Introduction Upon reading this chapter, you may feel like you are preparing for a project management role rather than an information security role, but you’ll soon see that the interests of those who manage the business and those who safeguard it are intertwined. This chapter, more so than any of the other domains of the Common Body of Knowledge, deals with business management concerns: how to prepare for an emergency or calamity and how to respond and continue operations under suboptimal business conditions. 123 Information Security: Principles and Practices, by Mark S. Merkow, CISSP, CISM and Jim Breithaupt. Published by Prentice Hall. Copyright © 2006 by Pearson Education, Inc. ISBN: 0-558-86622-0 124 CHAPTER 6 | Business Continuity Planning and Disaster Recovery Planning In this chapter, you will learn about the goals of sound business continuity planning and disaster recovery planning, how these two types of planning differ, the types of threats that could invoke emergency planning and procedures, and several of the more prominent techniques organizations are using to plan for and hopefully prevent a disruption in business activities.
In doing so, Stonyfield must undergo challenges and carefully evaluate the best approach when entering the global market. This section provides the pros and cons of two globalization strategies that Stonyfield farm may apply while moving toward its goal of becoming a global enterprise. One strategy that may be applicable to Stonyfield farm is strategic alliance. Gareth Jones, in Organizational Theory, Design and Change outlined four dimensions of strategic alliance: Long term contract, Networks, Minority Ownership and Joint Venture. Each of these dimensions uniquely describes how two organizations can join in a partnership for hopes of accomplishing new and profitable business opportunities.
According to Manoski (2002, p. 1), “R&D strategy is both an input to and an outcome of the business strategy. In its preliminary state it provides a key basis for the identification, evaluation and selection of business opportunities and therefore, a set of options for the direction of a business.” Riordan presently uses a research and development strategy; however, with some fine-tuning, the organization could discover trends beyond its current domestic and China focus by expanding into other international areas. By expanding its horizons, Riordan may discover other needs the organization is not meeting or ways for improving existing products. The latter part of this strategy provides the framework necessary for execution of this strategy in alignment with the differentiation
Balanced Scorecard Organizations and upper-management often use a Strengths, Weaknesses, Opportunities, Threats, and Trends (SWOTT) analysis model to concentrate on the company’s competitive advantages, their possibilities, evaluate how to improve susceptibilities, and avoid coercion. Organizations depend on SWOTT analysis to remain successful in their industries. For a business to be successful and sustain their performance, the entity is obligated by their external environment to generate strategic objectives and constantly evaluate its vision and mission. Organizations must reflect on their mission and vision frequently to assess each for validity, consistency, and making sure the objectives are components useful to the desired vision. Businesses require a tool to measure the execution of objectives.
Explain. 1. Values represent the core priorities in the organization’s culture, including what drives members’ priorities and how they truly act in the organization, etc. values are increasingly important in strategic planning. They often drive the intent and direction for “organic” planners.
The human resources principles emphasize team management and the importance of employee involvement. However, being able to communicate these principles and the ensuing results is critical to the overall functioning of the organization. The ideal approach would be content that addresses the task, as well as social aspects of the company. Additionally, effective communication should occur vertically, horizontally, face-to-face and in writing. The style of communication would vary between formal and informal, depending on what any given situation would dictate.
"What kind of company do we want to become / what kind of company must we become?" • Strategy A strategy is concerned with the actions and resources needed to achieve specific long-term objectives. Some typical questions one might ask at this level are: "What conditions need to hold for our business to be viable?" "What products and services will we offer and to what customers?" "What capabilities and capacities will we require?"
Looking at motivation as a theoretical framework to promote a positive workforce can assist businesses in meeting the challenges faced today. The purpose of this paper is to analyze various need theories of motivation and how they affect organizational behavioral. This will include Maslow’s Need Hierarchy Theory of Motivation, McClelland’s Need Theory, and Herzberg's two-factor theory. Motivation can be defined as the “psychological processes that arouse and direct goal-directed behavior” (Organizational Dynamics and Human Behavior, CMU pg. 112).
This research will try to explain the relevance of the leader’s role in the effective governance organisations and how depending the role-played can alter the organizational outcomes. As a second aim, this essay will introduce the concepts “leadership” and “governance” showing the similarities and differences of both concepts to distinguish between its role and development. For this reason, research pretends to discuss these concepts to full understand the significance of governance and leadership within companies. In addition, a third aim was to expose the differences between a manager and a leader because both concepts are interrelated but also
Since then, many management theorists have been trying to understand what the underlying meanings of human motivation in organisations are. Two significant theorists that had many impacts within business organisations are Abraham Maslow and David McClelland. Both McClelland and Maslow have introduced unique and distinctive models of human motivation, one being ‘Acquired Needs Theory’ proposed by McClelland (Human Motivation Theory – David McClelland n.d.) and ‘Hierarchy Theory of Needs’ proposed by Abraham Maslow (Maslow’s Hierarchy of Needs from Psychology 1987). Both of these theories put forward by Maslow and McClelland can be effective and ineffective in their own respect. David McClelland’s theory was established in 1961(David McClelland's motivational needs theory n.d.).