Tuesday, August 28, 2012

Article Marketing Tips - Everything You Need to Do to Reap Great Results From Your Campaign

Not really happy with the results you're getting from your article marketing campaign? Then, here are the things that you need to do in order to start reaping great results:
Use catchy titles. Save you articles from getting ignored by using attention-grabbing titles. You'll be able to entice more online users to pay attention if your titles accurately summarize the content of your articles and if they're creatively written. Keep them short and keyword-rich. Discuss interesting topics. Obviously, your target audience will only read your articles if they find your topics to be very interesting. Get their pulse and know the kind of information that they're looking for by conducting surveys on forums and by doing keyword research. Based on experience, these people are using the internet mostly because they're looking for tips list or how-to guides, solutions to their problems, and in-depth explanation on their areas of interest. Offer new information. The problem with other article marketers these days is that they're too lazy to do extensive research. So, what they do is they just rehash the articles that are posted in the online arena so they can write their articles in half the time. Well, let me tell you that this will not help you in anyway. In fact, this will send a strong signal to your readers that you've got no exclusive information to share and that you're not an expert in your niche. You don't want that to happen, right? So, make it a point to share information that your readers haven't heard of before. Write several articles. You'll be able to reap great results fast if you multiply the number of articles that you write and distribute everyday. This is possible if you stick with topics that you're an expert on (so you will not need to do extensive research), if you keep your articles short (400-600 words would be okay), and if you create a nice working environment that will help you become more creative and more productive. Make your articles easy on the eyes. Getting people to open your articles isn't easy considering the number of people that you're going up against. So, ensure that the people who open your articles will not close them before they even start reading your content. Make your copies very pleasing on the eyes and easy to read. Break them down into 4-5 short paragraphs and use subheadings when needed. Also, make use of several white blank spaces as this will surely help. Use keywords and latent semantic indexing technique. Making your articles search engine-friendly is something that is non-negotiable when doing article marketing. You need to get your articles to appear on relevant listings so your target audience can easily find them. Insert the most searched keywords in your niche on each of your paragraphs. Don't forget to use relevant terms and make sure to follow the acceptable keyword density.


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Article Marketing Tips - Everything You Need to Do to Reap Great Results From Your Campaign
Article Marketing Tips - Everything You Need to Do to Reap Great Results From Your Campaign

By the way, do you want to learn more about using articles like this to drive traffic to your website and increase online conversions?

If so, I suggest you check this out: Article Marketing Traffic.

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Sunday, August 26, 2012

10 Ways To Establish Rapport With Anyone - Fast!

Establishing rapport - having people like us and remember us fondly - is an invaluable skill. Whether you are in a business, a friendship, a relationship, selling, or just want to be more well-liked - rapport building skills can help you reach your goals. I use some of these skills to develop rapid rapport with my business, counseling and coaching clients. Remember that the key to all rapport building is sincerity and bringing a true love of others to your new relationships. With that in mind, lets get started:

Listen - Listening is the 'King' of all rapport building skills. EVERYONE loves to be listened to! Think about it. How do you feel when someone ignores you or talks over you? Do you feel connected to these people? NO! Who are the people you are closest too? I highly suspect that they are the people who listen to you intently and are concerned about your issues and wellbeing, right? Listening says, "I'm listening because you, and therefore, what you have to say, are important." People's greatest desire is to be truly listened to. Help them accomplish this most important goal, and they will like and admire you for it. Practice "conversational generosity" - don't speak more than 30% of the time (10-20% is optimal).
Link Interests - Opposites DON'T Attract!!! People like each because of their similarities. So, whenever possible, notice similar interests and be sure to talk about and expand on them. This may take some searching and questioning to discover their interests - that's okay - people will be glad that you are so interested in them that you ask several questions about them. Even if you don't have any similar activities, have them discuss an area you find interesting or want to explore. For example, my old boss Mark loves golf. I have never played, but have a sincere interest in learning the game, so I asked him to explain some things about the game to me. He was thrilled that I was interested and complimented that I wanted him to be my teacher and valued his advice. Think of ways you can use this tool.
Ask For Advice - An old quote by Thoreau states, "The greatest compliment ever paid me was when someone asked me what I thought, and attended to the answer." Asking for advice is perhaps the most sincere compliment you can pay to a person. You also have to humble yourself ever so slightly to ask for advice, and this vulnerability will create a sense of openness and trust between you. People are always happy to give advice and will associate that sense of happiness to you quickly. Aren't your friends the ones whom you go to for advice? How can this person give you advice and not be your friend? See how strong this link is? People also admire someone who can ask for and accept advice. So few people can do this well, that it has become an admirable trait. Try it and see.
Compliments & Praise - No, this is NOT "kissing up" or being phony - this never works! What we are looking to do is notice praise-worthy things people discuss and mention them to the person. Notice the difference in the next two responses. Your new friend tells you they just won an award for helping children and you say either "that's great!" or "Wow, that's quite an accomplishment! You must have made a tremendous contribution to the lives of those children, you should be very proud." Which response would you rather hear? Are they both true? Yes! Will one response have more impact and create a stronger connection? Definitely, yes! Noticing and commenting on the good people do and their special qualities is a great way to live, it is classy, and a great way to connect with others.
Demonstrate Liking & Appreciation - Most people instinctively like people who like them (and vice-versa). Many people like each other, but rarely tell each other. I make it a point to tell my friends that I like them and appreciate them - they already know this, but it's still great to hear. With people I've just met, if I like them, I say things like "It's been great getting to know you; I love to meet warm, open people."" I really liked the way you talked about (BLANK).""Thank you for making me feel so welcome in your home. I had a great time today - let's pick another time to get together soon." These are just a few examples. Can you come up with better ones? Sincere appreciation like this supports friendship and cements relationships.
Adopt Their Values/Beliefs - As you are listening to the other person speak, notice their values/beliefs, and discuss areas where your values/beliefs sincerely overlap with theirs. Remember when I said it is best to speak 30% or less of the time? Take at least half of this time and use it to agree with, support, or expand on whatever the other person was talking about. You will never make a friend by disagreeing with them. Let points you don't agree with slip by, and chime in when you hear something you agree with. By doing this you will make a friend, and at the same time, subtly promote the areas you believe in and starve the areas you don't.
Enthusiasm - Communication is the transfer of energy/emotion. Everyone seems to love someone with enthusiasm because we all admire it and wish we had more! Enthusiastic people seem to brighten up a room with their positive energy, and we want that to rub off on us, we want to be a part of it. When someone is enthusiastic about our thoughts and ideas we immediately feel understood, appreciated and just plain great! No one will ever be offended by you getting excited about their ideas!
Matching and Mirroring - Matching & mirroring simply means that we match the approximate characteristics of the other person to help create alignment with them. Therefore, if they cross their legs do the same shortly after. If they tend to talk more slowly, slow your rhythm down so it is closer to theirs. If they use certain lingo, you can use it later in the conversation. If they are reserved, you be more reserved. And so on. Remember, we like people who are like us. This is a natural process that most people do unconsciously anyways - now you can know to do it consciously. It is a very powerful tool because vocal tone/speed and body language account for 93% of communication. This tool will make people very comfortable around you and is a very subtle technique.
Smile & Warmth - The first contact with another person is your face! Make sure that you present as warm, friendly and happy. A smile and a sincere desire for friendship will resonate in your voice and be demonstrated in your every action. First impressions are powerful; present the way you want to be remembered - SMILE! Smiling shows that you are happy to see the other person and like them. Smiling and warmth make others feel good around you - this is a lost skill - use it and you will shine.
Attending Skills - This simply means that you attend to the needs of the people you are with. It follows the lines of simple good manners, i.e., holding the door for someone, offering them a drink or a chair, buying them lunch, shaking their hand right away when you see them, etc. Almost any small courtesy or act of kindness falls in this category. These simple acts say without words that the other person is like, respected and appreciated. (And an action is worth what? That's right! A thousand words!)

