Versatile Change Strategy: Thriving in a Complex World Essay -- busine

Abstract This paper presents a perspective of the multifaceted components associated with change and offers insight on the strategy to effectively manage the change. For the purpose of exploring an actual change process, I have chosen the area of increasing productivity and the rising demands organizations have today to do more with less. I have chosen the subject because of the critical nature of the requirement to change and the firm belief that organizations that do not take a pro-active and holistic approach are destined to fail. Surviving and thriving in a multifaceted world requires a versatile change strategy. There must be more variety in the strategy than in the system you are trying to change (Bennet & Bennet, 2004). This is similar to a common saying that implies we cannot envision the future or change the present with the same thought or intellect processes that we carry from the past or that we used to get to the present. One way of looking at accomplishing the task of breaking out of the old mold is to use a combination of past experiences and adding them to current realities and then projecting a vision of the future to be created with the synergy created by the all of the joined forces. The ICAS (Intelligent Complex Adaptive System) change strategy refers to a connectedness of choices. This means having a clear direction for the future with a cohesive understanding of why that direction is desirable coupled with individual decisions, support, knowledge and sharing and some common beliefs and values (Bennet & Bennet, 2004). Conventional wisdom cannot alone sustain the strategy, and is many times restricted by habit and pre-conceived notions. Habits are funny things. We reach for them mindlessly,... ...Natural Intelligence. Boston. Red Wheel/Weiser. Moore, Christopher. (1996). The Mediation Process. San Francisco: Jossey-Bass. Robbins, S., & Judge, T. (2007). Organizational Behavior. Upper Saddle River: Pearson Education. Senge, P. (1990). The Fifth Discipline: The Art and Practice of the Learning Organization. New York: Doubleday. Chapter 11 Page 11 Shani, A, & Pasmore, W., (1985). Organization Inquiry: Towards a New Model of the Action Research Process. Glenview: Scott, Foresman. Van de Ven, A., (1986). Central Problems in the Management of Innovation. Management Science. pp. 590-607. Wells, S., (2001). Making Telecommuting Work. HRMagazine. October. pp. 34-45. Zivnuska, S., Kiewitz, C., Hochwarter, W., Perrewe, P., & Zellars, K., (2002). What Is Too Much Or Too Little? Journal of Applied Social Psy

Joseph Heller

In his 1961 piece, Joseph Heller in a subtle way brings an exclusive attention of the readers to the experiences of the world wars to the soldiers. Heller uses the Second World War and John Yossarian, the protagonist as case studies in this milieu. The story transmitted in a third person narrative illuminates the experiences that make Yossarian afraid to continue serving as a soldier. It remains an enlightening piece that divulges the inner spirit of a soldier when masked with fear, more so having seen his or her colleagues die dreadfully. As the narration commences, the story is told within the hospital buildings where Yossarian is hospitalized. The doctors examining him are puzzled with his condition, which means that he would be pretending. They make a determination that if he would be jaundiced, they would treat him, but if not, they discharge him. Explicitly, Yossarian is faking sickness, but in an intelligent manner. It seems that in his mind, the hospital is safe to take solace since liver problems take time to treat. Nurse Duckett signs a note to give him some pills, but interestingly, the liver pain had healed, yet no doctor realized it. Yossarian is the center of the story and everything is deflected from his perspective. Innately, he is determined to remain safe at all times. However, the story is not told in a chronological order, and therefore, the readers must collect all the jaunts together to comprehend what it all implies. It uses flashbacks and presages to depict what happens. For instance, Yossarian is troubled with the memories of Snowden case where a soldier was killed awfully, and as a result, he has lost the aspiration to continue participating in the war. He is more perturbed and feels weak, something that happens with many soldiers on the battlefield. The same applies to other characters such as Dunbar who similarly stay with him in the ward. He wants to stay longer in the hospital by engaging in various boring activities to pass time. Indeed, the hospital setting has become a better place for them. Yossarian has made up his mind to remain in the hospital for the remaining time of the war, and writes a letter to different people known to him, but never tells them the reasons. Having realized that being insane can work for him, he pretends to be insane in order to be discharged from the military service. He is surprised that by claiming that he is insane is a proof that he is actually sane. The readers can see the way a soldier suffers emotionally in the military camp, even if expected to be strong.In conclusion, the story portrays the diverse points of views that the readers can relate to. It gives a pointer to the minds of the characters that depict the inner world of a soldier. It carries the audience with mixed reactions while interacting with the events. Certain events are funny, while others elicit pity. Yossarian is shaken by the storms of the experiences of the war and uses numerous tactics to get himself out of the military service. For instance, he fakes his prolonged stay in the hospital. When he also tries to pretend to be insane, he is openly caught. Rightly, the story compels the readers to see much inside a soldier's heart than just what is seen from outside.

