Security on Social Media - Free Essay Example

Sample details Pages: 4 Words: 1055 Downloads: 2 Date added: 2019/04/10 Category Society Essay Level High school Tags: Social Media Essay Did you like this example? Social networking has a lot of threats to them over these past few years. A lot of these sites like Facebook deal with security issues on their websites. In their research paper Schaik, Jansen, Onibokun, Camp, Kusev (2018), examined the security threats that is on social networks. Don’t waste time! Our writers will create an original "Security on Social Media" essay for you Create order When people share online there will always be concern over the security issues because of what happened just a few days ago with Facebook. It was breached, and someone threatened the founder of Facebook. Security is a big issue when it comes to social networks. There will always be risks involved when people go on these sites. There are many risks when it comes to these sites and Schaik et al., (2018) discussed some in their research. Some of the risks that they pointed out were the behavior of the users. The user would have some behaviors problems when it came to sharing information and it would be a high-risk factor when it comes to these sites. It all about the human behavior to sharing information online that Schaik et al., (2018), talked about. They mostly talked about the beahviors risk when it comes to social networking and what it will do to people online. People who have problems of their own always vent it out on these sites and they get in trouble for it. People beahivor on these social networking sites are becoming more and more problematic. There need to be a solution for these when it comes to these types of problems. People need to takes the time and look at what they can do to help solve these problem. Some people have trouble sharing online because of the internet useage on these sites. The apporach of the people using online webistes have increased over the past few years and it will continue to grow over time. A lot of these sites are being more used than ever befor e like Facebook, Twitter, and LinkedIn. Users who contact detail have been revelaed have become the subject to harassment in a the most mean ways of cyber-bullying or they might become a vicitm of identify theft (Schaik et al., 2018). People who haved been a vicitm of cyber-bullying have wanted to do terrrible things to themselves. Cyber-bullying need to be stoped soon and fast. Also, people need to look at all the potenital danger of going online. They are some people who go online and do some crazy stuff on there because it can cause more harm than good. With all the risks out there people need to more careful now than ever before. If people take a look of all the security thefts that are out there then it cause more panic then ever before. Risk will always play a factor in secuirty measures. There are three types of aspects when it comes to information security on the computer which are confidentialty, integrity, and availablity (Schaik et al., 2018). People have always needed security is when it comes to going online and being on the computer. Privacy was also researched in the study and they looked at it inside Facebook. Privacy and security are both very important when it comes to working with social media. Schaik et al., (2018), have looked into all the risks when it comes to privacy and security when it comes to working online. There might be vaious approches when it comes to looking at the risks to having the information out there on social media. If people look at availabiltiy people will see there is always a chance of of information being used in a negative light and use for many bad things. Techology have been associated with postive feeling have been judge to less risk and they have been jude to benfit people. (Schaik et al., 2018). People who haved these types of feeling are beoming easy to work with. There are several of statistics that have been out there that dicuss the behavior of humans. When it comes to working with people there behavior comes into question and with social media our behavior tells people who see what people do online as an example of what they are like so people need to be careful about what they don online. There are methods that have been resarched when it comes to techology and human activies (Schaik et al., 2018). Methods that have been look at many people are looking at the different kinds of researchs that are out there. There are some people who have use these methods that inculded high risks of communication to others. Risk awareness have been the subject of research of privacy and security for social media. There are so many security ri sks that are on social meida these days. Security and privacy go along way because there are both important to social media and they serve a purpose. According to Schaik et al., The main purpose of social media, information-sharing, inherently has implications for privacy: for example, whom to shre information with.. (Schaik et al., 2018, p. 284). Privacy haved come a long way since Facebook was first invented. Since there are so many risks to secuity and privacy it has become more and more important that the sites are now more seucure than ever before. There are so many cyber-crime out there that are realted to social media. There are some people who exchange social networks that are vicitms because they knowley share information that are online. There are many types of privacy that people need to be concern about. Facebook have alwys have issues with security and privacy thought the years. People need to have more secutiy when they go on these social media sites . These sites might have their own security but it just not the same as having a person own. When a person have their own personal security they felling more and more sa fe when they go online. There have been many different types of studies to secuity risks on social media. People are now being more cautious than ever before when they go on social media. These sites are going benyond the call of duty to secure these sites and to make sure nothing happeneds to anyone on their sites. There are so many standars and meausre to suecure a network now. With this research people will be now more caution than ever before when they go online.

