XCopy The Most Powerful A.I. Powered Copywriting Tool Create Quality Contents For   Your Marketing Material

Hiring an experience copywriter is expensive and then waiting for the copy to be written painstaking hard because you needed it yesterday, right!Now you can try doing it yourself…But… this is hard if you don’t have a proven and successful framework to operate from… or any knowledge of what to write about….and then there is this occasional WRITERS’ BLOCK

Isn’t there a BETTER SOLUTION for inexperience copywriters to write some quality copy on a budget to get more followers, leads and sales? KlickXCopy, your personal copywriting assistant powered by proven Copywriting Frameworks and Artificial Intelligence. All you need to do select the type of content you want to create and type in a couple keywords.Yes it’s that simple… actually… most of the copy on this page has been created using the power of KlickXCopy!

KlickXCopy really does allow you to fire your content creator. I have used a number of similar products in the past, but the high-quality, on-point content that KlickCopy generates is truly a market-first. KlickXCopy is the perfect tool for me and my clients who want to create high-quality, effective copy for their websites, marketing materials and more

KlickXCopy took the guesswork out of copywriting, using recognised marketing principles to help me create professional copy that really works. Plus, KlickXCopy was easy to use, so I could get started quickly and easily. I am already recommending KlickXCopy to my clients to help them write better content for their websites, and create landing page scripts, and social media video scripts just to name a few of the uses I have seen KlickXCopy helping me achieve in my day-to-day business. 

KlickXCopy has saved me time, and allowed me to create more high quality copy. Which has meant more money for me. Simply put, I highly would highly recommend KlickXCopy as the best copywriting tool I have ever used. With the KlickXCopy Copywriting Engine XCopy.ai you can write a complete eBook in under 24 hours, PLUS ALL the sales & Marketing Material to Capture LEADS & SALES from your audiences.

Get to work on your FEATURES and turn them into effective BENEFITS that sellSimply translate your benefits into powerful bullet points to showcase the best your product or service has to offer. The KlickXCopy Copywriting Engine XCopy.ai also creates powerful and enticing value propositions and helps improve the readability of your copy!

The XCopy AI creates quality engaging content for your viral videos and posts on TikTok, Instagram, Facebook, Youtube, Twitter, and other social media platform you want to share content on and grow your followers and leads. Everyone know that if you want to grow your followers, you’ll need to post 2 or even 3 videos per day on TikTok, Facebook Stories, and YouTube Shorts. Where do you find all that content to create that copy? KlickXCopy is the answer!

Source: https://live.klickxcopy.com/

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Why You Should (Almost) Always Make the First Offer

Photo: vchal (Shutterstock)

For some reason, negotiation tends to be considered a specialized professional skill instead of a basic life one. Business school students and salespeople learn tons about how to work out deals, but most of the rest of us never learn much about how to negotiate. That’s one reason why buying a major asset like a house or car is so stressful for regular folks—negotiating is mysterious to us.

But everyone negotiates on a constant basis, and learning some of the fundamentals of banging out a mutually-beneficial deal is a crucial skill we should all acquire. The challenges of learning how to bargain is often the mixture of emotion, psychology, and math. Leverage can swing back and forth between parties, and emotions can play as much of a role as finances (as anyone who has overpaid for a house because they “fell in love with it” can attest).

That’s why learning some basic negotiation skills is essential—starting with why you should always seriously consider making the first offer.

The Anchoring Effect

You’ve probably heard that you should always make the first offer when negotiating, possibly with some vague explanation about setting the terms. This is, in fact, generally good advice—because of something called the Anchoring Effect.

The Anchoring Effect is all about bias—it’s an irrational tendency in human beings to rely on the first piece of data they acquire, regardless of its value. We all have this bias—study after study has confirmed that the first number you hear will influence how you value something. When sellers make the first offer, the final price is usually higher, and one study found that 85% of negotiated outcomes generally aligned with the first offer.

The crazy part is, even when we know the first piece of data shouldn’t affect us, it does. In one experiment, people were asked to write down the last two digits of their own social security number and then asked if they would pay that much for various items. Then, they were asked to bid for the same things, and despite the fact that the “seed” number they’d been given was completely unrelated to anything, folks with higher social security numbers bid much higher for everything.

Dropping the anchor

The irrational power of the Anchoring Effect is why making the first offer (sometimes called “dropping the anchor”) is a powerful tool in a negotiation. But that doesn’t mean it always works—you need to know how to use it in order to get the full benefit of the effect.

