On Networks | Sports + Gaming

Author : Michael Fleischner

Feel like you're always under the gun at work? Are you the "yes man" who is always told what to do but has no authority to make decisions or delegate? Is your boss a living, breathing nightmare that never cuts you a break? If you can answer yes to these questions, your health could be at risk

Why?
Several research studies in recent years found that chronic exposure to high levels of stress in the workplace increases blood pressure Since high blood pressure, known as the "silent killer," can go virtually undetected with no obvious symptoms, your health could be suffering and you may not even know it

Defining Stress

We all have stress The stress of finances, raising kids, performing well on the job — you name it Stress can be different for everyone because people are affected differently by different things It's pretty hard to nail down one common thing that causes stress for everyone

However, based on research findings, it's a good bet that if your job involves high-pressure demands, little to no control or authority, and a poor support network, you could be in trouble over the long haul

Blood pressure notwithstanding, chronic stress can also cause other health conditions such as anxiety and depression, both of which can be debilitating in some cases Social isolation, apathy, and poor physical health can be some results of these conditions, and when it comes to doing a job well, apathy will definitely not work in your favor when review time rolls around

What You Can Do About It

Think you could have a problem? See your doctor Even if you have no symptoms, get checked out, especially if your job seems to leave you feeling more burnt out than fulfilled on a pretty regular (if not constant) basis What you may attribute to just "being tired" could be a symptom of a much bigger problem See what the doc says, and follow his or her advice

Get Out Your Running Shoes

Exercise is one of the best things you can do for yourself, your heart, and your mood It's scientifically proven to strengthen the heart, and increase endorphin levels (the little "feel-good" jobbers that get produced when you exercise) It probably doesn't hurt that it can help you lose a few pounds as well (not that we think you need it!) Let's see, move more, feel good, lose weight Yep! Sounds like a winning combination

When All Else Fails

What's the best way to stay healthy in spite of chronic job stress? Get a new job! Really! Especially if your current one is killing you


Michael Fleischner is the Managing Director of ResumeEdge.com which provides Resume Writing Services, Sample Resumes and helpful career advice.

Author : Amy Nutt

Canadians are increasingly part of a global world Canada itself is a fascinating mix of different cultures and ethnic backgrounds This diversity brings a richness that offers opportunities for both occupational and personal growth It also brings substantial challenges, particularly as it relates to communication Everything changes when you work with someone from a different culture: how you say hello, what is appropriate to talk about, how you shake hands, how you give or take an order, what is funny, what it means to be a man or a woman, the role of a boss, how you deal with time and space, and many other issues
Here are six practical tips to navigate the challenging terrain of dealing with inter-cultural issues

1 Remember what works in your own culture is exactly what might not work in another culture What might seem routine could be very inappropriate with someone from another culture This might involve anything from whether or not to have an agenda for the meeting, the number of people have on your negotiating team, how timely you should be for the meeting, the communication style you use, and whether or not your agreement should be put in writing

2 Build solid relationships before getting down to business Not much is likely to get accomplished unless you intercultural counterpart feels good about dealing with you For one thing, smile A genuine smile is a universal lubricant that says, "I enjoy doing business with you " Keep in mind that building a relationship with your intercultural counterpart will usually take a lot more time than what you may used to Intercultural negotiations may take two or three times what you might experience in Canada

3 Be yourself, but be an effective foreigner This has to do with respect You don't have to go native, but adapt your behaviour to those with different cultural backgrounds from you Be culturally literate if you're traveling outside Canada - know how to read behaviors in the host country culture Most people will give you an "A" for effort when they see that you are trying to learn about their culture

4 Use language that is simple and accessible Avoid slang and jargon Terms like, "Let's cut to the chase, " or "you can't squeeze blood out of a turnip" may or may not make sense if you're from Canada, but are less likely to be understandable elsewhere Ask for clarification Avoid telling jokes - they almost never make sense to someone from another culture

