Latest news with #Parvez
Business Recorder
4 days ago
- Sport
- Business Recorder
Parvez lifts Bangladesh to 196-6 against Pakistan in third T20I
LAHORE: Parvez Hossain hit a fiery half century to guide Bangladesh to 196-6 in the third and final Twenty20 international against Pakistan in Lahore on Sunday. Parvez smashed four sixes and seven boundaries in his solid 34-ball 66 and shared a 110-run opening stand with Tanzid Hasan (32-ball 42 with three sixes and as many boundaries) after the tourists were sent in to bat. Pakistan lead the series 2-0 after winning by 37 and 57 runs respectively at the same venue. The Parvez-Tanzid stand gave Bangladesh ideal start for their highest T20I total against Pakistan beating the 175-6 they made against them at Pallekele in 2012. Pakistan beat Bangladesh by 57 runs, win first home T20I series since 2021 Towhid Hridoy, who scored a 18-ball 25 with a six and two boundaries, then added 49 for the third wicket with Litton Das whose 22 came off 18 balls. Fast bowlers Abbas Afridi (2-26) and Hasan Ali (2-38) were the pick of home bowlers.
Yahoo
18-05-2025
- Entertainment
- Yahoo
Gen Z at Work: How We're Actually Changing Corporate Culture
All products featured on Teen Vogue are independently selected by Teen Vogue editors. However, when you buy something through our retail links, Condé Nast may earn an affiliate commission. Stay up-to-date with the politics team. Sign up for the Teen Vogue Take When the threat of a TikTok ban sent millions of users flocking to Xiaohongshu/RedNote as an alternative to the platform, Zaria Parvez, a senior global social media manager at Duolingo, saw an opportunity. She came up with a TikTok video concept in which Duolingo would teach Mandarin with a playful twist: Instead of textbook phrases, the lesson would feature Gen Z slang, like 'My Shayla.' Within days, the video went viral, turning TikTok's moment of crisis into a spotlight on the language-learning app. 'On the outside, it's like, 'Oh my God, Duolingo just taught Gen Z phrases,'' says Parvez, who has spent the last four years cultivating the brand's famously unhinged TikTok presence. 'But the strategy really was, 'All right, there's this opportunity where we're part of culture, but how do we push our product in a way that people actually want to digest it?' In that instance it was taking my Gen Z instincts about common trending phrases and interjecting the brand messaging of language learning.' While Parvez has challenged companies to trade their polished social media presence for a more authentic brand voice, YouTube's Angelica Song, who manages global social media marketing for the company, is reshaping industry norms from a different angle. By posting videos that break down the nuances of manager one-on-ones and promotion strategies, Song is turning traditionally opaque corporate processes into practical guides — and changing how millions of viewers think about their careers as well. For Song, navigating the workplace is about striking the right balance between authenticity and strategy, knowing when to question norms and when to embrace them. She started her career at YouTube as an associate product marketing manager straight out of college before moving to global social media marketing, a path that has shaped her perspective on self-expression at work. 'You want to assimilate before you can show your colors,' she explains. 'Show up, be a great team player, and then, when you feel more comfortable and gain trust, you can really figure out what makes you stand out and what value you can bring.' Over time, she's learned that different professional settings call for different approaches. She believes employees should stick to more formal written communication, but she sees video calls and meetings as opportunities to let enthusiasm and personality shine. For Gen Z, in particular, showing personality can mean leaning into self-deprecating humor. But as Parvez points out, the problem comes when that delivery starts to undermine ideas. 'What just stinks is when Gen Z'ers walk in supercool and casual and what they're saying is actually very strategic and smart, but they present it as 'Whatever, lol, hehe,'' she says. 'It's so easy for people to undersell women, young talent, and people of color. I think use [self-deprecating humor] for your content to do well, but remove that when you're in a workplace with senior leadership.' Having members of different generations work together can be really effective, as each brings their own strengths to the table. On Duolingo's social media team, for instance, this looks like Gen Z members leading content creation while more experienced colleagues focus on framing that content to highlight its business impact. 