Social Changes During the Trudeau Era

In 1999, the top Canadian newsmaker of the century was voted out and the glory fell to the charismatic former Prime Minister, Pierre Elliott Trudeau, who was elected into office after WWII. Throughout that time period, Trudeau worked towards promoting countless emerging social issues in Canada in various ways, and greatly influenced the transformations of the nation into the one that is known now. Among those social changes were the arising force of feminism, the altering relationship with Quebec, and the growing cultural diversity within Canada. Soon after WWII, â€Å"The Second Wave† of feminism swept the decade and the rights of women were largely demanded by feminists. Pierre Trudeau realized that the unbalanced status between the sexes was in the need of change and encouraged feminism by supporting it with new laws and measures. In 1967, Pierre Trudeau gained himself much attention by introducing an omnibus bill as the Justice Minister. In the bill, he showed his views and suggestions to many concerned issues including abortion. The law stated that an abortion would be legal if approved by a committee of three doctors. However supported by feminists, the reform was doubted by the public. Trudeau stood firm and defended the bill with a famous saying, â€Å"there is no place for the state in the bedrooms of the nation† (CBC 1967). The bill was later passed and it granted more rights to women who then became supporters of Trudeau, out of reason over passion. After their basic rights were guaranteed, Trudeau turned to focus on the lack of equality for female workers. In 1970, women were paid 59 cents to each dollar a man earned for doing the same amount of work. In order to alter this situation, the Canadian Human Rights Act was passed under the Trudeau government. The Act prohibited sex discrimination, guaranteed equal pay for work of equal value and improved the status of female workers. In result, 47 percent of the married women were under employment in 1979, whereas eighteen years ago, only one in five of them were. From this information, it is clear that women were encouraged by the granted social rights which led to many changes in their lives. In the meanwhile, Trudeau supported feminism not only in the society, but also within the federal government. The first female governor general in the history of Canada, Jeanne Sauve, was appointed due to the recommendations of Trudeau to the Queen. In a speech, he stated that â€Å"it is right and proper that her Majesty should finally have a woman representative here† and that this would be a â€Å"welcome revolution† for the society (CBC 1984). This appointment entitled women the rights to be at high rank in the federal legislature. The carefully selected governor general had also been the first cabinet minister from Quebec, the first female Speaker of the House and the ideal candidate for the position. His actions revealed that the Prime Minister of Canada believed that women were as capable as men and should be promoted if ability is recognized. Therefore, Trudeau showed support to feminism and helped drive one of the most important social changes in those decades. As Trudeaumania swept up the nation, the Prime Minister was not only popular among men and women, old and young, but also supported in both western and eastern parts of Canada. As a federalist, he contributed greatly towards making changes and improving French-English relationship. He believed that it was important to make efforts in keeping Canada together after the testaments it had been faced with and the growing separatism in Quebec. Trudeau decided that the solution was to grant more rights to the Francophone. Therefore he promoted the status of French to a national basis, granting Francophone the language rights by passing the Official Languages Act. The law of 1969 transformed Canada into an official Bilingual nation. When the mixed criticizes appeared, he again defended the law by stating â€Å"of course a bilingual state is more expensive than a unilingual one, but it is a richer state† (Julian 14). This quote reflected his determination in promoting federalism and trust in the future of bilingualism in Canada. He was not alone. Among the Francophone, bilingual government services were extremely popular and were supported at a rate of 79 percent (Parkin 6). Later on, Trudeau and his government created the Charter of Rights and Freedoms in which the sections 16 to 22, specifically outlined the official language rights for Francophone again. This time the reform focused on the co-operation between federal and provincial governments to ensure the official bilingualism services in Canada. The goal included allowing both Francophone and Anglophone to preserve their basic language rights and cultural identity, regardless of their geographic location or language backgrounds. The bilingual law is still supported by 76 percent of Canadians today according to a poll in 2002, 35 years after its initiation (6). However back then, many separatists criticized on the reforms of Trudeau and some went into action. During the October Crisis, Prime Minister Trudeau refused to give in to the terrorists and he implemented the War Measures Act, ensuring the safety of Canadians from the extreme nationalists. â€Å"Just watch me† (CBC 1970), said Trudeau in an interview after the kidnapping of a provincial cabinet minister by the FLQ. He tried to protect the society from the threat that endangers French-English relationship, and he was supported by the Parliament and the Quebec Premiere. In all, Pierre Trudeau contributed with great efforts towards portraying French-English relationship and holding Canada together as a nation. Apart from his federalism, Pierre Trudeau also encouraged cultural diversity within Canada. He promoted multiculturalism and immigration policies. â€Å"I believe a constitution can permit the co-existence of several cultures and ethnic groups with a single state† (Craats 23), stated Trudeau. He foresaw the importance of multiculturalism and drove social changes in Canada with the passing of the Canadian Multiculturalism Act. The Act encouraged and protected citizens from different cultural backgrounds in preserving their traditions. Under the Act, heritage language classes and various programs welcomed all residents and helped them feel comfortable in Canada. Also, the reform of Immigration Act was passed, allowing more immigrants to be admitted to Canada. The barriers were reduced and immigrants were separated into three classes: family class, humanitarian class and independent class. The basis of selection was broadened and it successfully attracted more immigrants. In 1970s, eighteen percent growth in total population appeared mostly because of immigration in the previous decade. After that, the Trudeau government passed the Citizen Act, which granted equal rights for all citizens. The law stated that native-born and naturalized Canadian citizens would both be entitled to citizenship rights and obligations equally. Citizens from foreign backgrounds were given the voting right, mobility right, language right and etc. This Act showed respect and recognition to all cultures based on multiculturalism. With efforts, Trudeau and his government created laws that drove many social changes by encouraging multiculturalism in society. As one of the most popular politicians in the history of this nation, Trudeau led Canadians through the difficult years after world war two, and left a permanent mark on its society. Throughout that time period, Canada was driven into changes mostly influenced by Trudeau in terms of feminism, federalism and multiculturalism. Those changes left great impacts and had altered the daily lives of Canadians ever since.