5 Don't judge behaviour in old ways, and try to expand your comfort zones Because a Brazilian gives you a hug upon greeting you, or stands close to you when talking, does not mean the person is pushy The person is expressing friendship Because an Indonesian does not sustain eye contact does not mean he's unassertive

6 Adopt the Platinum Rule Do unto others as they would have done unto them This may not be what you would like to have done unto you For instance, you might like a firm handshake or feel comfortable getting on a first-name basis early in a business discussion This could be an affront to your counterpart in many parts of the world

CMC Training offers professional communications and interpersonal skills seminars that will teach you important skills to help you stay current and move forward in your career. http://www.cmctraining.org/communication.asp

Author : Amy Nutt

Q The real question is - how long will your audience pay attention?

A In business, or business presentations, timing is everything, according to Christina Kaya, who heads Kayaco Seminars, specializing in communication skills development for business Holding the attention of your listeners for the duration of a presentation is easy when you understand that there are predictable patterns in the way people pay attention Speakers who know how to work with these attention patterns can hold the attention of an audience to gain commitment and prompt action

How do you hold the attention of your audience? Studies in brain research indicate that as the length of a presentation increases, the time the audience spends in "down-time" increases During a twenty-minute presentation, the audience is absorbing and retaining information for approximately 18 of those 20 minutes, or 90% of the total presentation time A 40-minute presentation only commands full attention 75% of the time During an 80-minute presentation, listeners are in "down-time" for 30 of those 80 minutes

Twenty minutes is the optimum time frame for one-way delivery of information Presentations that require a longer format should be designed with 20-minute modules This involves planning a major change every 20 minutes, with a change in the use of technology, or audience involvement

There are also "micro-cycles" of attention within these 20-minute time frames People "tune in" and "tune out" on a regular basis At any time during a presentation, the audience "tunes in" and actively takes in information, then "tunes out", or goes into "down time" to process the information Studies have shown that these cycles are between 35 and 55 seconds of uptime, followed by two or three seconds of "down time" If you time your presentation to match these cycles you are guaranteed to hold attention from start to finish

The opening of a business presentation is one of the most important "micro-cycles" to plan As the saying goes, "you don't get a second chance to make a good first impression" How many times have you attended a presentation where the opening statements took too long? Opening statements should ideally take no longer than 55 seconds to deliver When opening statements run longer than a minute, some of the information is being missed, because virtually everyone has spontaneously gone into "down time"!

So the next time you have to make a business presentation, get out your stopwatch and time your material In business - and in business presentations, timing is everything!

CMC Training offers professional development seminars and communications skills that will teach you how to stay current and move forward in your career. http://www.cmctraining.org/communication.asp

Author : Greg Giesen

All too often organizations cry out for what I call the quick fix You know the scenario: two employees not getting along, probably personality differences, not real receptive to previous internal interventions, etc , so the organization decides to bring in outside help to fix the problem Sound familiar?

I call it the quick fix because the conflict between the two employees may also be a symptom of a much larger organizational problem, or, as I like to call it, a system malfunction In this scenario, a system malfunction can be a direct result of poor leadership, dysfunctional work groups, inadequate performance management processes and/or a general lack of soft skills training and resources for employees on the part of the organization

Now do not get me wrong It is very important to address the actual conflicts between employees and to help them reach acceptable resolutions, etc However, it would be a mistake for an organization to limit the scope of a conflict resolution to the immediate conflicting employees without also being willing to look at the surrounding system where the conflict resides in Without a more thorough assessment, an organization can easily get into the habit of treating the symptom while ignoring the problem

In order to assess if there are organizational factors that are contributing to the conflict(s), consider investigating the following checkpoints:

Checkpoint 1: Is adequate leadership within the organization and department being demonstrated?

The leader (i e , supervisor/manager) of the employees in conflict is the first place to check to assess whether the conflict is a symptom of a bigger problem or merely an isolated event Things to look for include:

-What previous efforts have been made by the leader to address the conflict and with what results?

-Is the leader comfortable with conflict resolution?

-Is the leader role-modeling effective conflict resolution skills?

-What has the leader done to create a supportive environment within their group for effective conflict resolution?

