HOME MADE SEX VIDEO

I counselled a young guy who was addicted to masturbation. He told me he can’t do without masturbating. One thing that struck me in his confession was when he said, ‘my mum caused all this for me’.

Curiosity got hold of me & I asked him, how? He said; he started masturbating since when he was 4 years old. ‘ my mum dresses up before me, I am used to seeing her nakedness. I am not moved to have sex with her but I always long to see mature ladies naked just the way I always see my mum dressing up naked before me. I still remember seeing her nakedness regularly till I was 8years& my dad do shout on her, ‘send this boy out before you dress…’ , but my mum would always reply by saying, ‘will my son sleep with me?

Stop planting evil thought in his heart’. Anytime I see my mum’s naked body, I long to see ladies’ naked body, I went into sex at age 10 and till now I am not free from sex& heavy pornography & masturbation…’
Dear parents, I hope you are not guilty of this? You are dressing up before your 2 years son/daughter& you say he/she doesn’t know anything yet? . Some couples will be having sex while their close to 2 years old child will be in their room with them & they will feel, he can only see, he can’t understand. Sir/ma, that your child does not need to understand. Continue reading HOME MADE SEX VIDEO

Business Models – Understand the Retail

Unless they are personally involved in retail, most people have no idea how stock of a product gets onto the shelves.
Many are perplexed when a product such as a toy is in great demand, they don’t understand why the retailers don’t have stock of a product that customers want to buy.

To find out why, let’s take a look at the process a product goes through to get from ideas to product on the shelf.
There are a number of routes by which products may come to market.

Wholesalers, distributors and importers research their source markets for new products. They may be shown ideas by designers attached to the factories they work with.

They may be shown extensions and additions to successful ranges. They may see product in the factory showroom which has been commissioned by others, or successful in other countries.

There may have been an exclusivity agreement in place for a couple of seasons which has now expired.

Or they may themselves commission ideas for new products. Continue reading Business Models – Understand the Retail

WISE WORDS FROM A GREAT THINKER AND OBSERVER!!

Buffalos kill 7 people every year.
Lions kill 500 people every year.
Hippos kill 800 people every year.
Spiders kill 5000 people every year.
Scorpions kill 7000 people every year.
Snakes kill 10000 people every year.
And then, surprisingly,

Mosquitoes kill 2.7 million people every year. Yes, the smallest are the deadliest!

Small ‘sins’, hardly noticed by many, are the most deadly to your spiritual life.

Avoid excuses for not praying and allotting few moments of your day to your Creator.

Sins of omission are just as deadly as sins of commission.

Gossiping and small lies, are committed more frequently and are deadly.

Mind those little compromises that you do daily. They are the ones that will bring your downfall. Continue reading WISE WORDS FROM A GREAT THINKER AND OBSERVER!!

Business Management – Organisational Skills

Organisational skills is a term that describes the ability to use time, energy, and resources effectively to ensure you achieve your goals and objectives.

It is a business competency that is a basic requirement for anyone who has business ambitions .It is not just about good filing and effective scheduling, but also about forward planning, and continually reviewing the business plan and the company direction, goals and objectives. Time management skills have a part to play.

We cover time management skills on our sister site .Follow this link to learn more
http://www.whatisacareer.com/time-management/
Being well organised allows you to operate effectively, easily access business data, prioritise, focus on goals and keep staff and employees updated.

Poorly organised behaviour can irritate managers, staff, and customers, and waste everyone’s time. .Even if someone is brilliant, their poor organisational skills can impinge on everyone around them, and can even lead to a general loss of productivity and effectiveness for the whole department or business.

It pays to keep order in your physical surroundings, your office, and your computer files, as well as in your thinking, as it helps to run the business as effectively as possible.it will help you to be punctual for meetings and appointments , hit your deadlines and maximise your own and others productivity . You will be working smarter, not harder. You can be seen to be depended upon.

Management and organisational skills
Key management and organisational skills would include the ability to;
Plan
Focus
Manage time
Prioritise
Multi task
Pay attention to details

And to Deploy ;-
Analytical skills
Communications skills.
Problem solving skills
Decision making skills
People skills
Team skills
Improving your organisational skills

Here are some ideas to help you develop your organisational skills
Plan and schedule. Plan next week at the end of this week , plan tomorrow tonight
Keep a list of what needs to be done. You don’t have to do everything yourself. If you make a list , it will help you to select what you can delegate and prioritise the rest
Set goals with timelines
Prepare in advance. Never arrive at a meeting or an appointment without having prepared yourself as best you can. Even if time is tight, try to refresh your memory, or ask someone to summarise previous contacts between the two parties for you.

Prepare each evening for the following day, even if you just have time to read through your planned itinerary. This way your subconscious mind will work on details overnight and you may wake with some great business ideas. Also you will sleep better knowing you have the day sorted out in your mind.