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Paul J. Cline MA CAGS CAP Ed.D (ABD) is a Trainer / Seminar Leader, University Professor, Certified Addictions Professional (CAP) and local expert on Addictions and Mental Health. Paul is owner of Advanced Training Seminars, providing seminars, consulting and coaching based in St. Petersburg, Florida (727) 204-0779. Visit our website at: http://www.advancedtrainingseminars.com Check out our selection of FREE articles and Useful Links & Resources.

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Wednesday, August 22, 2012

Salary Negotiation: Compensation Advice From A Recruiter

As a recruiter, I'm used to negotiating salary and compensation on behalf of my job candidates with the hiring manager of the company they are interviewing with.

Salary and compensation negotiation is one of the things a recruiter typically does when helping someone get a job so if you're not a good negotiator this can be one of the things they can help you with if you decide to use a recruiter.

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Here are some tips that I've learned in my time as a recruiter that might help you next time you're negotiating salary for yourself with a potential new employer.

Salary Negotiation: Compensation Advice From A Recruiter

1. Let the employer bring up the issue of money first. Ideally, you should let the interviewer broach the issue of money (ie. "How much money are you looking for?") not you. Employers generally don't want money-motivated staff whose main concern is salary since people can easily switch jobs if they can get more money elsewhere.

Certainly, if you're working with a recruiter you can let them know what salary you're looking for since they need to know what range is acceptable to you and avoid wasting your time with jobs that don't match your requirements.

2. Don't state a desired salary range. The problem with saying "I'm looking for a salary of ,000-,000" is that while you might be thinking that you're showing flexibility by stating a wide range, you could actually be low balling the salary you end up getting offered.

While you might be thinking that you'd like the higher end of this salary range (ie. ,000) the hiring manager might be thinking you'd be happy with ,000 since you did state that ,000 was in your acceptable range! While the hiring manager hopefully wants to be fair, some might not offer you ,000 if you state that ,000 would be acceptable, which is basically what you're saying with this stated range.

Ideally you want to go into an interview knowing the salary range that the company is offering. A recruiter can definitely get this information for you. Knowing the salary range being offered ensures that you don't price yourself out of range and don't lowball yourself either.

3. Don't state a salary that you won't be happy accepting. If you tell a hiring manager you'd be happy with ,000 do not expect to be able to go back to them later in the interview process and then ask for ,000. It can be difficult to get a higher salary agreed to once you've verbally mentioned a lower one. As we spoke about in Point 1, let the employer bring up the issue of money first and try your best to understand the job fully before committing to a stated salary figure.

While you don't want to evade the question if you're asked "how much money are you looking for" during a job interview, you also don't want to ruin your chances at getting a better figure by making a mistake handling the salary question.

The longer you can delay the issue of money in an interview process the better.

A good recruiter should be able to help you with salary negotiation since that's part of their job and since as the middleman, they can negotiate on your behalf without the emotional aspect that can come along with this issue if you were doing it yourself.

Plus, they should have a solid understanding of exactly what parts of the job offer might be open to negotiation especially if this is a hiring manager or company that they've successfully dealt with before!

Salary Negotiation: Compensation Advice From A Recruiter

Carl Mueller is an Internet entrepreneur and professional recruiter who has written an ebook for career-minded individuals: [http://www.RecruiterSecretsRevealed.com]

Recruiter Secrets Revealed [http://www.RecruiterSecretsRevealed.com] sheds light on job search and career management "secrets" that you can use to supercharge your career and distinguish yourself from other job searchers.

