Information Security The Physical Security Factor

Today, more than ever before, healthcare organizations are increasingly becoming dependent on computer-based systems to access critical patient data and provide treatment solutions remotely via virtual private networks (VPNs).Advertising We will write a custom essay sample on Information Security: The Physical Security Factor specifically for you for only $16.05 $11/page Learn More Consequently, any kind of disruption targeting these information systems may occasion consequences ranging from inconvenience to catastrophe (Loch, Carr Warkentin, 2002). But while research in both academia and industry has developed effective technological and software-based solutions to protect information systems against possible threats and attacks (Stajano Wilson, 2011), only a handful of the articles found in various databases pay close attention to the physical aspect of information security (Huigang Yajiong, 2010). This paper is devoted to outlining some of the fund amental steps that need to be considered for the physical security of computers used in an urgent care center to access patient data and their email system via a VPN. Stajano Wilson (2011) note that effective countermeasures against security threats to information systems depend on first strengthening the human element to make users understand how they can naturally fall victim to fraudsters. This therefore implies that users, in this case physicians and other health practitioners, need to be exposed to some form of training on how they can use the system without compromising the security aspect of the network. For instance, system users could be exposed to formal training on how to discard used electronic media containing sensitive patient information through available techniques instead of leaving the information on the computer drives.Advertising Looking for essay on it? Let's see if we can help you! Get your first paper with 15% OFF Learn More Purging is one such technique that could be used by the practitioners to completely erase sensitive files which may have been deleted from the computer drives but not overwritten with other data (Walters, 2007). From a holistic security engineering standpoint, computers are often vulnerable to instances of theft and other possible attacks if the immediate physical environment is not secured (Stajano Wilson, 2011). This therefore implies that doors leading to the computer rooms must not only be secure, but must be kept under lock and key and windows adequately grilled to curtail any occurrence of unauthorized access to the computer rooms (Walters, 2007). Indeed, many organizations have a policy that restricts entry to the computer and server rooms to authorized personnel, in most occasions a systems analyst or administrator. It should be noted that this aspect of physical security is fundamentally important since all the other factors are dependent on how safe the computer or server room is from possib le attacks and illegal access. Engaging trained security personnel and dogs to physically protect the information systems is yet another physical aspect of information security that is intrinsically important yet seldom considered by many organizations (Loch et al, 2002). Patient data is sensitive in nature, thus the need to engage all efforts that may be deemed necessary to protect the computers from theft or illegal access. Consequently, trained security personnel forms a critical aspect of the physical security of information security needed to secure the computer rooms and the immediate environment from possible attacks, which may result in the theft of computers and by extension the loss of critical data (Perrig, Stankovic Wagner, 2004). Dogs are always useful in repelling thieves from accessing the urgent care center.Advertising We will write a custom essay sample on Information Security: The Physical Security Factor specifically for you for only $16.05 $11/pag e Learn More Access to computer areas and server rooms should be restricted through the use of identification badges or authorization cards to ensure that only the authorized health practitioners gain access to these critical areas (Perrig et al, 2004). For instance, the organization may invest in electronic identification badges that must first be accepted by the system or the door lock for them to gain access to the information stored in the computers. Research has demonstrated that identification cards and access control points inarguably decrease the possibility of attackers to physically tamper with information stored in computer systems or to even have access to areas where such computers may be located (Loch et al, 2002). Physical security of information systems cannot be complete without engaging the authentication processes via personal identification numbers (PIN), passwords, computer locks, and other devices that may be used to limit access to authorized us ers only. According to Renaud De Angeli (2009), â€Å"†¦authentication is required to verify that the user’s proffered identity is valid† (p. 135). It is only plausible for physicians and other health practitioners using the VPN to access sensitive patient data to memorize their PINs and/or passwords rather than writing them down on a piece of paper because such information could be accessed by other employees or external individuals harboring ulterior motives. Computer locks could always be employed to prevent other employees or strangers from gaining access to the data stored in the computer or from manipulating computer hardware configurations with the aim to steal data or remotely control the computer system (Stajano Wilson, 2007). Lastly, the environmental factors need to be effectively controlled to make the physical security of information systems a reality.Advertising Looking for essay on it? Let's see if we can help you! Get your first paper with 15% OFF Learn More Instances of fire outbreak, flooding of computer areas and server rooms, extremely