Altex Corporation Case Study Essay

1.Why was a risk management plan considered unnecessary? According to the contract award, contracts at that time did not require that a risk management plan be develop while according to the sponsor the risk management plan was not necessary because most of the new weapon systems requirements are established by military personnel who have no sense of reality about what it takes to develop a weapon system based on technology which does not even exist yet. According Kerzner, in the earlier days of the project management on many commercial programs, the majority of project decisions heavily favored cost and schedule. This was because we knew more about cost and scheduling than we did about the technical risks. But on the other hand it is essential that programs define and implement appropriate risk management and contingency plans to enhance program management effectiveness and provide program managers a key tool to reduce life cycle costs (Kerzner, 2009). 2.Should risk management planning be performed in the proposal stage or after the contract award assuming that it must be done? Risk management is employed throughout the program’s life cycle and should be developed early in the program from the very beginning and addressed continually throughout the program. Risk management is not a separate program function but part and parcel of the overall program planning and management process. In order to be effective, the risk management process must be recognized as a program management activity, and not something limited to the engineering function. Any program element associated with cost, schedule, and performance has a direct interface with the risk management process. This process does not change fundamentally as the program progresses, although some changes or adjustments might occur as the program progress (Kerzner, 2009). 3.Does the customer have the right to expect the contractor to perform risk analysis and develop a risk management plan if it is not called out as part of the contractual statement of work? The customer has the right to expect the contractor to perform risk analysis and develop a risk management plan as part of the project planning. An effective life cycle risk management process requires a commitment on the part of the program manager and the program office to be successful. It is essential that Project manager define and implement an appropriate risk management and contingency plans. The customers expect the contractor to be the expert who knows what needs to be done in any project and that is why he has been hired to do the jobs. Risk management will enhance program effectiveness and provide program managers a key tool to reduce life cycle costs (Kerzner, 2009). 5.How effective will the risk management plan be if developed by the project manager in seclusion? There is no way a project manager will have a risk management plan in seclusion. The reason being first, Risk management planning is the process of deciding how to approach and plan the risk management activities of the project. Secondly the process will include identifying the project charter, current polices, current roles and responsibilities, and the project management plan and, the Risk Management Plan (RMP) strategy needs to be established early in the project and will need to be continually developed throughout the project life cycle. Project risks include business and contractual relationships, cost, funding, management, political, and schedule risks. Other risks are technical, production, and support risks. These entire put together risk management plan has to be part and parcel of the project planning (Kerzner, 2009). 6.Should the customer be allowed to participate in or assist the contractor in developing a risk management plan? Risk management requires early and continual involvement of all of the program team as well as outside help as appropriate. When we are trying to identify the risk we may get our results based on survey of the project and this will involves customer fully. We have to involve the customer since in any case there is a risk then it the risk management program that will support setting realistic cost, schedule, and performance objectives and identifies areas that require special attention. If we don’t involve the customer then that may lead to the customer loosing trust on our company and at the same time we will end up delivering a low quality work (Kerzner, 2009).