Business Plan Review Essay Example | Topics and Well Written Essays - 2000 words

Business Plan Review - Essay Example The Company was established on February 1, 2007 and is seeking equity investors who can invest up to $100,000, in return for 20% equityThe new venture proposes to acquire a set of leased cars and offer them from strategic vantage points or car pods, from which customers will be able to accessThe car sharing venture will be commenced from one central nub, the South Bank area in Brisbane, from which it will be extended to other such nubs.The venture targets those customers who are environmentally conscious and proposes to work with two primary market segments – corporate customers who are likely to be frequent and heavy users of car share vehicles during week days and private customers who may use the cars less frequently and for shorter periods and be targeted for evening and weekend use, to achieve optimum utilization of the cars. It proposes to make customers aware of its services through its own website and also through a variety of advertisements and flyers. Additionally, i t will also align with the Brisbane City Council in ensuring that complementary websites are linked to its own website to generate leads from environmentally conscious customers.The Plan makes some provisions for potential risks. For one, it allows for the uncertainty in customer use and preference for car sharing by proposing to first lease the cars and prevent an initially huge capital outlay.

Operational Risk Management of xx company Essay

Operational Risk Management of xx company - Essay Example But due to the worldwide credit crunch of 2007-08, the Lehman Brothers has resulted in a tremendous downfall. On September15, 2008, it filed for Chapter 11 bankruptcy, condemned to become the biggest bankruptcy filing in U.S. history and caused a downfall of the world’s financial system (Lounsbury and Hirsch, 2010, p.71). The federal government decided to not bail the company. The firm’s share fall more than 90% and shook financial stocks. The bankruptcy was mainly due to the sub-prime mortgage crisis. However, there were other factors also that were responsible for the failure of the company such as: the overall culture of the company, the tools they utilized and the risk management department. Lehman Brothers overleveraged themselves while not preserving the minimum capital required, depending on risk tools in isolation (Alman, Cudmore, and McVeigh, 2013, p.1). The company has obtained huge amounts of subprime mortgage debt and also the lower rated assets. In 2007, de spite the fact that the Lehman Brothers had closed its subprime mortgage division, it had uphold much of its subprime mortgage liability, therefore resulting in huge losses from the collapse of the subprime market. Its bankruptcy caused the investors to lose millions (Ferrell, Fraedrich and Ferrell, 2011, p.403). Lehman Brothers are exposed to various types of risk such as market and credit risk, counterparty risk, liquidity risk, country risk, operational risk and foreign exchange risk. This report will focus how they are exposed to these various types of risks, what are the threats of these risks and how they will manage these risks. Identification of Risk and Analysis of Threats Risk is the change or probability of a deviation from an anticipated outcome. In order for risk to be present there should be exposure and uncertainty. Risk is measured with the use of risk measurement framework and process (Hays and et al, 2005, p.3). It arises due to various causes such as macroeconomic or external shocks, for example foreign exchange crisis or liberalization-induced credit booms (Bank and Fund, 2005, p.213). Market, Counterparty and Credit Risk The Lehman Brothers was exposed to market counterparty and credit risk through the sudden collapse of its total return swap counterparty. The firm’s share also fall more than ninety percent due to market risk and shook financial stocks. It has been exposed to credit risk which has arisen from derivatives transactions and it has been revealed with the bankruptcy of this firm and has resulted in the credit default swap market. Loss due to credit risk has resulted in decline in the creditworthiness of borrower. During bankruptcy, the total notional value of credit default swap (CDS) trades indicating Lehman Brothers was around USD 72 billion. This has caused bilateral payments of USD 21 million among buyers and sellers of credit default swaps that allusion Lehman Brothers based on auction determined payments. Due to th e firm’s bankruptcy, this was the credit loss for the sellers of the CDSs. For the buyers, this amount signifies their