'I think having this [generational diversity] has allowed us to not only shine in execution, but keep it long-lasting. We've been viral not just for two years, but for almost five,' Parvez says. Song compares building multigenerational workplace relationships to making friends during school group projects. Teams might spend hours discussing presentation details, but the real bonding happens in the in-between moments, when you initiate casual, non-work conversations about music recommendations or weekend plans. On a larger scale, Gen Z's workplace impact goes beyond the flashy trends of 'Bare Minimum Mondays' and 'Revenge Quitting.' It's through quieter, daily actions — like consistently logging off for nights and weekends — that young people are truly shifting office expectations. 'Gen Z'ers are like, 'Yeah, it's 4 p.m., I'm leaving' or 'I need this break,'' Parvez observes. 'And I think it's made other people on our team evaluate, 'Why am I sitting here past 5?'' These new considerations don't stop at work-life boundaries. As the first members of Gen Z step into leadership roles, they're also bringing with them a fresh focus on transparency, empathy, and purpose at work. For Parvez, this means creating meaningful opportunities for her interns. Last summer, after learning about an intern's background in comics and illustration, Parvez put her in charge of the company's social campaign for a collaboration with Webtoon. The project was ambitious, but the intern excelled because she was working on something she was genuinely excited about. 'The biggest thing for me is creating the [internship] around the person [them]self, really investing in their potential and letting them go with it,' Parvez explains. 'That means they're probably going to message the wrong person or they're going to accidentally say something they shouldn't have. But," she continues, "a core part of our ethos on the social team and in our internship programs is, 'I will always protect you. I will always value you. But I need you to stand up, put in the work, and probably make some mistakes along the way.'' Parvez's team has a surprisingly simple tool for building trust: the word 'pineapple.' When someone disagrees with an idea or needs some space, they can drop that word. 'Using ['pineapple'] to push back and building that trust from the beginning, as stupid as it sounds, makes [people] feel empowered to use their voice and not feel like they're just doing what leadership is forcing them to do,' she says. Building trust at the team level is crucial, but for change to last, it often needs to reach the top of the corporate ladder — and that's still a major hurdle. Last year, 75% of executive meetings didn't include a single Gen Z voice. Song sees two issues compound when leadership doesn't change: Not only does it block new talent from advancing, but it lets old approaches become set in stone. For workplaces to truly evolve, we need more multigenerational decision-making tables, where experience is valued, but change is also welcomed. Originally Appeared on Teen Vogue Want more labor coverage? Billionaires Barely Pay Taxes — Here's How They Get Away With It American Work Culture Is the Problem — Not You What a Labor Union Is and How It Works What Is Retaliation in the Workplace? Here Are Your Rights and What to Know
Yahoo
12-05-2025
- Entertainment
- Yahoo
Gen Z at Work: How We're Actually Changing Corporate Culture
All products featured on Teen Vogue are independently selected by Teen Vogue editors. However, when you buy something through our retail links, Condé Nast may earn an affiliate commission. Stay up-to-date with the politics team. Sign up for the Teen Vogue Take When the threat of a TikTok ban sent millions of users flocking to Xiaohongshu/RedNote as an alternative to the platform, Zaria Parvez, a senior global social media manager at Duolingo, saw an opportunity. She came up with a TikTok video concept in which Duolingo would teach Mandarin with a playful twist: Instead of textbook phrases, the lesson would feature Gen Z slang, like 'My Shayla.' Within days, the video went viral, turning TikTok's moment of crisis into a spotlight on the language-learning app. 'On the outside, it's like, 'Oh my God, Duolingo just taught Gen Z phrases,'' says Parvez, who has spent the last four years cultivating the brand's famously unhinged TikTok presence. 'But the strategy really was, 'All right, there's this opportunity where we're part of culture, but how do we push our product in a way that people actually want to digest it?' In that instance it was taking my Gen Z instincts about common trending phrases and interjecting the brand messaging of language learning.' While Parvez has challenged companies to trade their polished social media presence for a more authentic brand voice, YouTube's Angelica Song, who manages global social media marketing for the company, is reshaping industry norms from a different angle. By posting videos that break down the nuances of manager one-on-ones and promotion strategies, Song is turning traditionally opaque corporate processes into practical guides — and changing how millions of viewers think about their careers as well. For Song, navigating the workplace is about striking the right balance between authenticity and strategy, knowing when to question norms and when to embrace them. She started her career at YouTube as an associate product marketing manager straight out of college before moving to global social media marketing, a path that has shaped her perspective on self-expression at work. 