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.

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?
Check For The New Release in Health, Fitness & Dieting Category of Books NOW!
Check What Are The Top Cooking Books in Last 90 Days Best Cheap Deal!
Check For Cookbooks Best Sellers 2012 Discount OFFER!
Check for Top 100 Most Popular Books People Are Buying Daily Price Update!
Check For 100 New Release & BestSeller Books For Your Collection

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

watch mobile phone Hot Deals Tektronix Power Supply 18V 5A 90W

Writing an RFP (Request for Proposal)

A while back, a potential client provided me with some general details of the writing work he wanted me to do for his company. Then he asked me to send him a proposal.

Proposal?! I panicked as I tried to confirm with him what he meant by that since I had never done one before, at least not as a freelancer.

I must've not really wanted to pursue this opportunity since I didn't bother to do research or follow up with the company after submitting a contract instead of a proposal. A little time passed, I came across an article on writing RFPs (Request for Proposal). Ding! The light bulb went on. This guy verbally gave me his RFP and wanted a written response.

Writing an RFP (Request for Proposal)

When a company needs a project to be completed by a contractor or outside source, they write a RFP. This is a formal document describing the project, how the contract companies should respond, how the proposals will be reviewed, and contact information. Often, the company documents the submission guidelines to make it easier for them to compare responses. There are no specific standards or guidelines for creating the RFP, but government agencies usually strict standards they follow when conducting the proposal process.

Outside companies read the RFP and write a proposal (a bid) explaining how they can best provide and meet those needs. When writing the proposal, the company should closely follow the guidelines established in the RFP to avoid being removed from consideration for the potential project.

A typical proposal contains:

Executive summary - summary of the entire proposal Statement of need - why project is necessary Project description - How project will be implemented and evaluated Organization information Project schedule Budget Conclusion

My situation was an informal version of all this. The client gave me a high level overview of what I might do for him. If I knew then what I know now, I would've written up a description of the client's needs and how I would complete the work in meeting those needs.

Small businesses would likely do a proposal in between the one I got and the complex government required ones. Most small businesses will be prompted to write a proposal when approaching a client. The client may ask you to submit a proposal outlining what you can do for them. In this case, write a proposal including the elements of a typical proposal and keep it short and to the point especially if the client is not a large company.

There are examples of RFPs and responses peppered throughout the Web, but which one you can learn from depends on the type of work involved. A proposal can be two pages or as big as a book. Rely on your favorite search engine and do the research to create an unbeatable proposal.

Writing an RFP (Request for Proposal)
Check For The New Release in Health, Fitness & Dieting Category of Books NOW!
Check What Are The Top Cooking Books in Last 90 Days Best Cheap Deal!
Check For Cookbooks Best Sellers 2012 Discount OFFER!
Check for Top 100 Most Popular Books People Are Buying Daily Price Update!
Check For 100 New Release & BestSeller Books For Your Collection

Meryl K. Evans, Content Maven, is Editor-in-Chief of eNewsletter Journal and The Remediator Security Digest. She's a slave to a MarketingProfs weekly column and a Web design reference guide at InformIT. She is the author of the popular e-report, How to Start a Business Blog and Build Traffic. Visit her site at http://www.meryl.net/blog/ for free newsletters, articles, and tips.

watches mobile phone Cheap Maxell Cleaning Tape Sdlt 1 S4 Low Price Mmf Industries Tamper Evident Cash Bags Discounted Genuine Gm Parts 20793342 Driver Side Front

Styles Of Negotiation

Our style of negotiation will be influenced by the style of the other party. If both
sides are adversarial; there will be little trust between the two parties, however, if
one side decides to be co-operative, there is a danger the other side will use this
apparent sign of weakness to their advantage.

Co-operative bargaining has the advantage of being a more efficient style of
negotiation, however certain rules have to be followed by both parties for it to
work. Let us look at the two styles of bargaining and their features:

Features Of Adversarial Bargaining:

Styles Of Negotiation

o Each side takes up a position and defends it.

o Opening bids are set at unrealistic levels; too high or too low, in order to give

room for manoeuvre.

o Movement is small or non-existent until later on in the negotiation.

o Tactics are used to gain short term advantage.

o Too much emphasis is placed on trust. .This really is my best price!

o Information is withheld, or misrepresented.

o The outcome is often "win-lose", or "lose-lose".

o The more aggressive negotiator usually does best.

o This style does not encourage long term, mutually beneficial relationships.

o Neither side asks enough questions, or explores alternatives in sufficient depth.

Features Of Co-Operative Bargaining:

o Each side recognizes that the other has needs and feelings and accepts implicit rules.

o Objective measures are taken of what is fair and reasonable.

o Trust is not an issue as either side is willing to share information.

o This style is friendly, but not soft. There is a willingness to trade concessions.

o There is a clear, communicable strategy.

o Bad behavior is punished.

o This style involves creative problem solving.

o It encourages long term, mutually profitable relationships.

o Each side asks more questions and explores alternatives, rather than taking up fixed positions.

o The usual outcome is "win-win".