Try beginning your day early. Many successful people have this habit in common. Productivity is often at its highest early in the day, and you can probably reflect and plan in peace at that time of day.

Use an effective filing system so you don’t waste time looking for the right file or folder.

Evaluate your priorities on a regular basis. Don’t perform tasks out of habit
Don’t undertake unrealistic deadlines -Say no if you have to, giving your reasons.

I hope that quick look at organisational skills has been a useful reminder for you , and you have each found something to work on.

Don’t forget to take a look at the time management skills section on our sister site
http://www.whatisacareer.com/time-management/

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Management Theories – Nudge Theory

We all make decisions every day –what to buy, eat, cook, choose, and spend our money on. But do we always choose well? What are the factors that influence those choices?

Are all the facts that influence our choices presented to us in an unbiased, neutral way? Or sometimes do we receive a little “nudge “?

In 2008 a book on behavioural economics, was published. It was called Nudge, and was written by US academics Cass Sunstein and Richard Thaler.

The authors demonstrate how to nudge people in a particular direction, without restricting their freedom of choice.

The theory is that by understanding how people think, we can use positive reinforcement to influence how they act, and help them choose wisely, for their good and the benefit of society.

Political theorists and people in policy making positions were interested in the idea that behavioural economics could improve the effectiveness of government using indirect suggestions rather than legislation, or enforcement.

Research indicated that people could be steered towards better decisions by presenting choices differently.

Politicians seized on the theory that they could subtly encourage people to shift their behaviour by influencing their decision making , and many governments around the world quickly set up “nudge units “ designed to help people think more appropriately and improve their lifestyle choices such as health nutrition and exercise . The tricks of behavioural psychology could “nudge” the public into doing the right economic thing.

It is more subtle and less direct than classic enforced change. Politicians prefer to influence us by subtle nudges rather than pass legislation.

Nudge theory was first popularised in America in the early 2000s, as a different approach to influencing the way that people thought about financial products , such as pensions, savings and healthcare. This was intended to improve the quality of their later life, rather than to enrich the financial industry.

It is important to note that Nudge was initially developed by academics as a moral theory. It was intended to improve society, not to be a tool for commercial gain, or to enable governments to control.

Examples
An example of how a nudge might replace an enforcement might be;-

Instead of putting up “no littering” signs, and threatening to fine people, an authority places more litter bins in prominent and accessible places.

Rather than instructing people, governments try to educate and inform them about say, better lifestyle choices.

For the government to improve home energy efficiency, they might show people how much less their neighbours spent on gas and electricity than they did, rather than badgering them about saving energy
Teachers and parents discuss issues with people rather than talking down to them.
Governments try to embarrass tax evaders into paying taxes by telling them what percentage of the population pay them voluntarily, rather than pursuing them for unpaid taxes.

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30 RULES FOR GODLY WOMEM, EVERY WOMAN SHOULD KNOW (KEEP YOUR HUSBAND)

1). Never raise your voice for any reason to your husband. Its a sign of disrespect.(Prov 15v1)

2). Don’t expose your husband’s weaknesses toyour family and friends. It will bounce back at you.You are each other’s keeper.(Eph 5v12)

3). Never use attitudes and moods to communicate to your husband, you never know how your husband will interpret them. Defensive women don’t have a happy home.(Prov 15v13)

4). Never compare your husband to other men, you’ve no idea what their life is all about. If you attack his Ego, his Love for you will diminish.

5). Never ill treat your husband’s friends because you don’t like them, the person who’s supposed to get rid of them is your husband.(Prov 11v22)

6). Never forget that your husband married you, not your maid or anyone else. Do your duties.(Gen 2v24)

7). Never assign anyone to give attention to your husband, people may do everything else but your husband is your own responsibility.(Eph 5v33)

8). Never blame your husband if he comes back home empty handed. Rather encourage him.(Deut 3v28)

9). Never be a wasteful wife, your husband’s sweat is too precious to be wasted.

10). Never pretend to be sick for the purpose of denying your husband sex. You must give it to him how he wants it. Sex is very important to Men, if you keep denying him, it is a matter of time before another woman takes over theat duty. No man can withstand sex starvation for too long(even the anointed ones) (SS 7v12)

11). Never compare your husband to your one time sex mate in bedroom, or an Ex-lover. Your home may Never recover from it if you do.(SS 5v9)

12). Never answer for your husband in public opinion polls, let him handle what is directed to him although he may answer for you in public opinion polls.(Prov 31v23)

13). Never shout or challenge your husband in front of children. Wise Women don’t do that.(Eph 4v31)

14). Don’t forget to check the smartness of your husband before he checks out.(Prov 12v4)

15). Never allow your friends to be too close to your husband.

