Tag: Model Answer

  • [Solved] Response1

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  • [Solved] Week 7

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    [>Operations Management homework help](https://www.sweetstudy.com/fields/business-finance-operations-management) **DQ: You can select 1 or 2, you only have to address ONE one of the two choices.** 1. Reference: Organizational_behavior_v4_0_ch13_powerpoint_lecture_notes-FW_BA.pptx and lecture…

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    [>Operations Management homework help](https://www.sweetstudy.com/fields/business-finance-operations-management)

    **DQ:  You can select 1 or 2, you only have to address ONE one of the two choices.**

    1. Reference: Organizational_behavior_v4_0_ch13_powerpoint_lecture_notes-FW_BA.pptx

     and lecture notes, **select one of the political influence tactics and describe how it was used based on an article, book, movie, or actual situation you experienced (leave out names).**
    2. Based on the general dependency postulate, how will you use this concept to gain power in your job as a Manager?

    **The General Dependency Postulate:**

    – The greater B’s dependency on A, the greater the power A has over B.

    1. When you possess anything that others require but that you alone control, you make them dependent upon you and, therefore, you gain power over them.

    – Dependency, then, is inversely proportional to the alternative sources of supply.

    1. This is why most organizations develop multiple suppliers rather than using just one.
    2. It also explains why so many of us aspire to financial independence.
    3. What Creates Dependency?

    – Importance

    1. To create dependency, the thing(s) you control must be considered important.
    2. Organizations actively seek to avoid uncertainty.
    3. Therefore, those individuals or groups who can absorb an organization’s uncertainty will be perceived as controlling an important resource.

    – Scarcity

    1. A resource needs to be perceived as scarce to create dependency.
    2. Low-ranking members in an organization with important knowledge not available to high-ranking members gain power over the high-ranking members.
    3. The scarcity-dependency relationship can further be seen in the power of occupational categories.
    4. Individuals in occupations in which the supply of personnel is low relative to demand can negotiate compensation and benefit packages, which are far more attractive than those in professions where there is an abundance of candidates.

    APA FORMAT with REFERENCES AND CITATION.

    please provide Abstrac, introduction, main part and conclusion. With proper references and citation.

    – a year ago

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  • [Solved] human resource

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    I need your help – a year ago **files (2)** – ## JWI_521_Sample_Talent_Engagement_Chart_and_Rationale.pdf – Week2AssignmentRecruiting.jpeg **## JWI_521_Sample_Talent_Engagement_Chart_and_Rationale.pdf** JWI 521: Recruit, Develop, Assess, Reward, Retain Sample Talent Engagement Chart an…

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    I need your help

    – a year ago

    **files (2)**

    – ## JWI_521_Sample_Talent_Engagement_Chart_and_Rationale.pdf

    – Week2AssignmentRecruiting.jpeg

    **## JWI_521_Sample_Talent_Engagement_Chart_and_Rationale.pdf**

    JWI 521: Recruit, Develop, Assess, Reward, Retain
    Sample Talent Engagement Chart and Rationale

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
    course guide is subject to change based on the needs of the class.

    JWMI 521 – Sample Talent Engagement Chart and Rationale (1236) Page 1 of 2

    Overview of the Talent Matrix Tool

    Part of the power of understanding your top employees as "Talent" is the ability to assess their
    potential in light of their performance and values. The use of a Talent Matrix tool can make the
    assessment process very powerful.

    The Talent Engagement Chart is used to provide a snapshot of the performance of your
    employees, as well as their alignment with the organization’s mission and values. The
    accompanying Rationale statement describes in more detail each employee’s performance and
    level of alignment with the company’s core values, and also indicates the manager’s plans for
    supervising each employee in the future.

