Research Paper on Corporation and Security of Staff Devices

Research Paper on Corporation and Security of Staff Devices Research Paper on Corporation and Security of Staff Devices Abstract In the past, people could only use computers owned and managed by a company, and no one would think of lugging in their personal computers (PC) to use in the company. However, today, many things have become quite different. Many employees use personal devices such as tablets, smart phones, and many other gadgets that promote efficacy in communication. The use of these handheld devices by the staffs within an organization has provided services as well as a constant connectivity to workers. Despite the merits of new technological devices in a corporation, they are presenting new threats to the corporate assets (Mitchell, 2004). Research Problem The employees’ personal devices are causing ongoing concern in most companies concerning information security. For example, there are sensitive corporate information which can easily be transported as well as lost by using these devices. However, the Bring Your Own Device (BYOD) movement in most organizations has led to an increasing number of expensive security incidents. The main problem in this case is that most corporations are still relying on the staff personal devices such as personal laptop for business (Loader, Biggs, 2002). These ancient devices do not have the same security level than those of the company leading to serious security threats to corporate information. This research proposal will discuss on the use of personal devices within the corporate as well as the security issues associated with the use of these devices (Burke, 2006). The issue of security level has become very problematic to many organizations since the employees using these devices usually jeopardize company security through loss and theft, malware, spam, phishing and Bluetooth (Zachary, 2004). It is evident that the use of staff personal devices is growing rampantly and affecting the corporate of all sizes. Therefore, the organizations that allow their staff to bring in personal organization in the premises should ensure that there is proper security implemented to control these risks (Quigley, 2008). From the research collected in various organizations, it is indicated that about 93% of the staffs have mobile devices that connect to the corporate networks and 67% allow personal devices to connect to corporate networks. It is also evident that the staff personal devices are causing challenges especially for the corporate IT security department (Mitchell, 2004). Most of the companies that allowed personal devices to access their networks, it was reported that the employees used their own smart phones, tablets, and other devices to handle business information leading to security issues (Zdziarski, 2008). The most common challenge faced by the IT corporations include the secu rity breaches particularly regarding the corporate information, tracking and controlling access to corporate and private networks, and managing personal devices containing the corporate as well as personal data and applications (Relationship and Resource Management in Operations, Securities Institute Operations Management, 2003). Aim of the Research The research proposal will discuss the corporation reliance on staff using their personal laptop, smart phones for business purposes. The justification for focusing on this issue is that the employees’ personal devices seem not to possess the same security level like those of the company. The aim of this research paper is to contribute to the understanding of various risks issues that are brought upon by using personal devices within an organization (IFPO, 2010). Significance of the Research Most staff members often feel comfortable using their own devices as opposed to using the corporate machines. In the United States of America, about 46% of the businesses are today allowing their staffs to use personally owned PCs (Steinberg, 2007). Several researches in this sector, such as the information technology research and advisory company continue reporting that in the future, employers will require their employees to supply their own devices to be used for business purposes (Lee, Swartz, 2007). Today, the significance of using personal computers is mainly focuses on the factors of choice and convenience for employees as well as saving costs for the employers. Most corporations rely on the staffs’ personal devices because they cause a significant time shift in the working behavior of the employees (Keyes, 2010). However, some corporations that allow staffs to carry their personal devices in the company have become successful in certain respects (Winch, 2010). For ins tance, the devices enable employees to conveniently send and reply to emails at any time, and from any location. This particularly applies to situations where the staff members are taken to do a field research by the organization (Reddy, 2010). Personal devices have enabled catching up on emails to be quite easy and fitted with employee performance. By using the devices, employees quickly handle even the most challenging tasks by relying on the personal devices for communication while managers can obtain prompt responses to their enquiries as well (Keyes, 2002). The other benefit of using personal devices in corporate is that the users will find the devices to be always at hand as compared to big machines implemented within the organizations. Therefore, staff members tend to have ready access to the businesses, personal information as well as check on the organizations latest business figures. The ready access to information offers a greater choice in a way the staff members work (Mahmood Szewczak, 2010). Research Methodologies Mobility can bring both advantages as well as risks to the corporate. As the staff members bring their personal devices into the workplace, most organizations are motivated to encourage the use of these devices for business purposes because they increase employee productivity within the premises (Lucas, 2012). Personal devices especially the portable ones can give the employees access to the corporate resources and continuous collaboration with business partners. The other advantage of using these devices is that they reduce the IT costs by allowing employees to often pay for their own personal devices rather than rely on the ones provided by the company. Therefore, most companies save IT spending on the device purchases and communication services (Zdziarski, 2008). The research also showed that the use of personal devices for work has become very consistent across all the sampled companies (Winch, 2012). Little variation was seen in the number of businesses claiming that they have p ersonal devices on their corporate networks, from the smallest business, which is about 65 % to the largest 68%. Corporation reliance on employees using their personal laptops and smart phones would promote productivity as this allows flexibility and mobility (Wolowitz, Tharp, Rubin, 2010). However, over-reliance on employees’ personal gadgets would compromise the security of corporate data and information. Therefore, the corporate needs to recognize that when the employees connect mobile devices to the organizations systems, the devices must then be treated just like any IT equipment with appropriate security controls (Keyes, 2010). The security issues of these devices should be addressed by the corporate at the outset because the devices used may become a point of security weakness, which threatens to disclose business information. It is evident that most hackers have discovered that the staff members carrying their personal devices to the corporate may have linked both business and personal data within the system (Snoyer, 2004). Therefore, it would be easy for the hackers to get more and more information regarding the corporate. Given that personal devices platforms have not been natively designed to provide comprehensive security, hackers have a strong incentive of developing new techniques or create the mobile-centric malware for the devices (Zdziarski, 2008). Access to Data The access of data to this research proposal will be gained by using both the primary and secondary sources. The data will also be collected using interviews and questionnaires for the corporate who allow their workers to bring in their personal devices to the organization. Access to these data will not be conditional because many corporate have for many years endured security issues in regards to allowing the staff to bring in their personal devices to the organization (Burke, 2006). Ethical Issues In the research Employees can compromise the security of a corporation by abusing their personal devices in various ways (Schultz, 2006). For instance, they may use these devices for other functions other than the stipulated official purposes. Blogging and spending so much time on social networking sites are other forms of abuse that eat into staff working hours and bring unnecessary costs to the organization (Melky Harnest, 2010). These issues can be addressed by pre-programming the devices or network proxy for authentication and access control. Conclusion Employees who bring their personal computers within the corporate usually do this for personal convenience and they are privy to the fact that they are publicizing their preferences even to hackers. The number of organizations that allow their staff to use their personal devices such as smart phones and iPhones are at an all-time high because these companies tend to give the employees greater say over their used devices. Today, workers on the other hand are also driving the tablet sales and point to tablets as the preferred method of consuming content. Caution should be taken by the corporations and employees to ensure that corporate information is secured away from the reach of hackers. Visit our research paper writing service which will help you with writing a research paper on any topic and discipline. Just visit our writing company!