Listo Systems: Cami Machado, Trainer

Listo Systems: Cami Machado, Trainer Context: Listo Systems is a graphic service agency and is one of the leading companies within the sector. They recently implemented a new black box technology which resulted in a demand for trainings for the employees as well as â€Å"train-the trainer† sessions. Cami Machado is responsible for conducting these sessions and she feels well prepared. She is also the one who represents the company at an annual Computer Graphic Service Trade Show. Key Issues and Problems: Cami Machado has previous experiences and therefore feels confident and eager for the first session of the trainings.However, the general evaluations of the course were poor and most of the trainers had no clue of what was expected from them. Although Cami is not worried, her manager realizes that something needs to be done. The second issue is related to the Graphic Service Trade Show where Cami routinely represents Listo Systems. This year because of the occurring changes, L isto has scheduled a private presentation for key contacts. Cami is assigned to give a flashy, multimedia overview of the clients benefits of the new â€Å"black box system†.However, she is procrastinating and thinks that from sales or marketing would be better suited for this task. Applying concepts: Cami knows that she could do a good job making the â€Å"glamour show†, however she wants to have the presentation reassigned. In this case Cami is able but unwilling and therefore her performance readiness is R3 (at level 3). She prefers to talk to the â€Å"real† people with â€Å"real† questions. As for the trainings that she has been assigned to organize, Cami feels herself able, confident and willing (R4). In the past she has taughtInformation Technology courses at a local university and for that reason she feels well prepared. She has spent two weeks preparing detailed manuals however the professional trainers do not share her enthusiasm and confidence . From their perspective, Cami is an R2, because even though she is very motivated and willing to accomplish this task, the other trainers are not satisfied with her work. She is not very effective in giving precise directions of what should be done and what is expected, and the majority of the trainers are lost and confused.It is important to notice that the concepts of ability and willingness are an â€Å"interacting influence system†. In other words, that they are interconnected and a significant change in one will affect the whole. This is why the amount of knowledge, experience and skills often affect confidence and motivation. Cami feels that she knows what is required for the trainings to be successful because she has had experience at the University. However, it is hard to say whether she has all the skills that are necessary to train-the-trainers.Comments from the trainers also included â€Å"lots of smoke but no fire† and â€Å"talks down to us†. We ca n therefore conclude that the reason why the trainers where not satisfied was not necessarily because of Cami’s technical skills, but maybe her relationship with the employees. Her directive behavior is very high but her relationship and supportive behavior not as much. Looking at the Situational Leadership model, Cam is using S4 leadership style, which includes low relationship and mostly delegating. Alternative Courses of Action:In order to be more successful in leading the others, Cami should use the S2 leadership style, which includes selling and most importantly explaining what she expects from the trainers. Cami considers herself well prepared and experienced however the evaluation of the course was poor because of lack of explanations. Another reason why the employees were not satisfied was because Cami was â€Å"talking down to them†. To avoid this, Cami should be more supportive and use participative leadership style that will allow her to interact with the ot her trainer and to improve her relationship with them.To make everything more certain, Cami should clarify the path by explaining the follower’s – in this case trainers’ work role. Only then she should display her motivations and effort to accomplish the work outcomes. The Chosen course of Action: The combination of all the above-mentioned solutions would work best for Cami’s situation. However, I believe that the biggest issue in this cause was that the trainers where unaware of what was expected from them. And therefore the best solution would be that Cami clarifies the goals of the trainings and only then tries to motivate and encourage the trainers.Action Plan: Although Cami is a very valuable employee, I believe that her manager should be more directive towards her. For example, he shouldn’t let her procrastinate and reassign her tasks. It is obvious that Cami loves her job and making her tasks more certain and a bit stricter would make a posi tive change for everyone. The trainers and employees of the organization are already dedicated and hard-working, therefore no big changes are necessary. However, slight alterations could be beneficial as discussed above. Listo Systems: The New Security System – Buying In Context:Listo Systems is a graphic service agency and is one of the leading companies within the sector. They recently implemented a new black box technology that caused different reactions from the employees. Key Issues and Problems: One of Cami’s team members, Steve, was unsatisfied because he just got used to the â€Å"old† system and doesn’t want to start all over again. He is thinking about transferring to another department within the company that doesn’t involve the use of the black box. The main issue in this case is that the implementation of the new security system can be a potential risk for losing the employees.There might be other employees like Steve, who are not will ing to adapt and who might take to decision to leave. In the long run this could negatively affect the company because the turnover ratio would increase. Applying concepts: Even though Steve was having difficulty adapting to the new system, there are other employees who are willing to do â€Å"whatever is necessary to keep the customers happy and them employed†. The majority of the employees want to keep their current jobs and this is what motivates them to learn and to adjust to the new security system.The company is doing everything that is necessary in order to train the employees, so the main factor that is required for an overall success is the motivation of the employees. It is clear that Steve’s performance readiness was at the very bottom (R1) because he was unable, insecure and unwilling to learn how to work with the black box. He is displaying frustration and has a complaining behavior, which is typical to the level 1 employees. Angie, the second team member, is an R2, because even though the new black box is foreign to her, she is willing and is motivated to learn.The third member, Dorothy, has an extensive experience