The Importance Of Virtual Security

Even an apparently trusted employee may do mischief or even accidentally cause harm to the company.

As we drill down into the world of identity theft a little deeper, the Association of Certified Fraud Examiners (ACFE) uses Cressey’s, “Fraud Triangle”, to assist in explaining fraud and how it can be applied to identity theft as there are three (3) factors in the triangle: Pressure, Opportunity, and Rationalization. (ACFE). In the pressure stage, this is usually the motivation of the crime. In the Opportunity stage, the would be criminal has an open window if you will to gain the vital information of the victim. In the final stage of rationalization, the would be criminal now transforms themselves into a modern day Robin Hood where they steal from the victims and give to the poor or in this case; the greedy.

The results of horizontal bullying affect the entire organizational structure as a result of a growing rift created between

Employee fraud often takes place when pressure (motivation), opportunity and rationalism are present. In fact, employee perception where failure to meet sales target might leave them unemployed and unable to settle bills for their family (Kelly, 2016). Furthermore, watching other co-worker committing fraud will most likely influence the employee to do the same because their mindset tends to persuade themselves that it is one of a way to meet their quota plus “everyone is doing it.”

Workplace bullying is a very serious act that has a negative impact on individuals and the organization as a whole. Baack (2012), describes workplace bullying as an interpersonal conflict that is a repeated mistreatment of one or more persons (ch.7, p.19). Unfortunately, despite workplace bullying being so harmful, it is often a common occurrence. In the article, Workplace Bullying: Costly and Preventable, Wiedmer (2010), cites a survey conducted in 2007 by the Workplace Bullying Institute-Zogby; in which, thirty-seven percent of the U.S. workforce surveyed reported that they have been bullied at work (p. 36). The article also states that it is a pervasive practice by malicious individuals who seek power, control, domination, and subjugation, and the article goes on to convey information about bullying behaviors, employer practices, profiles the targeted individuals, and steps to take to prevent bullying (Wiedmer, 2010, p. 35). Bullying tactics are not only harmful, physically and mentally, to the targeted individual but is damaging to the organization and entire workforce.

Although, workplace bullying is not obvious as that of grade school, it is just a destructive. As a result, workplace bullying negatively impacts not only the bullied individual, but the organization as well. Unfortunately, workplace bullies consistently find ways to harass colleagues with the intention of sabotaging their work, interpersonal relationships and health. According to Namie (2007), thirty-seven percent of U.S. workforce members report being bullied at work; this amounts to an estimated 54 million Americans, which translates to nearly the entire population of the states of Washington, Oregon, California, Nevada, Arizona, and Utah (as quoted in Wiedmer, 2011). Consequently, workplace bullying affects an organization by increased health care cost, lower employee productivity, and high employee turnover. As Safety & Health (2011) argues, bullies do not run good organizations; staff turnover and sick leave will be high while morale and productivity will be

Workplace Bullying Institute states, "many studies acknowledge that there is a “fine line” between strong management and bullying. Comments that are objective and are intended to provide constructive feedback are not usually considered bullying, but rather are intended to assist the employee with their work. If you are not sure an action or statement could be considered bullying, you can use the “reasonable person” test. Would most people consider the action unacceptable (Oppermann, 2009)?" The practice of bullying may be executed by an individual against the other, or can alternatively engage many individuals working as a group. Although, the border line that separates strong management and bullying can be indistinct, an individual who perceives that he or she is targeted for uneven treatment is possibly being bullied. The National Institute of Occupational Safety Health (NIOSH) indicates that mental disorders among the different workforce, said to be brought by workplace bullying, impacts to an employment loss which may reach the tune of $19 billion, as well as a decline in output of $3 billion Douglas (127). Workplace bullying happens anywhere within the workplace though; it flourishes in places where there exist weak inter-staff relations and workplace environments that experience increased cases of job insecurity. Workplace bullying may sometimes be practiced as a cultural principle, for instance, in the

Companies and Corporations are also at risk from insider threats. A careless or disgruntled employee is capable of divulging confidential or secrete information, faster than any outside threat or hacker, if

This paper addresses, the issues with bullying in the workplace. It goes into detail about what bullying is, how it affects the workplace, a company that has had issues with bullying, and finally what a company can do to make sure does not occur.

Most societal engineering strategies depend on particular capabilities connected with individual decision-making known as cognitive biases. These biases, occasionally named "bugs from the individual hardware", tend to be used in numerous combos to create assault strategies, a number of that are stated. This problems found in societal engineering enable you to take employees' secret data. The most common kind of societal engineering occurs within the phone. Some other instances of societal engineering problems tend to be bad guys posing seeing that exterminators, flames marshals along with technicians to visit unnoticed while they take company secrets and techniques.

bullying, new tactics are being used constantly. With all of these factors in place, workplace

Workplace bullying is type of pervasive practice that an employee experiences from individuals who seeks out supremacy. Bullying can involve verbal, nonverbal, physical abuse and humiliation. This abuse can affect businesses with inefficient way of working that is both costly and preventable (Wiedmar, 2011, p. 35). There are many types of workplace bullying: threats to professional status, personal standing, isolation, overwork and destabilization (Baack, 2012). Some conflict can be face-to-face confrontations in which is the most visible and needs to be handle swiftly. Another form of conflict can involve different types of messaging or social network. I will discuss both the impact on the employee and organizations that’s involved with workplace bullying. I will then discuss a time that I was involved in a situation in which I was a victim of workplace bullying. There are steps that need to be taking when workplace bullying is occurring. At the end leadership and environment must create formula for stopping workplace bullying (Wiedmer, 2011, p. 35).

“The first leg of the fraud triangle represents pressure. This is what motivates the crime in the first place. The individual

• Pressure which is the driving forces behind a fraud committed. It is the circumstances that motivate an individual to commit fraud. There are many reasons that motivate fraud in an organization, but financial pressure is often the most common reason.

Although not all individuals with nonshareable problems will commit fraud, those who have committed fraud often possessed a nonshareable problem (e.g., gambling, living beyond ones means, or greed) that the individual was embarrassed to disclose to others (Cressey, 1953/1971). In addition, the forces (motivation) either within or external to the individual was sufficient to affect the direction, intensity, or persistence of their behavior (Albrecht, Holland et al.,