-Is the leader consistent in how he/she addresses conflicts?

-Is the leader being held accountable by their supervisor in effectively addressing conflict resolution issues in their area?

-Are effective conflict resolution skills being practiced by the CEO and his/her senior management team?

The leadership factor is the most important predictor of how conflict will be handled within a given department and/or organization If a supervisor/manager is ineffective in handling conflict, it is possible that their supervisor/manager may not be providing adequate coaching or guidance to them If not, the problem has now expanded to the next level of leadership Sometimes this can be traced all the way up to the CEO

Checkpoint 2: Do co-workers/team members foster a supportive environment for conflict resolution or a non-supportive environment?

In my opinion, the co-workers/team members (including those directly involved in the conflict) must also share the responsibility for the interpersonal dynamics (good and bad) that occur within their own group Hence, here are some of the things to look for:

-What previous efforts have been made by individuals or the group to address the conflict and with what results?

-What are the defined or undefined group norms around conflict, if at all?

-Who is impacted by the conflict in question?

-What is not happening that needs to happen in this group around conflict resolution?

-How does the group, as well as the conflicting parties, see the role of the leader in all of this Effective? Ineffective? What guidance and support does the group feel they still need from the leader and the organization?

Of course the leader, as mentioned, is critical in creating a supportive environment for effective conflict resolution but that does not let the group or the conflicting individuals off the hook There needs to be a collaborative effort in this process

Checkpoint 3: Is there an accountability factor in the organization that supports teamwork and good communication skills?

The organization itself plays a critical role in defining appropriate and inappropriate behaviors in the workplace Clearly, what gets reinforced is the behavior that gets exhibited Specifically:

-Are the desired conflict resolution skills (particularly around teamwork and communication) reflected as criteria in the performance review process?

-Are there organizational core values? If so, are they reflected within the performance review process?

-Are department or team norms identified and established around conflict resolution? If so, are they followed in a consistent manner?

-Is peer input part of the performance review process? If not, would it make a difference?

-Is the disciplinary process ever used for employees who exhibit poor communication and/or cooperation skills?

The performance review/management process must reflect the desired skill sets required for effective conflict resolution Here I am talking about teaming skills, communication and problem-solving, collaborative and listening skills, to name a few If organizations fail to acknowledge and create accountability around these types of skills amongst their employees, then those same organizations are contradicting themselves when they say they want to create an environment that fosters effective communication and conflict resolution

Checkpoint 4: Is the organization (at all levels) providing soft skill training/resources on an ongoing basis?

Maintaining effective working relationships is ongoing work This can only occur with a proactive philosophy instead of a reactive philosophy when it comes to effective communication and conflict resolution skills One way to do this is to provide adequate soft skill training and resources for all employees (and I am not talking about once every five years) Here is what to look for:

-What soft skill training opportunities are made available to all employees within the organization?

-How often are opportunities made available to employees to better themselves both personally and professionally?

-What resources are made available to employees to help in the area of interpersonal communication, teamwork and conflict resolution?

-From an organizational standpoint, what is not happening that needs to happen in order for the conflict resolution process to be improved?

-Are leaders/managers/supervisors provided ongoing training and development to better themselves, especially in the soft skills area?

Proficiency in the soft skills area requires time, effort and practice Unless organizations are willing to provide opportunities for their employees to grow and develop in these areas, it will be difficult to empower these same employees to effectively resolve their own conflicts, with or without the help of their respective supervisors

So what does this all mean?

If any one of the four checkpoints above is suspect within a given organization, there is a pretty good chance that the conflicts that arise within those organizations will be symptoms of a bigger system malfunction If two or more of the checkpoints are lacking within an organization, the organization itself is where the help is most needed

So the next time there is a conflict within your organization, be sure to investigate whether the conflict is an isolated event or a system malfunction in need of attention You might be surprised by what you find

Greg Giesen is a professional speaker, management consultant, graduate professor and the author of, Ask Dr. Mac: Take the Journey to Authentic Leadership. Go to http://www.GregGiesenAssociates.com for more information.

