The third suggestion is to monitor the workplace. This is important for managers so that they will have substantial evidences in cases that these problems occur. This can be done when managers constantly talk with their employees by discussing matters that occur in the workplace. They should pay special attention to notes of displays which could be sexually offensive. Furthermore, showing to the employees that management is a body of the organization that they could approach them any time there is an issue. Fourth, when approached with complaints, take it seriously.The employees need to feel that they are being taken care of by the company. Also, sexual harassment cases are always serious cases, regardless of how grave the advancements were. As long as the people were harassed at one point, it should be taken as an offensive crime. Furthermore, when cases are taken seriously, the victim would not have to feel neglected. Perhaps the most important action managers could do in cases of sexual harassment is to maintain a certain level of confidentiality. This is for the protection of the victim, harasser and company.By keeping certain information, the victim will not have to feel pressured or overtly oppressed by the incident. He or she will not have to risk the reputation he or she would like to maintain. The harasser’s identity will not have to permanently damage his name. His or her family may not be as affected as well. More importantly, it protects the company. Having sexual harassment cases in the company could imply that the company does not choose its employees well enough to protect the other employees under their payroll.By keeping the case confidential, they will be able to protect more stakeholders than when brought out to the public through different media. In conclusion, sexual harassment are evidences of sexual discrimination in the workplace. It has three kinds: quid pro quo, hostile environment and sexual favoritisms. However, to counter this destructive factor in an organization, there are suggested actions for the managers and/or employers. The first is to have explicit policies and procedures governing sexual harassment. Second, Have all employees, supervisors and staff, trained regarding the issue.Third, monitor the workplace for sexual implications and its effects on the employees. Fourth, when a victim complains, take him seriously. Last, in the process of deliberating the issue, retain a certain level of confidentiality. The idea is to know the nature of sexual harassment so that precautionary measures can be established. However, it is not just about preventing it. Sexual harassment cases will happen at some point regardless of the preventive measures. There should be a means of solving the problem while protecting those involved.ReferencesAll Business. (2008). Sexual harassment in the workplace. Retrieved April 11, 2008 from http://www. allbusiness. com/human-resources/workplace-health-safety/748-2. html. Lawyers and Settlements. (2008, March 30). Sexual harassment in the workplace. Retrieved April 11, 2008 from http://www. lawyersandsettlements. com/case/harassment. html. NOLO. (). Preventing sexual harassment in the workplace. Retrieved April 11, 2008 from http://www. nolo. com/article. cfm/pg/1/objectId/7440C7F8-0B89-46E4- A1DE73FE99AA61E0/catId/DE34C24C-9CBE- 42EF-917012F2F6758F92/111/259/283/ART/.