The Most Disastrous Job Interviews [Video]

The Most Disastrous Job Interviews [Video] Maybe you’ve just come from what you consider the worst job interview of your life. First of all, relax, it (hopefully!) didn’t go as badly as you think. Second, realize that we’re all human, and everyone understands how nerve-wracking job interviews are. It’s okay not to be perfect- really. Have a laugh (or a cry?) a mashup of the most disastrous job interviews put to film. You’ll surely look like a superstar in comparison.You’ll get ’em next time, we promise!

Gender Discrimination in Five Star Hotels Essay

Gender Discrimination in Five Star Hotels - Essay Example The essay "Gender Discrimination in Five Star Hotels" talks about the gender discrimination in five-star hotels and its impact on their career. Hotels are a part of the hospitality industry which is one of the oldest industries in the world. A hotel provides a temporary stay for its customers.A hotel provides a carefree atmosphere for its customers. It is a very sociable industry; its employees have a very high exposure to the customers. Looking at its contribution to the economy we can say that it is one of the most fast growing and biggest industries of the world. Almost 10% of the gross national product is due to this hotel industry. In 2005, it gave revenue of almost  £27 billion. After 2000 there was an increase of almost 4.5% in the hotel sector. In 2004, it gave almost  £11.5 billion revenue. This huge increase shows that it is one of the fastest-growing industries. In 2002, there were almost 280 000 employees in almost 40 000 establishments. London is the hub of hotel est ablishments in the UK.In recent years we can notice that the hotel sector has been growing very fast. The main reasons for this are mergers and acquisitions. Sheraton Park Tower Hotel, Marriott London Park Lane, The London Hilton on Park Lane, Intercontinental etc are all five-star hotels in the UK. There are many big names in this sector of the hospitality industry, there is almost nothing being done in case of human resource management. Employment opportunities in the hospitality profession abound all over the world.

Adult Day Services at the WBRP Nursing Home in Flushing, Queens, New Essay

Adult Day Services at the WBRP Nursing Home in Flushing, Queens, New York - Essay Example The paper presents the results of the analyses and the formation of a preliminary set of strategies to take advantage of the identified opportunities (National Adult Day Services Association, 2012; National Adult Day Services Association, 2010; The Economist Newspaper Limited, 2010; Gleckman, 2009; International Health Economics, 2011; Hicks et al., 2004; National Bureau of Economic Research, 2012; Center on Age and Community, 2010). II. Market Analysis A. Market Demographics, Size, Characteristics While the nursing home is in Flushing, Queens, New York, we take the whole potential market for nursing home services and related services, existing or the be introduced, to consist of target market customers living in the greater Queens, New York area. This is a conservative estimate, as with proper marketing and targeting the target market geographically speaking can be as broad as the whole of New York City. Focusing on Queens, the statistics are that the total population has been stati c at around 2.3 million in 2010, roughly the same level as in 2000. People over 65 years of age made up 12.8 percent of the population, or more than 230,000 residents above that age. Some estimates put the number of people over 65 at about 283,000, with roughly equal numbers of men and women, and about 44 percent of the overall population being of Caucasian descent, 20 percent African American, and 17.6 percent Asian. This is the rough estimate of the potential market size for nursing home and related services in the Queens area of New York (US Census Bureau, 2012; Onboard Informatics, 2011; Wolfram Alpha LLC, 2012; ePodunk, 2007; Roleke, 2012). Prospectively, however, hypothesizing that adult day services provision is viable, the target market is expanded to include all adults who may avail of such services, short-term and long term. This expands the market size to all but those who are under 18 years old and living in Queens, or all Queens residents except for about 21 percent of the population, who are minors (US Census Bureau, 2012; Onboard Informatics, 2011; Wolfram Alpha LLC, 2012; ePodunk, 2007; Roleke, 2012) The median income of a household is pegged at roughly the same amount as the city median income, at about 55,300 dollars, while the cost of living is much higher as judged by the cost of living index of about 159, much higher than the national average of 100. This is a relatively wealthy neighborhood, and therefore is ripe for services tied to nursing home services (US Census Bureau, 2012; Onboard Informatics, 2011; Wolfram Alpha LLC, 2012; ePodunk, 2007; Roleke, 2012; Hevesi and Bleiwas, 2006). B. Market Trends, Events of Impact The recent recession has brought about changes in the buying power and long-term financial viability of a large swath of the American population, including people in Queens, New York. This has had an impact on the ability of people over 65 years to finance long-term care on their own and with the help of family. This in tu rn has had an impact on the viability of providers of long-term care to the elderly, including nursing homes and providers of corollary services to homes (The Economist Newspaper Limited, 2010; Gleckman, 2009; International Health Economics, 2011; Hicks et al., 2004; National Bureau of Economic Research,