Fossils Essay Example | Topics and Well Written Essays - 750 words - 1

Fossils - Essay Example Lastly, energy can be converted when nuclear reaction occurs – when subatomic particles that make up atoms nuclei rearranges. They may either combine (fission) or split apart (fusion) (D. Yogi Goswami, 2008). This paper discusses basic facts of fossil energy and compares it with other forms of energy. Fossil fuel covers a wide range of fuels used in many different ways and in different forms. Fossil fuels refer to fundamentally any carbon based substance used by human beings as a source of energy advantage. They possess their name of fossil fuel because they are usually formed from remains of dead organisms (plants and animals) fossils form when animals or plants dies and their remains get covered with earth sediment over time. As more layers begin to cover these remains, they start acting like a press. The pressure and heat over time change these organic remains to the hydrocarbons called fossil fuels (Snedden, 2006). There are three main forms of fossil fuels: natural gas, oil and coal. All three were formed hundreds millions years ago before the dinosaurs time. The age they got formed is referred to as the Carboniferous Period, part of Paleozoic Era. "Carboniferous" derive its name from carbon, which is the basic element in all fossil fuels. The Carboniferous Era occurred from around 360 to 286million years ago (Snedden, 2006). In that period, the land was concealed with swamps filled with big trees, ferns and other leafy plants. The water and all seas were occupied with algae – the green organism that forms on stagnant water (Snedden, 2006). Algae is in fact millions of small plants. In many countries, the most well recognized fossil fuel is coal. It used to be a source power since the onset of the industrial revolution. Nevertheless, its application as a source of power has changed over time. Initially, people used coal to

Blended learning Essay Example | Topics and Well Written Essays - 2000 words

Blended learning - Essay Example This process enables students and their course facilitators to engage in learning activities that are convenient and effective which would otherwise not be possible under normal classroom environment (Bersin 2004 pg74). In many cases in learning experience, blending brings in more student experience and output, it also facilitates efficient teaching and better management of course contents. The development in technology has provided opportunities for lecturers to design and deliver their course content in a Chunnel that enhances effectiveness of a teacher’s role to his students. Blended learning has enabled broadening of space and opportunities for learning, effective supports course management, it can deliver information and recourses to students promptly and effectively, through collaboration and interactive learning students are able to motivate each other. Blended learning is not just about technology, it is about being creative in finding better ways of supporting learners in achieving their goals. It should also aim as far as possible to provide students with the best learning experience while in school. Blended learning should also address fully support of teachers role to students these includes management and administration of learning materials and resources. The blended learning module will vary with student characteristic, level of study, discipline, needs, academics approach to learning, course learning objectives as well as experience in using technology. Blended learning spans a range of activities between face-to-face interaction and those that are completely online. This learning strategy has three modes of operation to demonstrate the level of use of technology in learning and teaching environment. The first mode indicates that technology is used to improve course management and learning materials for learners support. For

Four Geographic Traditions Research Paper Example | Topics and Well Written Essays - 1250 words

