...Author Institution Computer Forensics and Cyber Crime A security survey or audit can also be referred to as a vulnerability analysis. A security survey is an exhaustive physical examination whereby all operational systems and procedures are inspected thoroughly (Fischer & Green, 2004). A security survey involves a critical on-site examination and analysis of a facility, plant, institution, business or home to determine its current security status, its current practices deficiencies or excesses, determine level of protection needed, and ways of improving overall security levels are recommended. A security survey can either be done by in-house personnel or by external security consultants. However, outside security experts are preferred their approach to the job would be more objective and would not take some parts of the job for granted therefore resulting to a more complete appraisal of current conditions. A security survey/audit should be carried out regularly so as keep improving to and up to date especially with the growing rate of technology. Overall objectives of a security survey are: determination of current states of security, location various weaknesses in the security defenses, determination of level of protection required and finally give recommendations for the establishment of a total security program (Fischer & Green, 2004). Some weaknesses identified in the process of a security survey may be: vulnerability to injury, death or destruction by natural...
Words: 686 - Pages: 3
...Organizational Psychology The organizational psychology, developed from the human relations movement in the organizations, shows more interest in the employee than the industrial psychology, which focuses on understanding the behavior and the welfare of employees. Organizational topics include employee attitudes, behavior, work-related stress, and monitoring techniques (What is organizational Psychology, 2009). However, the main subjects of the area of the psychology organizational should not be categorized as strictly industrial or organizational. For example, the motivation is important for industrial psychology in relation to efficiency and the performance of employees, but is also very important for the organizational psychology, the happiness and welfare of employees. The organizational psychology can be improved with contributions from marketing and with techniques as a result of the search for a better quality. A couple of cases of this kind are market research studies and the creation of clubs of consumers or users who helps to know the factors and facilitate the retention of brands and products in the minds of consumers as well as his loyalty to them (Steve M Jex, Thomas W Britt, 2008). Without a doubt, the importance of organizational psychology allows to understand the human phenomena within the organization in its relations with the rest of the organizational system. Role of the Organizational Psychologist Psychologists must study human behavior within...
Words: 517 - Pages: 3
...needs assessment for my course project is going very well. I handed out twenty-five surveys around my office and surrounding offices. I informed them it was for school purposes and to be candid as they would not be viewed by anyone within our office. I only have about 5 still out and expect them back this week. The early results appear to be following right along the major study conducted last year of our organization. I have an appointment with our organizational training development lead this Monday to discuss the original survey and its intent. Along with the results, I expect to discover how it was decided to determine the questions. How the results were used to set up a training plan is also on my agenda. One issue I discovered was how I was going to track the data from the survey. I decided on a simple Excel Spreadsheet to take an initial look at the data. This gives a great overview quickly. I simply take each survey and enter the selection into the spreadsheet and review the total numbers after. The data can also be utilized in a graph for analysis. I also decided to use paper surveys instead of doing it online because of security issues. I discussed it with my supervisor and we came to the conclusion that our security office might have issue with it. So to ward off any possible conflict I decided paper. Other than that there were no issues with doing the survey. When looking at the individual level analysis I am looking for each of the responders...
Words: 1233 - Pages: 5
...satisfaction level of employees on organizational commitment. Abstract: The main objective of our project is to find out the relationship between the Job Satisfaction and Organizational Commitment in the Textile Industry. Our motive would be to visit a textile industry nearby and to study the behavior of employees with respect to the financial and non-financial factors. This would help us to find all those factors which actually lead to Job Satisfaction of an employee. This study will help us to determine whether reward system, job meaningfulness, job related stress, training are predictors of organizational commitment affects the Job Satisfaction and Commitment and are these factors are really helpful in enhancing the productivity and efficiency of the workers. Also, we will be able to establish the significant relationship between supervisory roles, and job related stress and organization commitment. Objectives: I. To ascertain whether the measures of job satisfaction considered in this study are predictors of organizational commitment. II. To analyze the significant relationship of achievement, recognition, responsibility, on organizational commitment. III. To assess the alliance of advancement, the work itself and growth factors with organizational commitment. IV. To determine the significant association between supervision, company policies, work conditions and organizational commitment. V. To analyze the relation between salary, security, status, interpersonal relationships...
