I have an assignment which is called a sexual harassment Memos. I will send you picture below where Can you please review between the U.S. Deputy Secretary of Defense and the U.S. Secretary of the Air Force. This is an historic exchange that introduces the first attempt by the military to address sexual harassment across the military. So you can go through those picture below and answer the following question ?

1. Comment on your perception of the two letters in light of this context: Please consider the structure of the American government (legislative, judicial, and executive). What important role does that structure play in the direction given in the first letter and how is that guidance changed in the response? Further, what is the importance of the Air Force addition of the tasking regarding discrimination? What have you learned from reading the two letters with the addition of this reading the analysis? What role does strategy play in such managerial writing?

For educational use only. Remember "Tailhook"? These two letters were among the results of that issue. Please read both with these questions in mind: 1. Are there any differences between what the Deputy Secretary of Defense asks the Air Force to do and the Air Force response? 2. What significance do you place on the introduction of "discrimination" in the response? 3. What management strategy is the Air Force using? Then, address the questions raised in the discussion prompt. THE DEPUTY SECRETARY OF DEFENSE WASHINGTON, DC 20301-1000 15 MARCH 1994 MEMORANDUM FOR: THE SECRETARY OF THE AIR FORCE ASSISTANT SECRETARY OF DEFENSE (PERSONNEL AND READINESS) Subject: Sexual Harassment Policy Plan Combating sexual harassment is an important element of our overall Department of Defense policy of fair and respectful treatment of our Military service members and civilians. The Secretary and I are concerned that the Department has yet to develop and implement fully the policies and procedures we need to rid the Department of sexual harassment. Therefore, I would appreciate it if you would formulate a plan of action and a calendar for developing and implementing these policies and regulations. Your plan should take cognizance of those unique characteristics of each of the Military Services that bear on this matter, as well as a procedure for reporting progress to the Congress. I look forward to reviewing your proposal within 21 days. SECRETARY OF THE AIR FORCE WASHINGTON 25 APRIL 1994 MEMORANDUM FOR THE DEPUTY SECRETARY OF DEFENSE Subject: Sexual Harassment Policy Plan In your memo of March 15, 1994, you asked us to develop a sexual harassment policy action plan. The plan we have developed incorporates several initiatives and is rooted in our firm commitment to eradicating both discrimination and sexual harassment in the Department of Defense. Secretary Perry stated in his Equal Opportunity memorandum of March 3 that "all employees of this Department have a right to carry out their jobs without discrimination or harassment. Our broad goal, when dealing with issues of discrimination and harassment, is to ensure that we create and maintain a work environ- ment where all of our employees can excel. In the military services, we must make the Chain of Command work for service members and against discrimination in the military. Our plan has five main elements. We will: Work with Congress toward our mutual goal of eliminating discrimination from the Department of Defense. Specifically, we will soon send the HASC our after action reports on the sexual harassment cases highlighted in the March 9 hearing. On April 20, Under Secretary Dorn sent a letter to Chairman Dellums reviewing lessons learned in anticipation of the individual Services' reports. We will also continue to cooperate with the HASC Task Force on Equality of Treatment and Opportunity in the Armed Forces. Formulate a new sexual harassment policy statement. This policy statement is now under review and will be ready for SecDef signature on May 15. Establish the DEOC Task Force on Discrimination and Sexual Harassment to review the military services' discrimination complaints system and recommend improvements, including the adoption of Department-wide standards. Initiate a new sexual harassment survey to ascertain whether service members have confidence in the current system. Implement senior leadership training at the Defense Equal Opportunity Management Institute. This training will include workshops on ending discrimination and sexual harassment. Discrimination and Sexual Harassment Task Force Mission Statement Secretary of the Air Force Widnall and Under Secretary of Defense Dorn have established the Defense Equal Opportunity Council (DEOC) Discrimination and Sexual Harassment Task Force as a part of a five point plan proposed to the Deputy Secretary of Defense in response to his March 15 memorandum. The mission of the DEOC Task Force is to examine and investigate the military Services and their Reserve Components' discrimination complaints processes through briefings provided, in part, by the Services. The Task Force will then review information gathered from the briefings and recommend improvements, including the adoption of Department-wide standards. A final summary report of its findings and recommendations will be released to the Defense Equal Opportunity Council (DEOC) in August for review and transmittal to the Deputy Secretary of Defense