    Sample Talent Engagement Chart

    Employee Type

    Katelyn Type 1: High Values, High Performance

    Jacquelyn Type 1: High Values, High Performance

    Shannon Type 3: Low Performance, High Values

    Sabrina Type 3: Low Performance, High Values

    Cherie Type 4: High Performance, Low Values

    Glenn Type 2: Low Values, Low Performance

    Sample Rationale

    Katelyn and Jacquelyn are both incredibly ambitious and talented, and I consider them to be the top talent
    on this team. They are always over-delivering on their goals and looking for ways to learn more. They are
    keen to take on new challenges and to experience different roles. I think it will be important to challenge
    them and to give them some management type experience by putting them in charge of a project or a
    small team in the near future.

    Sabrina and Shannon are both well aligned to the team in terms of their values, but they are currently not
    performing up to their potential. Both of these employees have the ability to be valuable employees, but
    they are not highly passionate in their current roles. Sabrina has been with the team less than a year; she
    is still learning and not positioned exactly right at this point. She does not yet have the confidence to
    perform up to her potential. I believe that, in time, she will gain confidence, improve her performance, and
    make it to the next level.

    JWI 521: Recruit, Develop, Assess, Reward, Retain
    Sample Talent Engagement Chart and Rationale

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
    course guide is subject to change based on the needs of the class.

    JWMI 521 – Sample Talent Engagement Chart and Rationale (1236) Page 2 of 2

    Shannon is more experienced than Sabrina; she needs an extra push sometimes, but she is fully capable
    of doing a great job. She is a steady worker, but she is not performing up to her potential. She is coasting
    along and doesn’t seem to care about getting to the next level. I believe the key to enhancing her career
    is finding a different role for her, something that will engage her interest and use her skills better.

    Cherie has been doing purchasing and vendor relations for the team for 4 years now; she is efficient and
    productive in all aspects of the job. However, she can be brusque with her co-workers and never
    participates in office events. She shows little interest in professional development opportunities that are
    offered to her. She attends team meetings but rarely offers any contributions to team discussions. I
    became her manager 6 months ago. I have given feedback in her recent performance review about the
    behavior changes I am looking for. If I do not see significant changes in behavior within the next six
    months, I will not wish to keep her on the team.

    Glenn was assigned to my team 9 months ago, to provide data analysis in support of team activities. He
    is often late into the office and sometimes leaves early, without informing me or providing any reason. He
    does the minimum amount of work needed to fulfill the tasks that I assign to him. At our month 3 and
    month 6 review meetings, I was candid with Glenn about these issues and told him I would be looking for
    more focus and accountability from him in the months ahead, but I have seen no change. So I believe it is
    time to let go of this employee, and I have a meeting with HR next week to discuss the next steps to put
    this decision into effect.

    \* \* \* * * * * * * * * * * * * *

    **Week2AssignmentRecruiting.jpeg**

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    **Week2AssignmentRecruiting.jpeg**

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    **## JWI_521_Sample_Talent_Engagement_Chart_and_Rationale.pdf**

    JWI 521: Recruit, Develop, Assess, Reward, Retain
    Sample Talent Engagement Chart and Rationale

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
    course guide is subject to change based on the needs of the class.

    JWMI 521 – Sample Talent Engagement Chart and Rationale (1236) Page 1 of 2

    Overview of the Talent Matrix Tool

    Part of the power of understanding your top employees as "Talent" is the ability to assess their
    potential in light of their performance and values. The use of a Talent Matrix tool can make the
    assessment process very powerful.

    The Talent Engagement Chart is used to provide a snapshot of the performance of your
    employees, as well as their alignment with the organization’s mission and values. The
    accompanying Rationale statement describes in more detail each employee’s performance and
    level of alignment with the company’s core values, and also indicates the manager’s plans for
    supervising each employee in the future.