Google Organizational Culture - 9872 Words

Journal of Social Sciences 6 (1): 99-112, 2010 ISSN 1549-3652  © 2010 Science Publications Cultural Issues in the Business World: An Anthropological Perspective Michael P. Lillis and Robert Guang Tian Department of Business, Medaille College, New York Abstract: The significance of cultural influence on business has been widely recognized in both academic and business circles. A number of authors suggest that an anthropological approach is the most appropriate way to study cultural factors and assess their impact on an organizational environment. This investigation draws attention to several important cultural issues in business utilizing an anthropological perspective. It probes the relationship between culture and human behavior,†¦show more content†¦Anthropology, especially cultural anthropology, seeks to understand how and why peoples of the world differ in various ways as well as how and why peoples of the world share certain similarities. It is not at all unusual for people to assume that their own ways of thinking and acting are unquestionably rational normal or human. Cultural anthropological study provides us a look at the enormous variations in thinking and acting found in the world today due to the cultural diff erences and at same time anthropological literature has documented many different solutions generated for solving the same problems cross-culturally. Therefore, anthropologists do more than simply document the enormous variations in human cultures by identifying and describing the commonalities of humans amid the great diversity, which are the regularities found in all cultural contexts regardless of how different those contexts might appear at first glance (Ferraro, 2005). Anthropologists have traditionally used a qualitative research approach to study human behaviors in different cultures. Such an approach is well suited to many of the complex questions confronting researchers interested in quality and culture. Qualitative research, more than just a set of data collection methods, is an approach that seeks to understand events, activities, norms and values from the perspective of the people who are being studied, anthropologists refer this way of research as the Emic approach. Qua litativeShow MoreRelatedGoogle s Organizational Structure And Organizational Culture1564 Words   |  7 PagesOrganization Structure Organizational structure is the framework around the different groups which is organized. It is like a manual that tells your organization and the customers how the organization operates and what is obtained in order to keep the business moving towards success. Structure gives the customers a clear guideline on how to proceed and binds them together. 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Workforce Readiness Competencies and Assessment

Question: Discuss about the Workforce Readiness for Competencies and Assessment. Answer: Introduction: As mentioned by Gronlund and Waugh (2009), assessment is a pivotal part of a training project. The idea of assessment largely involves the process of collecting information from different sources and with different tools; with the aim of developing an understanding about the learners knowledge and understanding. The major objective of assessment involves the accomplishment of the learning objectives, identifying the quality of knowledge disseminated and the level of information gathered by the learners (Willis, 1993). Moreover, the assessment opts for indentifying the learners capability of applying the gathered knowledge in the real life situation. For the successful completion of this project, the author has created a case study upon the professional training plan for the ABC Company. The company is facing the issue of employee incompetency in using the MS Word, which is increasing the time taken for a certain operational process and thus decreasing the productivity of the organiza tion by increasing the resource usage and operational cost. Moreover, the incompetency is creating stress among the employees, which is negatively affecting their confidence level, and directing them to resignation. Thus the company is facing a high employee turnover rate. Hence, it has arranged a training session for the newly appointed employees. There are 20 participants in the session who will be instructed with a hired professional trainer and guided by a buddy. It will be a ten days training on MS word which will be assessed with the help of both the formative and summative assessment. Here, in this case study, the author has divided the discussion in five parts. In the beginning, an overview upon the learners, the learning instruments and the context has been provided. Then, the author has discussed the assessment plan with the specification of the learning outcome and the assessment tools. Next the author has provided a detailed justification of his or her choice of those assessment instruments under the light of validity, reliability, holism and many more research and educational benchmarks. Finally he or she has concluded the case study with the summery of the assessment plan with a discussion of the strengths and weaknesses of it. Overview of the learners, learning element and context: Here, in the selected context, the learners are the clerical staffs from ABC company. The learners