Chasing Zero Essay -- Health, Preventable Medical Error

Chasing Zero is a documentary which was meant to both educate the viewer on the prevalence of medical harm as well as to enlighten both the public and health care providers on the preventability of these events (Discovery, 2010). The documentary expounded on the fact each year more people die each year from a preventable medical error than die due to breast cancer, motor vehicle accidents or AIDS (Institute of Medicine, 1999). Medical harm can result from adverse drug events, surgical injuries, wrong-site surgery, suicides, restraint-related injuries, falls, burns, pressure ulcers and mistaken patient identities (Institute of Medicine, 1999). Incidences of medical error have been reported in the media for many years. The most startling revelation in the documentary is how common medical errors are and how preventable they are. The Institute of Medicine (IOM) reported in 1999 that between 44,000 and 98,000 people die each year in the United States due to a preventable medical error. A report written by the National Quality Forum (NQF) found that over a decade after the IOM report the prevalence of medical errors remains very high (2010). In fact a study done by the Hearst Corporation found that the number of deaths due to medical error and post surgical infections has increased since the IOM first highlighted the problem and recommended actions to reduce the number of events (Dyess, 2009). The premise of â€Å"Chasing Zero† is to reduce the number of deaths due to healthcare harm to zero. Leading authorities on healthcare quality, such as Charles Denham, believe that all of these deaths are preventable and can be eliminated (Discovery, 2010). Dr. Denham along with the Texas Medical Institute of Technology (TMIT) are dedicat... ...vers, clinical and non-clinical leaders of hospitals and international subject matter experts. The Texas Medical Institute of Technology, through programs such as Chasing Zero, is bringing a public voice to the issue of healthcare harm. The documentary is a stirring example of the quality issues facing the healthcare system. In 2003, the NQF first introduced the 30 Safe Practices for Better Healthcare, which it hoped all hospitals would adopt (National Quality Forum, 2010). Today the list has grown to 34, yet the number of preventable healthcare harm events continues to rise. The lack of standardization and mandates which require the reporting of events contributes to the absence of meaningful improvement. Perhaps through initiatives such as those developed by TMIT and the vivid and arresting patient stories such as Chasing Zero, change will soon be at hand.

Prejudice Can Be Hurtful and Destructive Example.

