Wednesday, 25 May 2016
Sport News: Chelsea is the reason of Mourinho’s Man Utd appointment delay
The west London outfit registered their former manager’s name as a trademark in 2005, an agreement that has caused a hold-up in his unveiling as the Red Devils’ new boss.
News: Iyiola Omisore reacts to EFCC declaring wanted
The former Osun state deputy governor who was declared wanted today by EFCC for receiving N700 million from the office of the former National Security Adviser, NSA, has released a statement describing the EFCC’s action as blackmail.
E! News/Photo: Nicky Minaj shows off her hot body
Nicki Minaj shared these sexy photos of herself on her IG page. Her bf- Meek Mill of course liked the photos..
News: Switzerland To Repatriate $230m Stolen Funds To Nigeria
The Minister of Foreign Affairs, Mr Geoffrey Onyeama, has disclosed that Switzerland is set to return a non-contentious fund of about $230 million to Nigeria.
News: Emir of Kano says it’s time to peg marriage age in Nigeria
The Emir of Kano, Muhammadu Sanusi II says its time to peg marriage age in Nigeria.
News: Oil Marketers assure Nigerians of a fall in pump price soon
The Major Oil Marketers Association of Nigeria (MOMAN) on Tuesday assured Nigerians that pump price of Premium Motor Spirit (PMS), otherwise called petrol, will drop very soon.
Monday, 16 May 2016
6 things that can cause a man to lose his erection during sex
It can be a pretty frustrating experience when a guy is unable to maintain his erection in bed. There really isn’t much that can be done to save a sex session when the man’s dick does not rise to the occasion.
Here are 6 major reasons why this can happen.
Nervousness
If this is your first time together, or for some reason, you are undergoing intense pressure of wanting to stay hard, you can lose your erection in all that stress. The main thing to do in this case is to try and relax.
If this is your first time together, or for some reason, you are undergoing intense pressure of wanting to stay hard, you can lose your erection in all that stress. The main thing to do in this case is to try and relax.
Drunkenness
Drinking usually delays reactions and mutes nerves. Alcohol is a depressant so this can causes the penis not to feel up for performing. Stay away from too much booze before sex.
Drinking usually delays reactions and mutes nerves. Alcohol is a depressant so this can causes the penis not to feel up for performing. Stay away from too much booze before sex.
Overweight
Excess weight causes circulation problems and damages the blood vessels, so blood has a harder time getting to the penis to keep it hard. Try to work out more.
Excess weight causes circulation problems and damages the blood vessels, so blood has a harder time getting to the penis to keep it hard. Try to work out more.
Smoking
Smoking can impact circulation and constrict the blood vessels. You need blood flow for having an maintaining an erection. Incentive to quit, maybe?
Smoking can impact circulation and constrict the blood vessels. You need blood flow for having an maintaining an erection. Incentive to quit, maybe?
Low testosterone
Testosterone levels naturally drop off with age, causing guys to grow less body hair and have trouble getting erections, among other things. Luckily, this one can be easily fixed with supplements.
Testosterone levels naturally drop off with age, causing guys to grow less body hair and have trouble getting erections, among other things. Luckily, this one can be easily fixed with supplements.
Stress
A stressed man might have a hard time keeping things up in the bedroom. Things like financial stress, relationship problems, job problems, etc, can affect the penis.
A stressed man might have a hard time keeping things up in the bedroom. Things like financial stress, relationship problems, job problems, etc, can affect the penis.
6 Ways Nice People Can Master Conflict
When you’re a nice person, conflict can be a real challenge. Not that mean people are any better at conflict; they just enjoy it more.
New research from Columbia University shows that how you handle conflict can make or break your career. The researchers measured something scientifically that many of us have seen firsthand—people who are too aggressive in conflict situations harm their performance by upsetting and alienating their peers, while people who are too passive at handling conflict hinder their ability to reach their goals.
The secret to effective handling of conflict is assertiveness—that delicate place where you get your needs met without bullying the other person into submission. Assertive people strike a careful balance between passivity and aggression (that is, they never lean too far in either direction).
How To Handle Conflict Assertively
It’s easy to think that nice people are too passive. While that’s often true, unchecked passivity can boil over into aggression. So there are plenty of very nice people out there who have exhibited both extremes of the assertiveness spectrum.
To be assertive, you need to learn to engage in healthy conflict. Healthy conflict directly and constructively addresses the issue at hand without ignoring or trivializing the needs of either party. The strategies that follow will get you there.
Consider the repercussions of silence.Sometimes it’s hard to muster the motivation to speak up when the likelihood is high that things will turn ugly. The fastest way to motivate yourself to act is to fully consider the costs of not speaking up—they’re typically far greater than not standing up for yourself. The trick is that you need to shift your attention away from the headache that will come with getting involved to all of the things you stand to gain from your assertiveness.
Say “and” instead of “but.” The simple act of replacing the word “but” with “and” makes conflict much more constructive and collaborative. Say, for example, that your teammate John wants to use the majority of your budget on a marketing campaign, but you’re worried that doing so won’t leave enough money for a critical new hire. Instead of saying, “I see that you want to use the money for marketing, but I think we need to make a new hire,” say “I see that you want to use the money for marketing, and I think we need to make a new hire.” The difference is subtle, but the first sentence minimizes the value of his idea. The second sentence states the problem as you see it, without devaluing his idea, which then opens things up for discussion. Saying “and” makes the other party feel like you’re working with them, rather than against them.