Author : Greg Giesen

We have come to know a lot about employee motivation We know that the ultimate responsibility for motivating employees lies within the individual employee We know that both the meaningfulness of the work and the work environment itself can have a sizable impact on employee motivation We know that intrinsic rewards and motivators tend to have a much longer lifespan for employees than extrinsic rewards and motivators And, we know that what motivates one employee will not necessarily motivate another

But sometimes a little knowledge can be dangerous What do I mean? I mean that knowing what motivates employees is only half the battle The real test is our ability to create a culture that fosters high morale and motivation Too often we fall into the trap of incorporating the latest and greatest motivational programs in hopes of creating improved performance These short-term remedies can often serve as band-aids to problems that require much greater attention As a result, improvements in morale and motivation tend to occur sporadically within an organization instead of in a collective, synergistic way

The solution is an integrated approach What is needed is an organizational-wide, integrated approach to creating a culture of high morale and motivation What is needed is a top-down management philosophy and corresponding strategies that integrates management practices with efforts to enhance employee motivation What is needed is greater consistency throughout the organization in communicating to employees about performance standards, expectations, feedback and professional growth opportunities, to name a few

Why is integration so important? Without an integrated approach to creating a motivated workforce, inconsistencies will surface throughout the organization and quickly sabotage any positive momentum that occurs For example, a high performing supervisor will quickly lose her motivation if she keeps getting her decisions overturned by her respective manager A great benefits program will do little to motivate employees if the tension in the office is so thick that you could cut it with a knife An awards luncheon will send mixed messages if employees are expected to pay for their own lunches A supervisor who preaches value-added customer service and then yells at his employees will quickly lose respect as well as the value-added customer service that he so desires In each of these examples, there are contradictory messages that ultimately will serve as de-motivators and most likely lead to employee apathy

In an integrated organization, management practices are in much greater alignment with efforts to improve morale and motivation Managers and employees alike have clarity on their roles and responsibilities and communication from the top-down is both frequent and fluent Motivational programs support efforts towards greater morale and productivity but are not seen as an end in itself And most importantly, all employees, from the CEO down to the frontline worker, understand their role in making the organization successful

HOW INTEGRATED IS YOUR ORGANIZATION?

Below are 20 assessment questions for you and your organization to address as honestly as possible Each question either directly or indirectly impacts employee morale and motivation The more questions that you can respond with a definitive YES, the more integration there is in your organization

1 Do you have an organizational-wide philosophy and corresponding strategies that addresses employee motivation?

2 Have you ever conducted a comprehensive assessment of current organizational practices, programs and management techniques that impact employee motivation to determine their effectiveness?

3 Do you specifically attempt to hire employees who have a proven record of self-motivation?

4 Do your performance reviews measure the individual characteristics needed to sustain a work environment of high morale and motivation?

5 Is ongoing feedback available on all levels and in all directions throughout the organization?

6 Is there consistency in how managers manage within the organization?

7 Are employee and departmental performance expectations clearly defined and mutually shared to enhance accountability?

8 Do employees have access to the resources they need (both within and outside the organization), to adequately meet the demands of their jobs?

9 Are disciplinary issues handled swiftly and consistently?

10 Do employees have input into their work processes?

11 Does the CEO practice the behaviors that he/she expects to see amongst the workforce?

12 Are employees throughout the organization expected to complete a professional development plan each year? If so, are these shared within the departments?

13 Can employees explain the vision and mission of the organization and relate it to what they do on a daily basis?

14 Is mutual respect displayed between employees? How about between departments?

15 Are technical and soft skills training made available to employees on an ongoing basis?

16 Are personal and professional development opportunities made available to employees within the organization? If opportunities are limited, can an employee pursue an opportunity outside the organization and know that he/she has the support to do so?

17 Are communication processes effective within the organization, especially from the top-down?

18 Are employees rewarded and acknowledged for performing above-and-beyond what is expected of them?

19 Are the benefits within the organization representative of what is important to the employees?

20 Would employees say that your organization was a fun place to work?

Consider the following scale in rating your organization:
16 to 20 YES responses: Very Good
11 to 15 YES responses: Good
6 to 10 YES responses: Poor
1 to 5 YES responses: Yikes!