Here are some things to consider when planning to drop an anchor into a negotiation:

  • Be aggressive. People often worry that being overly aggressive with an opening offer or price will insult or scare off the other party. But an aggressive first offer is your best strategy. An aggressive first offer leaves you room to “compromise,” while still getting a better deal in the end (a form of the “Door in the Face” technique).
  • Don’t be absurd. Keep in mind that “aggressive” doesn’t mean “insane.” While an aggressive first offer can set the goalposts in your favor, throwing out an offer that is completely out of line with reality can make the other side wonder if you’re serious, competent, or credible.
  • Be specific. The more precise your first offer is, the more effective it will be in anchoring your opposition. The classic example is pricing a house: A list price of $255,500 will get higher bids than a list price of $255,000—or $256,000.

By putting some thought into the specifics of your first offer, you can most benefit from the irrational power of the Anchoring Effect.

Other negotiating success factors

As powerful as the Anchoring Effect can be in a negotiation, it’s not a magic spell. The first thing to keep in mind is that if you’re dealing with an experienced and trained business or sales professional, chances are they know all about it and have been trained in ways to “defuse” the anchor, which is often as simple as ignoring it and pivoting to details, or offering an immediate “counter-anchor” in an effort to redefine the terms.

The key to a successful anchoring first offer is information, really. The ideal scenario for dropping an anchor is when you know more than the other side. When the other party has access to more information than you do, it’s very difficult to drop an anchor. For example, if a homeowner knows the real estate market in their area well, they know how much their property is worth, and your aggressive anchor will simply seem absurd.

Or consider interviewing for a job—the interviewer knows what the budgeted salary for a position is, and you don’t. If your first salary ask is way outside that budget, it’s not going to have the intended effect. On the other hand, if you both know the same amount of information, your anchor will be predictable and expected, making it easier to defuse.

And if you’re both in the dark, a first offer will be pretty much a guess, making it impossible to know whether you’re actually helping yourself with your shot in the dark anchor. All that being said, making the first offer has been proven to have a beneficial psychological effect on the other side of a negotiation. So use this power. Just do your research first.

By: Jeff Somers

Source: Why You Should (Almost) Always Make the First Offer

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Related contents:

Getting to yes : negotiating agreement without giving in (Reprint ed.). New York: Penguin Books. ISBN 978-0140065343.Adnan, Muhamad Hariz; Hassan, Mohd Fadzil; Aziz, Izzatdin Abdul; Rashid, Nuraini Abdul (2019), Saeed, Faisal; Gazem, Nadhmi; Mohammed, Fathey; Busalim, Abdelsalam (eds.), “

Bargaining for Advantage. United States: Penguin. ISBN 9780670881338.Saner, Raymond. The Expert Negotiator, The Netherlands: Kluwer Law International, 2000 (p. 40)

“Perspective taking as a means to overcome motivational barriers in negotiations: When putting oneself in the opponents shoes helps to walk towards agreements” (PDF). Journal of Personality and Social Psychology. 101 (4): 771–790. CiteSeerX 10.1.1.728.9853. doi:10.1037/a0023801. PMID 2172844

“Against Gridlock: The Viability of Interest-Based Legislative Negotiation”, Harvard Law & Policy Review (Online), vol. 3, p. 1 (2009).World Trade Organization, WTO members search for compromise as text-based negotiations on fishing subsidies continue, published 9 October 2020, accessed 15 October 2020United Nations,

Previewing work ahead, UN Assembly President says Member States must agree a bold post-2015 agenda, published 15 January 2015, accessed 16 October 2020

CNA, 15 nations complete ‘text-based’ negotiations for RCEP, signing xpected in 2020, accessed 15 October 2020CNA, India will not join RCEP trade deal in blow to sprawling Asian pact, published 4 November 2019, accessed 16 October 2020Johnston, Peter D (2008).

Negotiating with Giants. United States: Negotiation Press. pp. Pages 4 to 5. ISBN 978-0980942101.Chernow, Ron (2004). Titan, The Life of John D. Rockefeller, Sr. United States: Penguin Random House. pp. Pages 111 to 112. ISBN 978-1400077304.

“Athletes’ performance declines following contract years”. ScienceDaily. 22 January 2014.Johnston, Peter D. (2008). Negotiating with Giants. United States: Negotiation Press. pp. Page 4. ISBN 978-0980942101.Johnston, Peter D. (2008). Negotiating with Giants. United States: Negotiation Press. p. 168. ISBN 978-0980942101.IBHS Union Voice (3 December 2008).