high temperatures, electricity variations and other environmental concerns need to be effectively managed to prevent loss of use and loss of productivity of the information systems (Perrig et al, 2004). For instance, flooding of the server room may occasion protracted dysfunctions of the server system, leading to loss of connectivity and subsequent loss of access to critical patient data even among the authorized users. Going by this example, therefore, the urgent care center should invest in an effective drainage system to prevent instances of flooding. Reference List Huigang, L., Yajiong, X. (2010). Understanding security behaviors in personal computer usage: A threat avoidance perspective. Journal of the Association for Information Systems, 11(7), 394-413. Retrieved from Business Source Premier Database. Loch, K.D., Carr, H.H., Warkentin, M.E. (2002). Threats to information systems: Today’ s reality, yesterday’s understanding. MIS Quarterly, 16(2), 173-186. Retrieved from Business Source Premier Database. Perrig, A., Stankovic, J., Wagner, D. (2004). Security in wireless sensor networks. Communication of the ACM, 47(6), 53-57. Retrieved from Business Source Premier Database. Renaud, K., De Angeli, A. (2009). Visual passwords: Cure-all or snake-oil? Communications of the ACM, 52(12), 135-140. Retrieved from Business Source Premier Database. Stajano, F., Wilson, P. (2011). Understanding scam victims: Seven principles for systems security. Communications of the ACM, 54(3), 70-75. Retrieved from Business Source Premier Database. Walters, L.M. (2007). A draft of an information systems security and control course. Journal of Information Systems, 21(1), 123-148. Retrieved from MasterFILE Premier Database. This essay on Information Security: The Physical Security Factor was written and submitted by user Jameson Bell to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Challenges of Conducting Interviews

Challenges of Conducting Interviews Introduction Among the most important inputs of any firm is the human capital or labor force, who oversees the whole production process. Labor determines the productivity of a given firm and in some cases, the sales capacity where employees are involved in the marketing process. It is important therefore, to get the right choice of employees in the workforce of the firm and encourage them to perform to their best.Advertising We will write a custom essay sample on Challenges of Conducting Interviews specifically for you for only $16.05 $11/page Learn More During job recruiting exercises, it is important that every step is taken carefully to ensure objectivity high standards are applied. However, in many instances human resource managers make various mistakes which may lead to loss of a valuable employee or inclusion into the workforce of the company an employee who is more of a liability than an asset. These mistakes mostly occur during interview process and needs to be identified and addressed accordingly. Human Resource Department Any organization has the human resource department, which is involved with the hiring process and the welfare of the employees while they are working for the organization. It is upon the human resource manager to ensure that the employees that are included in the workforce of the organization are the best qualified in the society (Daly 75). On top of that, employees who are not given the best working conditions tend to reduce their productivity rate hence the human resource managers should ensure that employees are satisfied with how they are treated. With the increase in competition, both locally and globally on the need for qualified employees and for customers, human resource managers must play a central role in ensuring that other than employing the best brains, retention of employees is given emphasis (Daly 98). Human resource managers need to be mentors and coaches of the employees to guide them toward s achieving highest productivity while at the same time they should be able to develop talents amongst the employees (Dale 47). Most importantly, human resource managers have to influence key decision making in an organization as well as being able to propel the organization culture among the employees so as to boost the firm’s output. Job Interview This is a process in which the prospective employee is evaluated by the prospective employer or a mandated party on behalf of the prospective employer to ascertain whether the employee is qualified for the position. In many cases, it comes after the employee has applied for the position in question, and the interview panel or person therefore has some clue about the identity of the interviewee (Billsberry 58). Interview is the main tool of choosing the best employee and requires immense resource investment from the employer. Interviews can range from one session to several sessions depending on the importance of the position being interviewed for to the organization and the kind of a person being sort for (Jenkins 110). Contrary to the notion that interview always helps in identifying the best qualified candidate, there have been many situations where this has not been the case hence bringing in a point of unreliability.