with the black box, and therefore she is at the highest performance readiness level (R4). She has the right skills and at the same time we can see that she is willing to work with the new system, because she’s encouraging all the other members to support it as well. According to Maslow’s hierarchy of needs, employee’s motivation and performance depend on various factors that need be satisfied at the first place. In this case, we can assume that the physiological, social and safety needs are satisfied. However, as some of the employees don’t feel confident, their esteem nd self-actualization factors are not fully satisfied. This demotivates the members of the company and negatively affects the productivity level. Alternative Courses of Action: As stated in the case, in order to diagnose the perf ormance readiness level, the indicators of ability and willingness should be combined. You have to assess whether the individual is able (presently performing) and whether he is willing or unwilling to perform a certain task. A good way to do that would be by running an emergency survey, right after the implementation of the black box.This would help to find out in which areas the employees need help and guidance, as well to assess the overall satisfaction level. In order to avoid losing more employees, the management should have more individual approach towards its employees. Some people are quick-learner while the other dislike major changes. The results of the survey would show who needs additional help, and the trainers could focus more on this specific group of employees. There is not an appropriate leadership style for this case, because every member needs to be approached in a different way.The S3 level would be the most appropriate because the manager would be able to encour age and help its employees by participating more. The Chosen course of Action: The best solution would first of all be to run a quick survey within the department. After determining the indicators of ability and willingness, it will be much easier to find out the employees’ performance readiness and to decide which leadership style is the most appropriate. Action Plan: Different employees have different opinions and it is hard to keep every single member satisfied.The survey would allow to asses the common weaknesses within the group and to fill the gap by organizing trainings. Listo Systems: Cami Machado – System Conversation Context: Listo Systems is a graphic service agency and is one of the leading companies within the sector. They recently implemented a new black box. Cami, the responsible for the system has taken the black box through all the recommended steps tests and it performed perfectly. The system has also been tested by a former CIA computer specialist an d its was declared to be flawless. Nevertheless, Cami insisted to keep the old system â€Å"just in case†.Key Issues and Problems: Even though everything turned out to work perfectly, Cami confessed that she has never been so nervous in her life. She had asked to keep the old system as well, however she was still very anxious and was sleeping only a few hours at night. Applying concepts: Cami’s performance level in this situation is R3, because even though she was able to make the switch, she was still not confident and very hesitant. However, she had asked to keep the parallel system, so in case if something went wrong, there was an alternative solution. There was no reason for Cami to feel nervous, even if the black box failed.The leadership style that Cami’s manager should use is S3. He should support her in risk-taking and compliment the work. Alternative Courses of Action: The manager should not disempower Cami, because she has done a hard work and deserves appreciation. He should be very supportive and help her to deal with her nervousness. As mentioned above, this would be a S3 leadership style, which would result in building confidence, actively listening and encouraging. The employees should try to adapt to the new system, instead of leaving the department and creating more issues to deal with.They should also be supportive towards Cami, and appreciate her effort. The Chosen course of Action: Cami’s manager should take more participation in the implementation of the black box. He should leave everything on Cami’s shoulders, even though she’s the one responsible for the project. A supportive leadership style would be very effective in this situation and would help Cami to work more productively with less stress and anxiety. Action Plan: With the help of her manager and her employees, Cami should be able to overcome the difficult period at her workplace and gain more confidence in the work that she is doing.The management should help her to increase her performance readiness level to R4, by showing more support and encouragement. Listo Systems: Randy Mack, Trainer, Listo Systems Context: Randy Mack is an experienced trainer for Listo Systems and has worked with the company for a number of years. His evaluations have always been first rate and he has been able to develop a rapport with the people whom he trains. Key Issues and Problems: Recently, Randy is not happy with his job and had received below-par evaluations for the first time. His main concern is the lack of career advancement at Listo Systems.Some of his training have ended in confrontations with the trainees. Applying concepts: Maslow’s hierarchy of needs explains clearly why Randy is dissatisfied with his job. Even though he has performed perfectly for so many years, the lack of self-actualization and career advancement demotivates him. With all the new changes occurring with Listo Systems, the management is possibly more focused on profit and the technology rather then promoting its employees. This lack of attention has resulted in demotivation because Randy feels that his work isn’t much appreciated anymore.His performance readiness is at R3, considering that he knows his job very well and his has been number one for a long time. However the lack of career advancement made him unwilling and decreased his productivity. Alternative Courses of Action: The management should use S3 leadership style, in order to improve Randy’s performance readiness level. Considering that he is a valuable employee, it would be a big loss for the company of Randy left. In order to avoid that, the management should try to show more encouragement and offer possible ways of growth within the company.For example, another solution would be motivating him with financial bonuses. The Chosen course of Action: It’s Randy’s experience that makes him a valuable employee, and he cannot be easily replaced . For that reason the managers should compromise by either promoting Randy or suggesting other potentials ways of career advancement. Action Plan: The managers should make a quick decision before it gets any worse. They have to motivate Randy to stay by offering bonuses and showing that they appreciate his work.