    Sample Talent Engagement Chart

    Employee Type

    Katelyn Type 1: High Values, High Performance

    Jacquelyn Type 1: High Values, High Performance

    Shannon Type 3: Low Performance, High Values

    Sabrina Type 3: Low Performance, High Values

    Cherie Type 4: High Performance, Low Values

    Glenn Type 2: Low Values, Low Performance

    Sample Rationale

    Katelyn and Jacquelyn are both incredibly ambitious and talented, and I consider them to be the top talent
    on this team. They are always over-delivering on their goals and looking for ways to learn more. They are
    keen to take on new challenges and to experience different roles. I think it will be important to challenge
    them and to give them some management type experience by putting them in charge of a project or a
    small team in the near future.

    Sabrina and Shannon are both well aligned to the team in terms of their values, but they are currently not
    performing up to their potential. Both of these employees have the ability to be valuable employees, but
    they are not highly passionate in their current roles. Sabrina has been with the team less than a year; she
    is still learning and not positioned exactly right at this point. She does not yet have the confidence to
    perform up to her potential. I believe that, in time, she will gain confidence, improve her performance, and
    make it to the next level.

    JWI 521: Recruit, Develop, Assess, Reward, Retain
    Sample Talent Engagement Chart and Rationale

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
    course guide is subject to change based on the needs of the class.

    JWMI 521 – Sample Talent Engagement Chart and Rationale (1236) Page 2 of 2

    Shannon is more experienced than Sabrina; she needs an extra push sometimes, but she is fully capable
    of doing a great job. She is a steady worker, but she is not performing up to her potential. She is coasting
    along and doesn’t seem to care about getting to the next level. I believe the key to enhancing her career
    is finding a different role for her, something that will engage her interest and use her skills better.

    Cherie has been doing purchasing and vendor relations for the team for 4 years now; she is efficient and
    productive in all aspects of the job. However, she can be brusque with her co-workers and never
    participates in office events. She shows little interest in professional development opportunities that are
    offered to her. She attends team meetings but rarely offers any contributions to team discussions. I
    became her manager 6 months ago. I have given feedback in her recent performance review about the
    behavior changes I am looking for. If I do not see significant changes in behavior within the next six
    months, I will not wish to keep her on the team.

    Glenn was assigned to my team 9 months ago, to provide data analysis in support of team activities. He
    is often late into the office and sometimes leaves early, without informing me or providing any reason. He
    does the minimum amount of work needed to fulfill the tasks that I assign to him. At our month 3 and
    month 6 review meetings, I was candid with Glenn about these issues and told him I would be looking for
    more focus and accountability from him in the months ahead, but I have seen no change. So I believe it is
    time to let go of this employee, and I have a meeting with HR next week to discuss the next steps to put
    this decision into effect.

    \* \* \* * * * * * * * * * * * * *

    **Week2AssignmentRecruiting.jpeg**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/week2assignmentrecruiting-jpeg)

    **## JWI_521_Sample_Talent_Engagement_Chart_and_Rationale.pdf**

    JWI 521: Recruit, Develop, Assess, Reward, Retain
    Sample Talent Engagement Chart and Rationale

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
    course guide is subject to change based on the needs of the class.

    JWMI 521 – Sample Talent Engagement Chart and Rationale (1236) Page 1 of 2

    Overview of the Talent Matrix Tool

    Part of the power of understanding your top employees as "Talent" is the ability to assess their
    potential in light of their performance and values. The use of a Talent Matrix tool can make the
    assessment process very powerful.

    The Talent Engagement Chart is used to provide a snapshot of the performance of your
    employees, as well as their alignment with the organization’s mission and values. The
    accompanying Rationale statement describes in more detail each employee’s performance and
    level of alignment with the company’s core values, and also indicates the manager’s plans for
    supervising each employee in the future.

    Sample Talent Engagement Chart

    Employee Type

    Katelyn Type 1: High Values, High Performance

    Jacquelyn Type 1: High Values, High Performance

    Shannon Type 3: Low Performance, High Values

    Sabrina Type 3: Low Performance, High Values

    Cherie Type 4: High Performance, Low Values

    Glenn Type 2: Low Values, Low Performance

    Sample Rationale

    Katelyn and Jacquelyn are both incredibly ambitious and talented, and I consider them to be the top talent
    on this team. They are always over-delivering on their goals and looking for ways to learn more. They are
    keen to take on new challenges and to experience different roles. I think it will be important to challenge
    them and to give them some management type experience by putting them in charge of a project or a
    small team in the near future.