ROBERT KENNEDY COLLEGE – UNIVERSITY OF CUMBRIA| ORGANIZATIONAL BEHAVIORS | MID-TERM ASSIGNMENT| 2/18/2013 | Question 1 Understanding Human Behavior is critical to organizations – discuss the benefits of self evaluation/self assessment as it related to leaders today. Self-evaluation or â€Å"self-leadership† (Runn, 2011) forms a critical part of a leaders repertoire and some key blocks of the foundation for this persons leadership. If someone can ultimately say that they fully understand themselves, they will find it much easier to understand others around them.Self-evaluation is an ongoing activity that leaders must use to identify their strength and weakness to work towards of improvement. Kaplan (Kaplan, Robert S. ;, 2007) in his experience has learned that the key characteristic of highly successful leaders is not that they figure out how to always stay on course, but that they recognize a deteriorating situation and get back on track as quick as possible. Sel f-assessment and self-evaluation help managers and leader to get back on track working of the weak area and empowering their strength.Leader often lack to receive feedback, therefore they must find way to evaluate themselves. Holmes (Holmes, 2012) identifies nine areas that a leader should focus and they are critical of a high performance work environment and enables people to perform at their best. The areas are: 1. Providing direction 2. Problem solving/Decision making 3. Support/Reliability 4. Team involvement and Communication 5. Recognition 6. Interpersonal skills 7. Culture building 8. Coach/influencer 9. Personal Power These areas are fundamental in achieving the good results, establish vision and communicate it to the subordinate.In an organization vision and goal are sat and when they are not correctly communicated subordinate becomes demotivated and uncommitted. A leader should always communicate effectively his and organizational vision, give feedback and have continuous coaching. Kaplan (Kaplan, Robert S. ;, 2007) argues that leaders often fail to coach employees in a direct and timely fashion and, instead wait until the year-end review. Leader avoiding coaching and giving effective feedback can have unpleasant surprise and can undermine effective professional development.Robbins & Judge (2010) argue asking whether it is actually possible for individuals to be their own leader. Coveys, in his book the 7 habits of highly effective people, describe the way people can improve their actions to be highly successful. Leaders needs to have a high emotional intelligence and Goleman (Goleman, 2000) defines the emotional intelligence has the ability to manage ourselves and our relationship effectively. In my experience, we often don’t lead but we manage and being driven focusing on the say-to-day jobs.When I was assigned to a project my priority were to have the work done and pushing on subordinates to obtain the results without clearly envision and c oaching them. Being involved in day to day activity, leaders are managed by these activities often becoming the subordinate of their subordinate as explain in monkey management instead of delegating responsibilities. In today organization, leaders are coping with fast changes and they need to adapt and apply them. Self-assessment will drive them to be open to change and also evaluate their weakness to be successful.Most of the Fortune 500 has been implementing the self-assessment and evaluation. The question is the efficacy of the self-assessment and self-evaluation. It is a personal change and often leader are not open to it. Knowing the personal weakness helps in making a paradigm shift but these changes are hard to be applied because they require going out of the comfort zone. People resist changes and struggle with this idea, especially when they are having low esteem, un-secureness. They see these weakness has negative and instead of working out to improve and motivate themselv es in improving.In the history, these factors have been used in the wrong way and against the person. In today organization, these concepts have been changing and researchers have showed the importance of identify and work to improve them but if they resist this change process; they will continue having the same problem. The Leadership Steps Assessment (LSA) (Clawson & McNay, 2000)discusses the importance of identifying six leadership ability, as also discussed above. One of ability is to clarify their own center.Clawson define that clarity of core values is a key leadership characteristic, because if one is not internally clear about priorities, what it is good to do, what it is ethically acceptable, the influence of others may sway one’s behavior away from achieving one’s goals or from ethical means of achieving them. Covey identifies these activities as Emotional Bank Account individual creates in others. If we are not able to recognize our values or we focus in oth er value like money, success that are Personality Characteristic instead of Character values we are easily influenced by them.In conclusion, today leadership must focus on their strength and weakness evaluating themselves and training in improving the Emotional Intelligence. Self-assessment is an on-going process to achieve high successful result that will benefit companies but at the same time work environments. Researches have analyzed many data in different company size. These researchers have identified that leaders being self-aware, self-confident have reduced turn-over, created healthier environment and got from subordinate to work at their max performance.Self-assessment has