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Saturday, August 18, 2012

5 Successful Negotiation Tips

Most of us negotiate on a daily basis without knowing it. Any time we enter into a discussion where we try to find common ground and agree an outcome with the other party, we are negotiating.

If we think that we have to bargain for something more than we are being offered, whether it is something that you want to achieve in your career, when you are buying something or just dealing with other people as you go about your daily business, we negotiate to get to a favourable outcome.

Negotiation

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Whilst many people say that negotiation is an art, it can bring out the best and worst in people, depending upon how important the subject of discussion is to each individual involved. Whilst it can also be fun, negotiation is not generally a game that people can play anytime, as it usually means a dispute or tension of some kind. This is why so many people view negotiation as something to be avoided.

5 Successful Negotiation Tips

Since it involves two-way communication, the outcome of every negotiation is influenced by the mind-set, abilities, and techniques used by the parties to the negotiation. However, learning the right way of negotiating will vastly improve your chances of achieving a successful outcome and the following five tips for successful negotiation will help you:

1. Time it right
The outcome of any negotiation is dependent upon getting the timing right. To achieve this you should try to organize and plan the circumstances for the negotiation beforehand. This also involves considering the possible outcomes of the negotiation so that you can understand the variables that are most important to you, such as bonuses, price, delivery times, credit terms, guarantees, etc.

2. Manage yourself
Before you enter into a negotiation, you should evaluate yourself first. Are you able to manage your own feelings? Keep in mind that when emotions run high about the topic under discussion, the outcome is less likely to be as productive as it could be if the discussion is business-like.

3. Know what you are getting into
Do you know who are you dealing with? What are the traits, attitude, and beliefs of the person you're going to negotiate with? Are they the type of person that is likely to work with you to achieve a win-win situation, i.e. one where both of you are satisfied with the outcome?

4. Be attentive. Learn to listen well!
One of the reasons why negotiations are unsuccessful or turn negative is that many people do not practice attentive listening. People are so busy stressing their points and stating their desires that they forget to listen properly to the other side of the discussion. Keep in mind that negotiating has to be a two-way communication to be effective - it will never work if the discussion is one- way traffic.

Experts say that in order to have a successful negotiation, people should learn to apply the so- called 80/20 ruling. This means that people should spend 80% of their time listening and only 20% talking. If you use this guideline you will definitely be able to understand the other side of the story, and be much more likely to achieve a successful negotiation outcome.

5. Be ready to walk away
Never be pressured to win a negotiation. Keep in mind that it may not always be a win-win situation for you. In fact, one of the greatest mistakes people commit is that they are too determined to achieve their own goals, such that they create an all or nothing scenario in their own minds.

You should always try to be open to alternative outcomes, so that you always have a choice. But, never assume when you negotiate that there is a point of no return. In your own preparation you should establish your own point for walking away if the negotiations are not going well for you and you have no chance of achieving the outcome that you are seeking.

Remember that successful negotiations always follow a logical pattern and if you use the above tips to plan your own approach you will definitely increase your chance of achieving the successful outcome that you desire.

5 Successful Negotiation Tips

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Thursday, August 16, 2012

Conflict Resolution Strategies in the Workforce

Conflict in the work environment is inevitable. When two or more people have to work together and combine ideas, the doorway of conflict is ever open. The goal is to learn how to use conflict as a tool that can benefit the whole, rather than destroy it and the idea of concern. A team must have a common goal of success (Temme and Katzel, 1995). Several strategies have proven to be beneficial tools when resolving these destructive conflicts.

Conflict is defined as a disagreement or disharmony that occurs in groups when differences regarding ideas, methods, and members (Wisinski, 1993), are expressed. These differences, however, do not have to result in a negative outcome. Used properly, the group can become closer and more aware of each other's differences. With respect for one another, the group can combine ideas and be more successful in the end.

Negotiation

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Administration is ultimately responsible for recognizing a conflict, instilling conflict resolution strategies, and for making sure these strategies are executed successfully. In order for a school administration for example, to achieve this goal, it needs to be aware of the types of conflict: constructive and deconstructive. Constructive conflict is beneficial to teams. This style focuses on the issue while continuing to keep respect for other teammates. Teammates will exhibit flexibility, supportiveness, and cooperation among each other. Commitment to success for the team is apparent. Deconstructive conflict, on the other hand, exhibits selfish behaviors of personal attacks, insults, and defensiveness. No flexibility is present within the team, and competition between the teammates is high. Avoidance of conflict is obvious (UOP, 2004)

Conflict Resolution Strategies in the Workforce

Many outside influences may cause or add to conflict. Limited resources (UOP, 2004) can cause stress between coworkers. If a teacher is worried about the lack of resources for his or her students, for example, he or she may demonstrate a high level of stress. This, in return, may influence any slight friction shared with other faculty. Differences in goals and objectives (UOP, 2004) cause tension between staff as well. For example, one teacher's focus may be on sports and recreational equipment, while another is more dedicated to academics and updated texts. This difference of goals for the students may cause extra tension and conflict between staff.
Miscommunication (UOP, 2004) may cause conflict between staff. Two teachers with the same goal may not explain their points clearly to one another. If messages are not clear, confrontation and conflict will more-than-likely be the outcome. Teachers who share different attitudes, values, and perceptions (UOP, 2004) open the door for conflict. Similar to teachers with differing goals, attitudes, goals, and perceptions that differ cause immense stress for the entire faculty and staff. Lastly, personality clashes (UOP, 2004) are probably the most common issue between a group, and possibly the most easily to overcome. If dealt with on a mature, adult mentality, personality differences should not influence one's work environment or the group's goals. Lack of training, lack of accountability, and favoritism by administration (First Line, 2007) can also cause conflict. Teachers and school other faculty need to keep the most important aspect of their work (the children) in focus. As adults, they are responsible for their own actions and behaviors.

