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Ways On How To Make Your Husband Happy

It doesn’t take much time or effort to see that our culture is pessimistic about marriage. A happy marriage seems more like a fairy tale that Pollyanna dreamed up fifty years ago. Many of today’s wives are complaining left and right about their husbands’ many shortcomings. So why should a wife make her husband happy when he’s not making her happy?
I like what host Bob Lepine of Family Life Today says, “Our role is not to figure out how to fix our spouse. Our role is: How do we reflect Christ in the marriage?” The game changes when we as wives make it our aim to bring joy to the marriage for the glory of God. It’s no longer about “What have you done for me lately?” it’s about “What have I done for you lately?” Instead of being disappointed in what your husband hasn’t done, you can experience great peace knowing that you are doing him good and not evil all the days of his life (Proverbs 31:12).

Make sex a priority:

No big surprise here. Women understand intellectually that sexual fulfillment is a top need of a man. But do your actions demonstrate that you really get it? Maybe you’ve taken care of the kids, cooked a delicious dinner, and even endured an action flick. Compared to the other wives you know, you’re doing pretty well. Yet you may be discounting his need for fulfilling sex. Most husbands would rather have dishes in the sink and a wife waiting in the bedroom.
Make little sacrifices:

One guy tells the story: "I love LEGOs, and have ever since I was a little kid. But I have way too many. My wife and I have had discussion about selling or getting rid of some because they take up most of my parents' basement and she hates clutter! She went against her better judgment and bought me a really cool LEGO set for Christmas, because she knew it would make me happy - and it did." Another mentions that he his wife willingly goes out to shovel the driveway with him, even though she didn't grow up having to do that kind of work.
Newlywed husbands like when their wives are willing to give up a little something for them. It shows them that the relationship is give-and-take and their love is selfless.
Take care of him:

  

Somewhat stereotypically, the men told me they love that their wives do the laundry, keep a clean house, make dinner, and do the dishes. Two of them mentioned how sweet it is that their wives make sure they have coffee in the morning, and another wrote, "She always has leftovers packed and ready for me to take as lunch." My husband loves when I give him back rubs or foot massages, or if I'm willing to just run upstairs and get something he needs.
Newlywed husbands like to be cared for. You shouldn't baby him, act like his mother, or let him walk all over you, but partnering with him to keep a clean house and making the occasional effort to go out of your way to do something nice for him will go a long way.

Do things he like:

 

Even if you don't like them. Two guys specifically mentioned they love that their wives sit down and watch football with them. One raved that his wife plays Xbox with him and is willing to read his favorite books, while another told the story of how his wife finally watched "Star Wars" with him. He commented, "I couldn't tell if she liked it at first, but after it was over, she had a sheepish look on her face and tried not to smile as she said softly, 'Can we watch the 2nd one now?'"
Let's face it - men and women don't generally like the same activities. But your newlywed husband wants to spend time with you, and it means a lot if you are willing to do or try things he likes - especially if it's something you wouldn't normally choose to do on you own. Who knows? Maybe, like "Star Wars," you'll end up liking it!

Make your home a haven:

The world can be a tough place. When your husband walks in the door, he needs to breathe a sigh of relief. He’s home. Think of how you greet your husband. Does he see the back of your head as you type furiously on the computer or do you look him in the eyes and say, “Honey I’m so glad you’re home”? Make your home a place where your husband feels welcome.
Respect your man’s needs:

What need does your husband have that perhaps you have discounted? It may be sex, quality time, the cookies you used to bake him, or going to ball games together. Don’t get defensive when your husband voices a need. Listen instead and then act positively to meet that need the best you can.
Make his favorite dinner or dessert:

Food can truly nourish the soul, and putting a lot of effort into a home-cooked meal can really show someone how much you love them. Take the time to make your hubby's favorite dish or dessert every once in a while. Make it a surprise to add an extra element of romance. 

 

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Reason Why Paypal Do Not Accept Nigeria

 
I wonder why many Nigerians are so eager about getting a paypal account. The truth is that Paypal does not work in Nigeria and the only way to operate a paypal account in this country is if you use a fake ip address and trick Paypal. How about when you want to receive your funds or withdraw from Paypal?

Then you would need to send your money to someone who also has a Paypal account and can buy your funds with naira. That is what I've seen all these paypal agents do. You are not actually able to have full access to your account or what a normal paypal account can do for you. You are always in the fear that Paypal may discover that you are using an fake ip location and may close your account.

So to cut the whole story short, paypal do not accept Nigeria because of the ip address and moreover, the banking systems and laws in Nigeria are not compatible with PayPal.

There is no PayPal available in Nigeria.

