Evaluation Of Alternatives 1: Cost Alternative A: Absolute M ✓ Solved

Evaluation of alternatives 1. Cost Alternative A: Absolute monitoring Companies that monitor all activities of the employees spend a lot of resources in hiring security professional and IT assistant to help in this process. This increases the expenditure of the organization. More importantly, installation CCT and GPS in every corner of the company increases the cost (Jin & Austin, 2014). Alternative B: Partial Monitoring Companies that only monitor browsing history of the employees spend little as they do not need high numbers of security specialists (Jin & Austin, 2014).

This assignment requires evaluating different solutions to two distinct organizational problems. The first problem concerns monitoring employee activities and its impact on organizational cost, morale, productivity, creativity, and teamwork. The second problem involves implementing a security measure to prevent employee impersonation and fraudulent client interactions by adopting identification methods. The evaluation includes analyzing alternative approaches based on criteria such as cost, efficiency, durability, desirability, and practicality, and then recommending the most effective solution backed by rationale, with supporting references and discussion of relevant security architecture principles.

Sample Paper For Above instruction

In contemporary organizational management, balancing effective employee monitoring and safeguarding organizational integrity through security measures presents significant challenges. This paper evaluates alternative approaches to employee monitoring and fraud prevention, analyzing their respective impacts on cost, morale, productivity, creativity, teamwork, and security architecture integration. Based on comprehensive criteria and empirical evidence, the paper advocates for partial monitoring and the implementation of an IT-based employee identification system as optimal strategies for modern organizations.

1. Evaluation of Employee Monitoring Alternatives

Employee monitoring is a critical aspect of organizational management aimed at enhancing productivity, ensuring security, and maintaining organizational policies. However, the extent and nature of monitoring significantly influence organizational costs, employee morale, productivity, innovation, and teamwork. Two alternative approaches—absolute monitoring and partial monitoring—are examined based on their advantages and disadvantages across these domains.

Cost Analysis

Absolute monitoring entails comprehensive oversight through CCTV, GPS tracking, and digital surveillance, requiring substantial investments in hardware, software, and security personnel (Jin & Austin, 2014). This approach significantly increases organizational costs. Conversely, partial monitoring—focusing on internet browsing history and email monitoring—demands fewer resources and lower operational expenses, making it a cost-effective alternative for organizations with limited budgets (Jin & Austin, 2014).

Morale and Employee Engagement

Research indicates that absolute monitoring can diminish employee morale by fostering feelings of intrusion and mistrust, leading to disengagement and reduced job satisfaction. Employees under constant surveillance often feel alienated from the organization, which may adversely affect their commitment (Zhou et al., 2014). Conversely, partial monitoring preserves a level of privacy, promoting a sense of trust and mutual respect, thereby enhancing morale and fostering a collaborative work environment (Zhou et al., 2014).

Productivity and Performance

Empirical studies suggest that while absolute monitoring may control certain behaviors, it does not necessarily translate into higher productivity. Employees may work under stress or attempt to circumvent surveillance, undermining efficiency. A study by Zhou (2014) highlights that employees perform better when they are trusted and provided some autonomy, illustrating that partial monitoring can motivate employees to perform optimally by fostering a sense of ownership and accountability.

Creativity and Innovation

Creativity thrives in environments where employees feel free and unencumbered by excessive oversight. Absolute monitoring constrains creative thinking, as employees may fear experimentation or expressing innovative ideas due to perceived scrutiny. In contrast, organizations like Google and Apple emphasize privacy and autonomy to promote innovation (Zhou et al., 2014). Therefore, partial monitoring aligns with fostering creativity and innovation in the workplace.

Teamwork and Organizational Culture

Trust is a foundational element of effective teamwork. Absolute monitoring can erode trust among team members, leading to suspicion, competition, and reduced collaboration. Partial monitoring maintains a balance, encouraging openness and cooperation, which are vital for team success (Zhou et al., 2014). Companies like Facebook exemplify organizational cultures that support partial monitoring to nurture teamwork and mutual trust.

2. Implementation of Fraud Prevention Measures

Employee impersonation and fraudulent client interactions pose considerable risks to organizational reputation and legal standing. Two primary alternatives are considered: issuing identification cards to field employees and deploying an IT-based identification verification system.

Alternative 1: Employee Identification Cards

This approach involves providing each employee with a unique ID card visible during client interactions. While simple and inexpensive, this method's effectiveness depends on employees carrying and displaying their IDs consistently. It offers immediate visual verification but is vulnerable to forgery or negligence.

Alternative 2: IT-Based Verification System

Implementing an electronic identification system requires employees to confirm their identity via a digital code sent to clients, who then verify the identity through a hotline. This method leverages technology to enhance security and accountability, offering real-time validation and minimizing impersonation risks. Despite higher initial setup costs, it provides durable, scalable, and efficient fraud prevention (Open Group, 2001).

3. Criteria-Based Evaluation and Recommendation

Evaluating alternatives based on efficiency, cost, durability, desirability, and practicality reveals that the IT-based verification system outperforms traditional ID cards. It ensures rapid validation, reduces opportunities for deception, and aligns with organizational security architecture principles. Furthermore, adopting such a system supports a proactive security posture, integrating seamlessly with broader IT and security frameworks (Open Group, 2001).

4. Role of Security Architecture in Implementing Solutions

Effective security architecture underpins the success of fraud prevention initiatives. It involves designing an integrated security framework that includes authentication protocols, encryption, and access controls. As emphasized by the Open Group (2001), aligning IT architecture with security architecture enhances resilience against fraudulent activities while optimizing business processes. A well-designed security architecture also facilitates compliance with legal and ethical standards, safeguarding organizational reputation.

Conclusion

In sum, organizations should adopt partial monitoring approaches to balance cost, morale, productivity, and creativity. For fraud prevention, implementing a technological verification system offers superior security and durability. The integration of comprehensive security architecture principles ensures these solutions are effective, scalable, and aligned with organizational goals. Future research should explore emerging technologies like biometric verification and AI-driven monitoring for further enhancements in organizational security and employee management.

References

• Jin, Y., Liu, B. F., & Austin, L. L. (2014). Examining the role of social media in effective crisis management: The effects of crisis origin, information form, and source on publics' crisis response. Communication Research.
• Zhou, J., et al. (2014). Research on workplace creativity: A review and redirection. Annual Review of Organizational Psychology and Organizational Behavior, 1.
• Open Group. (2001). The Business Executive’s Guide to IT Architecture: Why IT Architecture is Crucial to the Success of your Business. Retrieved from https://www.opengroup.org
• Furnell, S., & Clarke, N. (2012). International perspectives on information security management. International Journal of Information Management, 32(4), 308-315.
• Lee, R. M. (2015). Security in the internet of things: Perspectives and challenges. IEEE Internet of Things Journal, 2(6), 439-445.
• Schell, B., & Witte, A. (2016). Enhancing organizational security through strategic employee monitoring. Journal of Business Security, 5(2), 123-137.
• Smith, A., & Johnson, K. (2013). Privacy and surveillance in the workplace. Employee Relations, 35(3), 244-259.
• Chen, Y., & Zhang, Z. (2017). Impact of information security measures on organizational performance. Journal of Information Security, 8(2), 87–94.
• Williams, P., & Moser, J. (2018). Employee monitoring: Legal, ethical, and practical considerations. International Journal of Business and Management, 13(4), 45-55.
• Kim, S., & Lee, J. (2019). Advanced biometric authentication and security frameworks. Journal of Cybersecurity, 5(1), 34-49.