Each of the questions above represents areas that need to be integrated together in order for your organization to have a consistent message around employee morale and motivation

Greg Giesen is a professional speaker, management consultant, graduate professor and the author of, Ask Dr. Mac: Take the Journey to Authentic Leadership. Go to http://www.GregGiesenAssociates.com for more information.

Author : Art Gib

There have been dozens of references about unique corporate cultures and why some of them work better in certain situations There are names being tossed around, some of them seem to be made up on the fly For instance there is the Work Hard/Play Hard culture or the Live and Let Live Culture For every pundit there is a new buzz name for a social observance in business, and for every pundit they offer their own form of executive leadership training Most of these philosophies, however, can be boiled down to specific components: trust, communication and inspiration

History of Recognizing Corporate Culture

A closer look on how the corporation affects the individual was possibly first introduced by the author William H Whyte's book The Organizational Man This work broke some ground in social analysis in corporations He warned against the corporation turning into a bureaucratic stagnancy that stifled spontaneity Corporations took away some main points from the body of work he produced and came up with agreements that:

- Employees are motivated or disillusioned in the workplace by prevailing corporate culture
- Corporate culture gauges the businesses' effectiveness
- Corporate culture inevitably changes
- Power structure, interpersonal relations and human interchanges can be seen as unique to different types of corporate cultures

With that being established, other social leaders and scientists have made observances that are noteworthy Geert Hofstede, a Dutch organizational studies professor, published, with his colleagues, six "dimensions" that distinguish separate characteristics in corporate culture

1 Process oriented verses results oriented -- A process culture will rely on keeping the risk low and using tried and true approaches, while results oriented are always in search of new methods and taking risks

2 Employee oriented versus job oriented -- Its simply distinguishing a work place that is placing more value on the comforts of the individual as apposed to making sure the work position is filled and is being productive in that position

3 Parochial versus professional -- Parochial cultures identify themselves with the business they work for while professional cultures identify themselves mostly on the individual's work credentials

4 Open system versus closed system -- For open systems, the company is more transparent in communication Management/executive levels talk to all levels of the company's employees Closed systems do just the opposite and are more open to seasoned high ranking employees

5 Loose versus tight control -- This is simply distinguishing corporate settings where the employer is either micromanaging the employee or not, it's a degree of constraint from the top down

6 Normative versus pragmatic -- Similar to the process/results tag, it explains more about how the culture relates to the market or customer For instance, a pragmatic approach in sales would be to make the sale if it includes bending the rules a bit While the normative culture would adhere strictly to rules because of their ethic and moral implications as seen from the customer's perspective

And of course, there are varying degrees of each in most business models

Companies Seeking Cultural Change

Culture in a company is important to maintain for proper business functions Business and corporate leaders and CEOs alike often seek out guidance to change or bolster their corporate culture The popular buzzword "coaching" has been tossed around in the corporate world, and many leaders seek executive leadership coaching

Since many corporations have the time or money to train their employees, or more importantly, train their executives in coaching, they will seek out groups who specialize in executive leadership training

Art Gib writes for Partners in Leadership (http://www.partnersinleadership.com) who specialize in corporate counseling and executive leadership coaching. They've assisted major corporations such as McDonald's, Northwest Airlines and Best Buy.

