Outline And Outline Of Organizational Development And Strategies

Looking at recommendations I would make, it’s important that management first recognize the function of cybersecurity in their overall business structure. They must maintain ongoing interactions

The methods that the organization will take to achieve the required results both now and in the future

SNOP is the Systematized Nomenclature of Pathology. Published by the American College of Pathologists, it has been “useful in classifying pathological specimens” (McWay, 2008). Although SNOP was commonly used in pathology departments, it has gradually lost favor because focus was placed on standardized nomenclatures by accrediting agencies (McWay, 2008).

Regulation workings on civil procedures and constitutional limitations on technology innovations as well as information access are slow. One main issue remains by the time the government can agree on the written law regulating cybersecurity regulations nationally it will be outdated due to the ever changes in cyber-attacks, viruses, and computer processing power (Maitra, 2015). Furthermore, the government’s regulations and controls are incapable of protecting their networks. The federal government alone had 65 cyber security breaches (Neal & Ilsever, 2016). Because of the government failing to protect its networks, the private sector cannot rely on the government and needs to be responsible for determining the business organizational standards for the private sector. Developing management practices and a company culture to deter cybercrime, protect company information, and develop cybersecurity requirements to protect all legal rights. Developing internal cybersecurity will not only set company standards, but will develop strategies to protect new legal territory since innovations in technology governs current practices when dealing with civil rights, employment, environmental, and labor laws (Neal & Ilsever, 2016).

It is quite unfortunate that most companies’ management only deals with the administrative, marketing and sales, and the production part of the company business, but felt the IT operations should be left solely to the IT personnel. In the long run, according to this chapter, the information security aspect of the company will suffer and remain underdeveloped because of lack of attention. However, if there is any security breach or attack, the top management will be the first point of contact. The top management will be held accountable and responsible for not adhering to the business practices.

The framework provides a roadmap for the implementation, evaluation and improvement of information security practices. An important feature of the information security governance framework is that it defines the roles of different members of an organization. The framework specifies what corporate executives, senior management, and CIOs/CISOs should do. The framework is also flexible enough to apply to different business models. The framework benefits are it identifies cornerstone security practices that nearly all organizations are following and makes recommendations where in an organization the responsibility falls. Some disadvantages to BSA's framework is that it is still a work in progress and it still needs to develop useful metrics that enable managers to quantify the return on investments in information security and the effectiveness of information security programs and measures (BSA).

Evaluating the various laws, regulations, and legal concepts specific to cybersecurity and how it relates to managerial decisions within the private sector, in addition to the ability of protecting national security is a frequent topic of discussion within the cybersecurity, government and private sector communities. Although this topic is often debated, there is no true right or wrong response to how managerial decisions should be made when discussing cybersecurity. Ultimately, the decision to have government intervene in private industry regarding cybersecurity issues may rest with popular demand and/or private industry voluntarily accepting government recommendations. While technology is consistently changing and advancing, government laws

As an Organizational Development Practitioner, there are several phases to conduct their job obligations; such as: the consulting phase, and the entry phase. Therefore, both are needed for the OD practitioner to become productive and beneficial for the client (s). The first step to the entry level is to describe the services that will be offered to clients, and inform the clients of the expectations and any potential delays that may occur while exchanging services, and give the clients a survey and to help determine their needs and concerns. Based on the research collected during this phase, and knowing the needs of the clients, sending a brochure so there

In recent years the role has evolved from a pure security focus to identification and management of the organization’s business and operational risks. It goes beyond architecture and technology to address risks to the business and represent cybersecurity concerns and issues for organizational decision-making.

As leaders incorporate these practices and behaviors, it is critical to be mindful of how we go about processing change. A key learn from the Organizational Development module was planning changes, processing, engagement, and training of staff is critical for a positive outcome. Understanding how employees react to situational changes can prevent an otherwise bad outcome if not handled appropriately (Burke, 2011).

Pathfinders, Inc. opened in 1997 as a full service staffing solutions provider. The company works with companies across all industries and sizes in the Greater Philadelphia area, including South/Central Jersey and Delaware. Specialties include staffing for call centers, office support roles, inside sales and administrative positions. With the most extensive hiring process in the industry, Pathfinders established the company as the premier staffing agency in the area.

Over the past few years many changes have been made by organizations, in the way that they do business. One of these changes has been going from rigid and centralized organizations, to now taking advantage of flexible and decentralized structures. An organizational structure outlines the way the job tasks are formally divided, grouped, and coordinated. The effect a decentralized structure has on managers and employees is that, the gap between who can make the decision has been spread. With a decentralized structure the process of decision-making comes down to the manager that is closest to the action. The impact on organizational strategies has been that organizations have to adapt to the new structures to fit in to be able to compete more efficiently and effectively.

Organizational development or OD as it is widely known is a collection of change methods that try to improve organizational effectiveness and employee well-being. Change especially in a business environment is inevitable. Change can be a hard process with anyone especially when something has worked for you for so long. Organizational change can be difficult for people you’ve been with an organization for years and adapting to something new can be scary. Organizational development with any company is good because anything that can strengthen the employees will strengthen the company.

Having been through this course studying, organizational development. Looking back at organizational development principles that I can use in the future. There has been a great understanding of this topic. One thing that I have developed and understood is that organizational development is here to stay and in order for organizations and business to survive we must learn to adapt to change in the global economies. The following literature that will be applied will be an excerpt of my personal ideals, of how I will use organizational development processes to develop new ideals, new principles that will guide me

Organizational development (OD) is an application or process of building a greater level of efficiency within the organization. OD develops the ongoing effort geared for long-term effects. OD works to help management and employees on a variety of levels. Organizational development is perhaps unequaled in its ability to meet any type of organization needs. However, the solutions developed from the role of OD may not be necessarily interchangeable with different organizations (Grant, 2010).