given to leaders’ better vision and focuses more on organizational goals. They have been improving empathy and coaching of the staffs being accepted as great leader. Whenever we understand ourselves, we are able to share idea and let others accept the changes without many resistance and we create f ollowers. These are beneficial on personal and organizational level. By understanding themselves, they are creating a stable base to work from, and also helping others understand themselves. This is where the significant benefit will arise from.It is not from one leader, but from the vision and leadership they share, and openly distribute among their peers and subordinates. By allowing individuals all around them to gain the same understanding we are forming a cluster of stability, strength, drive, passion and most importantly a culture which feeds on the outcomes. Question 2 Prejudice can be hurtful and destructive – discuss how you can personally reduce prejudice in your workplace – please provide an example. Allport (Allport, 1991) define prejudice as an antipathy based on faulty and inflexible generalization.It may be felt or expressed. It may be directed toward a group or an individual of that group. Clawson (Clawson & Bryan, 1990) affirm Prejudice revolve around strong feelings; prejudices thrive in the context of the past and begin to wilt in the light of new and broader experience. Avoiding address prejudice it’s to ignore a significant factor in the organization’s chance for success. Banaji (Banaji, et al. , 2003) argue that prejudice arises from the ordinary and unconscious tendency to make associations; it is distinct from conscious forms of prejudice, such as overt racism or sexism.Banaji (Banaji, et al. , 2003) identify the prejudice in: * Implicit Prejudice: bias that emerges from unconscious beliefs * In-group favoritism: bias that favor your group * Over-claiming credit: bias that favors you Human are not free from prejudice and they are built during the life. The prejudice is created by the environment, media, parents therefore everybody is biased against a group, developed some stereotyping and difficulties in judging other and make decision that are driven by unconscious biases.These flawed judgments are ethically problematic and undermine managers’ fundamental work to recruit and retain superior talent, boost the performance of individuals and teams, and collaborate effectively with partners (Banaji, et al. , 2003). To reduce biases and prejudice organization must develop strategic learning program that partially helps but especially they must work in favor of prejudice elimination. Prejudice against a group can be removed coaching and mentoring people to work together to better know each other and removing the biases.About prejudice I can give some example from my experience in organization where I worked. When I joined an Italian retail company I was not well accepted by the supervisor and my colleagues. Surely because of my nationality. As Benaji identify, I was victim of an in-group and unconscious bias. There were commenting and talking at my back of what I can contribute with the company, some were curious if I have knowledge appropriate to work in the company so they were keep on asking all about me.Being categorized as part of a group that in majority was making low qualification works, the first year I really had hard time and I had to work more than others to demonstrate my knowledge, skills and remove the prejudice. Besides, I developed a strategy to share more work and project with the colleagues showing them other way to achieve the result and improve the outcome and allow the organization to increase them revenue. In one of the project, I lead and liaised with a Chinese company to get a partnership contract.In that situation, I started highlighting the cultural difference and gathering facts of biases that my colleague were having. Showing them that their beliefs were not true and they were having unconscious biases brought them to see the difference and deal with the biases. In that case making them aware of unconscious biases and beliefs brought them to act in different way and also let them understand the reason of past failure on dealing with Chinese company. In conclusion people are born without biases and prejudice but during the life we develop them based on the environment we are exposed.Prejudices are not easy to be eradicated but an organization must will to change and integrate diversity and remove the prejudice. Bibliography Allport, G. , 1991. The nature of prejudice. Political Psycology, Volume 12, pp. 125-157. Banaji, M. R. , Bazerman, M. H. & Chugh, D. , 2003. How (Un)Ethical Are You?. Harvard Business Review, Issue R0312D, pp. 97-106. Clawson, J. G. & Bryan, S. , 1990. Prejudice in Organizations. university of Virginia Dareen Business Publication, Issue UVA-OB-0381. Clawson, J. & McNay, E. , 2000. Leadership Steps Assessment (LSA). Darden, Issue Rev. 11/01. Goleman, D. , 2000.Leadership That Gets Results. Harvard Business Review, Volume R0024, pp. 78-90. Holmes, S. , 2012. Leadership and Motivation Training. [Online] Available at: http://www. leadership-and-motivation-training. com/leadership-self-assessment . html [Accessed 12 February 2013]. Kaplan, Robert S. ;, 2007. What to ask the person in the mirror. Harvard Business Review. Oncken, W. & Wass, D. , 1999. Management Time – Who's Got the Monkey. Harvard Business Review, Volume 11. Runn, G. , 2011. Self Evaluation in Leadership. [Online] Available at: http://garyrunn. com/2011/08/17/self-evaluation-inleadership/ [Accessed 15 2 2013].