are working for the ABC Company since 2 months. The total number of the learners is 20. Most of the learners are apt in using the MS excel; hence, they do not have much difficulty in operating the Microsoft applications. However, in the context of MS word, the employees are facing some issues. The learners have the educational qualification of bachelors degree. However, they vary in subjects. Hence, the instructor can opt for a general learning module for all the learners without any customization. However, the ability of the learners i.e. their educational background can be identified as strength of grabbing the training and the positive result from the training can be expected. According to the educational experts, in the context of learning and teaching, the learners play a significant role (Smith, 2010). The ability, interest, attitude, emotions etc. among the learners are important for obtaining success in the process of training and learning (McCurry, 1992). Here, the company has asked for the prior permission from the employees which was preceded by a session about the importance of the training and its implication upon the prospective learners. Thus, the company has ensured the interest of the learners for this training session. On the other hand, for ensuring a positive attitude to the training, the management has declared a policy of reward for the best performer in the clerical department. As mentioned by Boud and Falchikov (2006), obtaining a positive attitude among the learners is necessary for the successful attainment of the learning objectives. Hence, alluring the employee for the betterment of their performance can direct the training session experience a substantive success (Smith, 2000). Hence, it can be expected that the learners are ready to grab the lesions successfully. The learning element: The principal elements that make the training or learning possible and achievable are the learners, the trainers or teachers and conducive learning environment (Dann, 2014). The trainers are the prime mover of the training or learning wheel whereas, the learners are the major participant or consumer of the process. On the other hand, as opined by O'Neil (2014), a favourable or conducive environment for training is the place where the training and learning activities can take place in the most efficient and productive manner. The favourable environment consists of the classroom, required furniture, a noise free surrounding, a cooperative and sharing culture and many more. The trainers or the educators need to be someone who has the qualities like open mindedness, impartiality, professionalism, patience, enthusiasm and commitment (Levy, Loy Zatz, 2014). With the personal and professional qualities, the trainers help in the successful attainment of the learning objectives of a training session. Here, the company is going to hire a professional computer trainer for this training session. To ensure, the above stated qualities the management will opt for an interview of the trainer. Moreover, to assist the trainer and the participants, the management will recruit an experienced worker from the company itself. He or she will serve as a guide to the employees in case of any difficulty in the training session. According to the educational experts, the learning environment that may include the class room, the furniture, the physical condition of the space etc. needs to be conducive to learning (Englander et al., 2015). Here, in the context of learning, the management has arranged a hall for the training session, which is situated in a noise free area at the company complex. This hall is well lit with the availability of natural light and electric lighting arrangement. Moreover, the room has the facility of AC and the doors are the sliding ones. Moreover, being situated in a quiet area, fresh air is available. On the other hand, the company has arranged for separate sitting arrangement for the participants and the trainers coupled with separate computers. The learners will sit in a circular pattern, as the trainers will opt for an interactive and physical instruction based learning session. There is an arrangement of a whiteboard and markers. Moreover, a projector will also be there, as it is going to be technological education training. The Unites Description The Learners Number: 20 Educational Background: Bachelors General level of expertise: Basic The Trainers Number: 2 Qualification: Professional training experience of at least 2 years for the Trainer, Working experience on MS Word for at least 5 years (for the guide) Environment The Room: The Training hall of the company Furniture: chairs and tables, a wardrobe Tools: laptops, pens, notebooks, whiteboard, markers, projector Figure 1: Overview of the learners, learning element (Source: Created by the author) The ABC Company has recently started its operation. The company has the staff strength of three hundred. Now, for completing the operational tasks, the company has recruited a staff base of clerks which consists of 25 members. However, the management has identified that this section is facing some issues in working with MS word. It is decreasing the operational efficiency of the organization by increasing the time taken by the employees for a certain task. On the other hand, the lack of competency in this particular field is