Words: 765 - Pages: 4
...Case Study #1 Timothy Grant 11/06/2015 The survey is a tool used to identify risk. To determine the likelihood of a security problem or vulnerability to the facility and infrastructure of an organization. This process will be used to determine risk after normal management safeguards have been applied. The type of security checklist I will create, will be the tabular format. The focus will be on the infrastructure and the perimeter. The survey will show areas of weakness, deficiencies and vulnerabilities. Such as continuous surveillance, lighting and internal controls. Using the tabular format will allow for the collection of large amounts of security information. This format can be converted into different kinds of report and will be easier to relate policy to standards. Such as security standards and expectations by category. The format will include the following. Audit information page(s) with space for the name of the facility being audited, date and names of audit. A table of contents that lists the security categories. Points to be reviewed. Columns for indicating compliance/ non-compliance. Space for additional categories as may be needed. Such as Emergency Plans and perimeter security (http://nicic.gov?downloads/files). Knowing the security vulnerabilities the organization will enable you to develop a security program that’s best for the organization. The first step to eliminating the problem areas is to perform a risk assessment of the vulnerabilities....
Words: 491 - Pages: 2
...INDIA, CHINA AND AMERICA INSTITUTE 1549 CLAIRMONT ROAD, SUITE 202 ● DECATUR, GA 30033 USA WWW.ICAINSTITUTE.ORG An Exploration of Human Resource Management Information Systems Security Humayun Zafar, Jan G. Clark & Myung S. Ko Journal of Emerging Knowledge on Emerging Markets Volume 3 November 2011 1 Zafar et al.: An Exploration of Human Resource Management Information Systems S Produced by The Berkeley Electronic Press, 2011 2011 JOURNAL OF EMERGING KNOWLEDGE ON EMERGING MARKETS ● WWW.ICAINSTITUTE.ORG PAGE 489 An Exploration of Human Resource Management Information Systems Security Humayun Zafar Kennesaw State University Jan G. Clark The University of Texas at San Antonio Myung S. Ko The University of Texas at San Antonio Journal of Emerging Knowledge on Emerging Markets Volume 3 November 2011 uman resource (HR) information systems are employed extensively by modern day firms. They are designed to support the HR functions such as attracting job applicants (Stone, Lukaszewski, & Isenhour, 2005) automating training and development, managing employee performance, and administering benefits systems (Burkhard, Schooley, Dawson, & Horan, 2010; Strohmeier, 2007). HR information systems can help meet employee needs, streamline operating procedures, reduce operating expenses, and also increase information accuracy and accessibility. They also aid in improving the professional standing of HR professionals in the organization (Hussain, H 2 ...
Words: 8453 - Pages: 34
...........................................................................................................................9 Control Variables ...............................................................................................................................................9 Abusive Supervision (AS) ................................................................................................................................ 10 Ethical Leadership (EL) .................................................................................................................................. 10 Affective Commitment to the Supervisor (ACTS) ............................................................................................ 10 Job Security (JS)...
Words: 7865 - Pages: 32
...interaction between the police departments and other local/state law enforcement with the federal law enforcement agencies. Local law enforcement agencies are the primary responders to any incident of crime or terror, therefore developing a better interagency collaboration in order to share information is essential in order to prevent future attacks. Prior to the 9/11 attacks many of the agencies believed in keeping information within their own realm due to protocols and security clearances. These criminal justice agencies each had pieces to a puzzle, but because these agencies never worked together, those pieces would never be put together to reveal the bigger picture. The 9/11 events revealed the lack of interaction and set about a positive change that would impact the way the criminal justice system approached their problem solving. One of those changes was the reorganization of the federal law enforcement agencies, including the creation of the Department of Homeland Security and the Transportation Security Administration (Brown, 2007). Another positive change was the reorganization of federal, state, and local governments for the purpose of increased information intelligence and sharing. Despite the positives changes that occurred to improve interagency collaboration, there were several challenges to the process (Unlu et al., 2012). One of those challenges is the ability to...
