Sex Survey Reveals Kinky Tastes

A recent survey undertaken by PleasureMeNow.com sex toys reveals people's favorite toys in the bedroom. The research also found many Valentines may receive a sex toy wrapped in red this Valentine's Day.

The survey revealed 74% of both women and men would "love" to receive a sex toy as a gift. The other 26% thought it sounded fun, and no one in the survey found the idea objectionable.

The survey established that, of those participating in the survey, 24% already owned 1 or 2 toys, 56% owned 3-6, 11% owned "Gobs" of toys and 9% don't currently own a sex toy.

Regarding the question "What is your favorite sex toy?" respondents had a fill-in-the-blank response, not a multiple-choice answer. They wrote in the following choices: 17% Rabbit Vibrator 11% Glass Dildo 10% Vibrator (Non-Specified Type) 8% Love all sex toys 7% Sex Swing 7% Strap On Dildo 6% Bullet Vibrator 5% Dildo 4% Cock Ring & Vibrating Cock Ring 4% Anal plug or bead 3% Cyberskin Sex Toy 20% other toys or none yet

"We were surprised by several of the results," said Ron Jacks, partner at PleasureMeNow.com. "One result that amazed us, even though our survey was taken on our adult toy website, was that everyone found receiving a sex toy as an appealing gift. Another result that raised several eyebrows here was how many straight men indicated their favorite sex toy was not for use on themselves but rather for use on the women in their life. Of the total men surveyed, 16% indicated their favorite toy was using a vibrator on their significant other with another 7% suggesting a glass dildo."

618 people participated in the survey. 10% of the women and 7% of men described themselves as bisexual, and 4% of people indicated they were gay.

For more information on this sexual survey, contact Lance Russell: lance@pleasuremenow.com; call 1-858-428-0306. PleasureMeNow.com is a top adult toy site offering the latest breakthroughs in pleasure technology.

Lance Russell is the author of the book "Recipes for Better Sex: 75 Delicious Ways to Spice Up Your Love Life." He has lectured on human sexuality at several California universities. In addition, he is co-owner of the sex toy store www.PleasureMeNow.com

The Survey Feedback Process for Organizational Development and Change

THE PURPOSE OF SURVEY FEEDBACK:

In globally competitive environments, organizations are seeking information about obstacles to productivity and satisfaction in the workplace. Survey feedback is a tool that can provide this type of honest feedback to help leaders guide and direct their teams. Obstacles and gaps between the current status quo and the desired situations may or may not be directly apparent. In either case, it is vital to have a clear understanding of strategies for diagnosis and prevention of important organization problems. If all leaders and members alike are clear about the organizational development and change, strengths, weakness, strategies can be designed and implemented to support positive change. Survey feedback provides a participative approach and enables all members to become actively engaged in managing the work environment.

SURVEY PROCESS STEPS:

Step 1: Identify project plan and objectives
Step 2: Brief team leaders and employees about the process
Step 3: Administer survey
Step 4: Conduct interviews and focus groups
Step 5: Train leaders on facilitating team discussions
Step 6: Analyze the data and construct a report
Step 7: Provide feedback to leaders
Step 8: Team leaders conduct feedback action planning and meetings
Step 9: Leaders present reports on progress and results to Senior Management
Step 10: Follow-up by senior leadership to ensure progress and accountability

RESPONSIBILITY OF THE TEAM LEADER:

Once the data has been collected and observations have been clarified, it becomes the leaders responsibility to familiarize the team with the findings. Next the leader involves the team in outlining appropriate solutions and strategies that members can buy into and support over the long-haul. When leaders can facilitate collaborative teaming and become an organizational development and change agent, people in the team will contribute creative ideas to enhance their work environment.

It is important for leaders to not underestimate the time and facilitation skills needed to pass on the information and foster an action-oriented environment. The initial meetings and communication sessions are just the start of a development process, not a single event. If the survey feedback is to be effective, it must be implemented into a comprehensive strategy that includes goals, responsibilities, time frames, revisions, and reviews.

Prior to the action meetings, leaders need to gain a full understanding of the survey data and begin to structure a plan for the first meeting. Once the meeting begins, the leader should guide the groups evaluation of the results and development of solutions. Following the initial meeting, a summary should be documented and action plans circulated. Follow-up meetings are necessary to coordinate and evaluate changes and progress. Action plans are the means of fully utilizing the survey feedback, without it we simply have a snap shot of where the organization is, with no plan for positive change.

If the team feedback meeting is poorly handled, there will be low front-end commitment on the part of the team. Of course group dynamics will be unique in every situation, and the leader will need to consider this as the survey data is disseminated. Tailoring sessions to meet the group characteristics will provide for a more effective discussion. In any case, consider a few of these ideas:

Be optimistic and excited about the information and how it can be used to better the organization.
Verbally express positive points.
Ask for participation by all members and reinforce their openness and contributions.
Invite them to explore with you the areas that need improvement.
Be supportive and clear about action and follow-up plans.
Establish a clear commitment to utilize the survey feedback long-term and seek further feedback from the group.

Most importantly, help the group understand the purpose and mission of the survey feedback As a leader, feast on the opportunity of having clear data and truly listen and involve members in your organizational development and change endeavor.
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