    Sabrina and Shannon are both well aligned to the team in terms of their values, but they are currently not
    performing up to their potential. Both of these employees have the ability to be valuable employees, but
    they are not highly passionate in their current roles. Sabrina has been with the team less than a year; she
    is still learning and not positioned exactly right at this point. She does not yet have the confidence to
    perform up to her potential. I believe that, in time, she will gain confidence, improve her performance, and
    make it to the next level.

    JWI 521: Recruit, Develop, Assess, Reward, Retain
    Sample Talent Engagement Chart and Rationale

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
    course guide is subject to change based on the needs of the class.

    JWMI 521 – Sample Talent Engagement Chart and Rationale (1236) Page 2 of 2

    Shannon is more experienced than Sabrina; she needs an extra push sometimes, but she is fully capable
    of doing a great job. She is a steady worker, but she is not performing up to her potential. She is coasting
    along and doesn’t seem to care about getting to the next level. I believe the key to enhancing her career
    is finding a different role for her, something that will engage her interest and use her skills better.

    Cherie has been doing purchasing and vendor relations for the team for 4 years now; she is efficient and
    productive in all aspects of the job. However, she can be brusque with her co-workers and never
    participates in office events. She shows little interest in professional development opportunities that are
    offered to her. She attends team meetings but rarely offers any contributions to team discussions. I
    became her manager 6 months ago. I have given feedback in her recent performance review about the
    behavior changes I am looking for. If I do not see significant changes in behavior within the next six
    months, I will not wish to keep her on the team.

    Glenn was assigned to my team 9 months ago, to provide data analysis in support of team activities. He
    is often late into the office and sometimes leaves early, without informing me or providing any reason. He
    does the minimum amount of work needed to fulfill the tasks that I assign to him. At our month 3 and
    month 6 review meetings, I was candid with Glenn about these issues and told him I would be looking for
    more focus and accountability from him in the months ahead, but I have seen no change. So I believe it is
    time to let go of this employee, and I have a meeting with HR next week to discuss the next steps to put
    this decision into effect.

    \* \* \* * * * * * * * * * * * * *

    **Week2AssignmentRecruiting.jpeg**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/week2assignmentrecruiting-jpeg)

  • [Solved] Create a Discussion using APA 7 format, and scholarly references no older than 5 years.

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    **Please ensure that the Discussion includes more than 400 words with scholarly articles, and the plagiarism level must remain below 20%.** – [\ \ AssignmentPrompt.docx](https://www.sweetstudy.com/files/assignmentprompt-docx-10298995 "AssignmentPrompt.docx") – a year ago

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    Assignment Prompt & Instructions

    **Please ensure that the Discussion includes more than 400 words with scholarly articles, and the plagiarism level must remain below 20%.**

    – [\
    \
    AssignmentPrompt.docx](https://www.sweetstudy.com/files/assignmentprompt-docx-10298995 "AssignmentPrompt.docx")

    – a year ago

  • [Solved] Statistics

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    [>Python homework help](https://www.sweetstudy.com/fields/computer-science-python) – a year ago

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    Assignment Prompt & Instructions

    [>Python homework help](https://www.sweetstudy.com/fields/computer-science-python)

    – a year ago

  • [Solved] Weekly Clinical Experience 1 Gerontology Patient

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    Describe your clinical experience for this week working with Gerontology patients. – Did you face any challenges, any success? If so, what were they? – Describe the assessment of a patient, detailing the signs and symptoms (S&S), assessment, plan of care, and at least 3 possible differential diagnos…

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    Describe your clinical experience for this week working with Gerontology patients.