decreasing the confidence level of the employees, which is directing the company to face a significant level of employee turnover rate. As opined by Gurinovi? et al. (2015), upholding the confidence level of the employees is crucial for the companies to ensure employee retention. The expectancy theory of motivation states that, the companies need to provide expected level of training for the development of the skill set of the employees (Broemmel, Jordan Whitset t, 2015). Trainings are needed to the employees for sharpening their capability for performing a certain task. The idea of training thus provides a reciprocal benefit. The professional development trainings help the employees in acquiring a new level of skill set or increase the existing knowledge base of the employees (Falchikov, 2013). Thus, the professional trainings help in building confidence among the employees to perform a certain responsibility. This confidence serves a sense of satisfaction among them. On the other hand, this satisfaction among the employees helps the company to retain the talent with them and the increased level of proficiency increases their productivity and decreases the operational cost by lessening the time taken and the level of resources used for performing a certain task (Tomlinson Moon, 2013). Hence, the ABC Company has taken the strategy of providing professional training to the employees for increasing their production, decreasing operational cost and retaining the talents within the organization. The assessment plan: According to the education experts, a complete and effective assessment plan includes a learning outcome for the learners, identification of the assessment tools, criteria for success and a policy of continuous improvement (Randel et al., 2016). Here, in the training context of the ABC Company, the company is going to attend a 10 days training session. The training coordinators (the trainers) will opt for achieving the following learning outcome or objectives: Making the employees proficient in using MS word. Building confidence among them on the usage of the MS word. The documentation within the organization will be developed. The learners will be able to secure the company data. The learning instruments: In the 10 days training, the learners will experience, both the formative and summative assessment. The formative assessment helps the trainers to reshape the course by collecting data about the learning status of the learners (Bevitt, 2015). Being observed in the middle of the course, it gives a chance to identify how the learners are learning and what are the issues needed to be addressed for providing a better learning experience. On the other hand, a summative assessment is done at the end of the training course. A summative assessment is made with the objectives of providing a final look at how the training session went. The result of the summative assessment is likely to provide an idea about the success of the training session (Dann, 2014). The summative assessment is made with a set grading pattern to determine whether the students pass or have attained the necessary skill sets for fulfilling the learning objectives. As mentioned by Wanner and Palmer (2015), grading or setting the marking rubrics is important to push the learners for concentrating upon the training sessions. Experience and research has shown that most of the learners are likely to get engaged in the learning session with the help of some extrinsic motivators. Hence, this training session will also opt for setting a grading criterion. As mentioned by Kovalev and Kovalev (2013), in the professional sector, selection of the assessment tool needs to be in accordance to the learners self imagery. This particular training session has identified the development of employee confidence as one of its learning outcome; hence, the assessment instruments will include some subjective and self rating questions. Here, the author has chosen the tools like questionnaire and interview. The trainers will opt for an interview session in the 5th day of the training. The trainers will use this assessment tool as a formative assessment. With the result of this interview, the trainers will reshape their training modules, if necessary. In the case of the assessment with the help of the questionnaire, the trainer will conduct it on the last day of the session. Rationalizing the assessment plan Every assessment plan should be rationalized in order to make it valid, reliable and relevant and flexible (Kuldna, Peterson Kuhi-Thalfeldt, 2015). The particular plan has been constructed to make the employees of ABC Company more efficient in their respective work. Through the principles of assessment, the plan can be evaluated to find the rationality of it. The first principle of assessment states that the assessment plan needs to be consistent and reliable. The assessment can only be called as a reliable one, when all the assessors act independently and use the similar criteria and marking scheme and make a fair judgment (Ma Rapp, 2016). The assessors should work towards a shared goal of quality standard and assurance. Specific learning outcomes and a fixed assessment criterion is very much significant to achieve the reliability in the assessment plan (Judd, Backhaus Goodsir, 2015). These categories should be open to the employees, which