The ability to recognize the type of conflict allows administration to direct the conflict accordingly with the goal of a positive outcome, rather than spiraling into destruction. After recognizing the type of conflict, management (or administration) can choose from three different resolution methods: the "4 R's" method, the A E I O U method, and the Negotiation method.

First, the "4 R's" method (UOP, 2004) stands for: Reason- The leader is responsible for finding out if the feelings concerning the conflict are expressed differently within the team. One must also pinpoint any personal situations present between the staff. Finally, the leader must clarify if the team is aware of her stand; Reaction- The leader is responsible to rate how the group is reacting to one another. One should determine if the conflict is constructive or destructive. Once determined, the leader is to decide if the conflict can be transformed into constructive conflict, if destructive originally; Results-Leaders now should explain the consequences of this conflict. The entire team, including the leader, needs to determine whether the conflict is serious enough to affect the goal or outcome; Resolution- Finally, the entire team is to discuss all possible methods that will assist in achieving a successful resolution, and which one is best. The "4 R's" method takes teams through a resolution process, step-by-step. This style assists in the evaluation of the situation, and gives assistance in redirecting the conflict to a positive outcome.

Second, the A E I O U model (Wisinski, 1993) stands for: A- Assume others "mean well; E- Express one's feelings; I- Identify what you would like to happen; O- Outcomes you expect are made clear to the group" (UOP, 2004); U- Understanding by the group is on a mature level. This model communicates one's concerns to the group clearly. Suggestions of alternative methods are expressed to the group in a non-confrontational manner. By keeping a calm attitude, the administration is telling the group that it wants the group to be successful.

Thirdly, the Negotiation method (UOP, 2004) focuses on a compromising attitude. Separating each person from the problem allows each teammate to focus on the group's interest rather than their personal positions. This technique creates opportunity for a variety of possible solutions to be reached. The leader is responsible to express the importance of an objective outlook when choosing a solution. Through the negotiating technique, everyone knows the problem, and the goal, and everyone is willing put his personal feelings aside to reach that mutual goal (Krivis, 2006).

Another type of strategy known as the NORMS method helps the administrator, or leader, stay objective while dealing with a conflict in the work environment. NORMS stands for (Huber, 2007): N-Not biased or personal interpretation; O-Observable, situation is seen and touched or experienced by staff; R-Reliable, two or more people agree on what took place; M-Measurable, parameters of conflict can be distinguished and measured; S-Specifics are not subjective, but objective and non-confrontational. By following the NORMS, one can observe the situation with an objective outlook. Therefore, he or she can assist the team with the conflict with the proper focus of bringing the team together and resolving the conflict as well as benefiting from the experience.
Each method promotes a friendly environment that welcomes different ideas. The differences can ultimately benefit the whole group as well as the project or situation at hand. Temme and Katzel state, "For a teambuilding effort to work... management must be sincere in its resolve to see to see the teambuilding process through." (Calling a team a team, 1995).

As an administrator, or leader, one is responsible to direct the team towards cohesion and compatibility. This goal can be achieved during a conflict by representing each team member equally, recognizing the problem, listening to each concern with an equal level of importance and respect. In order to reach an agreement and collaborative goal, each teammate, or employee, is to respect others for his or her different opinions and objectives, but keep an open mind as well. Conflicts can be beneficial to a team, as it brings new ideas and outlooks to the table. Clear communication and an open mind can turn a conflict into a benefit rather than a burden.

Conflict Resolution Strategies in the Workforce

References

Petit, Ruth. (2007, August 20). A mix of teachers; [Chicago Edition], Chicago Tribune. Chicago, III, p. 18. Retrieved September 15, 2007, from ProQuest multiple database.

Huber, B. (July, 2007). Maintenance and Operations Conflicts. Rock Products, 110 (7), 16-16. Retrieved September 8, 2007, from Academic Search Premier database.

How does your team handle conflict?. (August, 2007). First Line, Retrieved September 9, 2007, from Business Source Complete database.

Krivis, Jeffrey. (2006, Autumn). Can we call a truce? Ten tips for negotiating workplace Conflicts. Employment Relations Today (Wiley), 33(3), 31-35. Retrieved September 15, 2007, from Business Source Complete database.

University of Phoenix. (2004). Learning Team Toolkit. Retrieved September 8, 2007, From http:/ecampus.phoenix.edu.

Wisinki, J. (1993). Resolving conflicts on the job. New York: American Management Association, pp. 27-31. Retrieved September 5, 2007, from UBSCOhost database.

Summer Willis writes about various team building strategies tips.

Team Building by Summer Willis

Other helpful site:

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Wednesday, August 15, 2012

Fast Food Market Forecast - The Subway Example of Strategic Product Positioning

The United States fast food market has seen a healthy rise in growth within the last three years which forecasts can be sustained. The fast food market is forecast to maintain its current growth expectations, with an anticipated Compound Annual Growth Rate (CAGR) of 2.3% for the five-year period 2005-2010. This is expected to drive the market to a value of .6 billion by the end of 2010. Drivers of growth include increasing numbers of Americans in the workplace, which reduces the amount of time spent on preparing meals at home. In 2010, the United States fast food market is forecast to have a value of .6 billion, an increase of 12.1% since 2005.

Forecast Volume

Negotiation

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In 2010, the United States fast food market is forecast to have a volume of 37 billion transactions (Figure 1). This represents an increase of 5.3% since 2005. The CAGR of the market volume in the period 2005-2010 is predicted to be 1%.