“”Bad Faith Negotiation”, Union Voice”. Unitas.wordpress.com. Retrieved 24 August 2014.example of use – “the Republicans accused the Democrats of “negotiating in bad faith”, Oxford Online DictionaryDouglas Stuart and Harvey Starr,

“The ‘Inherent Bad Faith Model’ Reconsidered: Dulles, Kennedy, and Kissinger”, Political Psychology(subscription required)“… the most widely studied is the inherent bad faith model of one’s opponent …”, The handbook of social psychology, Volumes 1-2, edited by Daniel T. Gilbert, Susan T. Fiske, Gardner Lindzey

“Merlone, U., & Lupano, M. (2021). Third-party funding: The minimum claim value. European Journal of Operational Research”. European Journal of Operational Research. 296 (2): 738–747. doi:10.1016/j.ejor.2021.04.059. S2CID 236586390.Malhotra, D.,

Four Strategies for Making Concessions, Harvard Business School, Working Knowledge, published 6 March 2006, accesses 2 June 2021“Negotiation” (PDF). Saylor Academy. Retrieved 10 April 2022.Journal of Personality and Social Psychology, 83 (5) (2002), pp. 1131–1140

“BEST ALTERNATIVE TO A NEGOTIATED AGREEMENT”. University of Kuala Lumpur. Retrieved 10 April 2022 – via Course Hero.Lewicki, Roy J.; Barry, Bruce; Saunders, David M. (2014). Negotiation: Readings, Exercises and Cases (7th ed.). McGraw Hill Education. p. 467. ISBN 9780077862428.Thomas, Kenneth W (21 November 2006).

“Conflict and conflict management: Reflections and update” (PDF). Journal of Organizational Behavior. 13 (3): 265–274. doi:10.1002/job.4030130307. hdl:10945/40295. S2CID 145635552.Shell, R. G. (2006). Bargaining for advantage. New York: Penguin Books.Marks, M; Harold, C (2011). “Who Asks and Who Receives in Salary Negotiation”. Journal of Organizational Behavior. 32 (3): 371–394. doi:10.1002/job.671.Goldman, Alvin (1991).

Settling For More: Mastering Negotiating Strategies and Techniques. Washington, D.C.: The Bureau of National Affairs, Inc. p. 83. ISBN 978-0-87179-651-6.Pease, Barbara and Alan (2006).

The Definitive Book of Body Language. New York: Bantam Dell. p. 131. ISBN 978-0-553-80472-0.Donaldson, Michael C.; Donaldson, Mimi (1996). Negotiating for dummies. New York: Hungry Minds. ISBN 978-1-56884-867-9.Van Kleef, G.A.; De Dreu, C.K.W.; Manstead, A.S.R. (2006).

“Supplication and Appeasement in Conflict and Negotiation: The Interpersonal Effects of Disappointment, Worry, Guilt, and Regret” (PDF). Journal of Personality and Social Psychology. 91 (1): 124–142. doi:10.1037/0022-3514.91.1.124. PMID 16834484. S2CID 11970038.Carnevale, P. J. D.; Isen, A. M. (1986).

“The influence of positive affect and visual access on the discovery of integrative solutions in bilateral negotiation” (PDF). Organizational Behavior and Human Decision Processes. 37: 1–13. doi:10.1016/0749-5978(86)90041-5. hdl:2027.42/26263.Bowles, Hannah; Babcock, Linda; Lai, Lei (2006).

“Social incentives for gender diVerences in the propensity to initiate negotiations: Sometimes it does hurt to ask” (PDF). Organizational Behavior and Human Decision Processes. 103: 84–103. doi:10.1016/j.obhdp.2006.09.001. S2CID 18202551.Callahan, J; Besterfield-Sacre, M.E.; Carpenter, J.P.; Needy, K.L.; Schrader, C.B. (2016).

“Listening and Negotiation”. 2016 ASEE Annual Conference & Exposition, New Orleans, Louisiana. doi:10.18260/p.25571.Amekudzi-Kennedy, A.A.; Hall, K.D.; Harding, T.S.; Moll, A.J.; Callahan, J. (2017). “Listening and Negotiation II”. 2017 ASEE Annual Conference & Exposition, Columbus, Ohio. doi:10.18260/1-2–28631.McKersie, R.B. (2012).