they are. The assessment criteria and the learning outcomes of the training are entirely known to all the employees of ABC Company. The employees also know when the assessment is set and which the markers of the assessment are. In this way the company has made the assessment tools reliable and trustworthy for the employees. Another principle of assessment says that the assessment needs to valid, which is as important the reliability and the explicitness of the assessment (Matthews, 2015). This principle triggers the idea of how much the task is applicable to assess the required skills. There may be times when the employees question the validity of the assessment. This assessment ensures that it triggers all the validity criteria and is transparent enough to fulfill the requirements for the training session. If the relevance of the assessment is triggered, it has been ensured that the assessment has enough transferability and significance. The learning outcomes of training will be fulfilled if the skills are transferable and the context of the training and assessment are similar to each other. In many cases, the assessments are made on the basis of a narrow range of jobs, therefore it tends to grow narrow array of skills as well. For these reasons the assessment of the ABC Company has made the assessment fairly enough so that it addresses all the skills that the company wants to develop in its employees. Justification of the worth of your particular assessment plan and instruments: 968 As opined by Englander et al. (2015), in the context of data collection or assessment, the chosen instrument of assessment needs to be valid, reliable and cohesive. Assessment tools are dedicated to identify the success level of the education or the training procedure. Hence, identification of the reliability and validity of the assessment method is crucial to explore the true result of the training or the educational endeavour. Here, the company is expecting to increase the proficiency level of the clerical employees and investing on the professional training sessions. Hence, it is important to select the appropriate assessment instruments which are capable enough to identify the level of attainment of the learning outcome by the training session. Measuring the validity of the assessment tools: Validity in the assessment relates to the extent at which the assessment tool is collecting right information that needs to be measured. In simpler terms validity can be designated as the quality of an assessment tool to measure what it intends to measure (Gurinovi? et al. 2015). As described by Falchikov (2013), in the context of training sessions, face validity needs to be measured. Both the assessment tools have the objectives of indentifying the subjective success of the training session. As the learning outcomes set by the trainers involve the objective of improving the learners confidence, it is important to judge the level of confidence they have attained. Both the questionnaires and the interviews will opt for the questions which will ask the employees their subjective experience. For ensuring validity of the assessment tool, it needs to ensure the construct validity. As mentioned by Dann (2014), this validity relates to the suitability of the assessment tool to measure the phenomena. By involving the panel of experts closely familiar with the measure and the phenomenon, the validity of the tool and the result can be ensured (Wanner Palmer, 2015). Here, by involving the trainer who has the experience and expertise in the professional training deliverance in the computer education, the assessment tools and the collected result can be identified as valid. Thus, the selected assessment tools can be identified as valid, as they are successfully attending the criteria of face validity and construct validity. Measuring the reliability of the assessment tools: On the other hand, reliability of the assessment method is the quality of the tool to measure each facts it is attempting to measure reliably for the given population. A specific measure can be considered to be reliable if its application on the same object of measurement number of times produces the same outcomes (Gronlund Waugh, 2009). In simpler terms, reliability of assessment is the degree to which it produces stable and reliable result. The test-retest reliability: the reliability of the result or the identified status of a phenomenon can be designated as reliable when it is obtained with conducting the test more than one time over the period of time (Willis, 1993). The test-retest reliability is generally used in the research sector. However, in this particular assessment plan, involving a two set of assessment instatement over a period of time will provide a reliable result. However, with the identification of the assessment result in the first series may not produce the same result in the nest, but it will create a reliable result which will supportive in attending the learning outcome. On the other hand, parallel forms reliability can be identified as one of the majorly discussed techniques of reliability assurance. The parallel reliability refers to the measure that is obtained by conducting two different kinds of assessment methods over a single phenomenon (Ross et al., 2016). Here, the trainer will assess the level of learning of the