Use hypotheticals. When you assert yourself, you don’t want it to look like you’re poking holes in their idea (even when you are). Hypotheticals are the perfect way to pull this off. Telling someone, for example, “Your new product idea won’t work because you overlooked how the sales team operates” comes across much more aggressively than suggesting the hypothetical, “How do you think our sales team will go about selling this new product?” When you see a flaw and present a hypothetical, you’re engaging with the original idea and giving the other party a chance to explain how it might work. This shows that you’re willing to hear the other person out.
Don’t speak in absolutes (“You Always” or “You Never.”) No one always or never does anything. People don’t see themselves as one-dimensional, so you shouldn’t attempt to define them as such. Using these phrases during conflict makes people defensive and closed off to your message. Instead, point out what the other person did that’s a problem for you. Stick to the facts. If the frequency of the behavior is an issue, you can always say, “It seems like you do this often.” or “You do this often enough for me to notice.”
Ask good questions until you get to the heart of the matter. Failing to understand the motive behind someone’s behavior throws fuel on the fire of conflict, because it makes everything they do appear foolish and shortsighted. Instead of pointing out flaws, you should seek to understand where the other person is coming from. Try asking good questions, such as Why did you choose to do it that way? What do you mean by that? and Can you help me to understand this better? Even when you don’t see eye to eye, using questions to get to the underlying motive builds trust and understanding, both of which are conflict killers.
When you challenge, offer solutions. People don’t like it when they feel as if you’re attempting to take apart their idea right off the bat. When you challenge someone’s idea, but also offer a solution, you demonstrate that you want to work together to come up with a fix. This reinforces the value of their idea, even if it’s full of
New research from Columbia University shows that how you handle conflict can make or break your career. The researchers measured something scientifically that many of us have seen firsthand—people who are too aggressive in conflict situations harm their performance by upsetting and alienating their peers, while people who are too passive at handling conflict hinder their ability to reach their goals.
The secret to effective handling of conflict is assertiveness—that delicate place where you get your needs met without bullying the other person into submission. Assertive people strike a careful balance between passivity and aggression (that is, they never lean too far in either direction).
How To Handle Conflict Assertively
It’s easy to think that nice people are too passive. While that’s often true, unchecked passivity can boil over into aggression. So there are plenty of very nice people out there who have exhibited both extremes of the assertiveness spectrum.
To be assertive, you need to learn to engage in healthy conflict. Healthy conflict directly and constructively addresses the issue at hand without ignoring or trivializing the needs of either party. The strategies that follow will get you there.
Consider the repercussions of silence.Sometimes it’s hard to muster the motivation to speak up when the likelihood is high that things will turn ugly. The fastest way to motivate yourself to act is to fully consider the costs of not speaking up—they’re typically far greater than not standing up for yourself. The trick is that you need to shift your attention away from the headache that will come with getting involved to all of the things you stand to gain from your assertiveness.
Say “and” instead of “but.” The simple act of replacing the word “but” with “and” makes conflict much more constructive and collaborative. Say, for example, that your teammate John wants to use the majority of your budget on a marketing campaign, but you’re worried that doing so won’t leave enough money for a critical new hire. Instead of saying, “I see that you want to use the money for marketing, but I think we need to make a new hire,” say “I see that you want to use the money for marketing, and I think we need to make a new hire.” The difference is subtle, but the first sentence minimizes the value of his idea. The second sentence states the problem as you see it, without devaluing his idea, which then opens things up for discussion. Saying “and” makes the other party feel like you’re working with them, rather than against them.
Use hypotheticals. When you assert yourself, you don’t want it to look like you’re poking holes in their idea (even when you are). Hypotheticals are the perfect way to pull this off. Telling someone, for example, “Your new product idea won’t work because you overlooked how the sales team operates” comes across much more aggressively than suggesting the hypothetical, “How do you think our sales team will go about selling this new product?” When you see a flaw and present a hypothetical, you’re engaging with the original idea and giving the other party a chance to explain how it might work. This shows that you’re willing to hear the other person out.
Don’t speak in absolutes (“You Always” or “You Never.”) No one always or never does anything. People don’t see themselves as one-dimensional, so you shouldn’t attempt to define them as such. Using these phrases during conflict makes people defensive and closed off to your message. Instead, point out what the other person did that’s a problem for you. Stick to the facts. If the frequency of the behavior is an issue, you can always say, “It seems like you do this often.” or “You do this often enough for me to notice.”
Ask good questions until you get to the heart of the matter. Failing to understand the motive behind someone’s behavior throws fuel on the fire of conflict, because it makes everything they do appear foolish and shortsighted. Instead of pointing out flaws, you should seek to understand where the other person is coming from. Try asking good questions, such as Why did you choose to do it that way? What do you mean by that? and Can you help me to understand this better? Even when you don’t see eye to eye, using questions to get to the underlying motive builds trust and understanding, both of which are conflict killers.
When you challenge, offer solutions. People don’t like it when they feel as if you’re attempting to take apart their idea right off the bat. When you challenge someone’s idea, but also offer a solution, you demonstrate that you want to work together to come up with a fix. This reinforces the value of their idea, even if it’s full of
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