Four Geographic Traditions - Research Paper Example As such, the core definitions of each of these traditions will be discussed as well as a level of analysis performed on which tradition speaks best to which particular aspect of geographical analysis. What is noteworthy before delving into a firm and functional definition of each of these four traditions is to understand that the subject of geography has always, since its inception, been focused on the art and science of definition. Without definition, geography would have but a few actionable uses. In this way, it is important for the reader to understand that each of the following four approaches that will be discussed should be viewed within just such a prism. Although one is not superior to all of the others at all time, each in their own way can provide a useful tool of analysis which can help the reader/researcher to draw a level of inference on specific research questions and can help to shine a valuable level of insight into key determinants that would otherwise not be able t o be fully answered with the application and/or use of another of the traditions. Similarly, although each of the four following traditions are still in use within the community of geographic research and scientific studies, some are used to a greater and more affective use than others. Additionally, as the field grows, evolves, and advances, some of the four will no doubt decrease in overall performance; however, this unavoidable decrease of some of these traditions is no reason not to consider the fundamental determinants that have sought to define the way in which the field has progressed and continues to define itself up until the current juncture in time. Naturally, from the aforementioned list, the first of these traditions that will be discussed and analyzed is that of the spatial tradition. The spatial tradition is perhaps the best known and the most common of historical geographic traditions in that it seeks to define a given region based solely upon a firm differentiation of what is â€Å"other† and what is not. Although this tradition is perhaps the oldest in historical terms of implementation and usage, the fact of the matter is that is has continued to grow and develop throughout history (Pattison 3). As a function of this, the tradition has grown to incorporate computerized mapping (i.e. GIS and the like), quantitative techniques and tools for the representation of otherwise abstract geographic terms, aerial photography, and a litany of other spatial analysis tools that have helped to define, group, and differentiate otherwise indistinguishable determinants from one another within the realm of geography and geographic research and interpretation. This â€Å"oldest† of traditions continues to evolve and incorporate the different aspects of technological advancement that have manifested themselves throughout society and the sciences. As a function of this growth, the spatial tradi