Fast Food Market Forecast - The Subway Example of Strategic Product Positioning

Success Factors

Success factors for fast food franchisees will include products and marketing targeted to healthier menu selections, brand consistency, low start-up costs, franchisee support, and consumer convenience. Subway ® represents a poignant example of a fast food franchisee ready for success in the future fast food market. Their strategies transcend the fast food market and apply to many other markets and products.
SWOT Analysis

Subway sandwich shops are well positioned to leverage their strengths and address reasonable threats, weaknesses, and opportunities. The table below highlights these Strengths, Weaknesses, Opportunities, and Threats.

Strengths

Size and number stores and channels Menu reflects demand for fresh, healthy and fast. Use of non-traditional channels. Partnering with the American Heart Association. Worldwide brand recognition. Customizable menu offerings. Low franchisee start up costs. Franchisee training is structured, brief and designed to assure rapid start-up and success.
Weaknesses

Décor is outdated. Some franchisees are unhappy. Service delivery is inconsistent from store to store. Employee turnover is high. No control over franchise saturation in given market areas.
Opportunities

Continue to Grow Global Business. Update décor to encourage more dine-in business. Improve Customer Service Model. Continue to expand channel opportunities to include event wagons. Improve franchisee relations. Experiment with drive-through business. Expand packaged dessert offerings. Continue to revise and refresh menu offerings. Develop more partnerships with movie producers and toy manufacturers to promote new movie releases through children's menu packaging and co-branding opportunities.
Threats

Franchisee unrest or litigation. Food contamination (spinach). Competition. Interest Costs. Economic downturn. Sabotage. Law Suits.
Competitive Analysis

Subway is not without competitive pressures. Chief competitors include Yum! Brands, McDonalds, Wendy's, and Jack in the Box. Yum! Brands are the world's largest, with 33,000 restaurants in over 100 countries. Four of the company's highly recognizable brands, KFC, Pizza Hut, Long John Silver's and Taco Bell, are global leaders of the Mexican, chicken, pizza, quick-service seafood categories. Yum! has a workforce of 272,000 employees and is headquartered in Louisville, Kentucky.

McDonald's Corporation (McDonald's) is the world's largest foodservice retailing chain with 31,000 fast-food restaurants in 119 countries. The company also operates restaurants under the brand names 'The Boston Market' and 'Chipotle Mexican Grill'. McDonalds operates largely in the US and the UK and is headquartered in Oak Brook, Illinois employing 447,000 people.

Wendy's International (Wendy's) operates three chains of fast food restaurants: Wendy's (the third largest burger chain in the world), Tim Horton's, and Baja Fresh. Wendy's operates over 9700 restaurants in 20 countries, has been included in Fortune magazine's list of top 500 US companies, is headquartered in Dublin, Ohio, and employs about 57,000 people.

Jack in the Box owns, operates, and franchises Jack in the Box quick-service hamburger restaurants and Qdoba Mexican Grill fast-casual restaurants and is headquartered in San Diego, California.

Target Markets

The increase in sales of the sandwiches has been a result of decreases in consumer interest in hamburgers and fries and increases in demand for healthier options. Sales of sandwiches are growing 15 percent annually, outpacing the 3 percent sales growth rate for burgers and steaks.

Current Marketing Program

A new breed of restaurant is making big gains against the market-saturated hamburger establishments. Termed "fast-casual," these restaurants are dominated by Mexican chains, and sandwich restaurants offering fresh-baked breads and specialty sandwiches.

Responding to evolving consumer expectations for health, fresh, custom-made sandwiches; Subway's marketing program addresses these expectations through a number of approaches. The most notable were the television commercials featuring Jared. These commercials emphasize the healthy aspects of a Subway sandwich by highlighting the 245 pounds Jared lost by eating a Subway sandwich diet. Subway also markets through a national sponsorship in events such as American Heart Association Heart Walks and local events such as triathlons, and children's sports teams.

The Subway example represents marketing and product strategies that are classic examples of focusing on market demand, consumer trends, product leveraging, and innovation. The marketing strategies of creating clear brand recognition, brand and product association, and market demands, have strategically positioned Subway to advance market share into the near future. These marketing strategies are also repeatable fundamental marketing strategies transcending the fast food market. Does your marketing strategy bind brand recognition to products that support your market's future direction?

Fast Food Market Forecast - The Subway Example of Strategic Product Positioning

Reference

Datamonitor Industry Market Research, (July, 2006), United States Fast Food

For more on Mr. McCarty, please refer to http://www.leadershippinnacle.com

Michael McCarty C.C.C.E, MBA

Mr. McCarty has a proven record of accomplishment in strategic leadership roles for fortune 500 companies. He is an award winning performer in the areas of large-scale operations leadership, strategic planning, senior project management, and significant contributions to the bottom line. Michael has successfully leveraged his leadership skills to provide keen insight, vision, direction, and executive support to financial services firms, information technology firms, and the automotive, credit, and insurance industries. He has been particularly effective in start-up and turnaround situations.

Insisting on integrity, self-reliance, resourcefulness, and ingenuity, Mr. McCarty is an action and solution oriented leader capable of making strong financial contributions to the bottom line. Operational leadership in the areas of process improvements, cost analysis, and innovative revenue generation characterize soundly this veteran executive's distinguished career. For more on Mr. McCarty, please refer to http://www.leadershippinnacle.com

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Monday, August 13, 2012

Ella (Chapter 16)

THE HUNTING ACCIDENT AND THE MYSTERIOUS STRAY BULLET

"I'm pregnant," said Lisa.

Negotiation

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''And why do you tell me this?" Michael asked her, being seemingly indifferent and preoccupied with his problems.

Ella (Chapter 16)

"Because it's your child," continued Lisa. She was surprised at his reactions because she knew everything about his troubled marriage.

"Are you sure?" Michael asked her ironically.

"I planned my pregnancy. When I made love with you, I was in my fertile period and every time I was with Jeff I took the birth control pills, "continued Lisa, trying to convince him to believe in what is happening.