    – Did you face any challenges, any success? If so, what were they?
    – Describe the assessment of a patient, detailing the signs and symptoms (S&S), assessment, plan of care, and at least 3 possible differential diagnosis with rationales.
    – Mention the health promotion intervention for this patient.
    – What did you learn from this week's clinical experience that can beneficial for you as an advanced practice nurse?
    – Support your plan of care with the current peer-reviewed research guideline.

    **Submission Instructions:**

    – Your initial post should be at least 500 words, formatted and cited in current APA style with support from at least 2 academic sources within 5 years 2020-2025.

    – a year ago

  • [Solved] Final Paper

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    Please see attachment for instructions – a year ago **files (1)** – ## Finalpaperinstructions.docx **## Finalpaperinstructions.docx** 10 Directions Please use below directions and outline paper to complete a research paper. Prepare a 8-10 page double-spaced (not including title or reference pages) r…

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    Please see attachment for instructions

    – a year ago

    **files (1)**

    – ## Finalpaperinstructions.docx

    **## Finalpaperinstructions.docx**

    10

    Directions

    Please use below directions and outline paper to complete a research paper.

    Prepare a 8-10 page double-spaced (not including title or reference pages) research paper based on the outline topic.

    Paper organization will include:

    · Introduction

    · Clearly define the problem, issue, or desired topic that was researched.

    · Starts out broad and becomes more and more specific.

    · Body

    · Present the relevant literature and ideas.

    · Identify relations, contradictions, gaps, and inconsistencies in the literature.

    · Possible solutions to any problem(s) identified.

    · Conclusion

    · References (at least ten)

    OUTLINE PAPER

    Enhancing Disaster Recovery, Business Continuity, and Continuity of Operations Planning in Modern Organizations

    Enhancing Disaster Recovery, Business Continuity, and Continuity of Operations Planning in Modern Organizations

    Modern organizations today conduct business in a very volatile environment with increased number of cyberattacks and system outages and natural disasters. These challenges expose key business functions and data to risk which might lead to long shutdowns, financial losses, and reputational cost. Disaster recovery (DR), business continuity (BC) and continuity of operations planning (COOP) therefore become strategic imperatives. These frameworks together guarantee that an organization can survive or be operational soon after the disruptive events.

    Disaster Recovery (DR) means the policies and procedures that support the restoration of IT critical systems and data after an interruption. BC guarantees that business operations are able to go on even when adverse conditions exist and the COOP is primarily a government framework in ensuring availability of essential functions. These concepts intersect rather extensively with common efforts to reduce downtime, safeguard data, and protect the integrity of the organization.

    Although conscious of the importance, many organizations fail to put into practice effective DR and BC strategies. Major issues include access control deficit, poor or malfunctioning access control lists, and unreliable network infrastructures. In addition, some organizations do not align their practices with known frameworks like the NIST SP 800-34 leaving them vulnerable to major operational disruption. By reviewing prior literature, determining gaps, and inconsistencies, and by making meaningful recommendations, this study seeks to help improve organizational resilience.

    1.
    **Literature Review and Analysis**

    A.
    **Importance of Structured Planning**

    Kesa, (2023) underscore the importance of structured disaster recovery and planning and continuity of operations especially in high stake industry such as the oil and gas industry. The study revealed the big benefits that organizations such as ADNOC Onshore receive from well documented, regularly updated DR and BC plans. Such plans make a response to crisis predictable and minimize the chances of operational standstill.

    According to Barnett-Quaicoo and Ahmadu 2021, the challenge organizations in the developing countries encounter are unique. From their analysis of Ghanaian firms, it is shown that infrastructure constraints and inconsistent regulatory enforcement usually defeat viable disaster recovery initiatives. It is suggested that regular audits and constant plan updates are necessary for solving these problems.