16). Never be in a hurry in the bathroom and on the dressing table. Out there your husband is always surrounded by women who took their time on their looks.( 1 Sam25v3)

17). Your parents or family or friends do not have the final say in your marriage. Don’t waste your time looking up to them for a final word. You must Leave if you want to Cleave.(Luke 21v16)

18). Never base your love on monetary things. Will you still submit to him even if you earn more money than him?

19). Don’t forget that husbands want attention and good listeners, never be too busy for him. Good communication is the bed rock of every happy home. (Gal 6v9)

20). If your idea worked better than his, never compare yourself to him. Its always teamwork.(Gal 6v10)

21). Don’t be too judgemental to your husband. No man wants a Nagging wife.(Eph 4v29)

22). A lazy wife is a careless wife. She doesn’t even know that her body needs a bath.(Prov 24v27)(Prov 20v13)

23). Does your husband like a kind of cooked food?, try to change your cooking. No man jokes with food. (Prov 31v14)

24). Never be too demanding to your husband,enjoy every moment, resource as it comes.(Luke 11v3)

25). Make a glass of water the very first welcome to your husband and everyone entering your home. Sweetness of attitude is true beauty. (Prov 31v11)

26). Don’t associate with women who have a wrong mental attitude about marriage.(Prov 22v14)

27). Your marriage is as valuable to you as the value that you give it. Recklessness is unacceptable.(Heb 13v4)

28). Fruit of the womb is a blessing from the Lord, love your children and teach them well.(Prov 22v6)

29). You are never too old to influence your home. Never reduce your care for your family for any reason. (Prov 31v28)

30). A prayerful wife is a better equipped wife, pray always for your husband and family(1 Thess 5v17)

Have a lovely day….. God bless u all.

Leave your comment……

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How Can Theory X And Theory Y Improve The Situation?

Now that you understand the reason for this type of behaviour you can begin to formulate a plan to improve matters. It is best not to confront them with accusations about their style of management, better to try to work with them and “manage upwards “.

As they are so results oriented, the best way to achieve this is to deliver the results they want or need.

Try to understand what their agenda and motivation is. Perhaps they are genuinely busy, are stressed, and have too much on their plate. In this case can you take something off them to lighten their load?

Manage up

Perhaps they are just a chronically bad organiser? Can you get some structure into the system? Help them deliver?

It is useful to anticipate their requirements so that you are able to foresee what they will need, so try to have an open dialogue with them, and get them to think ahead and plan what everyone should be doing now, tomorrow, next week and so on.

Remember their personality is such that they want facts and figures, not thoughts and feelings. They deal in objectives and achievements and are not interested in people’s welfare or development. They may not have much empathy or understanding of these type of issues.

If you can get them to share their objectives, you can align yours with them. As they see you are taking control of the situation, managing yourself, they may feel that they don’t have to control you so tightly and will leave you alone.

Try to deliver

Always make sure you deliver what you say you will, so that they build trust with you. If you have an unrealistic schedule which will not allow you to deliver what is asked of you, you must state clearly why it cannot be achieved. Don’t be negative or unreasonable, but be calm and constructive. Set out what you can deliver, when and why. Look for ways to achieve both of your objectives by a different method or form of compromise.

If the methods they propose to achieve do not suit your working methodology, agree on the results that are required and ask them to let you achieve it your own way. As long as they get the results, they probably won’t care how you achieve them
Don’t confront them by shouting or threatening to report them, but defend yourself reasonably. Remember they probably act like this in response to their own problems. You can help break the deadlock by showing them you are motivated, and willing to take responsibility.

Remember, we began by considering that Theory X management is based on the belief that most people do not like work and must be forced to work towards their company goals and objectives. You need to change their thinking by showing them that is not correct in your case. In turn they should “lighten up “a bit, especially if you help them solve some of their problems.

Theory Z

As a footnote, theory Z was developed in 1981 by William Ouchy . It advocates a management style that combines theory Y and modern Japanese management. It assumes workers have a loyalty to their company and want to use team work and exercise a great deal of freedom in their work. The style relies on the workers attitude and willingness to accept responsibility, rather than on their management.

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How Can Theory X and Theory Y Help You to Work With a Difficult Manager?

I see many comments and feedback on the site from people who say their manager is not easy to work with, and does not practise the enlightened behaviours we often discuss. And many people ask me for advice on how they can work with difficult managers.

This type of manager can sometimes be referred to as a theory X manger, whereas a more liberal, contemporary style of management is referred to as a theory Y.
Let’s begin by having a look at Theory X and theory Y to help us understand what is happening here.

What is Theory X and theory Y?

It is worth having a look at the theory in detail. It addresses motivation and management and has been used to develop a positive management style. It is often used to improve organisational culture and development.