How To Know Original Phones Using Manufacturer Codes

Mobile phone manufacturer has hidden
secret in each of there device, only use them when needed and
they do not necessarily share with customers. It is best to know
some of this codes so you can easily confirm the originality of
your mobile devices, so you don't end-up buying a fake mobile
phone. In this particular post i will share with you all the basic
mobile phone manufacturer secret codes you need  to know.
Fake phones are everywhere and they look so much or even
better than the original version, but they only last few day before
self destroying.
Do you know that if you dial *#06# on you mobile phone and
your displayed IMEI number doesn't start with 35 then your
mobile phone is not original? Yes it is not original. IMEI must
start with 35 and will be 15 digits in all, now that you know
please check your device to confirm. After confirming remove
your device battery and check the back panel if your IMEI is the
same, your mobile device is good, if otherwise beware there's
something wrong somewhere







IMEI
Abbreviation For
International mobile equipment identity, it is a number within an
international coding system assigned to very manufactured cell
phones.
ALL BASIC CODES FOR CHECKING THE ORIGINALITY OF YOUR
MOBILE PHONE BASED ON MANUFACTURER'S
FOR SAMSUNG PHONE AND MOBILE DEVICES







IMEI Code Check For Samsung : *#06#
Samsung Phone Software Checker: *#9999# or *#0837#
Samsung Sim Lock Info :*0324#
Code For Adjust Display Contrast : #0523#
Memory Information Checker Code For Samsung: *0377#
Samsung Memory Reset Code Or Sim Lock Recovery
*2767*3855#
Samsung Battery Condition/Status Checker : *9998*228#
Alarm Beep For Samsung : *998*289#
Vibra Test For Samsung : *#9987*842#
FOR ALL TYPES OF NOKIA PHONES
General IMEI Checker: *#06#
Nokia Phone Software Version/Manufacturer Date Checker
Code: *#0000#
Sim Lock Info Checker Code For Nokia : *#92702689#
Nokia enhance Full Rate : *3370#
Nokia Phone Enhance Half Rate: *4720#
ALL MOTOROLA PHONES
Imei Code Check For Motorola Phones: *#06#
Net Monitor Code For Motorola Switch ON : ***113*1*
Net Monitor Switch OFF: ***113*2*
To Know your motorola phone manufacturer Date : #02# ..
Let us all join hands and eradicate the use of fake mobile
phones

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Top 10 Reasons Why Employees Quit Their Job

Employees quit their job for many reasons. They follow spouses across the country, stay home with children, and go back to school. Those reasons are tough to address by an employer because they involve life events in the employee’s world outside of work.

But, the majority of reasons why employees quit their job are under the control of the employer. In fact, any element of your current workplace, your culture and environment, the employee’s perception of his job and opportunities are all factors that the employer affects.

The best way to retain employees is to stay in touch with what they’re thinking. Are they happy with their work? Are their needs for challenge, belonging, development, and meaningful work met? Do they have the communication, problem solving, feedback, and recognition that they need from their boss?

If you stay in touch with your employees, you can head off retention issues. But, you must think about employee retention every day. Are the systems, processes, and requirements in your company supportive of employees?

Do they support the most important needs of your employees for meaningful work, market compensation and benefits, and the ability to have an effect on their work and workplace? Most importantly, do they make employees want to stay?

Ask them. Hold say interviews to determine why employees stay with your organization. Then, pay attention to and enhance the factors they identify that keep them coming back every day. Employees job search for a reason. Find out what it is before the employee announces her departure.

Sure, a great opportunity drops into an employee’s lap occasionally. But, this is not the norm. Provide that great opportunity in your company – and know what that great opportunity is – to retain your best employees.

Here are ten critical reasons why employees quit their job. You can manage them.

Relationship with boss :















Employees don’t need to be friends with their boss but they need to have a relationship. The boss is too much of an integral part of their daily lives at work for an uncomfortable relationship. The boss provides direction and feedback, spends time in one-to-one meetings, and connects the employee to the larger organization. To have a toxic relationship with the person an employee reports to undermines the employee’s engagement, confidence and commitment. A bad boss is also the number one reason why employees quit their job. Here's how to get along with your boss.

Bored and unchallenged by the work itself :

 
No one wants to be bored and unchallenged by their work. Really. If you have an employee who acts as if they are, you need to help her find her passion. Employees want to enjoy their job. They spend more than a third of their days working, getting ready for work, and transporting themselves to work. Work closely with employees who report to you to ensure that each employee is engaged, excited, and challenged to contribute, create, and perform. Otherwise, you will lose them to an employer who will.