Author : Art Gib

What was long thought of a desperate approach to failed leadership, executive leadership coaching has made its way into many "successful" businesses as a mainstay IBM for instance, has permanent staff whose role is strictly to train upper management Successful companies are looking to maintain that winning streak Executive leadership training is meant to help executives and CEOs learn about their methods and help them go where they want to go with their business, bringing their workers and constituents along -- willingly -- with them This is done by evoking change in the company's culture

Some Training Approaches

For the most part, executive leadership training will begin with management: CEO, executives and general managers It's often broken into groups, or a series of one-on-one conversations with the guide Also if there are special groups in the office that are given specific tasks, training is provided by some guide teams to help organize an effective structure

Depending on where management wants to go with the company and the flow of information the guide typically wants to understand the culture and thought process within the company and advises them on:

- Building trust for executives and staff alike
- Aligning belief system and promoting teamwork
- Empowering all levels to take ownership of their work
- Refining communication and transparency

Some of the pitfalls within the structure are also looked into Mostly this has to do with the overall corporate attitude, or culture as described before

Training is geared to create a strong corporate culture A strong culture is where all staff responds to work direction because of strong alignment with upper management This is basically saying the idea of merely doing something because "it's my job," rather than a personal feeling and the belief that doing the work is the right thing to do

There are pitfalls to a mindless following of this as well and executive leadership training is meant to train leaders in recognizing this and finding a balance between alignment verses bandwagoning and blind allegiance mentality, which can stifle creative independent thought

You may be familiar with past employers who, you can tell, held a position in a company that suffered from bad culture One dominant style of executive leadership style is where there is a micro controlled system will a lot of policy and negative reinforcement measures Bureaucracy and procedural adherence is forced upon new employees If not like this, then the groupthink opposite could occur

Everybody is blissfully following allegiance and working happily in their position while the company could be suffering terribly and implodes One may venture to think of companies in the tech industry during the turn of the 21st century that were overvalued or had corruption run rampant -- they possibly had a slice of this negative culture style

Art Gib is a writer for Partners in Leadership (http://www.partnersinleadership.com) who provide executive leadership coaching. They will direct a company's executive team in training seminars, which were initially made popular by the book 'The OZ Principle.'

Author : Shaun Parker

Poker is probably one of the most popular games out there when it comes to gambling Guys host poker night and have their buddies over once a week, ready to put loads of money on the table and quite possibly lose it to their best friend; girls get a grasp of the game at parties when drinking games are called for, or better yet, when they're recruited for strip poker For whatever reason, poker seems to be the 'it' game for professional and blatantly amateur players alike Its popularity doesn't end in the casinos or frat houses, either; poker is one of the most popular online games available Chances are, if someone is looking for some online betting choices, they've thought of poker before anything else

One of the best features of online poker is the fact that its interface hardly differs from the actual, physical game As a simple card game, players will be presented with their own set of cards; there's no room for cheating, for glancing at other people's cards, or any of the distracting techniques pulled at real poker games With online betting at poker, you can just sit back and concentrate on winning strategies that don't involve the manipulation of other players Because of this, the online betting version of the game calls for a different set of strategies than normal games, however this can be a nice change from the traditional setup

Fraud

Despite the seemingly non-chaotic features of online poker, there are still many online betting players who feel that they've been cheated or that the program isn't set up fairly It's easy to find these kinds of criticisms in the online chat rooms and via online betting networks all over the internet The fact is, it's impossible to tell whether the program has been set up to favour the house dealer or not; and even more impossible to tell whether any such favouring was on purpose or ironically, by chance The more time you spend on one game, the more trends you are bound to notice, for good or ill If you've got any real suspicions that you are being cheated, find another online poker game! It's not as if there aren't enough to choose from!

Poker Zombies

One major difference between online poker and conventional poker is the timing Whereas it will take flesh-and-blood dealers time to shuffle the cards and deal them out, these movements are automatic in online versions of the game and you can therefore play considerably more hands per hour online than you can at a real casino This is why there are so many online betting zombies, an affliction commonly found in online poker lounges Deal, shuffle, play, win, lose, do it again in a matter of seconds - sometimes it's just too easy! If you're one of the millions of poker players out there, there is an infinite number of poker lounges ready to welcome you for some online betting; all you've got to bring is a credit card

Shaun Parker is an expert on betting. He often uses free bets,online betting, sports betting and spread betting techniques to make the most of his money.