participants with the help of two different assessment methods. Thus, the reliability of this method can be justified. Measuring the holism of the assessment tools: A holistic approach of assessment involve the identification or involvement of the peers, or superiors, the learning units like self reflection, method of communication; optimism or trust and interest or emotional stance (Wanner Palmer, 2015). The educational experts support the utilization of the holistic assessment approach to create an effective learning outcome. With the idea of ensuring holism, the assessment has involved the strategy of interactive session in the interview. With an unstructured interview, the instructors will also be involved within the process. Thus, the major criteria of holism in assessment i.e. involvement of the stakeholders will be addressed. On the other hand, the subjective approaches of the assessment tools are able to address the remaining criteria mentioned in the above discussion. Measuring accommodation of the assessment tools: According to Chen et al. (2014), the accommodation is the assessment criteria is necessary to be measured as the primary goal of assessment is to improve the skills and potential of the concerned population. The assessment criteria determine the specific objectives and principles that are applicable to the students. It can be said that, the assessment accommodation is the alternation of the way the test is administered. The accommodations of an assessment may be categorized into six types, presentation, response, setting, scheduling, timing and others (Pettit, Croxton Fiksel, 2013). The other category refers to the accommodations which a student or an employee might need and that cannot be fitted into the other five categories. The assessment accommodation is necessary to be provided due to the needs of the students. However, there are no globally approved assessment accommodations, although most of the people agree to the previously provided categories. The policies of accommodatio n tend to vary enormously. It is possible to find one accommodation, which is not allowed in one situation yet outlawed in another one (Sainaghi, Phillips Corti, 2013). The decisions management takes on the assessment accommodation, should be defined on the basis of the employee requirements and to provide equal opportunity for everyone. It is important to note that accommodation does not compromise with the subject of test measurement. This triggers the concept of ensuring that the decision makers have a clear perspective of the purpose of the assessment and the necessary skills that the assessment is trying to evaluate. Cohesiveness of the assessment plan The success of any assessment plan depends on its cohesiveness. As a team develops because of its cohesiveness, it is also important for the assessment plan to be cohesive enough to be successful (Shaw et al., 2014). The interview and the test need to be strategic in order to achieve cohesiveness. If the assessment plan is not enough strategic, it will lead to an unstructured one and will not fulfil the purpose of the assessment plan. Conclusion: In conclusion, it can be said that the company is following a fair and justified assessment plan to judge their employees after the training session. The primary objective of the assessment is considered to be the fulfillment of the learning outcomes. The assessment has been justified and the company is looking forward to a successful accomplishment of the assessment, so that it does not face employee turnover anymore. The primary strength of the plan is that it triggers a fair judgment of all the employees and it has clear policies for achieving the learning outcomes. However, the assessment plan might be questioned by the new employees if there are any loophole, the company should ensure that it does not have any. References: Bevitt, S. (2015). Assessment innovation and student experience: A new assessment challenge and call for a multi-perspective approach to assessment research. Assessment Evaluation in Higher Education, 40(1), 103-119. Boud, D., Falchikov, N. (2006). Aligning assessment with long? term learning. Assessment Evaluation in Higher Education, 31(4), 399-413 Broemmel, A. D., Jordan, J., Whitsett, B. M. (2015). Learning to be Teacher Leaders: A Framework for Assessment, Planning, and Instruction. Routledge. Chen, D., Thiede, S., Schudeleit, T., Herrmann, C. (2014). A holistic and rapid sustainability assessment tool for manufacturing SMEs. CIRP Annals-Manufacturing Technology, 63(1), 437-440. Dann, R. (2014). Assessment as learning: blurring the boundaries of assessment and learning for theory, policy and practice. Assessment in Education: Principles, Policy Practice, 21(2), 149-166. Englander, R., Cameron, T., Addams, A., Bull, J., Jacobs, J. (2015). Developing a framework for competency assessment: Entrustable professional activities (EPAs). Academic Medicine Rounds. Falchikov, N. (2013). Improving assessment through student involvement: Practical solutions for aiding learning in higher and further education. Routledge. Gronlund, N. Waugh, K. (2009). Assessment of student achievement. Upper Saddle River, NJ: Pearson. Chapers 12. Gurinovi?, M., Novakovi?, R., atali?, Z., Nikoli?, M., Mileevi?, J., Rani?, M., Glibeti?, M. (2015). 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