"You must prove my paternity first," said Michael. He wanted to end the discussion.

"Sure. I can get a DNA test during the pregnancy."

"Okay. When I have the certitude that I'm the baby's father, I'll tell Nora that I want to divorce, "said Michael.He only wanted to be conciliatory.

"Let's live together. You and me,"said Lisa. She felt instinctively that she must grab her chance.

"I think it's a good idea. Thinking of you and me can be awesome."

"Are you serious?" Lisa ask him, visible happy." It is an unusual circumstance," she said. She tried to explain her position, but Michael didn't let her to continue and said,"No, my darling, quite unusual was our sleeping situation."

"Will you run this risk of ending up with a crazy person like me?"

"Maybe we will not ruin our friendship," said Michael.

"Will you search an apartment for us?" Lisa couldn't believe that it is a real moment and not a dream.

"More likely, I have already a house in my mind.What about Jeff? He is going to be hurt very badly when you ask for a separation. What reason will you give him for your desire to get a divorce?"Michael became curious.

"I have already told him the truth," continued Lisa, speaking very quickly.

"Interesting, I met him a few hours ago and he didn't tell me anything. I'm afraid to see him again because I don't want to put myself in danger. You shouldn't tell him without discussing this situation with me first," said Michael. He felt a little bit nervous.

"For the past five years we've had an open marriage. I told him that I had had an affair, because I could not imagine hiding who I was from him. After that, he was curious to be with someone else and it worked.We had a wonderful time in bed. We had a good marriage. I told him that I got pregnant accidentally because I forgot to take my pill. He understood my situation," said Lisa.

"Are you serious? I know your husband better than you do, and you're the one who have been married to him for many years. It's very pathetic. Maybe he leaves you now because he has to do this, but he will never forgive you for what you are doing to him," said Michael, being very sure of what he said.

She chewed thoughtfully on a stray cuticle.

"Dividing the possessions may be difficult because we've been married for one decade. I need a lawyer for the divorce negotiations and for knowing what I absolutely can keep. I don't want to lose anything that belongs to me," Lisa continued.

"The bulk of his wealth is hidden in bank. Much of his wealth has shrunk in recent years in the eyes of the public, but Jeff remains extremely wealthy. His bank accounts remain hidden from view. You will not get anything from him. Listen what I say, Jeff is an old fox. It is better to reach an understanding with him," said Michael.

"I'm a father!" Alexander exclaimed, keeping so tenderly the little life in his arms.He felt responsible for this little life and a little scared. He wasn't sure he could assume the responsibilities for being a good father for his child.

"How do you feel?" Ella asked him, being a little amused " You seem to be so helpless, Alexander!" She tried to encourage him. She knew that he may just not have enough confidence in himself.

"I feel very confused and excited at the same time. I don't know why I feel so," said Alexander, becoming suddenly very serious. He wanted to believe that his child can eventually overcome the difficulties and succeed in life. He was not sure of himself. He was particularly an introvert man, but becoming a father was a very important moment for him and he tried to express himself.

"Maybe because you don't know what means to be a father," said Ella. Ella knew that he was prepared for this moment, but the emotions overcame him. She fell upon her knees, looked up to heaven and uttered aloud a fervent thanksgiving, in which she spoke of her helpless husband and her little child, waiting His hand to save them from perishing. Alexander smiled because of her reactions and he tried to express his faith in front of The Lord. He understood that she thinks that his reactions are exaggerated.

"I felt a great sense of responsibility from the moment I saw Emanuel. You're completely wrong. I love you so much in this moment. You're completely mine. I need to make love with you.Ask me why I want to do this."

"Why do you want to do this?" asked Ella, looking at him with sparkling eyes and smiling.

"I want to make love with you because I miss my little girl. I want a little girl like you," said Alexander, caressing the little boy.

Ella kissed him.

"It's a little early for making love. You must wait a few weeks. But loving and caring for our baby is the most important thing we can do in our lives," said Ella.

Alexander began to kiss her and he lied in bed near her with the baby in his arms. He said,"He's my little prince. He will have the best chance in life."

"You must speak to him," said Ella.

"I speak to him all the time. You need time to rest, my darling, try to sleep.I will stay with him. In an hour he will get up and he will want to suck milk from your breast."

The men hunted together because this was a part of their bonding. The deer hunting was not a dangerous affair. Many of the tasks, in which they were engaged, required some kind of trainings. A safe hunting experience depended more on the gun handling abilities.Men usually hunted together for obtaining one thing,the meat,even if they were doing so many other things together such as making the coffee, preparing the meals, working with the firearms and blinds, carting around the deer, butchering and processing the meat and sitting around the fire for eating the deer stew. For others the hunting meant training for more hunting.

Generally, the number of legal deer that could be taken was maximized. Every legal hunter had a license for his weapon. The guns were maintained and adjusted for their accuracy.After the hunting, they took the meat for processing it and dividing it up. Usually, the bonding happened without anything going wrong because they were experienced hunters.

"Can we avoid the poaching?" David, who was against poaching, wanted to react somehow because he was afraid.

"I have only a little idea about how much poaching happen in this area," said Victor.

"Hey, Jeff, how many deer are here?" Daniel was very optimistic.

"No one can tell you this. Anyway, many more than we can hunt," said Jeff.

"We have a quota of the deer," said Michael, who was a very experienced hunter.

"How many deer can we hunt?" David asked Jeff. He was a beginner and he had no idea about hunting, in general.

"Ten deer," said Jeff.

"I hope that we have enough blinds and weapons for this,"said John, who was a follower, searching for the prey capture.

"Yes, we have and the weather is on our side," said Klaus. He remained calm and completely unmoved for a few seconds. His gaze was fixed on the sky.

"Be careful with that gun, David! Guns are dangerous and sometimes the accidents cannot be avoided," said Alexander.