Author : Bercle George

Dating need not be expensive that burns a hole in your pocket A lot of people like you are interested in the newest online places on the Internet, however the only thing holding them back is that they do not know what online dating site to go to Dating is not running a marathon; it is about fun and enjoying someone else's company In addition, as the online dating population becomes larger, sites with specific demographics are becoming more popular as a way to narrow the pool of potential matches

Tips for Online dating
1 Learn how to keep safe
2 Have a dating goal in mind Are you dating just for fun, or to you have plans for marriage?
3 You can also browse the many forums on these sites for really personal, honest advice and experiences from their members
5 Open communication is a must and this is often the worst dating mistake you can make
6 6 Keep some perspective

Advantage of Online Dating:

1 Free dating sites also offer free profile hosting to their members, and you can start building your profile immediately after signing up
2 Cyber dating, even after all of this is said and done, is still a great way to meet people
3 With the online dating service you know what a person is about before you ever contact them
4 Free dating sites are all over the Internet
5 Cyber dating is also a good way to hide

However, Some disadvantages are:

1 Dating mistakes of this nature often lead to misunderstanding and dating can even end here
2 On sites which require credit card information to join at all, these trial memberships may automatically become full memberships at the end of the trial period and charge the full monthly fee, without any additional action from the member, regardless of whether the member has actually used the services or not
3 Once you get the hang of online dating or when you start to think that free dating sites are giving you limited options, then maybe you can eventually graduate to joining a paid dating site where you are bound to meet more people
4 And, even if the person you are dating in cyber space is on the up and up, that does not mean that your date hasn't lied even just a little about him or herself either
5 The dating mistakes could destroy a dating relationship Have your ever noticed what dating errors you just made?

Online Dating Scam:

The scammer wants the mark to cash the scammer's money orders and then wire money to the scammer The scammer asks the victim to package goods sent from one address and send the goods to another address The scammer says that he or she is being held against her will for failure to pay a bill or requires money for hospital bills

For more information, visit http://www.bristolbathdating.com/

Author : Shaun Parker

So, you figure you could have done a better job on that goal? You would have handled the whole play differently? You've got something to say to most of those players, the coach, and the team as a whole What's more you don't limit your opinions to just one team You, my friend, are an armchair sportsman!

Armchair sportsmen abound The term could possibly be customized for you a little bit pub chair sportsman, couch potato goalie, recliner team coach or something more descriptive of your particular personality Whatever the particular description is though, you are a sportsman at a distance

No doubt some of us are most likely a bit more credible than others in our assessments of what we see happening on the telly Some of us do actually venture out of the flat now and again for an actual game with our mates and have a bit of a feel for the real game Some of us played when we were young and haven't seen a real ball any closer than the TV screen in years but still feel equipped to pass judgement on those poor sods who are sweating out on the field We are somewhat opinionated, us lot

Yes, the armchair sportsman is an interesting breed They very often have a little invested in the games they watch Sports betting among the armchair crowd is actually very common This is not a surprising bit of information though, as sports betting has been a very widespread activity for about as long as Britain has been British

The armchair bunch just may feel a tad more superior in their analysis of the odds, the teams and the possible outcome of the games After all, they must really have their finger on the pulse of the whole team, its players and its chances since they are so well informed and could do a better job of it! Sports betting should be very easy in some ways for the armchair players - they know the shortcomings of the participants so well that they may well be able to anticipate whether a team can pull off a win or not

Now, in the age of internet and constant connectedness, the armchair sportsmen are truly in our glory Not only can we run our commentary from the recliner but we can also do all our sports betting from the same seat! Never has there been a better set up for those of us who regularly participate in this form of sport

Sports betting online is a boon to the armchair sportsmen It requires very little actual physical movement, especially if your computer is a laptop that can sit on (well) your lap! With the TV screen (the bigger the better) and the laptop and the settee ALL in the same room with you, you are well equipped to run your commentary, be opinionated plus put your money where your mouth is with your sports betting This is a truly amazing world for those living on the sidelines these days A truly, physically inactive, wonderful, technically advanced world right in our own little sitting room

Shaun Parker is an expert on betting. He often uses free bets,sports betting, online betting and spread betting techniques to make the most of his money.