Relationships with co-workers:

 
When an employee leaves my company, every email that is sent to the whole company, to say good-bye, includes a comment about passionate coworkers who the employee cares about and will miss. Second only to an employee’s manager, the coworkers with whom he sits, interacts, and serves with on teams, are critical components of an employee’s work environment. Research from the Gallup organization indicates that one of the 12 factors that illuminate whether an employee is happy on their job is having a best friend at work. Relationships with coworkers retain employees. Notice and intervene if problems exist.

Opportunities to use skills and abilities: 

 
When employees use their significant skills and abilities on the job, they feel a sense pride, accomplishment, and self-confidence. They are participating in activities that they are good at and that stretch their skills and abilities even further. Employees want to develop and grow their skills. If they’re not able to do this in your jobs, they’ll find one where they can. This includes opportunity. If an employee can’t see a path to continued growth in their current organization, they are likely to look elsewhere for a career development or promotion opportunity. Make sure that you’re talking with them and that you know their hopes and dreams.

Contribution of work to the organization’s business goals:




Managers need to sit with each reporting employee and discuss the relevance of the employee’s job and key contributions and deliverables to the overall strategy and business plan of the organization. Employees need to feel connected and that they are part of an effort that is larger than just their job. Too many managers assume that the employee will receive the communication from executive staff and make this leap. They don’t. They need your help to understand and connect their job to the bigger picture. If they’re not part of it, you’ll lose them.

Autonomy and independence:

 
Organizations talk about empowerment, autonomy, and independence, but they are not something that you can do to people or give them. They are traits and characteristics that an employee needs to pursue and embrace. You are responsible for the work environment that enables them to do this. They are responsible for doing it. A colleague presented a session about the Oz Principles at a recent company event. He pointed out that by creating a culture of accountability, you create empowerment as employees own and execute their responsibilities. Without this, your best employees will leave.

Meaningfulness of job :

  
 Ah, yes, meaningful work. We all want to do something that makes a difference, that isn’t busy work, or transactional work, and that contributes to something bigger than ourselves. Ambitious and doable. But, managers must help employees see where their work contributes to the execution of deliverables that make a difference in the world. With some products and services - cancer research, feeding the hungry, animal rescue, diagnosing and curing illnesses, producing milk or crops - meaningful is obvious, but everyone’s work needs the same meaningfulness. Help employees connect to why their work has meaning or they will find an employer who will.

Organization’s financial stability:

 

Financial instability: a lack of sales, layoffs or reduced work hours, salary freezes, successful competitors highlighted in the news, bad press, employee turnover, mergers and acquiring companies, all lead to an employee’s feeling of instability and a lack of trust. Employees who are worried tend to leave. Make every change and potential change transparent. Let them know how the business is doing at all times and what the organization’s plans are for staying on track or recovering in the future.

But, the most important issue here is the employees’ trust in and respect for the management team. If they respect your judgment, direction, and decision making, they will stay. If not, they will leave. After all, they have the financial stability of their families to consider when they decide which executive they will follow – or not.

But, the most important issue here is the employees’ trust in and respect for the management team. If they respect your judgment, direction, and decision making, they will stay. If not, they will leave. After all, they have the financial stability of their families to consider when they decide which executive they will follow – or not.

Overall corporate culture:

 
 While it’s not the top item on employee lists, the overall culture of your company makes a difference for employees. Does your organization appreciate employees, treat them with respect, and provide compensation, benefits, and perks that demonstrate respect and caring?

Is your work environment for people conducive to employee satisfaction and engagement? Do you provide events, employee activities, celebrations, and team building efforts that make employees feel that your organization is a great place to work? Employees appreciate a workplace in which communication is transparent, management is accessible, executives are approachable and respected, and direction is clear and understood. Your overall culture keeps employees – or turns them away. Which gets you what you want and need for success?

Management’s recognition of employee job performance:
 
 Many place employee recognition further up the list, but this is where recognition scored in a recent Society for Human Resources Management (SHRM) survey of employees. While recognition is important, it is not among employees’ chief concerns. A lack of recognition can affect many of the above factors, especially culture, but it’s probably not the deciding factor in an employee decision to leave your organization. Provide a lot of genuine appreciation and recognition as icing on the cake for employee retention. But, pay attention to the more significant factors, the cake, if you wish to retain your best employees. Make recognition the way you live in your organization to keep your best talent.

If you pay attention to these ten factors, you will reduce turnover and retain your most wanted employees. If not, you’ll be holding regular exit interviews and good-bye lunches. It’s expensive to recruit a new employee. Why not expend the effort necessary to retain the employees that you have already painfully recruited and hired?