"The most of the accidents take place because of inexperienced hunters. We have to learn to do this," said Jeff.

"When you see a hunter with his gun pointed right at you, try to say something," laughed Michael.

"The firearms can discharge themselves unexpectedly. I'm serious," said Victor.

"When the safety device is not engaged, they can discharge this way. The most of the shooting accidents are not caused by a dark demon hiding in the forest," said Brandon.

"Nothing will happen if you follow the standard procedure," said John.

It was in the morning and they were greeted with a beautiful sunrise. The sun's rays gave to the granite face of the mountain an orange sheen. The colors changed as the sun climbed into the sky until they reached their blue granite hue. Everything seemed to be so beautiful like a visual symphony of colors.

"Too many idiots with guns and no proper training," said Klaus.

"Wonder how many people waited the hunting season to kill their neighbor?" David laughed, trying to overcome his fear.

"Hey, this is too much," said John.

"I have never killed anything until now, not even a single bird," said David.

"Let me explain. You can place a lime stick so as to form a natural perch among the tree.The warbler can land on the branch and it can remain, fluttering, until you,the great hunter,will tear it off," said Jeff, smiling with indulgence.

"It's very interesting," said Daniel, "I didn't know this."

"The real hunters are trying to look like the surrounding vegetation," said Michael.

"The hunter really hopes that the deer will come to him," said John.

"A mature deer's nose can smell one thousand times better than a human nose," said Jeff.

"They lick their nose to moisten the scent," said Michael.

"You can play the wind to fool the old wary deer," said Klaus.

"Being downwind of the deer with a steady stiff breeze, you can get closer to it," said Jeff.

"Or you can sit in a stand when the wind is blowing the wrong way and you can have all the chances to ruin the shooting of the buck," said Michael, laughing.

"Did you use the scent neutralizing spray, David?" Victor asked him.

"No. What should I spray?" David was somewhat scared.

"The clothes, the fanny packs and the equipment," said Victor.

"When you are in the wood, you must smell like the wood," said Michael, laughing again.

"The secret is to search for the places, where the other hunters don't go to hunt. Those places are the places, where the deer usually go. Try to call it, Michael," said Jeff.

"I can't now, maybe you can try instead of me," said Michael.

"You know that my voice is not good. I call them too loud," said Jeff.

"Okay," said Michael.

The hunters crouched behind the trees to inspect the area through their weapon sights and they waited the deer to appear. They set up their firing positions..

"Look," said Daniel.

"Wait for the deer to step out from behind that bush first. When it steps out, we can shoot," said Jeff.

"Now," said Klaus.

"Help!!!!"

'What happened?"David looked around, visibly surprised.

"The deer is dead,"said Klaus.

They turned around searching for Alexander. A bullet from a strange unknown rifle fizzed past his right ear. Alexander was sitting at the bottom of a muddy mound. It bounced off a tree trunk and spiraled into the air before coming to rest two yards to his left. He sprinted behind a tree, his body bent and launched himself into some kind of ditch on the other side of the tree.

"I moved my head to get a better view and a split second later I felt a bullet fizz past my ear. I felt the heat brushing my ear," said Alexander.

"That shoot came at the same time with our shoots. Someone else was shooting at us,'' said Brandon.

"Maybe someone tried to murder you, Alexander," said Victor.

Everyone around understood that Alexander felt a violent emotion. They gazed at him with respect.

"Call the police!" Jeff told Michael, visibly nervous.

Into the silence of the atmosphere, the wail of the siren came with the shock of a thunderclap. The policemen leaped to their feet and rushed out. They reached the forest within three minutes.

The hunters have been interviewed by the police. The police also inspected their weapons.

The cops said that it looked like an accident in the beginning, but they discovered that the bullet didn't belong to any gun used by the hunters.

"The shot was fired from the east, about forty yards away," said the policeman.

"Maybe it was a hunter belonging to another group, shooting in a wrong direction," said Victor, visibly shocked.

"The shooter used a high-powered rifle, which was illegal for the deer hunting," said the policeman.

"Then, maybe it was a poaching man," said John

"The shooting is very suspicious, but I can't say whether it was a hunting accident or something sinister," said the policeman.

"Someone fired the weapon, anyway, against him. I'm really very scared. It could happen to anyone of us," said John, being visible very scared.

"Generally, the fear of crime is far greater than the crime itself,"said Victor.

"A hunter can shoot accidentally another hunter, when he is trying to hit a passing deer. Sometimes, some several more shots were fired than deer killed, and in some cases, the hunters were out in the woods with their firearms and never got a shot at all. There were some incidents, in which the bullet graze was simply not reported.All these can happen accidentally. But the caliber used for this shooting didn't belong to the guns, generally used for hunting,"said the policeman and he continued,"How do you feel, Alexander?"

"I'm okay now,"said Alexander.

"Did you see any person around?" The policeman asked him.

"No," said Alexander.

"Do you have an enemy?"

"I don't know," continued Alexander.

"We couldn't make any headway in finding the guilty person. This is very strange," said the policeman. Yet, he continued, "Maybe you know the reason why he tried to shoot you."

"No," said again Alexander.

"So, the motive behind your bizarre accident is unknown," said the policeman.

"Maybe the bullet was for someone else," said Alexander

"Probably, it was someone who needed only targets around him and never a sport hunting," said John.

"Indeed," said the policeman. "Maybe he hid behind another smokescreen, but we will find the truth.This is a promise," continued the policeman.

Ella (Chapter 16)

Marieta Maglas

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Saturday, August 11, 2012

What Causes Anger?