“negotiation”. Online Etymology Dictionary. Retrieved 19 August 2019.“The Day-to-Day Life of a Dean: Engaging in Negotiations and negotiations”. Negotiation Journal 475-488. 28 (4): 475–488. doi:10.1111/j.1571-9979.2012.00352.x.Fisher, R.; Ury, W.; Patton, B. (2012). Getting to yes: Negotiating agreement without giving in. Penguin: New York.

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The Power of Empathy in the Workplace

iStock Image -1023552044

We’ve all had those moments of pure attention, when it seems everyone in the room is attracted to your energy. Yet for many of us, that place is difficult to tap into. Your mind races with nervousness about something previously said and you worry about what to say next, each distraction lessening the power of your interaction.

The key to success in these moments is empathy. This ability to understand and relate to others is a powerful skill that takes work, but in mastering it, you can better both your personal and professional interactions.

Related: Use these five elements of psychology to improve your writing.

The Power of Empathy

Empathy is about establishing trust by outwardly recognizing what someone else is experiencing. It’s difficult for people to fully engage in any interaction if they don’t feel that they are being heard and understood.

Think about how free and open your interactions are with close friends and family. Your conversations are super productive because you have each freed yourself to fully engage.

However, at work or in our other day-to-day interactions, we are naturally cautious. We withhold information, we don’t ask the tough questions, and it’s much harder to make decisions or resolve issues. That generally leads to subpar outcomes.

Four Steps for Practicing Empathy

1. Observe: Pay attention to voice, tone, body language, and the situation.
2. Listen: What feelings and emotions are being conveyed?
3. Interpret: What needs are behind those feelings and emotions?
4. Share: Openly state what you think you understand about the other person and ask for feedback to make sure you’re right.

Straightforward, right? Not exactly.

Why Listening is Scientifically a Struggle

Being a good empathizer is largely connected with being a good listener.

Chris Voss, former FBI negotiator and author of Never Split the Difference: Negotiating As If Your Life Depended On It, explains that it’s a struggle to focus in attentive moments because listening is far from a passive activity. It is the most active thing you can do, and empathetic listening can power some of the most fundamental functions of your workplace.

If you struggle with listening, you are not alone. Renowned author and journalist Michael Pollan examined this difficulty in his recent book, How to Change Your Mind: What the New Science of Psychedelics Teaches Us About Consciousness, Dying, Addiction, Depression and Transcendence.

Pollan found that a major area of the brain known as the default mode network (DMN), which acts as an overseer keeping brain operations in check, is most likely the very operator that makes active listening so difficult.

How the DMN Works

The DMN is what kicks in when you have nothing to do. And it seems to be responsible for the construction of what we call the self or ego. It’s all that noise that comes pouring in when you’re in idle; the flood of thoughts about the past and future and myriad distractions that we often feel powerless to overcome. It can become who we are. It also leads to rumination and self-referential thinking, which is not conducive to empathy.

The DMN is powerful, but you are not powerless to resist it. Attention, focus, and active listening help quiet the ego, allowing you more effective listening.

Try this: Consistent meditation, even just 10 minutes a day, has been shown to decrease activity in the DMN, which then leads to better empathy.

Practicing Empathy in the Workplace

Empathy in the workplace is something I encourage the team at D Custom to actively practice. Here are some of the things it can power.

Empathy and Negotiating

While Voss’ FBI negotiations might not be the first place your mind goes in wondering where and how empathy might be better understood and applied, it is paramount in their field. As he notes, when preparing for a negotiation, it’s more important to concentrate on demeanor and state of mind rather than what you will say or do. This is empathy in all its glory.

Empathy and Trust

Empathy establishes trust, and establishing trust enables more productive working relationships. By practicing empathy in the workplace, you will expose goals and concerns more readily. And you cannot resolve issues until that comes from both sides.

Implementing empathy to build trust starts with recognizing people’s fears and validating them without passing judgment or offering a solution. If you do that in a consistent way as a team member or leader, you will get all manner of engagement from your team.

Empathy and Creativity

Empathy is about a genuine connection, and active listening is a gateway to thoughtful collaboration. Ideas come to light in a creative environment, and an attentive approach helps increase input so much that possibilities expand in a way they would not have otherwise.

Empathy can be a force for powerful relationships. From persuading groups to negotiating with terrorists to growing a fruitful community of coworkers, empathy emerges as an imminent provider of success. It’s wired into our psychology to the point that we can’t resist it. So be present and empathy will follow. From that, the possibilities are boundless.

