Desirable Current Acceptable Use Policy

Introduction

Although a desirable acceptable use policy provides a set of guidelines that organization employees should integrate, most of them do not consider the auspicious role of information security development. AUP provides concise and clear approach covering key organizational development approaches. Covering these points requires the organization membership to develop comprehensive compliance and policy procedures. Despite the rising challenges, employees need to feel they are part of the organization, especially considering a lining of current acceptable policies should be changed to desirable user policies. The purpose of this change is to encourage employees to remain responsible while still adhering to the established code of conduct.

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Rewrite Legal Policy Type

  • Employees are required to respect the moral code of conduct, with special respect to deontology because a breach of the natural law invites misdemeanor charges
  • Employees are expected to operate within the realm of vision and mission statement, presenting new policies and procedures that remain creative. 
  • Employees are advised that criminal sanctions can be imposed on offenders when offensive material, content, or pornographic content is shared on the enterprise infrastructure. 
  • Breach and repeated breach of the said natural or misdemeanors can be viewed as a felony if the extent of malice can be proven, based on laws such as CFAA.

The above rewrites are justified by Tim and Upton (2013) who assert that a learning organization requires employees to think of ways of remaining productive while focusing on a value system, which would help in embracing change and enhancing new policies and procedures that are more creative towards acceptable habit.

Rewrite Security and Privacy Policy Type

  • The organization is mandated to install monitoring tools such as pieces of code or CCTV cameras to cover misdemeanor of malicious breaches of policies
  • Employees are required to sign the password policy form independently away from the main security firm; breach of the password policy can be treated as a felony.  
  • Employees are not required to share company information through digital or print media 
  • Individuals should notify the system administrator in case they intend to use their personal devices to access the enterprise architecture
  • Employees are requested to act in decorum when interacting with company resources or when requested to report to the security and privacy policy authorization code. 

The above rewrites are anchored on moral law, and if breached it introduces a misdemeanor environment, and if further breached it graduates to a felony charge. Luttrell (2019) emphasizes on a working policy that should foster a moral based social media policy, one that looks on business standards that promote trust and respect between employees and other stakeholders (p. 198).

Rewrite Enforcement of Improper Use

  • Employees might be requested to step aside from their workstation in case they are under investigation on breach of contract. This further covers the non-retaliation policy. 
  • Employees are advised to avoid indulging in activities that might hamper their productivity; moonlighting or clubbing are considered to be misdemeanor breach of policy as employees might fail to comply with the acceptable use policy
  • Employees are requested to use decent language; verbal and body language, formal and informal presentation at the workplace.
  • Employees are advised that misdemeanor or felony charges might be engaged to help in establishing the industry best practices applicable for local, state, and federal laws.  
  • Penalties for breach of the code of conduct are ranked as misdemeanor or felonies.  

Braun et al. (2019) justified the above rewrites since he believes that employees need to be managed carefully further focusing fully on adaptive behavior, where leaders reward positive practices while incorporating positive employee behavior (p. 111).

Conclusion

As suggested, the changes hope to incorporate employee requirements, while motivating them to feel that they are part of the organization. The changes hope at restoring employee confidence, inspiring them to remain productive inside the organization, while encouraging them to look deeply towards organizational growth and development. Such an inherent approach further requests support of transformational leadership, part of which inspires growth and development.

References

Luttrell, R. (2019). Social media: How to engage, share and connect.  Lanham: Rowman & Littlefield 

Braun, S., Kark, R., & Wisse, B. (2019). Fifty Shades of Grey: Exploring the dark sides of leadership and followership.
[Erscheinungsort nicht ermittelbar] Frontiers Media SATrim, P. R. J., & Upton, D. (2013). Cybersecurity culture: Counteracting cyber threats through organizational learning and training. Farnham: Gower.

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