Anger is a strong emotion of displeasure caused by some type of grievance that is either real or perceived to be real by a person. The cognitive behavior theory attributes anger to several factors such as past experiences, behavior learned from others, genetic predispositions, and a lack of problem-solving ability. To put it more simply, anger is caused by a combination of two factors: an irrational perception of reality ("It has to be done my way") and a low frustration point ("It's my way or no way"). Anger is an internal reaction that is perceived to have a external cause. Angry people almost always blame their reactions on some person or some event, but rarely do they realize that the reason they are angry is because of their irrational perception of the world. Angry people have a certain perception and expectation of the world that they live in and when that reality does not meet their expectation of it, then they become angry.

It is important to understand that not all anger is unhealthy. Anger is one of our most primitive defense mechanisms that protects and motivates us from being dominated or manipulated by others. It gives us the added strength, courage, and motivation needed to combat injustice done against us or to others that we love. However, if anger is left uncontrolled and free to take over the mind and body at any time, then anger becomes destructive.

Negotiation

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Why We Need to Control Anger

What Causes Anger?

Just like a person who is under the control of a street drug---a person under the influence of anger cannot rationalize, comprehend, or make good decisions because anger distorts logical reasoning into blind emotion. You become unable to think clearly and your emotions take control of your actions. Physiologically speaking, anger enacts the fight or flight response in our brain, which increases our blood pressure and releases adrenaline into our bloodstream, thereby increasing our strength and pain threshold. Anger makes us think of only two things: (1) Defend, or (2) Attack. Neither of these options facilitates a good negotiation.

Internal Sources of Anger

Our internal sources of anger come from our irrational perceptions of reality. Psychologists have identified four types of thinking that contribute to anger.

1. Emotional reasoning. People who reason emotionally misinterpret normal events and things that other people say as being directly threatening to their needs and goals. People who use emotional reasoning tend to become irritated at something innocent that other people tell them because they perceive it as an attack on themselves. Emotional reasoning can lead to dysfunctional anger in the long run.

2. Low frustration tolerance. All of us at some point have experienced a time where our tolerance for frustration was low. Often stress-related anxiety lowers our tolerance for frustration and we begin to perceive normal things as threats to our well-being or threats to our ego.

3. Unreasonable expectations. When people make demands, they see things as how they should be and not as they really are. This lowers their frustration tolerance because people who have unreasonable expectations expect others to act a certain way, or for uncontrollable events to behave in a predictable manner. When these things do not go their way, then anger, frustration, and eventually depression set in.

4. People-rating. People-rating is an anger-causing type of thinking where the person applies a derogatory label on someone else. By rating someone as a "bitch" or a "bastard," it dehumanizes them and makes it easier for them to become angry at the person.

External Sources Of Anger

There are a hundreds of internal and external events that can make us angry, but given the parameters of a negotiating situation, we can narrow these factors down to four general events.

1. The person makes personal attacks against us. The other side attacks you along with the problem in the form of verbal abuse.

2. The person attacks our ideas. The other side chops down our ideas, opinions, and options.

3. The person threatens our needs. The person threatens to take away a basic need of ours if they do not get their way i.e. "I'll make sure you'll never work in this city again."

4. We get frustrated. Our tolerance level for getting things done might be low or affected by any number of environmental factors in our lives.

Factors That Lower Our Frustration Tolerance

1. Stress / Anxiety. When our stress-level increases, our tolerance for frustration decreases. This is why there are so many domestic disputes and divorces over financial problems.

2. Pain. Physical and emotional pain lowers our frustration tolerance. This is because we are so focused on taking care of our survival needs, that we do not have time for anything or anyone else.

3. Drugs / Alcohol. Drugs and alcohol affect how our brain processes information and can make a person more irritable or bring forward repressed emotions or memories that can trigger anger.

4. Recent irritations. Recent irritations can also be called "having a bad day." It's the little irritations that add up during the course of the day that lower our tolerance for frustration. Recent irritations can be: stepping in a puddle, spilling coffee on your shirt, being late for work, being stuck in a traffic jam, having a flat tire.

Recognizing the Physiological Signs of Anger

By recognizing the physiological signs of anger, we can attune ourselves to know when it is time to take measures to make sure that our level of anger does not get out of control. Here are some symptoms of anger:

1. Unconscious tensing of muscles, especially in the face and neck.

2. Teeth grinding

3. Breathing rate increases dramatically

4. Face turns red and veins start to become visible due to an increase in blood pressure

5. Face turns pale

6. Sweating

7. Feeling hot or cold

8. Shaking in the hands

9. Goosebumps

10. Heart rate increases

11. Adrenaline is released into your system creating a surge of power.

Am I Right to be Angry?

Damn right you are. You have your own perception and expectation of the world that you live in and when the reality that you live in fails to meet your expectations, then yes you have the right to be angry. Afterall, if everyone thought alike, then the world would be a pretty dull place to live. You are going to run into situations that you don't enjoy. You are going to run into people who don't respect your views and ideas. The feeling of anger is totally justified according to your beliefs and so don't repress or deny those feelings.

Having to right to feel angry does not mean that you have the right to lash out in anger by attacking the other person. You can't change the views of other people to conform to your own because, like you, they have their own right to uphold their view of the world. The best thing you can do is recognize your anger and focus it on the problem instead of your counterpart.

Key Points

Being angry or frustrated is just like being under the influence of a drug. It prevents you from rationalizing and thinking logically.

Anger is caused by a combination of an irrational perception of reality and a low frustration point.

Anger is a natural response and you have every right to be angry, but you must learn to keep that anger in check during a negotiation because once you react in any negotiation, then you lose the agreement.

What Causes Anger?

Tristan J. Loo is an experienced negotiator and an expert in conflict resolution. He uses his law enforcement experience to train others in the prinicples of defusing conflict and reaching agreements. Visit the Street Negotiation website at http://www.streetnegotiation.com or contact tristan at: tristan@streetnegotiation.com

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