Copyright © 2007 Jonathan Farrington. All rights reserved

Styles Of Negotiation
Check For The New Release in Health, Fitness & Dieting Category of Books NOW!
Check What Are The Top Cooking Books in Last 90 Days Best Cheap Deal!
Check For Cookbooks Best Sellers 2012 Discount OFFER!
Check for Top 100 Most Popular Books People Are Buying Daily Price Update!
Check For 100 New Release & BestSeller Books For Your Collection

Jonathan Farrington is the Managing Partner of The jfa Group. To find out more about the author, subscribe to his newsletter for dedicated business professionals or to read his weekly blog, visit: http://www.jonathanfarrington.com

watches mobile phone Discount Cardone 60 3104 Remanufactured Cv Axle Cheap Maxell Cleaning Tape Sdlt 1 S4 Cheap Dispenser Kit For Liquid Detergent

Reasons for Globalization

Most companies move their business operations to foreign countries by going global. They take their business overseas for different reasons. These companies adopt the reactive or defensive approach to stay ahead of the competition. A few of them take the proactive or aggressive approach to accomplish the same purpose. A majority of them choose to adopt both approaches to avoid a decrease in their competition. In order to remain competitive, companies move as quickly as possible to secure a strong position in some of the key world or emerging markets with products customized for the need of the people in such areas in which they plan to establish. Most of these world markets are attracting companies with new capital investments with very good incentives. Some of the reactive or defensive reasons for going global are:

(1) Trade Barriers

(2) Customer Demands

Reasons for Globalization

(3) Globalization of Competitors

(4) Regulations and Restrictions

In the case of trade barriers, companies move from exporting their products to manufacturing them overseas in order to avoid the burden of tariffs, quotas, the policy of buy-local and other restrictions that make export too expensive to foreign markets. Companies respond to customer demands for effective operations and product assurance and reliability, or/and logistical problem solutions. Most foreign customers, who seek accessibility to suppliers may request that supply stay local in order to enhance the flow of production. Companies usually follow that request to avoid losing the business. For the globalization of competitors, companies are aware that if they leave companies overseas too long without challenge or competition, their investments or foreign operations in the world market may be so solid that competition will be difficult. Therefore, they try to act quickly. Most companies' home government may have regulations and restrictions that are so inconvenient and expensive, thus limiting the expansion, encroaching in the companies' profits, and making their costs uncontrollable. Hence the reason for the companies moving to different market environment with few foreign restrictive operations. The proactive or aggressive reasons for going global are:

(a) Growth opportunities

(b) Economies of Scale

(c) Incentives

(d) Resource assess and Cost Savings

Many companies will prefer to invest their excess profits in order to expand, but sometimes they are limited because of the maturity of the markets in their area. Therefore, they seek the overseas new markets to provide such growth opportunities. So, these companies, in addition to investing their excess profits, also try to maximize efficiency by employing their underutilized resources in human and capital assets such as management, machinery, and technology. Companies seek economies of scale in order to achieve a higher level of output spread over large fixed costs to lower the per-unit cost. They also, want to maximize the use of their manufacturing equipment and spread the high costs of research and development over the product life cycle. Some of the developing countries that need improvement and development through capital infusion, skills, and technology voluntarily provide incentives such as fixed assets, tax exemptions, subsidies, tax holidays, human capital, and low wages. These incentives seem attractive to these companies due to their increase in profits and reduction of risks. Caution: The repatriation of profits and foreign exchange risks due to instability in leadership of these developing countries should be put into consideration in negotiation. Access to raw materials and low operational costs in financing, transportation, low wages, lower unit costs, and power are attractive in terms of resource access and cost savings. Most companies move their headquarters to overseas to avoid their respective home countries' high taxes and other costs associated in business operation in those countries.

Companies need to develop strategies, design and operate systems, and also work with people, different companies, and countries around the world in the form of strategic alliance to ensure sustained competitive advantage. Global management and management functions are usually formed by the prevailing conditions and ongoing stable and unstable developments in the world. A few countries take advantage of these companies, but when companies become aware that they are being used, they should then learn how they can be useful in that different cultural environment in order to make a lot of profits.

Reasons for Globalization
Check For The New Release in Health, Fitness & Dieting Category of Books NOW!
Check What Are The Top Cooking Books in Last 90 Days Best Cheap Deal!
Check For Cookbooks Best Sellers 2012 Discount OFFER!
Check for Top 100 Most Popular Books People Are Buying Daily Price Update!
Check For 100 New Release & BestSeller Books For Your Collection

Dr. Sidney Okolo is a professor, consultant, strategist, and Africa expert. He is affiliated to several universities, the Managing Director of International Business Associates, a management consulting firm, and also the President of Virtual Classrooms Institute, an online education solution.

Among other things, he engages in all aspects of learning, knowledge, organization and human change. His focus is on leadership, management, entrepreneurship, profit engineering, human potential, excellence, achievement, business strategy, research and development. Product management, change management, conflict management, athlete management, marketing, business development and operations. He works with clients to adapt to change due to change in factors of production, technology, goods and services. He engages clients in training, retraining, development, skills enhancement, association, behavior modification, ways of thinking, and attitude adjustment. In addition to his work in the United States, his focus is also on developing countries in the continent of Africa, their leadership, culture, economic and market structure, community planning and development, and his coined the phrase; "AFRICAN PIES", which stands for: poverty, instability, ethnicity, and sectarianism in Africa.

http://www.iba-pec.com

mobile phone watches Low Price Mmf Industries Tamper Evident Cash Bags

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.

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
Check For The New Release in Health, Fitness & Dieting Category of Books NOW!
Check What Are The Top Cooking Books in Last 90 Days Best Cheap Deal!
Check For Cookbooks Best Sellers 2012 Discount OFFER!
Check for Top 100 Most Popular Books People Are Buying Daily Price Update!
Check For 100 New Release & BestSeller Books For Your Collection

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.

watch mobile phone Discount Cardone 60 3104 Remanufactured Cv Axle Hot Deals Tektronix Power Supply 18V 5A 90W Cheap Whatman Polycap Tf 150 Ptfe Capsule Filter