Q: Tilt the bottom of the padlock towards you so that you can see the keyhole. If it's dark where you are, you may need to use a flashlight or cell phone to illuminate the hole for you. Take the key with your index finger and thumb and firmly push it into the keyhole. If it does not fit into the keyhole, turn the key over and try again.  If the key won't fit regardless of what you try, there's a good chance that it's the wrong key. Every key has a different profile which will push pins up inside of the lock and disengage the shackle when you have the right key. Most key locks will unlock when you turn the key counterclockwise, although this may not always be the case. Turn your key back and forth if turning it clockwise doesn't open it. You'll feel the shackle disengaging in the lock when you've unlocked it successfully. Once the shackle has disengaged, pull on the body of the lock to free it. You can then rotate the lock to remove it from whatever you're trying to open. When you close the lock back up, make sure that you feel and hear a clicking sound which means that the lock has locked again. Some padlocks will require you to put the key in and turn it clockwise to lock it.
A: Look under the padlock for the keyhole. Insert the key into the keyhole. Turn the key counterclockwise to free the shackle. Pull on the body of the lock to pull it free.

Article: Pour 1 cup (240 ml) of water into a microwave-safe bowl. Then, you can add 2 to 3 citrus slices or 1 tablespoon (15 ml) of vinegar to the water. If your microwave is really dirty, consider adding both the citrus and the vinegar.  You can use any type of vinegar, such as plain white vinegar or apple cider vinegar. Try adding slices of lemon, orange, or lime. If you're going to heat the water in a perfectly smooth bowl, the microwave can superheat the liquid and cause the bowl to burst. To prevent the liquid from superheating, add a wooden skewer or wooden spoon to the bowl. Avoid putting a metal skewer or spoon into the bowl since it can overheat and scorch your microwave. If you open the microwave immediately, the steam will escape and your cleaning solution will be incredibly hot. Instead, wait 5 minutes before you open the door.
Question: What is a summary of what this article is about?
Create a steaming solution with water and citrus or vinegar. Put a wooden skewer into the bowl. Wait 5 minutes to open the microwave so the steam can loosen grime.

Problem: Article: If you have negative thoughts in your head, it’s possible you have people around you who are stating the same types of negative messages about you, even close friends and family. As you’re improving your self-esteem, if it’s possible, minimize contact with people you notice are saying negative remarks to you, even if they are close to you or are at work.  Think of negative statements from others as ten-pound weights. If you put on a ten-pound weight for every negative statement, and you are surrounded by people who put you down, eventually it becomes more and more difficult to lift yourself up. Removing yourself from the burden of having to listen and relate to negative people will make you feel lighter because you do not have to bear the weight of their negative comments, their negative judgments towards you, or their unwillingness to treat you with respect. Learning how to be assertive can help increase self-esteem. Assertiveness helps encourage other people to treat you with respect, which will help encourage positive self-esteem. In short, assertiveness stops people’s other bad behaviors from having an effect on you as well as helps you have healthy communications with the people around you. You can utilize a few different techniques to practice assertiveness: ” Instead of saying “You didn’t take out the trash last night,” you can state, “I feel upset when promises are made and they aren’t carried through.” The first statement can be taken as an attack and increase the listener’s defensiveness. The second is sharing your feelings, and letting the person know what he or she did to contribute to those feelings. Consider how the person you are speaking with feels, and be willing to strike an agreement that pleases both of you. For instance, if your friend asks you to drive him to the store, you can say, “I can’t right now; I have a class. But I can drive you afterwards. Would that be okay?” You can certainly say no, and you can stand up for your rights without having to yell, and without having to give in. If you’re having trouble getting your point across, Psychology Tools recommends using a “broken record” approach, where you maintain politeness and a pleasant tone. For example, if your local supermarket sold you a bad piece of meat and will not accept returns, you can always say, “I understand. I would still like a refund.” If after several attempts you don’t see your results, you can always try a statement like this, “If you do not want to issue me a refund, that’s your choice. I can always choose to call the Health Department, though I’d rather not. Which would be easier for the both of us?” It’s your responsibility to let your family and friends, as well as acquaintances, peers, and coworkers, the way you want to be treated. Some behaviors from other people can have a direct impact on your self-esteem if you hear it long enough.  For instance, if you decide you don’t want other people calling you names, you can let them know you don’t like it and you will take action if they do not stop: “I don’t like it when you call me Shorty. It upsets me. I would appreciate it if you would stop.” If this form of verbal abuse does not stop, take action and tell someone with authority that can help you. If you’re at work, file a harassment complaint. If you’re a student, tell your parents, a teacher, or your principal.  If it’s a friend, your friend might not have realized that his or her actions were getting you upset. It’s always worth it to let people know how you feel.
Summary: Surround yourself with positive people. Be more assertive. Use the word “I” instead of “you. Listen and be willing to compromise. Be persistent without getting aggressive. Set personal boundaries.

Q: When resolving a dispute between others in the workplace, focus on the facts of the situation.   Avoid making character assessments or personal comments. Management should always be impartial when reviewing employee conflict and avoid personal relationships that can create bias. Open a dialogue between the parties involved. Often conflicts arise from miscommunication.  Be a mediator and open dialogue between the parties in conflict, helping them come to a constructive conclusion to the issue. Be firm but fair. People aren't always going to get along and some personality types clash in collaborative settings. Set down ground rules for employee comportment, but don't act rashly, especially if this is a first time conflict. If the conflict is between yourself and an employee, discuss the issues one-on-one. If there is a conflict between the team and management goals, call a team meeting. Avoid confronting and calling out individual team members about sensitive issues in group meetings. Deal with the issue as soon as it comes to your attention.  Otherwise, it could escalate and negatively impact employee performance.  Just make sure not to address the issue too quickly, before you’ve had time to consider a course of action. . Encouragement and motivation are powerful tools when used correctly.  Remind individuals of what they did correctly while also criticizing how they reacted poorly. Offer criticism that solves problems. Instead of focusing in on what an individual did wrong, ask "How could this have been approached more productively?" Be specific and relevant to the point of the discussion. It's easy to get side-tracked, but be sure to keep the discussion focused on a sustainable and positive outcome to the conflict. When conflict happens and resolution occurs, praise teamwork and collaboration and recognize the people who made it happen.  If the conflict is between two employees, remind both of their strengths and weaknesses and how glad you are that the situation is resolved. If the conflict is between the team and management, recognize the key compromisers and team players who achieved resolution via an email memo to the whole team.
A:
Be impartial and listen to understand. Address issues with the appropriate parties. Don’t wait to resolve the issue. Give constructive criticism Broadcast praise.