Words: 3147 - Pages: 13
...RUNNING HEAD: LSI Paper I am charged with the task of completing the Life Styles Inventory Survey to give a self-description of my thinking styles. The purpose of this assignment is to determine the impact that the personal styles have on my management style and to identify which one of my thinking styles may be reducing my overall effectiveness. After completing the survey, my circumplex shows that my primary thinking style is the “Conventional Style”(4 o’clock) and my backup thinking style is the “Power Style” (8 o’clock). I agree with the results of the conventional thinking style, but, I do not fully agree with the results of the power thinking style. According to the LSI results, the conventional thinking style is one that measures our inclination to act in a compliant way. Conventional thinkers worry about adhering to rules and established procedures. According to the LSI results, when we depend on on established procedures in determining how we do things, we risk losing our sense of uniqueness and individuality. I would have to agree with the results of this survey that I am a conventional thinker. As a child, my parents had very strict household rules that, simply, were not to my benefit to break. Therefore, I often abided by the rules. I think this is why I tend to do things strictly by the book. Doing things by the book gives me a sense of security in knowing that I followed the policy, in case something goes wrong. As a conventional thinker, I prefer...
Words: 1454 - Pages: 6
...Running head: OCI SURVEY Organizational Culture Inventory Survey Results Analysis Glenn E. Richardson DeVry University MGMT 591 Leadership and Organizational Behavior OCI SURVEY Abstract My company’s OCI primary style is “affiliative”, with a secondary style of “humanistic-encouraging”. These styles align within the “constructive” portion of the Human Synergistics OCI Circumplex, and indicate a people-oriented, high order needs-based actions focus. An “affiliative” style is indicative of a company’s emphasis on cultivating constructive, interpersonal relationships. A “humanistic- encouraging” style encourages a people-oriented style with all members helping each other grow and develop. My company’s limiting style is “approval”, which comprises behavior such as conflict avoidance, superficial relationships, and “going along to get along”. These traits run contrary to the company’s primary styles and inhibit full potential for organizational success. My LSI survey aligns well in comparison to my company’s OCI survey. Both surveys indicate a dominant style of “affiliative”, indicating that both my company as well as myself place strong emphasis on friendly and open relationships. Comparing limiting styles show my LSI style as “achievement”, whereas my company’s OCI style is “approval”. Contrasting these traits indicates that I show a tendency to exhibit aggressive- defensive, task oriented behavior that promotes self-promoting thinking...
Words: 829 - Pages: 4
...Organizational Psychology Paper PSY/428 Organizational Development May 13th, 2013 Organizational psychology is a field that utilizes scientific methodology to understand better the behavior of individuals working in organizational settings (Jex & Britt, 2008). Organizational psychology’s goal is to help companies to function in the most efficient ways possible. Organizational psychologists will achieve this by helping management to understand the interactions of the staff so that management can help create an environment which all of the employees can work together to accomplish the goals of the organization. This Knowledge is also used, in a variety of ways to help make organizations be more effective. Effective organizations are typically more productive, often provide higher-quality services to customers and are usually more financially successful than less effective organizations (Jex & Britt, 2008). Organizational psychologist study many different aspects about the work environment. Organizational psychologists will look at the leadership, employee job satisfaction, job stress, and employee communications. Organizational psychologist can be brought in by companies as consultants to help solve employee related problems. Organizational psychologists will apply psychological principles and research methods to solve problems and improve worker performance, productivity, management, and training. The Role of Research and Statistics in Organizational...
Words: 799 - Pages: 4
...Organizational Behavior Forces MGT/307 Organizational Behavior Forces The first organization we examine is the Guardsmark Corporation. This organization is an international security contractor that provides security related services to its clients in the form of security officers to safeguard the assist and employees of each client. Based in New York, Guardsmark has clients in every state of the union and in five different countries. This privately held multimillion-dollar corporation has accomplished this by strong promotion of its mission statement, a focus on customer satisfaction, and superior service over its competition (Lipman, 2006). The Guardsmark mission statement must be read and signed off on by every employee each year. In the mission statement, Guardsmark devotes the company to quality service, integrity, continual improvement, and superior conduct by all of its employees (Lipman, 2006). Guardsmark also provides a company code of ethics, and sexual harassment policy that accompanies the mission statement. All employees also sign these documents yearly. These organizational commitments give the employees a working environment that they can feel relaxed in as well as a voice in the event of issues that may arise. These statements are not just created and hidden but rather displayed and purposefully made known to all employees. This helps retain employees in a market where external companies with higher paying positions would try to employee Guardsmark...