Singin’ in the Rain Analysis

Singin’ In the Rain Music Analysis Singin’ In The Rain (Kelly/Donan, 1952) is known to be one of best musicals ever made and one of the funniest movies of its time. This statistic can be attributed to the musical numbers that it incorporates. Singin’ in the Rain uses popular music of its time that people may already be familiar with. It works to seamlessly integrate them into a musical about the transition of film from silent to talkies. Additionally, the film is able to utilize them in such a way that every single song contributes to the overall effect of the film in some way.Each song either pushes and develops the film’s conflicts or establishes one of the protagonists’ goals or interests; they use deception of sound or visual presentation like dance to support them. The first number that stands out in the film is the song shown during Don’s interview in which he talks about his road to success in Hollywood. Although he speaks about attend ing school and performing for the best, visually the song depicts Don and Cosmo doing a dance and fiddle performance for an underwhelmed crowd. Even though they show obvious expertise, the audience clearly do not think very much of the performers when they finish.Don’s uphill climb is hardly the glorious journey that he is describing it as. The music not only shows a disjoint between the narrations and actions, but also introduces us to Don’s point of view and the deceptiveness of his Hollywood career in comparison to his real life. This whole sequence helps the film get across to the viewer Don’s character, showing us his interest in falsifying his life in order to stay at the pinnacle of pop culture. A second piece with similar intentions is when Lina sings â€Å"Singin’ in the Rain† towards the end of the movie.This is a crucial point in the movie because Lina feels that she feels that she has the company at her feet. Of course, it is actually K athy behind the curtains singing while Lina is mouthing the lyrics on stage. The audience see Linda singing, but hear Kathy’s voice. This scene presents the primary conflict of Lina clashing with Kathy while again utilizing sound deception. Another number that stands out is the first rendition of the title song, â€Å"Singin’ in the Rain. † Don and Kathy had just decided to turn The Dueling Cavalier into a musical, and when Don leaves her apartment, he begins to sing.This number shows us that he has fallen in love with Kathy and, as he dances and sings loudly through the streets, that he intends for everyone to know. He feels jovial about his situation even though it would likely destroy his reputation if people found out that Don and Lina are no longer â€Å"household names† like â€Å"bread and butter. † This number not only shows us his interest in a relationship with Kathy, but also introduces Don's newly found conflict to the viewers. Finally, the musical sequence in the very last scene during which Don sings, â€Å"You are my Lucky Star† is an effective one.As the very end of a Hollywood movie, this song has the responsibility of wrapping the conflict up while also getting Don and Kathy together, which is exactly what it does. Don exclaims Kathy as the real star of The Dueling Cavalier, and just as she realizes what he had done for her, he begins to sing to her. The song does a great job of showing their deep love for each other and also resolving all loose ends; by showing Kathy’s point of view with her acceptance of Don’s actions, and the revelation to the masses of their love for each other, it provides an apt ending to a movie for the ages.From start to finish, the music in â€Å"Singin’ In the Rain† does an outstanding job of merging with the film, even though most of them already existed before the film was created. They empower the film to carry emotion and advance easily, while also allowing the film to remain light and comical. Pieces play with deception and manipulation of sound, while others leave you in awe with their complex dance performances. Each musical number in Singin’ In The Rain plays a unique and crucial role, and it is because of them that this film has become one of the most widely renowned in American history.