    B.
    **Access Control, and ACLs’ role**

    Access control is an important part of any DR or BC strategy. It decides the authority of access to certain data and systems. According to Sawalha, (2021), the ability to maintain effective role-based access control helps to increase trust from stakeholders and guarantees that recovery environments where only authorized users can come into contact with them. This is especially critical in crisis cases where unauthorized access may result to further damage.

    Access control lists (ACLs) allow for tight access permissions control. Improperly configured ACLs may open recovery systems to cyber-attacks even if other components of the DR plan are well thought out. Nurhanudin (2021) criticizes DR plans that are not in line with NIST SP 800-34 framework stating that plans of this kind tend not to include ACLs or do them wrong.

    C.
    **Network Security as a Primary Support of Continuity**.

    Availability and integrity of a system during a disaster are critically dependent on a secure and proof network. According to Corrales-Estrada et al., (2021), sustainability oriented firms often invest in sophisticated network security feature such as firewalls, intrusion detection system (IDS) and real-time monitoring. These features help DR and BC efforts by ensuring protection of systems from both internal and external threats.

    Widianti et al. (2024) emphasize the need for virtual protection in unstable risk environments. As the cyber threats change, the stability and reliability of the network infrastructure is more and more important. They promote Zero Trust Architecture, which presupposes that any connection may be compromised and therefore needs to be authenticated.

    D.
    **Identity Verification and Authentication**

    Gupta et al. (2023) examined healthcare institutions in Japan that revised their continuity plans after the 2011 Great East Japan Earthquake. These institutions adopted more rigorous user verification systems, which enhanced access security very substantially and minimized vulnerabilities. Their experience shows that identity management is not a security requirement, but it is a mandatory aspect of the continuity planning.

    E.
    **Organizational Integration and Process Resilience**

    Ostadi et al. (2023) introduce the concept of a process resilience model which merges DR, BC, IT governance and access control in a single model. Cross departmental collaboration and alignment of recovery strategies with general organizational goals is advocated for in this approach. This integration is, however, rarely present in the current practices, where departments work in silos.

    F.
    **Cultural Readiness and Training**

    Barnett-Quaicoo and Ahmadu (2021) emphasize the need for the organizational culture to be supportive of preparedness. Tools and policies are ineffective unless the employees understand and are committed to them. Proper training, simulations and assessment can make all the difference in developing this culture and continuity plans.

    2.
    **Identified Gaps and Recommendations**

    The success of resilience with effective Disaster Recovery (DR), Business Continuity (BC), and Continuity of operations Planning (COOP) however depends not only on the presence of strategies but also their integration, implementation and improvement. Even with knowledge of these frameworks, most organizations lack execution, leaving them open to operational disruption and legal and data breaches.

    a.
    **Gaps in Integration and Framework Adoption**.

    One of the critical shortcomings of DR and BC planning is the failure of organizations to embrace proven frameworks, such as the National Institute of Standards and Technology (NIST) SP 800-34, to achieve a full implementation of these frameworks. Although this framework has a complete framework that can be used for the development of effective contingency plans and their maintenance, many of the businesses just implement it on a surface level or disregard its implementation completely. Recovery and continuity efforts, however, tend to be fragmented – with different departments each managing DR, BC, IT security and compliance in silos. This approach weakens coordination and makes response plans ineffective in crises.

    Lacking a unified strategy, organizations find themselves unprepared to manage cascading failures such as cyberattack –data breach, operational stop, and regulatory fine. As Ostadi et al. (2023) point out, real process resilience presupposes combining risk management, IT governance, and security planning. In order to close this gap, organizations should deploy a holistic operational resilience framework that is consistent to standards such as NIST SP 800-34 or ISO 22301. Consistent audits and cross functional continuity committees can guarantee that disaster recovery strategies not only are developed but are dynamic, relevant and integrated with overall risk management objectives.

    b.
    **Weak Access Management Practices**

    Access control is an important part of secure and effective DR and BC systems, but poor practices in this field remain a problem for organizations. The most common problem is the tendency to use outdated, or too permissive ACLs, which do not limit data access to only those authorized to access it. This is often the case of over-privileged accounts, a major vulnerability both internal and external attackers take advantage of. Failure to enforce access control policies in DR environments has the tendency to lower security thresholds favoring unauthorized entry in sensitive recovery processes, as indicated by Nurhanudin (2021).

