology at play also includes motivated reasoning — we interpret data to support the conclusions we prefer — and sunk-cost fallacy, which keeps bad ideas alive longer than they should.

To counter it, I favor systems that don't rely purely on individual brilliance. Checklists, peer review, split testing, and clear decision criteria help. Creating psychological safety is huge: when people can admit ignorance or say 'I don't know' without shame, the team learns faster. Also, redistribute cognitive load — automate boring checks, document common pitfalls, and set up small experiments to test assumptions. It sounds bureaucratic, but a bit of structure frees creative energy and reduces avoidable blunders. Personally, I like seeing a team that can laugh at its mistakes and then fix them — that’s when real improvement happens.

Which Korean Romance Book Features A Workplace Romance Plot?

5 Answers2025-09-03 07:03:11

Okay, if you want workplace romance wrapped in that delicious mix of slow-burn tension and office politics, there are a few Korean titles I can't stop recommending. My top pick is 'What's Wrong with Secretary Kim' — the dynamic between a perfectionist CEO and his capable, long-suffering secretary is textbook boss-secretary office romance, and it began as a popular web novel before getting adaptations. It nails the power imbalance turned tender-awkward chemistry, and the prose often leans into banter and small domestic moments.

Another one I love is 'Her Private Life' — it centers on a museum curator who moonlights as a hardcore fangirl and the art director who uncovers her secrets. That workplace setting (art world office vibes) gives it both professional stakes and those deliciously mundane moments — shared coffee runs, late-night exhibit prep, and the kind of slow trust-building that makes the romance believable. If you like romance with career-driven characters, these are perfect entry points, and both have accessible translations or drama adaptations you can watch to get a feel before hunting down the original text.

What Books With Drama Explore Workplace Conflicts?

4 Answers2025-09-03 14:03:29

If you love stories where the office itself becomes a character, start with 'Then We Came to the End' by Joshua Ferris. It’s written in this hilarious, melancholic collective voice that captures the petty alliances, layoffs, gossip, and tiny betrayals that make workplace life feel like a soap opera. The humor is deadpan but painfully accurate—every passive-aggressive email and awkward meeting lands like a memory you didn’t know you had.

Pair that with 'The Devil Wears Prada' if you want sharp, personal-power conflict: it’s glossy and vicious in the best way, showing how ambition and toxicity tangle when a demanding boss rules by fear. For a tech-industry perspective, try 'Microserfs' for the earnest, identity-and-coding era of the '90s, or 'Company' by Max Barry if you prefer satirical absurdity about corporate systems that chew people up. If you want moral pressure and legal stakes, 'The Firm' and Tom Wolfe’s 'Bonfire of the Vanities' give gritty, high-stakes workplace drama.

I often recommend mixing fiction with a little nonfiction like 'Working' by Studs Terkel to hear real voices behind those archetypes. Reading across genres—satire, thriller, office comedy—helps you see how the same human tensions show up whether it’s a boutique magazine, a law firm, or a startup. If you pick one, tell me which vibe you want—cutthroat, bleakly funny, or eerily realistic—and I’ll nudge you toward the best fit.

Is The Project Management Book Of Knowledge Pdf Free To Use?

3 Answers2025-09-03 10:01:52

Oh man, this is a question I get into all the time when people start studying project management casually or prepping for a certification. The short, practical reality: the book commonly called the 'PMBOK Guide' — formally 'A Guide to the Project Management Body of Knowledge' — is copyrighted by PMI, so it's not a public-domain free-for-anyone-to-use resource. PMI does make the PDF available to its members as a member benefit, which feels like "free" if you pay membership dues, but that download comes with copyright terms that forbid redistribution or republishing. In other words, you can read it, study from it, and use it internally for your learning, but you can’t take that PDF and post it on your blog or hand it out at a workshop without PMI’s permission.

If you’re trying to keep costs low, there are legit alternatives: check your local or university library (many have the guide or offer access via library E-resources), join PMI if you think the membership perks are worth it, or buy a reasonably priced used copy. Also consider free study resources like PMI’s summaries, official practice materials, and reputable course notes or open project-management primers that explain the same principles without violating copyright. And please avoid shady torrent or file-sharing sites — they might have a pirated PDF, but that’s not legal and it’s often a security risk too. I usually opt for the library + official summaries route when I want to save cash but actually learn things well.

How Do I Cite The Project Management Book Of Knowledge Pdf?

3 Answers2025-09-03 17:15:41

If you’re working with the PDF version of 'A Guide to the Project Management Body of Knowledge', the simplest thing I do is treat the Project Management Institute as the corporate author and include the edition and year. That covers most citation styles and helps readers find the exact document. For example, in APA 7th I would write:

Project Management Institute. (2021). 'A Guide to the Project Management Body of Knowledge' (7th ed.) [PDF]. Project Management Institute. https://www.pmi.org/

Then use an in-text citation like (Project Management Institute, 2021, p. 42) when you quote or refer to a specific page. If you're using the 6th edition or an older PDF, swap the year and edition accordingly — e.g., 2017 for the 6th edition. If the PDF came from a restricted class site or an internal repository without a stable URL, I still include the organization and year and add a note like "PDF file" or "Unpublished PDF" instead of a URL. I also make sure to cite the edition because PMBOK changes across editions, and a reader needs that detail to locate the same guidance.

