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Social Media Sites Pose Information Security Risk for Organizations

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Organizations tend to attract best talent in the industry. Employees now expect flexible working hours, remote access, facility to work-from home, and access to social media sites. As such, businesses now face the challenge of providing anytime anywhere access to information. Therefore, organizations are now embracing new technologies such as cloud computing and enterprise 2.0 among others. However, information sharing must be secure to avoid disclosure of sensitive business information, unauthorized dissemination of customer information and leakage of business policies and practices. While access to social media sites facilitates networking, collaborations and establishing new contacts, they also pose information security risk for organizations.

The latest global information security survey by Ernst & Young has revealed greater use of third-party services and new technologies among organizations. While surveyed organizations are aware of the security risks involved, majority of them are not cognizant of their implications on information and have no plans to increase their expenditure on information security. Middle East and North Africa (MENA) region has witnessed increased customer interaction by government enterprises through Internet making them vulnerable to new security threats.

The increased use of mobile devices for official purposes has also raised concerns of data security. The proactive nature of businesses and transnational operations has created demand for remote access to privileged business information.

Privileged information may also be leaked by insiders by taking advantage of lax monitoring, security gaps and vulnerabilities in computer systems and networks. Generally, organizations conduct security evaluation through ethical hacking to understand the threats and to initiate counter measures. Organizations may allow restricted access to social media sites, restrict use of computers with privileged information to limited number of employees and improve monitoring mechanisms to protect information leakage.

However, organizations have no control on the devices used by the employees and other stakeholders at their end, while away from work. As such, there is a pressing need for expanding the information security framework to ensure privacy of customer information and security of privileged business information. information security professionals must update their skills and technical know-how to deal with the sophisticated threats in the IT environment.

Social Media And The Four Major Record Labels

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EMI, Warner, Universal and Sony have always seemed to lead the way in terms of how music is marketed and which platforms work best for getting the artists music to the audiences, but it was only in the last few years that social media and the online digital revolution has led way for artists to take a lead in the game. But how are the major record labels coping in the world of social media? Are they fully utilizing its capabilities, or like many musicians are they still not fully convinced that social media is an optimum platform for music?
Well, the signs show that the probably are convinced of its power (all four majors are active users of Twitter and also run frequently updated blogs) but as the following statistics collected by The Musicians Guide shows, only one record label is actually using Twitter well EMI.

Twitter Followers
@Universal_Music are clearly in the lead with 43,000 followers, while EMI are a long way behind with just 4000 followers. However, this means nothing as quantity of Twitter followers does not reflect interaction or quality of those followers for all we know all 43,000 of Universals followers could be bots or inactive Twitter accounts!

Number of retweets
Retweets are one of the best metrics on Twitter to work out how much your followers agree with or enjoy your tweets. Interestingly we found that EMI are by far in the lead with an average of 24 retweets per tweet! See what I mean about quality of followers now? 🙂

Number of clicks per link
As well as being a great branding opportunity and reputation management tool for the four major record labels, Twitter is also a way for them to refer visitors to their website and the websites of their artists. EMI are once again in the lead with an average of 197 clicks per link posted which is not too bad when you consider they only have just over 4000 friends!

Conclusion
Based on these three metrics I would argue that EMI are using Twitter the most effectively by a long shot but Twitter is not just about traffic, Retweets and followers, its also about interaction and reputation management which are both areas that all four major record labels could improve on.

Why Social Media Management is an essential task

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Internet-based social media provide an ease for people to listen, interact, engage and collaborate with each other. But, as the volume of social media increases and conversations rises, it quickly becomes a time- and labor-intense process to effectively track, converse, monitor and manage them. Social media management solutions can help you manage outbound and incoming online interactions along with other small business marketing activities in a more efficient manner. They streamline and combine how you listen to and participate in relevant conversations in the different places they’re taking place – blogs, social networks like Twitter or Facebook, and other public and private Web communities and sites. Benefits of Media Management : They help you to easily monitor what people are saying about your business, and by automating the process of delivering your outgoing messages through multiple social media outlets simultaneously, help you to amplify your social media presence across several social networking sites. Social media management tools can also help you to integrate social networking activities with your other marketing programs. These can include other online activities, such as Web sites, search engine marketing campaigns, contact management systems, and email marketing, as well as offline marketing, such as events or white papers. Need of Social Media Management : If we are running a business organization it’s important to join online conversations not only about your brand, but also those about your competitors, your industry and your areas of expertise. Even if you haven’t launched an outbound social media strategy, you to keep a record on what people are saying – good or bad – about your company, competitors and major trends. And, by representing your company in a positive, authentic way, you can build credibility for your expertise and business and link to customers and prospects quickly. You can also help mitigate damage should negative conversations about your company emerge by quickly responding to complaints. Social media can also attract people to your other marketing programs, where it’s easier to individually track and manage individual customer and prospect interactions. This management of media is done by Social Media chamber which is responsible for managing all the media related activities. Ocean State software which is located in Newport Rhode Island provides highly reliable media management services. Importance of Social Networking Sites : This sites can help you to better understand prospective and current customer needs, increase visibility and generate leads. But it takes a lot of time and energy to stay on top of all of this in a manual manner. There are several tasks in handling social networking sites such as: 1. Creating content in multiple places, such as a blog, Twitter, a Facebook page, etc.; monitor and scan the views, decide what comments to approve, and respond to replies on these sites. 2.Scanning Twitter followers for conversations you may want to join, or checking your RSS reader subscriptions for relevant articles and new ideas. 3.Checking Google alerts to see when and where your business is mentioned on the Web. 4.Creating and monitoring a community and topics on a site such as Facebook or LinkedIn. Now think about the fact that the social networking to-do list is only going to grow. And while you are building goodwill, relationships and awareness, it’s difficult to measure short-term payback on social media efforts.