Words: 1223 - Pages: 5
...has undergone a number of changes that impact attraction, motivation and retention of talented employees. This has brought to the forefront the need to understand the individual/organizational relationship, namely the psychological contract. This is the employee’s interpretations and evaluation of their deal with the organization (Dietz, 2009). Past research has shown that in order for retention management to be effective, the employee’s and the organization’s expectation must be in line. Also job satisfaction, loyalty, and commitment can cause problems in relation to employee retention. Employees are no longer looking to work for one place for the rest of their life and make an average wage. They are always looking for ways to advance in their careers. If these needs are not met by the organizations, this will lead to turnover. Individual employee performance can also lead to problems in retention. Motivation is the key. When employees have insufficient support to get tasks accomplished, their level of motivation declines. This problem can be due to lack of resources and adequate training. All and all employees simply want to be empowered to do a good job and be recognized for their contributions. Thus organizations must clearly communicate how employees can contribute to organizational goals and provide adequate training and performance feedback or risk losing their best...
Words: 1357 - Pages: 6
...benefits of technological advancements there are also many disadvantages. Technological advancements can cause security issues that can harm the organization as well as consumers. Researching and obtaining the necessary information regarding technological advancements and understanding security issues is critical to any organization. Purpose of the research The purpose of this research plan is to determine how technology will affect business’s finances and level of security. The quantitative research method is the preferred method in this case, its ability to produce objective accurate results based on the results. As a research team we are going to remain objective and keep distance from the research to keep the information obtained as accurate as possible. We will be researching technological advancements and also use technology to our advantage in researching this issue. The amount of information that is available in regard to new technological products is enormous and should provide more than enough data to come to a conclusion. Solution to the Issue Cloud computing is a security system that specializes in security, privacy, and other areas of high interest. Data maintained in the cloud computer security system can be more available, faster to restore, and more reliable than any other computer security system. Cloud computing security system has a backup and recovery which, [can...
Words: 1895 - Pages: 8
...1. JOB SATISFACTION 4 A. DEFINATION 4 B. IMPORTANT FACTORS USED TO MEASURE AND INFLUENCE JOB SATISFACTION 4 C. DETERMINANTS OF JOB SATISFACTION 5 i. The Evaluative Component 5 ii. The Cognitive Component 6 iii. The Affective Component 7 D. CAUSES OF JOB SATISFACTION 9 i. Job characteristic 9 ii. Social information processing (organizational characteristics) 10 iii. Dispositional (worker characteristics) 10 iv. Life Satisfaction 10 E. IMPACT FOR JOB SATISFACTION 11 F. JOB SATISFACTION APPLICATIONS 12 i. Company policies 12 ii. Salary/benefits 12 iii. Interpersonal /social relations 12 iv. Working condition 13 v. Achievement 13 vi. Recognition 13 vii. Autonomy 14 viii. Advancement 14 ix. Job Security 14 x. Work-life Balance Practices 14 G. MEASURES OF JOB SATISFACTION 15 i. Overall Job Satisfaction 15 ii. Job Descriptive Index (JDI) 15 iii. Global Job Satisfaction 16 iv. Job Satisfaction Relative to Expectations 16 v. Minnesota Satisfaction Questionnaire 16 vi. Job in General Scale 17 vii. Job Satisfaction Survey 17 viii. Job Satisfaction Index 17 ix. Job Diagnostic Survey 18 x. Career Satisfaction 18 H. REFERENCE 20 * JOB SATISFACTION DEFINATION Job satisfaction is the level of contentment a person feels regarding his or her job. This feeling is mainly based on an individual's perception of satisfaction. Job satisfaction can be influenced by a person's ability to complete required tasks, the level of communication...
Words: 2782 - Pages: 12