Harassment Essay Example for Free

Harassment Essay Harassment at the workplace is one of the major issues that the hospitality industry faces. According to Yeung (2004), the hospitality industry has such peculiar characteristics that make ethical issues particularly important. Drawing on various studies conducted by among others Vallen and Casado, Weaver et al, Enghagen and Hott, and on the basis of his own studies, Yeung (2004) particularly identifies issues such as sexual harassment, and harassment on the basis of race and ethnic affiliation as one of the most outstanding issues in the hospitality industry. According to Perry (2008), employee harassment within the hospitality industry is rampant, and takes the form of gender, racial, or ethnic discrimination. While cases of harassment in other industries are declining, in the hospitality industry employee harassment cases are on the rise (Perry, 2008). This can be attributed to various reasons, chief of which is the fact that the hospitality industry is characterised by a rich ethnic diversity. With many ethnic groups working together within the restaurant setting, for example, Perry (2008, p. 2) writes that â€Å"the friction that commonly occurs between the kitchen and waitstaff often manifests itself in insults and epithets which target race, ethnicity and gender. † Additionally, managers in the hospitality industry have taken to socializing with or dating non-management employees, many of whom are in their teens or pre-teen years, which has the potential of triggering off a sexual harassment lawsuit (Perry, 2008). Another equally important contributory factor to the high levels of employee harassment within the hospitality industry has to do with the dysfunctional rates of employee turnover within the hospitality industry. In the UK for example, Anonymous (2006) estimates that employee turnover is so high that by 2014 an extra 850,000 employees would be needed by the UK hospitality industry. According to Perry (2008), the fact that many employees are leaving the industry, and many others joining the industry, makes it extremely difficult to tailor training programs such as gender awareness training, which has in turn led to the runaway rates of harassment cases. Yet another feature of the hospitality industry is that it is frequented by a lot of young employees, most of whom are in their teens, and for whom subjects as who is sleeping with who are popular topics with them, a factor that has in many ways helped spark off lawsuits even in cases where such claims have merely been rumors (Perry, 2008). According to Rocsigno, Lopez and Hodson (2009), harassment at the workplace is triggered off by events that are both external and internal to organizations. Harassment can occur in three ways. It can be a top down process (where subordinate employees are harassed by their managers or supervisors), lateral (where subordinate employees are harassed by their own peers), or a bottoms up process. According to Eaton (2004), within the hospitality industry, non-employees (guests) may also direct harassment at employees. Eaton (2004) states that while the law is very unequivocal when it comes to the need for establishments within the hospitality industry to both prevent and remedy sexual harassment in the workplace when carried out against employees by other employees or supervisors, when it comes to harassment against the employees by guests, it is more interested in what the hospitality operator did to remedy the complaint rather than what he did to prevent it. The law requires that the operators take â€Å"reasonable cause† to remedy such situations, but what is reasonable is left to the discretion of the judge or jury. Ajagunna (2006, p. 259) also states that guests may be harassed and draws on a study he conducted on the impact of harassment of tourists in Jamaica by â€Å"beach boys, street vendors, art and craft vendors, taxi operators and beggars† Roscigno, Lopez and Hodson (2009) identify various manifestations of harassment at the workplace ranging from physical assault to the understated extreme of psychological attacks. In between, we have forms such as constant criticism of the employees or unwarranted disparagement of their opinions. Verbal attacks, the use of demeaning language against an employee, disgraceful comments about the person, or isolation of the employee are other manifestations of harassment. Additionally, employees may be harassed by being made the subject of practical jokes, by being overworked, or being subjected to unreasonable pressure or being given unreasonable deadlines. Other common ways through which employees are harassed include sabotaging their work, imposing responsibilities that are way beyond their ability to perform, or being excessively monitored by their managers or supervisors. Causes of harassment In their evaluation of harassment at the workplace, Roscigno, Lopez and Hodson (2009) explain that harassment occurs when offenders get the chance to hit out at their victims because capable guardians are not present. In such an instance, junior employees are powerless against their supervisors or managers, who can then harass them at will. Towards this end, the writers identify various causes of harassment, the first one of which is race and ethnicity. While an employee’s race and ethnicity accentuates the disparities between him and his fellow employees in as far as status and power are concerned, it makes the employee an easy and soft target for harassment, especially in the event that the employee is a member of a minority group. These employees tend to be more isolated from the dominant groups leading to a high degree of harassment against them (Roscigno, Lopez and Hodson, 2009). One’s gender also plays a big part in influencing harassment at the workplace, with female employees often bearing the brunt of unwelcome sexual advances which may be displayed through touching, the use of off-color jokes, the display of material with explicit sexual content, and so on (Roscigno, Lopez and Hodson, 2009). In particular, Eaton identifies two kinds of sexual harassment recognized by law: the â€Å"quid pro quo† type where sexual favors are either explicitly or implicitly solicited in return for a job or a job benefit, and the use of unwelcome physical or verbal behavior against an employee by virtue of his or her gender, and which is detrimental to him or her. Harassment also results from occupational and status disparities. Rocsigno, Lopez and Hodson (2009) report that lower cadres of employees are often measly wages and allowances, and given that they report to supervisors who wield a lot of influence and authority, they are easy targets of harassment. Conversely, the authors write that employees who possess high levels of education are not easily amenable to harassment for the reason that they tend to be more conversant with employee protection rights as well as with grievance procedures (Rosigno, Lopez and Hodson, 2009). Rocsigno, Lopez and Hodson (2009) also identify high levels of job insecurity as a contributor to harassment at the workplace. They adduce documentary evidence to show that increasing job insecurity at the workplace has sparked off increases in workplace harassment. For example, an increasingly competitive environment has led to many organizations outsourcing some of their non-core functions, in the process laying off some of their