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This is due to various inadequacies of the interviewing party on carrying out their job leading to loss of absolute due diligence (Yeung 103). It is rather difficult to identify the talents of an individual or how to maximally tap the potential of a person during interview given that the environment itself is tense and it is difficult to know a person’s true picture. In order to evaluate the interviewee interview, question need to test on mental ability, personal character, experience, interests and ability to be ingenious (Lussier 241 ). Challenges Faced During Interviews Many of us think that interview is challenging to the interviewee because this is the person who is going to be the subject during the whole process, but on the contrary even the interviewers are faced with the dilemma of determining the right way of conducting the interview (Lussier 233). The interviewer is faced with the task of employing the best talent from the whole lot of people who will attend the interview and should therefore strategize a way of evaluating who is best qualified candidate. They are expected to be as objective as possible and at the same time to be fair to all people and conduct the exercise in a manner that put the interests of the organizations first (Billsberry 60). The Right Question Dilemma Determining the type of questions that should be asked during the interview process is the first nightmare that faces the human resource managers since they have to ensure that only the right questions are asked. The kind of quest ions needs to be as simple as possible, while they also need to bring out the required response which will enable the interviewer to evaluate the candidate accordingly (Dale 165). The human resource managers also find themselves asking questions that dwell too much on the private life of the candidates which sometimes makes the candidate feel embarrassed. Too brief questions also tend to obscure useful information that could have been depicted later on and most human resource managers are faced with the dilemma of determining the right length of questions to be asked (Yeung 55). In conjunction with that, the human resource managers mostly do not know how to get information of how the employee will perform under pressure without stressing the candidate during the interview process (Jenkins 189). Often, human resource managers in a move not to look too stringent to candidates do not know how to ask some questions which seem to be tough therefore compromising the recruiting process. Il legal Questions The most challenging part of preparing for an interview by the human resource manager is perhaps avoiding of asking illegal questions. The reputation of the organization lies at stake if the interviewers are unable to structure questions in a manner that would not seem illegal (Dale 157). Wording of a question can make a genuine question turn illegal hence the language used should be given emphasis to ensure it does not distort the meaning of the questions.Advertising We will write a custom essay sample on Challenges of Conducting Interviews specifically for you for only $16.05 $11/page Learn More Some types of questions are also illegal by their nature or by the nature of the answers they require the candidate to provide (Brisciana 28). To some extent, what is important to be known to the organization when asked in a certain way is illegal for example age. Being gender insensitive or biased, concentrating too much on the privacy of individu al and asking questions which seem to be cultural based is also illegal. Stereotyping Due to so circumstances preceding the interview process sometimes the human resource managers can make prejudged assumptions about an individual concerning the ability or even experience about the job (Yeung 93). If an employee is coming from an organization which is considered successful, there is a tendency of assuming that the candidate must be experienced and hence qualified for the job. Sometimes, the answers received to first questions tend to instigate stereotyping in the minds of the human resource managers to prejudge the candidate as either a failure or successful person. Stereotyping also manifests itself when the human resource managers end up using one interviewee as a cornerstone to evaluate another one who comes after. There is also a possibility of some human resource managers having negative attitude towards a certain group of people due to their gender, academic status and cultura l background among other factors (Jenkins 193). It then becomes a challenge for the same person to be fair to any candidate who happens to fall in the group they stereotype hence not being able to actually recruit the best talent. It should be noted that, stereotyping compromises the ability of an interviewer to objective during the interview process which in turn jeopardizes the possibility of getting the best candidate. Prior experience with a certain person or group of people mostly leads to stereotyping (Daly 56). However, stereotyping is not a personal problem as it has been shown by recent researchers but rather a common thing among human beings. Since it is difficult to understand peculiarities associated with different people grouping and categorizing is inevitable and this leads to stereotyping. Recommendations The first thing that should be avoided during interview process is to avoid questions that give the candidate a hint of what is being sort for. These questions will not only make the candidate aware of the answer that is best suited to earn him/her the job, but will not earn the interviewer an honest answer.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Questions that put too much pressure on the candidate will frustrate the interviewee and generate a bad employer employee relationship incase the same person is employed in the organization (Dale 45). On the same note, it is not practically possible to create the same kind of difficult situations that the employee will face in the real work environment during the interview process. Therefore, friendly but trick questions which test the ability of the employee to solve complex situations are very helpful. Interviewers are also advised to ask challenging questions without discrimination to everyone who attends the interview so as to be able to determine who is best qualified. Research has shown that even those interviewees who seem to be nervous from the onset can turn out to be the best employees when given a challenging situation to tackle (Brisciana 53). Questions that will make the candidates give answers that have much of â€Å"maybes† are not fit because they may not be a ssessing the candidates adequately. Furthermore, Questions that ask the candidate too much about