The Causes and Effects of Gender Imbalance in Asia

The Causes and Effects of Gender Imbalance in Asia By Tom Farrer Throughout this paper I will focus on the phenomenon of the gender imbalance in Asia. I will begin by assessing the current situation and researching the various causes which have led to it. I shall then analyse the possible consequences to follow and conclude with an outlook to the future. According to the United Nations the recommended sex ratio at birth (SRB) for a country is 107, meaning that for every 100 females born, 107 males are born . The average SRB for industrialised countries lies between 104 and 106 , therefore looking at the figures for many Asian countries, we can see that something is clearly wrong. With many countries where the SRB is well above average,†¦show more content†¦One of his more well-known inventions is the ultra-sound machine used for foetus scanning. Coming into widespread use throughout Asia in the mid-1980s, this machine enabled families to find out the sex of their unborn child and is therefore held responsible, to a considerable extent, for the gender imbalance. In order to combat the obvious effects of the ultra-sound machine, the Chinese government has since prohibited its use for non-medical sex identification (see the second section of the table below ), as has the Indian government in the â€Å"Pre-Natal Diagnostic Techniques Act† (1994). Nevertheless, despite the prohibition of non-medical sex identification and abortion in China, the floating and rural population and corruption among medical practices has made enforcing these laws difficult. The situation is similar in India, where illegal sex identification has become a lucrative business, despite the three year jail sentence for those found out. 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