Responses7 | Computer Science homework help
RESPOND TO THESE DISCUSSION POST BASED ON THE TOPIC “Personal factors, such as anger, revenge, and lack of rewards and recognition, may increase the risk of someone stealing from or spying against employees. Organizations should apply adequate security screening to select new employees, as well as providing a reward and recognition system to motivate employees and increase morale.
Review the recent insider theft cases. Analyze your findings about one identified thief. How can you learn from your chosen thief to acknowledge and recognize the motives and behavioral indicators that someone might be spying against the company you work for?
When responding to your classmates, discuss the security violations committed, and how you would prevent this from happening again. Be sure to use specific examples.” (TWO (2) PARAGRAPHS EACH WITH REFERENCES ON EACH OF THEM SEPARATELY, NOT TOGETHER)
Insiders threats seem to be the thing of the past, present, and unfortunately the future. You would think one would learn from another’s wrongdoing. However, there is always someone out there who thinks they can get away with it “it will not happen” to them. After reading the ten recent insiders, I threats I did notice one widespread thing amongst them; they are not from the US they all trace back to CHINA or other foreign countries. It is sad because honestly feel like they are the ones taking all of the jobs from the US citizens yet they have criminal intentions. Of course, most people will not speak out on this matter, but it is pretty evident here. Michael Mitchell’s case bothers me the most for the simple fact I know plenty of people who seek revenge for being fired. Michael is not any different from anyone else he was let go for poor performance, but of course, he did not agree, so he tried to hurt the organization. This is a case of personal factors: Disgruntlement to the point of wanting to retaliate against the organization. These crimes remind me of Scandal if anyone else watches will know exactly what I am speaking of. Not only did he keep trade secrets he entered into consulting with a rival Korean company and gave them the trade secrets.
We all can learn something here for one don’t let losing a job ruin your life because there will be something to pay in the long run. Pay attention to your surroundings, if someone seems to be an outsider as the right questions and report it to HR. These two factors are usually head-on:
· Disregards company computer policies on installing personal software or hardware, accessing restricted websites, conducting unauthorized searches, or downloading confidential information.
· Works odd hours without authorization; notable enthusiasm for overtime work, weekend work, or unusual schedules when clandestine activities could be more easily conducted.
I found the Michael Mitchell one interesting because it had to do with a disgruntled employee as opposed to an agent of a foreign government, which many of the other ones seemed to be. It also, in my opinion, would appear that this is sometimes the most likely example of insider threat and a good example for our recent work, making sure employees are happy, well rested, and well-trained. It’s also a good example that access to data needs to be immediately terminated for an employee who is fired or quits, especially if it’s on bad terms. Mitchell, a disgruntled employee, was fired but still had access to company sensitive material, most likely locally downloaded and stored. He took this information and traded it with a rival Korean company, ending him up in jail and repaying a hefty sum (Recent Insider Theft Cases).
Based off of this case, there are several motives and behavioral indicators that can be learned to stop future thiefs. One of these is the ease of stealing classified information and retaining it after termination, which is categorized as a organizational factor. Mitchell was fired but still had access to information, meaning the company most likely didn’t enforce strong data protection controls. Additional factors include behavior indicators. The fact that Mitchell was disgruntled could be a strong indicator that they may act maliciously, especially if they feel they were treated unfairly or feel they need to take revenge on a company (Recent Insider Theft Cases).
Being in the IT world, I was drawn to the story of Sergey Aleynikov and the insider threat he became at Goldman Sachs. During the late 2000s, high-frequency trading was the new up and coming thing to allow companies like Goldman Sachs to improve their bottom line by making Wall Street trades at a faster rate than your typical trade could be made. Working as a computer programmer at Goldman Sachs, Mr. Aleynikov saw an opportunity to take the source code that was being used and make some money off of it. He was caught and arrested for the theft of the source code from the company. To this day, Mr. Aleynikov is still battling to clear his name by using the interpretation of the criminal law in regards to his actions. He was jailed for a period, but an appellate court overturned the ruling and freed him. He continues to battle in the courts over civil issues such as lawyer fees and compensation for the damages done.
The ability to make more money will always be a driving factor in any job a person holds. We as a society hold people who make more money as people of power. To get that power, people will do nefarious things to gain the money that can buy influence. In the end, Mr. Alenikov did not obtain what he wanted and to this day has a worse life than he did before he made the chose to steal. Goldman Sachs was able to keep its trade secrets still secret and profit from it. Things could have ended in a worse way for the company if those secrets did get out and other companies would have been able to cut into the profits that Goldman would have earned.
With the amount of data that our company has access to, we must ensure that the people we hire are of the understanding and caring mindset. At any time, one of the techs could modify, destroy, or add data to a file of a client’s and cause damage. We must have our techs understand that this data should be treated as our own and cared for in the same regard. This allows us to make sure that our best intentions for our clients are there and allow for peace of mind by our clients. Non-Disclosure and Non-Compete agreements are standard upon hiring to ensure that the company does not suffer if a tech decides to leave. These agreements provide that our clients will not try to poach a tech to handle only their network. I find that a person’s right intentions will be seen if the managers choose to stay involved with whom they are managing. If the managers start to become distant, the employees begin to feel like they are just a number and then malice start to seep in. Keeping people motivated and happy to come to work is a true testament to prevent insiders from affecting the company.
PLEASE READ THIS.IT IS VERY IMPORTANT
Allow your discussion posts to be detailed and capable of sharing knowledge, ideas and points. You must discuss the topic using your own words first. Using your own words indicate you understand the topic of discussions. Secondly, you must cite your sources in-text. This is necessary to justify your points. Sources from several sources showed good research abilities. Lastly, you must provide references at the bottom of your post. A discussion post without justification with sources does not show proper research abilities. A terse and not detailed discussions represent post that would not provide enough sharing of knowledge or proper understanding of the topic. DO NOT just copy and paste a sentence from online with citation at the end as your own discussion. I have not asked for definitions, I asked for discussions and will not buy this. You must show understanding of the discussion topic by using your own words to describe the topic and then justify that with sources.
www.citationmachine.net to format references into the APA style if necessary. Extremely important. Intext citations is very essential and highly needed as well.
use double spacing, 12-point Times New Roman font, and one-inch margins. Sources should be cited according to APA citation method (citation should be relevant and current). Page-length requirements:2 PAPARAGRAPHS FOR EACH PROMPT ANSWER. Make sure you cite if you take a piece of someone’s work, very important and your reference should relate to your writing (don’t cite a reference because it relates to the course and not this very paper) at least 2 current and relevant academic references. No heavy paraphrasing of others work.