Motivation Theories – The Foundation to Employee Motivation

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In the past, employees were not given much of a thought, not more than just another input in to the production of goods or services. Employee motivation was not the main concern of the managers.

However, as the time passed by the -Hawthorne Experiment’ a research conducted by Elton Mayo in 1924 – 1932, basically changed the way of thinking about the employees. The study of Elton Mayo pointed out the fact that money does not motivate employees to use their full potential, but instead it is the employee attitudes that keeps them going and linked with behaviour. As a result, this gave rise to what is known as the Human relations approach to management which lead managers to focus mainly on the needs of employees and thus finding ways to motivate them.

Even though the managers began to concentrate on motivating employees thereafter, this was not an easy task for the managers to do, as understanding the employees and motivating them needed careful consideration. If not so ever, then the time and money spent on motivating employees may be of no use to the organization or the employee, if the employees were motivated the wrong way. As a result, to understand the whole concept of motivation and help managers carry out the strategy, it is important to look in to the theories of motivation which developed soon after the study of the Hawthorne Experiment.

The motivation theories developed, as a result of the researches carried out by the theorists focusing on understanding what motivated employees and how they were motivated. Hence so, let us have a closer look at four of the good motivational theories that will explain what motivates employees, in order to understand and do the best possible way to motivate the employees effectively.

Maslow’s Hierarchy of Needs Theory

Maslow’s Hierarchy of needs theory is one of the important theories that provide an insight to understand what basically motivates employees and how it should be done if the employees are to be motivated. Maslow identified five levels of needs ( Maslow, 1943) which are,

Self Actualization ( level 5- highest level) Esteem ( level 4 ) Social belonging & love needs ( level 3 ) Safety ( level 2 ) Physiology ( level 1 – lowest level ) These five levels of needs have to be satisfied if the employees are to be motivated. In other words, it is said that motivation is thus driven by the existence of these unsatisfied needs Maslow pointed out the fact in order to motivate the employees, first the lower level of needs have to be satisfied before the next higher level of needs. He further went on to say that only once the lower level of needs have been met the worker would be motivated by the next level of needs. For example, an employee who is at the lowest level of the hierarchy will only be motivated by a good pay well enough to afford his basic needs rather than safety of his work area and stability of his job etc. As a result, the hierarchy of needs theory do provide the managers with the information that the needs of the employees do differ form each other, and if they are to be motivated it is thus vital to look into their needs first and provide motivation techniques effectively.

Hertzberg’s Two Factor Theory

The Hertzberg’s two factor theory is another vital theory that provides the managers with a clear understanding of how the employees could be motivated. He also pointed out the fact that motivating employees are not just possible without the presence of intrinsic factors.

According to Hertzberg, he basically identified two separate groups of factors that had a strong impact on motivation. His first group of factors were the hygiene factors which consisted of factors such as the working conditions, quality of supervision, salary, status, safety, company policies and administration. He tends to believe that the hygiene factors strongly influenced feelings of dissatisfaction among employees thus paving way to affect the job performance. However, he also went into point out that the presence of these factors will not basically motivate the employees as such, but rather they are necessary to have them right in the first place, if the organization intends to motivate the employees. The second group of factors identified by Hertzberg were the motivating factors. These included factors such as recognition, achievement, responsibility, interesting job and advancement to higher level tasks and growth etc. Accordingly, he went in to say that these factors do bring job satisfaction among employees which will eventually lead to employee motivation.

Vroom’s Expectancy Theory

Another theory that explained what basically motivated the employees was the Expectancy theory of Victor Vroom in 1964. Actually Vroom believed that employee effort will pave way for job performance and thus job performance will lead to rewards. In other words, he highlight the fact that employees tend to believe that, by putting their effort it will lead to a good performance and likewise because of the good performance they will be rewarded. It is these rewards that motivate the employees. If the rewards are positive and welcoming then obviously the employees will be motivated, or else if they turn out to be negative or not attractive the chances of employees being de-motivated are indeed very high.

Adams Equity Theory

Adam’s equity theory is a motivation theory that points out the fact that, the managers should seek a fair balance between the employees’ inputs (effort, loyalty, hard work, sacrifice, and adaptability etc) and their outputs (recognition, status, responsibility, salary and benefits etc). in order to motivate employees (Adams, 1965). He also stated that it is very vital to make the employee feel that he is treated fairly if the managers are to achieve positive outcomes and motivate the employees effectively. However, if the employees tend to feel that they have been treated unfairly meaning to say that their inputs are greater than their out puts, and then they will be de-motivated. And this will eventually reduce their inputs such as effort and hard work etc.

To conclude, the task of the mangers to motivate the employees are indeed not that easy. This is because each and every employee has got their very own needs that tend to motivate them. As a result, the managers need to have some sort of a knowledge that will help them understand the employees and think of better way of motivating them. This is where the motivational theories come into consideration. It is these theories that basically provide an explanation of how to motivate them. The Hierarchy of Needs theory and Hertzberg’s two factory theory deals with explaining, how to motivate the employees by way of fulfilling their needs. And on the other hand, Adams theory also helps the managers to understand fair balance between outputs and inputs of the employees are important. The Expectancy theory too shows that rewards tend to motivate the employees. Overall, all motivation theories do state that rewarding and recognising employees are important thus paving way for the foundation to motivate employees

Horror Film ‘beautiful’ 2013 Twitter Followers Buy Uk Teaser Trailer Premiere

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