    RBAC on the other hand provides a more granular secure model of accessing resources in that permissions are granted through job roles instead of individual. Further, the addition of Multi-Factor Authentication (MFA) is an extremely important aspect of identity verification especially when performing high risk activities such as system recovery or data migration. Organizations should also ensure log of access attempt and monitoring. Periodic reviews of access logs in conjunction with user access recertification can detect anomalies or breaches that would normally remain undetected. Such practices strengthen the DR environment and provide compliance to cybersecurity regulations.

    c.
    **Network Security Shortcomings**

    The backbone of operational continuity is network security, but most organizations do not invest enough into this area. Lacking robust protections, the networks themselves that support disaster recovery systems can become vectors. For example, poorly segmented networks provide simple avenues for malware or attackers to move laterally, which could well result in a backup system or recovery tools being compromised during an incident.

    Zero Trust Architecture (ZTA) is one of the presented models where there is no implicit trust, even inside the periphery of the network. Each user and device needs a constant authentication and authorization before accessing the resources. This decreases the level of intrusions as well as enhances the security posture of the organization in the primary and the backup environment.

    Besides ZTA, organizations need to implement network segmentation to segregate the critical assets and stop the spread of the threats. Firewalls, intrusion detection systems (IDS) and continuous monitoring of the network are also needed. According to Corrales-Estrada et al. (2021) resilience capabilities can be much improved if the organizations invest in real time network visibility tools that can detect suspicious activities and vulnerabilities while they are still in their infancy. Consequently, proactive network security practices form the basis of any successful DR or COOP plan.

    d.
    **Limited Training and Cultural Engagement**

    Technical safeguards are insufficient to assure continuity of business. Misunderstands, human error, and lack of preparedness are standard causes of operational failings during emergencies. One of the major gaps highlighted in the literature is the absence of all-round employee training and involvement in continuity planning. Unfortunately, in many cases continuity plans are drafted by a small committee, which is beyond the reach or unknown to most of the staff.

    To solve this problem, organizations need to hold regular training sessions, simulation exercises and tabletop drills that involve staff from all departments and level. These activities enable employees to know what they are required to do and reset coordinated response in a controlled environment. Feedback obtained from conducting such drills may identify loopholes in the continuity plan, and should therefore be used otherwise modified accordingly.

    Additionally, leadership need to create a culture of preparedness by focusing on the importance of continuity planning as an aspect of operations. Sawalha (2020) accented the importance of not only the right tools, but also the right organizational mindset. Implementing continuity values in organizational culture prevents DR and BC from being treated as IT-only issues but offers a concerted effort important to business survival.

    e.
    **Legal and Policy Clarity**

    Another less spoken about but equally important issue under consideration is the absence of legal and policy clarity on access rights and responsibilities in continuity environments. Ambiguities in the definition of such terms as “authorized access”, “privileged user”, or “system administrator” can cause misunderstandings and policy violation and yet result in legal conditions after an incident.

    Organizations require well documented policies that define user roles and access permission, and acceptable behavior especially emergency situations where the normal procedure can be ignored. Such policies should be shaped with the assistance of legal, compliance, and cybersecurity experts so that such policies could correspond to the national regulations, e.g. GDPR, HIPAA, or the Cybersecurity Maturity Model Certification (CMMC).

    In addition, continuity policies should specify accountability arrangements, specifying who is to activate plans, grant emergency access, and document what has been done during recovery. Barnett-Quaicoo and Ahmadu (2021) state that in developing regions where infrastructure risk is high, poorly defined access policies increase operational vulnerabilities. Therefore, the use of clear legal language and accountability protocols is important for execution as well as post incident analysis of recovery strategies.