By Paul Buckley

Source: The Power of Empathy in the Workplace | D Custom

.

Related contents:

Britain’s leaders in workplace wellbeing recognised in national awards shortlist Wellbeing News

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Source: http://easyrakr.com

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Why Happiness Is the Key to Success

Jan Buchczik

Many people chase achievement, assuming it will lead to well-being. They should reverse that order of operations.

Without going too far out on a limb, I believe almost everyone would like two things from their jobs and careers: success and happiness. They want to do relatively well financially, receive fair recognition for their accomplishments, enjoy their work as much as one can, and become happier as a person as a result.

These are reasonable goals, but they can be a lot to ask—so many people, especially ambitious, hard-working people, simplify them in a logical way: They first seek success and then assume that success will lead to happiness. But this reasoning is flawed. Chasing success has costs that can end up lowering happiness, as many a desiccated, lonely workaholic can tell you.

This is not to say that you have to choose between success and happiness. You can obtain both. But you have to reverse the order of operations: Instead of trying first to get success and hoping it leads to happiness, start by working on your happiness, which will enhance your success.

Success and happiness are generally positively correlated, as many workforce studies have shown. For example, companies in Fortune magazine’s “100 Best Companies to Work For” list saw an average 14 percent stock-price increase every year from 1998 to 2005, compared with 6 percent for the overall market.

And as Gallup data have shown, among business units with employee-engagement levels (that is, employees who reported feeling heard, respected, and intellectually stimulated, and who had a best friend at work) in the 99th percentile, 73 percent perform above the company average, and 78 percent perform above the industry average.

From this correlation, many assume causation—from success to happiness. During my years as an executive, I found that people strongly believe that pay increases—especially big ones—will have a large and long-lasting effect on their job satisfaction. The data tell us a different story, however: Large wage increases have only a small and transitory effect on well-being.

Researchers in 2017 tracked the pay and job satisfaction (measured on a 0–10 scale) of nearly 35,000 German workers over several years. The study found that the anticipation of a 100 percent pay bump increases job satisfaction by about a quarter of one digit in the year before the raise. The raise increases that satisfaction bump by another fifth of a digit. By the fourth year, the increase has fallen to less than a fifth in total.

In other words, say your job satisfaction is a six out of 10—not bad, but could be better. If your boss doubles your pay, it will get you to about 6.5, and then it will fall back to about 6.2. Maybe this isn’t the best strategy to help you love your job. And that doesn’t even take into account the cost that increased job success can have on overall life satisfaction. In 2016, psychologists measured career success by asking 990 college-educated full-time professionals to compare their career achievements to others’.

They found that people generally enjoyed the money and status that relative success produced. However, success did not lead to total contentment: It indirectly chipped away at life satisfaction, likely via time constraints, stress, and impoverished social relationships.

Much stronger and more positive results emerge, however, when researchers reverse the order, looking not at success’s effects on happiness, but happiness’s effect on success. Scholars in 2005 surveyed hundreds of studies—including experiments to establish causality—and concluded that happiness leads to success in many realms of life, including marriage, friendship, health, income, and work performance.

One explanation might be that happiness makes us more attractive, so we are rewarded by others. Alternatively, happiness might make us more productive. Novel experimental research suggests both are true. For example, scholars in 2021 studied Chinese livestream web broadcasters, for whom voluntary viewer tips are the primary source of income.

They found that when they showed more positive emotion, their tips immediately increased, suggesting that people who appear happy are rewarded in the market. Another experiment involved British test subjects engaging in a time-limited arithmetic task and math test. The researchers found that subjects who were shown a clip of a comedy movie beforehand were about 12 percent more productive on the task and test than those who weren’t, and that the funnier they found the clip, the more productive they were.

Whether you are an employee or employer, it is a better investment to increase happiness at work and in life, rather than simply trying to increase measures of success.

The first thing to remember is that happiness requires balance. No matter how much you enjoy your work, overwork will become an obstruction to well-being. Researchers in 2020 studying 414 Iranian bank employees found that workaholic behavior (such as perfectionism and work addiction) strongly predicted workplace incivility (such as hostility, privacy invasion, exclusionary behavior, and gossiping).

Workaholic behaviors also degraded the quality of family life (as measured in disagreement with statements such as “My involvement in work provides me with a sense of success; this, in turn, helps me to be a better person in my family”).