'You want to assimilate before you can show your colors,' she explains. 'Show up, be a great team player, and then, when you feel more comfortable and gain trust, you can really figure out what makes you stand out and what value you can bring.' Over time, she's learned that different professional settings call for different approaches. She believes employees should stick to more formal written communication, but she sees video calls and meetings as opportunities to let enthusiasm and personality shine. For Gen Z, in particular, showing personality can mean leaning into self-deprecating humor. But as Parvez points out, the problem comes when that delivery starts to undermine ideas. 'What just stinks is when Gen Z'ers walk in supercool and casual and what they're saying is actually very strategic and smart, but they present it as 'Whatever, lol, hehe,'' she says. 'It's so easy for people to undersell women, young talent, and people of color. I think use [self-deprecating humor] for your content to do well, but remove that when you're in a workplace with senior leadership.' Having members of different generations work together can be really effective, as each brings their own strengths to the table. On Duolingo's social media team, for instance, this looks like Gen Z members leading content creation while more experienced colleagues focus on framing that content to highlight its business impact. 'I think having this [generational diversity] has allowed us to not only shine in execution, but keep it long-lasting. We've been viral not just for two years, but for almost five,' Parvez says. Song compares building multigenerational workplace relationships to making friends during school group projects. Teams might spend hours discussing presentation details, but the real bonding happens in the in-between moments, when you initiate casual, non-work conversations about music recommendations or weekend plans. On a larger scale, Gen Z's workplace impact goes beyond the flashy trends of 'Bare Minimum Mondays' and 'Revenge Quitting.' It's through quieter, daily actions — like consistently logging off for nights and weekends — that young people are truly shifting office expectations. 'Gen Z'ers are like, 'Yeah, it's 4 p.m., I'm leaving' or 'I need this break,'' Parvez observes. 'And I think it's made other people on our team evaluate, 'Why am I sitting here past 5?'' These new considerations don't stop at work-life boundaries. As the first members of Gen Z step into leadership roles, they're also bringing with them a fresh focus on transparency, empathy, and purpose at work. For Parvez, this means creating meaningful opportunities for her interns. Last summer, after learning about an intern's background in comics and illustration, Parvez put her in charge of the company's social campaign for a collaboration with Webtoon. The project was ambitious, but the intern excelled because she was working on something she was genuinely excited about. 'The biggest thing for me is creating the [internship] around the person [them]self, really investing in their potential and letting them go with it,' Parvez explains. 'That means they're probably going to message the wrong person or they're going to accidentally say something they shouldn't have. But," she continues, "a core part of our ethos on the social team and in our internship programs is, 'I will always protect you. I will always value you. But I need you to stand up, put in the work, and probably make some mistakes along the way.'' Parvez's team has a surprisingly simple tool for building trust: the word 'pineapple.' When someone disagrees with an idea or needs some space, they can drop that word. 'Using ['pineapple'] to push back and building that trust from the beginning, as stupid as it sounds, makes [people] feel empowered to use their voice and not feel like they're just doing what leadership is forcing them to do,' she says. Building trust at the team level is crucial, but for change to last, it often needs to reach the top of the corporate ladder — and that's still a major hurdle. Last year, 75% of executive meetings didn't include a single Gen Z voice. Song sees two issues compound when leadership doesn't change: Not only does it block new talent from advancing, but it lets old approaches become set in stone. For workplaces to truly evolve, we need more multigenerational decision-making tables, where experience is valued, but change is also welcomed. Originally Appeared on Teen Vogue Want more labor coverage? Billionaires Barely Pay Taxes — Here's How They Get Away With It American Work Culture Is the Problem — Not You What a Labor Union Is and How It Works What Is Retaliation in the Workplace? Here Are Your Rights and What to Know