the current employer or worse which want to show what a bad employer the candidate is currently working for compromise the reputation of the organization. These questions also waste the rime that could have been used to do other parts of the interview. Therefore, questions must be tailored at bringing out the potential, ability, qualifications and talent of the employee in a friendly but strictly professional environment. Appertaining illegal questions, Gender sensitivity is very vital during the interview exercise therefore, questions which tend to sexually discriminating should be avoided. For example, asking a female candidate whether she will be able to work with male employees is illegal as it discriminates women (Billsberry 73). Questions that may require the candidate to name his / her nationality or ethnic background should be avoided as they go against the employment law that re quires one to be employed on the basis of qualifications and not ethnicity. On the other hand, though it is important to have enough background information about the candidate, privacy should be respected and therefore questions that require answers that have to do with financial status, family background and age should be avoided. Though age is important, outright asking the candidate to state the age is illegal, this information can be found from official documents that the candidate will present. Due to the wide spread effect of stereotyping, group interviewing is paramount as only the average is done and is quite difficult for many people to look at the same people negatively (Lussier 289). Answers to the first questions should not distract the interviewer’s attention on how subsequent questions are answered since most people will be able to answer first questions superbly but fail to meet the threshold for the later questions. It also helps to evaluate each individual pe rsonally and not as per another person because if the person used as a guide was not qualified then slightly improved case will look like a genius when in reality both of them do not meet the desired minimum. The set of questions to be asked should be prepared before the interview process is commenced and should be done with someone who is not aware of who the interviewees are or will be. Every interviewee should be asked the same set of questions including the tough and challenging questions without discrimination this will amaze on what they reveal concerning the interviewees (Yeung 78). An interviewer who is aware of the stereotype he/she has towards a certain category of people should avoid taking the section that will require him/her interview on the same section. Conclusion Other factors of production are assembled and controlled by the employees present in the organization. The more the qualified and experienced labor force is present in the firm, the higher the rate of produ ctivity hence the need to maintain experienced workforce while at the same time ensuring that the best talented are recruited. Recruiting the wrong people may impact negatively on the organizational culture, productivity and returns hence the great care should be accorded the recruitment process. Billsberry, Jon. Experiencing Recruitment and Selection. Hoboken, NJ: John Willey and Sons, 2008. Print. Brisciana, Michael. Safe and Effective Faculty Recruitment, Retention, and Dismissal Practices: A ISM Handbook for Private-Independent Schools. Wilmington: Independent School Manageme, 2008. Print. Dale, Margaret. Managers Guide to Recruitment and Selection. London: Kogan Page Publishers, 2004. Print. Daly, John. Human Resource Management in the Public Sector: Policies and Practices. New York: M.E. Sharpe, 2011. Print. Jenkins, Richard. Racism and Recruitment: Managers, Organizations and Equal Opportunity in the Labour Market. New York: Cambridge University Press, 2010. Print. Lussier, Robert N. Management Fundamentals: Concept Applications and Skills Development. Manson: South-Western, 2011. Print. Yeung, Rob. Successful Interviewing and Recruitment. London: Kogan Page Publishers, 2008. Print.

Porter's 5 forces Analysis applied on the business project Assignment

Porter's 5 forces Analysis applied on the business project - Assignment Example In case the current suppliers change prices or block supply, we can always switch to other suppliers without really experiencing switching costs as such. The bargaining power of customers however is quiet significant here. As we know a of paints will be produced, and some might be of high quality and some just normal, so its clear that not all will sale. Those that will sale, their prices would be determined by their demand or how much people are willing to pay. Therefore in this given case, the customers power seems to play a significant role as it is completely up to them to decide what they want to buy and what not to. There are no substitute products to paintings in the UAE market as such besides frames designed with the help of graphics manipulation. However, they cant really even be referred as a substitutes to Creative Minds paintings as the customers view these two medium of art differently and generally hand made painting are valued much more then ones drawn with the help of graphical softwares. Creative Minds dont really face a threat of new entrants since in the UAE market, the concept of helping physically disabled by getting them to make paintings is somewhat new. Even if new entrants come in, the position of Creative Minds wont change as philanthropists, once they start to support a project like lets say Creative Minds, they dont really back out. And there are always new people coming in to help charities. Finally, there is no real competitive rivalry in this industry. Paintings are items whos price is determined by the buys and not by the free market mechanism. Competition would arise when suppliers set prices with regards to each other or play with non price items. However, thats so not the case with the industry Creative Minds works