Angular Acceleration in a Rotational Motion Lab Report

Angular Acceleration in a Rotational Motion Summary sheet Objective The experiment aims at determining terminal angular velo and angular acceleration in a rotational motion. It also aims at determining involved moment of inertia in the experiment and compares the experimental value with the theoretically computed value. Method The experiment used a wheel, a rope, and a suspended mass. The wheel was fixed at a height and the mass suspended on the rope that was attached to the freely rotational wheel. The radius of the wheel was measured and recorded. The height between the affixed mass and the floor, representing the distance to be travelled by the mass, was then measured and recorded. The mass, 20 grams, was then released to fall over the height. Time taken by the mass over the distance was measured and the experiment repeated three times. The experiment was repeated for different masses, 50 g, 70 g, and 100 g, and the time taken for each mass to travel over the distance noted. Results The research results and subsequently derived values are shown bellow. mass 20 g 50 g 70 g 100 g distance 0.9 m 0.9 m 0.9 m 0.9 m time tken by the falling mass first trial 4.135 2.79 2.03 1.89 second trial 4.25 2.58 2.37 1.8 third trial 4.085 2.62 2.1 1.99 average time 4.15 2.66 2.16 1.89 average velocity 0.216 0.34 0.417 0.479 final velocity 0.436 0.68 0.8358 0.956 acceleration 0.105 0.255 0.3857 0.507 angular acceleration 1.039 2.522 3.815 4.99 tension in the tape 0.149 0.478 0.659 0.931 torque acting on the wheel axle 0.02 0.0483 0.0667 0.0941 total mass of the wheel (M) 3.799kg circumference of the wheel 0.655 m radius of the wheel 0.1011m frictional torque from the graph 0 calculated inertia 0.0194 measured inertia 0.191 moment of inertia, percentage difference 1.53 % Applications One of the practical applications of rotational motion and its associated inertia is the balancing of weight on bicycles. While a bicycle is stationary, it is very difficult to balance its weight and other weights that may be placed on it. The rotational force of the wheels that results in the vessels motion however induces inertial that makes balancing easier and prevents the bicycle from falling. The concept of rotational inertia is also applicable in explaining relatively larger forces in operating objects with circular shapes. An example is an umbrella whose opening and closing requires larger forces that even the mass of the objects. The extra force is determined by the distribution of particles in the umbrella and not mass only. Consequently, an umbrella has a larger inertia, relative to its mass, because of rotational properties that are characteristics of its particles’ distribution (Goswami, p. 105). Calculations Average and final velocities are computed from the formula, Velocity = distance/ time. For the 20 g mass, Average velocity= 0.9/4.15 = 0.216 m/s (trancated) The other velocities are similarly calculated from corresponding distances and times. Acceleration =change in velocity/ time. Therefore acceleration for the 20 g mass= 0.436/4.15 =0.0105. The other accelerations are similarly calculated. Percentage error = {(calculated inertia- measured inertia)/calculated inertia}*100 ={(0.0.0194-0.0191)/0.0194}*100 =(0.0003/0.0194)*100 =1.54 % Works cited Goswami, Amit. The physicists’ view of nature. New York, NY: Springer