You should guard against workaholism in yourself and help your friends and family who suffer from it. But just as important, employers should not encourage overwork—which will likely require effort and attention on their part, as research shows that executives generally underestimate employees’ struggles with well-being.

Once work quantity is under control, happiness at work requires a sense of meaning and purpose. I have written in this column that the two key aspects of meaningful work are earned success and service to others. Earned success implies a sense of accomplishment and recognition for a job well done, while service to others requires knowledge of the real people who benefit from your work.

Lots of research shows the importance of these work aspects. For example, Gallup has revealed that people who serve their communities and receive recognition for it self-report significantly less stress and worry in their lives than those who do not (either because they don’t serve their communities or do not receive recognition).

Meanwhile, the most meaningful jobs tend to be those that are the most service-oriented. According to 2016 research by the Pew Research Center, proportionally, more workers in nonprofit and government sectors—i.e., work that is generally service-oriented—said their jobs give them a sense of identity than did private-sector workers.

It’s harder to find the link to service in some professions than others, but it can usually be done. Years ago, I was working with a team of academic researchers creating policies for improved bank regulation. One scholar who was particularly passionate about the project told me he always remembered that his work mattered, because poor people need access to reasonably priced credit, and that requires less bureaucratic red tape.

Even if you struggle to see who benefits, because the people you touch with your work are very far away or your work touches them indirectly, try looking a little closer—maybe even in the next cubicle. You can always enjoy the effects of service by helping your colleagues, and there is clear evidence that supporting co-workers can help ease negative emotions at work.

Ultimately, although success and happiness are linked, the alchemy is mostly one-way—and not in the way that most people think. Working on your success to get happier is inefficient at best, and may blow up in your face and lead you to unhappiness. But working on your happiness gives you the best chance at getting both.

Even if all of this makes sense to you, you may still find yourself falling into old habits of seeking happiness via worldly success at work. Don’t feel too bad—I do it too, even as a specialist in this field. Whenever I notice my hours creeping up to workaholic levels and my dreams of happiness revolving around some accomplishment, I like to reread a short story published in 1922 by Franz Kafka called “A Hunger Artist.”

It features a man who starves himself in a cage for a living as a traveling carnival act. He is obsessed with his work and, as a perfectionist, seeks what he calls “flawless fasting.” The hunger artist is proud of his success, although he is always gloomy, and, Kafka writes, “if a good-natured man who felt sorry for him ever wanted to explain to him that his sadness probably came from his fasting … the hunger artist responded with an outburst of rage.”

Over time, the hunger artist’s act falls out of public favor. In desperation to resuscitate his flagging career, he tries fasting longer than he ever has before. Instead, he is utterly ignored, and sits alone in his cage. In the end, the hunger artist starves himself to death. In a twist of absurdism—

we might even call it Kafkaesque—the protagonist admits just before expiring that the only reason he had engaged in his art was because he could not find any food to his liking. I’m not that bad, of course, but I have a bit of a hunger artist in me, and you might too. Here’s my advice: You won’t find happiness by forgoing happiness. Don’t starve yourself. Your odds of success will increase if you eat.

By Arthur C. Brooks

Source: Why Happiness Is the Key to Success – The Atlantic

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Related contents:

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“People don’t want to be happy the way I’ve defined the term – what I experience here and now. In my view, it’s much more important for them to be satisfied, to experience life satisfaction, from the perspective of ‘What I remember,’ of the story they tell about their lives.”https://www.haaretz.com/israel-news/.premium.MAGAZINE-why-nobel-prize-winner-daniel-kahneman-gave-up-on-happiness-1.6528513 Archived 2018-10-08 at the Wayback Machine

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“I am happy when I’m unhappy.” Mark Baum character, The Big Short (film), https://en.wikiquote.org/wiki/The_Big_Short_(film)#Mark_Baum Archived 17 October 2018 at the Wayback Machine

 If the results hold up, the upshot appears to be that income is pretty strongly related to life satisfaction, but weakly related to emotional well-being, at least above a certain threshold.” Section 3.3, Happiness, Stanford Encyclopedia of Philosophy, https://plato.stanford.edu/entries/happiness/#HedVerEmoSta Archived 2018-06-11 at the Wayback Machine

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Insta Keyword    https://jvz6.com/c/202927/351606/
Instant Website   https://jvz2.com/c/202927/377557
InstantWebsiteBundle          https://jvz6.com/c/202927/377557
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