McGregor’s theory postulates that there are basically two ways of managing people. Theory X is an authoritarian style of management, based on a belief that most people do not like work and must be forced to work towards their company goals and objectives. They need to be closely supervised, will avoid responsibility and are not ambitious. They only want security. This style of management does not encourage staff development, and fosters a limited, depressed culture. It is generally held to be unhelpful and produce poor results
Theory Y is a more participative management style, based on the belief that people will naturally make an effort at work, and will automatically try to achieve company goals and objectives, as long as their achievements are associated with rewards. They welcome responsibility and many people will use their creativity and ingenuity to solve company problems.

This style of management is liberating, allows staff to develop, achieve things, and enables and empowers them. It is generally held to be more constructive and beneficial, allow people to grow and develop and produces better performances from staff.

Why do managers behave like this?

Sometimes it helps to understand why managers behave as they do. Theory X managers are often responding to pressure from their own managers, or from external influences such as business problems or cash flow problems if they are the business owner. Maybe they have personal problems, family issues. Perhaps they are under a great deal of pressure one way or another and this is what influences their behaviour.

Theory X managers can be characterised as results-driven and intolerant. They will often issue deadlines, threats and instructions, rather than asking for something to be done. They may be short tempered, often angry, arrogant, or elitist. They are not usually good at team building, and are not interested in the welfare of their staff. They never offer praise, delegate, listen or thank their staff.

They are often a nightmare to work for, and create an extremely unpleasant situation for everyone concerned. In the next lesson we will consider what action you can tak.

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How Can Theory X and Theory Y Help You to Work With a Difficult Manager?

I see many comments and feedback on the site from people who say their manager is not easy to work with, and does not practise the enlightened behaviours we often discuss. And many people ask me for advice on how they can work with difficult managers.

This type of manager can sometimes be referred to as a theory X manger, whereas a more liberal, contemporary style of management is referred to as a theory Y.
Let’s begin by having a look at Theory X and theory Y to help us understand what is happening here.

What is Theory X and theory Y?

It is worth having a look at the theory in detail. It addresses motivation and management and has been used to develop a positive management style. It is often used to improve organisational culture and development.

McGregor’s theory postulates that there are basically two ways of managing people. Theory X is an authoritarian style of management, based on a belief that most people do not like work and must be forced to work towards their company goals and objectives. They need to be closely supervised, will avoid responsibility and are not ambitious. They only want security. This style of management does not encourage staff development, and fosters a limited, depressed culture. It is generally held to be unhelpful and produce poor results
Theory Y is a more participative management style, based on the belief that people will naturally make an effort at work, and will automatically try to achieve company goals and objectives, as long as their achievements are associated with rewards. They welcome responsibility and many people will use their creativity and ingenuity to solve company problems.

This style of management is liberating, allows staff to develop, achieve things, and enables and empowers them. It is generally held to be more constructive and beneficial, allow people to grow and develop and produces better performances from staff.

Why do managers behave like this?

Sometimes it helps to understand why managers behave as they do. Theory X managers are often responding to pressure from their own managers, or from external influences such as business problems or cash flow problems if they are the business owner. Maybe they have personal problems, family issues. Perhaps they are under a great deal of pressure one way or another and this is what influences their behaviour.

Theory X managers can be characterised as results-driven and intolerant. They will often issue deadlines, threats and instructions, rather than asking for something to be done. They may be short tempered, often angry, arrogant, or elitist. They are not usually good at team building, and are not interested in the welfare of their staff. They never offer praise, delegate, listen or thank their staff.

They are often a nightmare to work for, and create an extremely unpleasant situation for everyone concerned. In the next lesson we will consider what action you can tak.

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The Path to Innovation: The Cloud as the Quickest Shortcut

One of the biggest issues companies face with innovation is integrating new systems into legacy systems.

Everyone wishes they could simply start with a greenfield deployment and avoid that hassle – but in the past, that integration has been highly complex. Now it’s becoming less complex, thanks to the cloud. Even so, whenever a company deploys a cloud, there’s always going to be the issue of eventual integration. How can companies use the cloud to “start from scratch” and still make it part of the enterprise architecture later?
Let’s start with what the cloud brings to the table when it comes in the form of software-as-a-service (SaaS).

In a nutshell, it enables companies to take advantage of innovation more quickly than they would have been able to in the past.

Procurement is certainly faster. Upgrades are easier, because they’re done once in a central location. And companies can even try out new cloud-based services to determine their efficacy. Overall, SaaS applications are less of a burden on IT, and lines of businesses get access to advanced application capabilities. The same advantages apply to infrastructure-as-a-service (IaaS) and platform-as-a-service (PaaS) scenarios as well. Continue reading The Path to Innovation: The Cloud as the Quickest Shortcut