The View on Relationships Essay Example | Topics and Well Written Essays - 750 words

The View on Relationships - Essay Example And those are party or bar and sexual activity. Let me just clarify what sexual activity is in hook ups, it may be as simple as making out to sexual intercourse. There are several studies that focus on how the hook up culture impacts the sexual behavior of adolescents. Findings vary from hook up culture being prevalent in colleges, like a sort of baptismal ritual of college freshmen as this is more commonly found in freshmen, to the culture being limited in a certain group of people (Wade & Heldman, pp. 128-145; Regnerus & Uecker, ch.4). But what is common in the studies is that the hook up culture is a reversal of script with regards to building a romantic relationship. Before, a relationship starts with dating. Two interested people date each with the hopes of establishing a connection. With this script, the relationship is built on intimacy and emotional attachment. With the hook up culture, it starts with the hook up, usually based on physical or sexual relations. There are no ob ligations for both parties to continue on with building a relationship although both parties may be interested in dating afterwards. This shows how impersonal the hook up culture is. There is no intimate connection that is created between the involved parties. What happens is they hook up, and they part the next day. They may not see each other, talk to each other, or send email or SMS. It was a simple hook up and there is nothing more to it. But if they meet again, and still interested in each other they may go home together and have sex. It was as easy as that. But this setup actually makes things more complicated. Because of its impersonal nature, it degrades the value of relationships. And of the people involved in the hook up. It is even more dangerous for women than men since social values still place greater value on how a woman should be subordinate or should act in a proper or traditional manner compared to men. If a woman hooks up with several men, even if she is not neces sarily sleeping around with them, she may still be perceived as promiscuous, or worst she may be called a bitch or a whore. Men are more immune to these perceptions although there are still men who attract negative criticism when they hook up with several women. They may be perceived as men who cannot be trusted to be in a relationship. Because of these results, the hook up culture does not seem to be very attractive. Who wants to be called a bitch or a whore or a playboy with no concept of intimacy or love? It can destroy one’s self-esteem. And this is exactly what happens to the women and men involved in hook up cultures. Since there is no intimacy involved within the hook up culture, it demoralizes relationship and sex. There are three things that people usually look for in sex, meaningfulness, empowerment and pleasure. But the hook up culture distorts it. According to Wade and Heldman’s study (pp.140 – 144), the men and women they interviewed felt that their hook up sex was meaningless. Since there was no connection whatsoever, the sex was merely an action. It does not symbolize anything aside from the act of having sex. Those who were involved in the hook up culture wanted to have meaning when they have sex with someone. It doesn’t necessarily mean love. What they were looking for was some kind of bond that they can share. A connection wherein they can they are