Time of India
29-04-2025
- Time of India
City police arrest man for running a fake visa portal
Chennai: The cybercrime wing of Chennai police has arrested a 29-year-old man who used a Mumbai fish stall's address to run a fake Korean visa portal. Mohammed Parvez, the accused, may have cheated several people who applied for Korean visas, police said. The scam came to light when an Indian national contacted the Consulate of the Republic of Korea in Chennai on Jan 27, raising doubts about the authenticity of an E-7 visa grant notice he received. After verifying the notice, consulate officials said the document was forged. You Can Also Check: Chennai AQI | Weather in Chennai | Bank Holidays in Chennai | Public Holidays in Chennai The QR code on the paper led to the fake visa portal . Korean deputy consul general Jee Hyoung Lee filed a complaint with the Chennai city commissioner of police. Cyber Crime Branch (CCB) launched an investigation under various sections of Indian Penal Code and Information Technology Act, including Section 66-D for identity theft. They traced the fraudulent portal's operator, Parvez, to Mumbai with the help of domain service providers. The police team conducted further inquiries in Bihar and Maharashtra before locating and arresting Parvez in Mumbai. He was produced before the XI metropolitan magistrate court in Saidapet and was remanded in judicial custody. The authorities have shut down the fraudulent portal. The Korean consulate appreciated the swift action by CCB. Police are looking into the full extent of the scam.
Irish Times
28-04-2025
- Politics
- Irish Times
Parents ‘shocked' over ‘abrupt' closure of Islamic centre as children return to school
Parents whose children attend the national school and creche on the site of the Islamic Cultural Centre of Ireland (ICCI) in South Dublin said they were shocked by the closure of the centre last week. The centre in Clonskeagh abruptly closed last week following a bitter internal dispute and an alleged physical altercation at a meeting on April 19th. The Muslim National School and creche reopened on Monday morning but the rest of the campus – including the mosque, which is the largest in Ireland – remains closed. A number of parents who were dropping their children off at the school on Monday morning expressed their shock at last week's developments. READ MORE Hania and Malik Parvez, whose two daughters attend the school, said parents were not given any advance warning about the closure. Ms Parvez described the closure as 'very sudden and abrupt', saying it happened 'without any warning or without any communication before, so we were taken aback because of that'. 'We were on holiday, so we were shocked, not just surprised. We came back to a shut Islamic centre, but I don't know what's been happening.' Ms Parvez said, if there are financial or other matters to resolve, this should be done 'behind closed doors, instead of disturbing the whole community' by closing the campus. Mr Parvez said the centre provided 'a great space for the community to meet and get together'. The decision to close the centre was taken by the Al Maktoum Foundation, a United Arab Emirates (UAE) charity which owns the centre and provides about €2.5 million a year in funding. It has raised concerns about alleged financial irregularities at the centre as well as alleged links between officials and the Muslim Brotherhood, an international Islamist organisation which the UAE claims is a terrorist organisation. None of the parents said they were aware of anyone in the mosque with links to the Muslim Brotherhood. Usman Maqsood, whose child attends the national school, said he did not know exactly why the centre was closed, but the priority now is making sure the children can safely attend school. Sujan Hossain, whose daughter is in senior infants, said he is 'very, very disappointed' by the closure of the centre as people cannot worship in the mosque. Mr Hossain was present at the mosque on April 19th, when gardaí had to be called following an altercation at a meeting. He said he was unable to attend the meeting because it was being held in a room that fits about 50 people but a much larger group showed up. 'You never expect that the mosque is going to be closed, so it's pretty disturbing.' Said Bekradda, whose daughter attends the creche, said it is 'really sad' that the rest of the campus remains closed, leaving people without a place to worship. 'To be honest, it's really, really hard.' Mr Bekradda said he and others want to know what is happening. 'We're just looking for answers, to be honest. All the people that I know, my friends, my relatives, they're all looking for answers. 'What's going on? What's the reason behind it? There is a lot to answer. We haven't got answers yet.' The centre's management has said it will remain closed until a full security review takes place.