A couple of practical tips from my habit: always check the cover page for the exact title and year (sometimes the file name is misleading), and if you used a chapter or a specific practice, include page numbers in the citation so others can follow. Reference managers like Zotero or Mendeley pick up metadata from PDF files most of the time, but I always double-check the edition field.

What Changed In The Latest Project Management Book Of Knowledge Pdf?

3 Answers2025-09-03 00:21:49

Honestly, the new PDF of the project management guide felt like someone rewired the whole house and left the furniture to be rearranged by common sense — in a good way. The biggest, most obvious shift is away from a strict process-and-knowledge-area cookbook to a principles-and-performance-domain approach. Instead of prescribing step-by-step processes tied to knowledge areas, the latest edition emphasizes 12 guiding principles and a handful of performance domains that describe what high-quality delivery looks like. That means there's a lot more focus on outcomes, value delivery, and tailoring practices to the context of your project rather than slavishly following a checklist.

I also noticed the language around tools and techniques has loosened up: the book now groups things as models, methods, and artifacts. Agile and hybrid approaches are integrated throughout instead of being tucked into a separate chapter; the PDF includes examples and templates to help teams adopt lighter or heavier approaches as needed. There’s a clear push toward systems thinking and value streams — it treats projects as parts of a bigger ecosystem rather than isolated machines.

Practically speaking, this is both liberating and a little unnerving. If you liked the old linear rhythms of inputs–tools–outputs, you’ll need to translate that knowledge into more flexible judgment calls. For learners, the study strategy shifts from memorizing processes to understanding principles and how to apply performance domains. For teams, it nudges toward continuous tailoring, better stakeholder engagement, and measuring delivery performance. I’m excited to try some of the artifacts they suggest in sprint retros and planning sessions — they actually feel usable in day-to-day work.

What Quotes About Anger Are Best For Anger Management Programs?

3 Answers2025-08-26 13:16:50

Some lines about anger have a way of sitting in my pocket like a spare key — I pull them out when I need to unlock calm. I love using short, memorable quotes in anger-management work because they act as tiny anchors people can grab when a wave hits. A few that I keep on cards or phone wallpapers are: 'Holding on to anger is like drinking poison and expecting the other person to die.'; 'Speak when you are angry and you will make the best speech you'll ever regret.'; and 'How much more grievous are the consequences of anger than the causes of it.' Each one pulls attention away from the heat and toward the consequences, which is exactly the pivot I try to help others make.

When I introduce these lines to folks, I don't just hand them a list — I pair each quote with a micro-practice. For example, after 'Speak when you are angry…' we do a 60-second breathing check and a 'name the feeling' step: say out loud, 'I am feeling angry because…' That tiny framing often defuses the urge to explode. For the poison quote I use a short journaling prompt: write what you would say if it were safe, then close the page and fold it once — symbolic release is powerful.

I also like mixing in ancient wisdom like 'Between stimulus and response there is a space' and modern phrasing like 'For every minute you remain angry you give up sixty seconds of happiness.' The real trick is repetition: posters, phone reminders, role-play, and a few personal stories about times I flared and cooled down. These quotes become less like lectures and more like friendly street signs on the road to better choices.

Can Happy Workplace Quotes Improve Employee Engagement?

3 Answers2025-08-26 03:01:47

Some days a sticky note with a quote feels like a tiny sun on the deadline-heavy side of my desk. I’ve stuck everything from silly one-liners to thoughtful lines from 'Drive' above my monitor just to nudge my mood mid-afternoon. When people walk by and chuckle, or when someone pins the same line on Slack, it becomes a tiny shared ritual. That small, repeated ritual does more than brighten a screen — it signals that someone cares about tone, not just tasks.

From my experience, happy workplace quotes can absolutely nudge engagement upward, but they’re a seasoning, not the meal. Quotes open conversations, make recognition visible, and lower the social friction to smile or be vulnerable. They’re like micro-rewards: a positive cue that can spark dopamine and remind people of shared values. However, if a poster says one thing while policies do the opposite, quotes feel performative. For real impact they need to be paired with consistent behaviors — shout-outs in meetings, small thoughtful perks, or clear, empathetic leadership.

If you want to try this where you are, mix authenticity with variety. Rotate quotes that celebrate effort, curiosity, and teamwork. Invite teammates to contribute favorite lines — suddenly it’s not top-down decoration but a living, evolving bulletin board. Over time you’ll notice quieter people joining in or morale bumps after rough sprints. It won’t fix everything, but it will soften the edges and make the workplace feel more human.