Byod Reflection Paper

On September 6, 2017, I were documented for an incident that involved a University Housing policy violation. I was charged with violating the University Housing Alcohol 1.2 policy. With my violation, came consequences. I met with The Residence Conduct Coordinator to discuss my actions and came to the conclusion that I would have to schedule a meeting with The Campus Alcohol and Drug Education Center (CADEC) and with that, a reflection paper.

The inappropriate disclosure or misuse of sensitive information by an employee may result in financial considerations and legal consequences for an organization. “Mobile devices provide all kinds of new scenarios for business data to go missing, be shared with others, or be stolen. You need to go into BYOD thinking this way, not just for everyday activity, but also when employees move on from your organization” (Arnold, n.d.).

Bring Your Own Device (BYOD) is when an employee uses one or more personal computing devices for business purposes. It can include personal computers, laptops, tablets, USB or flash drives, mobile phones and even online computing services such as Dropbox or Google Drive. The history of BYOD stems from the technological advances of the past 25 years, starting with employees accessing corporate networks from their home computers via dial-up modems in the late 1980’s and virtual private networks starting in the early 1990’s, continuing through the massive increase in mobile phones and access to corporate email via Blackberry type devices and culminating in the current state of being connected all the time via tablets

Ever wonder why millions of perspicacious, intuitive, and proficient teenagers from various societies haven’t been thriving in several of their classes during the past few years? Ever wonder why young adolescents develop execrable diseases such as carpal tunnel or brain tumours, with only few surviving in miserable agony? Ever wonder why prodigious quantities of teenagers from several cultures have started to abuse or, to a certain extremity, take one’s life customarily over the previous years? The simplest answer to the three questions inquired is the “Bring Your Own Device” policy, also known as BYOD. Intel, a prosperous company, proffered the privilege of authorizing employees to sport their own device to work since this “strategic”

If WickID Candles implements the BYOD plan, each employee would be able to use their personal cell phones for work purposes. They will be used to keep up with the workplace environment at home or whenever they are out of the office. This will allow to them have access to personal work data whether via their work email or access to the company 's personal sites. With BYOD, employees would be able to use their mobile devices to interact with customers, manage accounts, and even create new aspects of our online store. This plan would potentially give workers the flexibility to work at the leisure of their homes and to continue to work without being tied to the office. Our goal is that this will increase engagement with customers and increase work productivity.

BYOD lets employees use their personal devices for work, connecting to a corporate network. Generally you will cover a portion of the service plan's cost per employee. This policy is great for productivity because your employees don't

Many issues have surfaced, including what legal access an employer has to information on a personally owned device. In a recent study, 60% of employers indicated that they currently allow employees to use their personal phones, tablets, or laptops to access company information, or conduct business from the device. In addition, 14% of the respondents indicated that they don’t currently allow such use, but plan to implement a plan to do so within the next year. This new trend, referred to as “Bring Your Own Device” (BYOD) blurs the distinction of what is acceptable monitoring by an employer. Upon review of the website PrivacyRights.org, an employer can do the following on an employee owned device: “Locking, disabling and data wiping, access to the device, access to phone records or contacts, access to social media or other account username and passwords, monitor GPS and location information, view web browsing history, view pictures, video, or other media, view personal emails, view chat and messaging histories, and limit the use of cloud services.” (Clearinghouse, 2014) To protect both the employee and the employer, it is vital that an employer develop a BYOD policy, which clearly outlines the ramifications of what the employer does and does not have access to. In doing so, if a dispute were to arise

Best defined, a bring-your-own device (BYOD) system is a network that is specifically designed for individuals to connect their own devices for use within the system (source). For example, X-Rocket may allow certain employees the luxury of using their own laptop or tablet computer for work-related purposes, rather than using a company device. While there are many advantages to utilizing a BYOD system, such as low-costs and flexibility, advanced security methods are required to ensure safe networking and data access. Current BYOD security issues include unknown third-party access, data tracking challenges, data leakage, and non-compliance with networking safety procedures (source). Notably, the Cobb County school district of Marietta, Georgia,

Human factors influence polices in the BYOD practice in the workplace because for the most part employees are comfortable and prefer using their own devices compared to company issued devices as they can often multitask between personal and business access. The use of mobile devices comes with the consequences of the device being stolen, lost and exposed to threats. The possibility of these devices falling in the wrong hands or stranger not authorized access to data could result to harmful software application being uploaded or downloaded which could infect the device and compromise the network.

Computer or company server regulations include but are not limited to the following; accessing drives, folders, or files to which the employee has not been granted access or authorization, making unauthorized copies of company files/ data, destroying, deleting, erasing, or concealing any company files/data or the use of recreational games while on company

Mission Health's Bring Your Own Device (BYOD) movement is well underway with a recent survey conducted at the hospital revealing that 90% of more than 10,000 of our employees use their mobile devices for both personal and work purposes. While permitting employees to use personal mobile devices to access corporate resources increases employee satisfaction, employee productivity, reduces capital costs, and ultimately improves the quality of care and increase operational efficiencies it introduces significant security risks.

Employee satisfaction and increased productivity are some of the reasons most organizations are accepting the BYOD policy in the workplace. Many concerns exist from a security standpoint when the BYOD program is implemented in my organization

The reality is that there is no simple solution when it comes to regulating BYOD. Every organization is different and there are number of different factors that have to be taken into consideration.  First a company will have to decide which employees will be allowed access, as well as the types of devices

Over the course of the semester, I have been fortunate enough to work with a student who is having difficulties when it comes to reading. My student does not have difficulties when it comes to hearing a word, but rather when he sees a word. My student has definitely benefited from one on one work with me as well as the additional help he’s getting from the reading specialist during their WIN (what I need) time. My student does not like to read because he knows that he is struggling and he is embarrassed about it. When my student goes to his WIN time, he does really well because the instruction is at his level and there are only two other students who are also on the same level there as well. Besides the current intervention, programs I would recommend are Direct Instruction: Reading Mastery, Letter Spacing, Wilson Reading System and the Lindamood program (LiPS).

I was very excited to begin my dietetic rotation at Women, Infants, and Children Food and Nutrition Services. I was even more thrilled that my location site was close to my house, making a job opportunity an option after my internship is complete.