workers and increasingly making use of contingent employees. According to Rocsigno, Lopez and Hodson (2009), many employers are exploiting the fear employees have of losing their jobs to make them agree to things they would ordinarily not assent to. The writers indicate that the use of explicit or implicit sack threats to get workers doing what their employers or supervisors want is rife. Contingent workers also perform work that is of low value, and are more amenable to intimidation by their employers (Rosigno, Lopez and Hodson, 2009). Yet another cause of workplace harassment identified is that where employees harass their fellow employees because they are in competition and feel threatened that their fellow employees are better than them and are thus likely to make them look bad (Rosigno, Lopez and Hodson, 2009). In addition, the organization culture espoused or enacted by the hospitality establishment also plays a big rile in either contributing to or lessening harassment at the workplace. For example, an organizational culture that seeks to exercise high control of employees (through the use of techniques such as standard operating procedures and excessive supervision) is likely to result in higher incidences of harassment at the workplace as opposed to those which seek to empower rather than control. Another aspect of the organization that has been found to be critical in either ameliorating or worsening harassment is how well organized and articulate the procedures in the organization are, with chaotic procedures often contributing to higher levels of harassment (Rosigno, Lopez and Hodson, 2009). As mentioned earlier, Rocsigno, Lopez and Hodgson (2009) have attributed workplace harassment to powerlessness, where sufficiently motivated harassers take advantage of the absence of a capable guardian to harass their victims. An example of a capable guardian is the trade or labor union, which has helped reduce workplace harassment through their grievance procedures and their capacity to offer arbitration in dismissal cases. Rocsigno, Lopez and Hodson (2009) however report that in recent times the influence and sway of the trade union movement has considerably weakened a factor that has also had some effect in increasing harassment cases. Other capable guardians identified include the extent of accountability which employers or supervisors have towards their employees, and the strictures put in place by the organization to guarantee the rule of law within the organization (Rosigno, Lopez and Hodson, 2009). Impact of harassment Harassment at the workplace has very costly ramifications for establishments within the hospitality industry. According to Perry (2008), workplace harassment has been known to exact a huge financial toll on organizations. Establishments within the hospitality industry have been known to fork out millions of dollars to settle legal bills for the organization and claimants, as well as damages arising from harassment at the workplace. Perry estimates that the average cost of settling a harassment claim exceeds $300,000. An example is given of the Tavern on the Green, a hospitality establishment in New York’s Central Park which settled a sexual and racial discrimination suit brought against it by the Equal Employment Opportunity Commission (EEOC) for S$2.  2 million (Perry, 2008). Apart from the financial toll that employee harassment exacts from the organizations, it also affects employee productivity and morale. When employees feel harassed and harbor the perception that their employers are not interested in looking after their interests, their morale and job satisfaction suffers, leading to dwindling productivity. Harassment also leads to higher turnover rates, which also increases costs (such as recruitment and training costs) for hospitality establishments (Perry, 2008). According to Perry (2008), harassment cases also lead to the disruption of business and operations of hospitality establishments, since it forces some key personnel to take time off to help prepare the defense of the establishment. Moreover, harassment cases generate a lot of adverse publicity for the establishments, which has the capacity to bring them down, given the fact that hospitality establishments such as restaurants depend very much on having a good reputation (Perry, 2008). According to Vaez, Ekberg, and LaFlamme (2004), employees who fall victim to harassment normally predisposed to a higher risk of suffering from stress and psychological unease. They exhibit higher rates of absenteeism and typically have higher employee turnover rates than those employees who are not subjected to intimidation. High rates of absenteeism not only mean lost incomes for the employees (many of whom are paid on an hourly basis for the days they attend work), but also to lost productivity for the organizations. Vaez, Eckberg and LaFlamme (2004) also write that employees subjected to harassment normally suffer from lower levels of self esteem and confidence, and are more predisposed to suffering from sleep disorders, digestive problems, musculoskeletal illnesses, and phobias. This inevitably leads to higher medical expenses for both the employees as well as the organization. Measures to reduce harassment There are several measures which establishments within the hospitality industry can take in order to minimize the effects of workplace harassment. According to Perry (2008), hospitality establishments need to formulate written policies which clearly articulate that recruitment, hiring, firing and other HR practices will not be influenced by gender, age, religious, or racial considerations but will be purely based on merit. Having formulated such policies, the establishments need to ensure that the policy is enforced and to undertake regular audits to determine whether the policy is being followed or not. All employees should be made aware of the policy and must sign against it (Perry, 2008). As a way of minimizing workplace harassment to the bare minimum, hospitality organizations will also need to set up third party channels such as employee hotlines, where cases of harassment can be reported. Additionally, the organizations must also ensure that formal complaint procedures are in place and that they are known by all employees (Perry, 2008). According to Perry (2008), hospitality organizations need to offer training to their employees to educate them of the need to refrain from practices that can constitute harassment. Training the employees will not only help provide a valid defense but will also be useful in helping employees â€Å"to recognize their own unconscious motivations and how to avoid interacting in ways that can be offensive to other people† (Terry, 2008, p. 45). The training should cover all the harassment laws, and should be offered both to employees in management positions and subordinates. In the event that cases of harassment are reported, the organization’s response will also count for a lot. In such instances, the organizations must move with speed and investigate such complaints objectively and fairly, preferably by a person who is not a member of the management team such as an external consultant or the human resource head. As Perry (2008, p. 45) writes, Employers who have happy employees who respect each other and interact well are likely to retain them longer. Fair treatment goes a long way toward being the employer of choice.