    **Conclusion**

    Access control, ACLs, and network security are not a stand-alone element, but organic elements of a unified approach to disaster recovery, business continuity and continuity of operations. The literature reviewed confirms the idea that these components should function in a coordinated manner to achieve organizational resilience.

    Even with technological and awareness gains, policy integration gaps, training gaps, and security gaps in infrastructure still exist. By embracing a unified process resilience model, concordant with international frameworks and establishing a culture of preparedness, organizations will be better able to withstand disruptions and operate core operations.

    In an era where digital transformation and cyber threats walk hand in hand, the world requires more than ever a strong, adaptive, and adequately integrated DR, BC, and COOP strategies. Such organizations that will proactively take care of these areas will be in a better position to get around crises and come out stronger.

    References

    Kesa, D. M. (2023). Ensuring resilience: Integrating IT disaster recovery planning and business continuity for sustainable information technology operations.
    _World Journal of Advanced Research and Reviews_,
    _18_(3), 970-992.

    Barnett-Quaicoo, P., & Ahmadu, A. (2021). Business continuity and disaster recovery in Ghana–a literature review. Continuity & Resilience Review, 3(2), 104–118.

    Corrales-Estrada, A. M., Gómez-Santos, L. L., Bernal-Torres, C. A., & Rodriguez-López, J. E. (2021). Sustainability and resilience organizational capabilities to enhance business continuity management: A literature review. Sustainability, 13(15), 8196.

    Nurhanudin, N. (2021). Designing a Disaster Recovery Plan Using NIST 800-34 Framework. JURNAL SISFOTEK GLOBAL, 11(2), 75–81.

    Ostadi, B., Ebrahimi-Sadrabadi, M., Sepehri, M. M., & Husseinzadeh Kashan, A. (2023). A systematic literature review of organization resilience, business continuity, and risk: towards process resilience and continuity. Interdisciplinary Journal of Management Studies, 16(1), 229–257.

    Russo, N., Mamede, H. S., Reis, L., Martins, J., & Branco, F. (2023). Exploring a Multidisciplinary Assessment of Organisational Maturity in Business Continuity. Applied Sciences, 13(21), 11846.

    Sawalha, I. H. (2021). Views on business continuity and disaster recovery.
    _International Journal of Emergency Services_,
    _10_(3), 351-365.

    Gupta, S., Tuunanen, T., Kar, A. K., & Modgil, S. (2023). Managing digital knowledge for ensuring business efficiency and continuity.
    _Journal of Knowledge Management_,
    _27_(2), 245-263.

    Sawalha, I. H. (2021). Business continuity management: Strategic management and risk implications.

    Widianti, A., et al. (2024). Virtual Network Protection in Crisis Management.

    **## Finalpaperinstructions.docx**

    10

    Directions

    Please use below directions and outline paper to complete a research paper.

    Prepare a 8-10 page double-spaced (not including title or reference pages) research paper based on the outline topic.

    Paper organization will include:

    · Introduction

    · Clearly define the problem, issue, or desired topic that was researched.

    · Starts out broad and becomes more and more specific.

    · Body

    · Present the relevant literature and ideas.

    · Identify relations, contradictions, gaps, and inconsistencies in the literature.

    · Possible solutions to any problem(s) identified.

    · Conclusion

    · References (at least ten)

    OUTLINE PAPER

    Enhancing Disaster Recovery, Business Continuity, and Continuity of Operations Planning in Modern Organizations

    Enhancing Disaster Recovery, Business Continuity, and Continuity of Operations Planning in Modern Organizations

    Modern organizations today conduct business in a very volatile environment with increased number of cyberattacks and system outages and natural disasters. These challenges expose key business functions and data to risk which might lead to long shutdowns, financial losses, and reputational cost. Disaster recovery (DR), business continuity (BC) and continuity of operations planning (COOP) therefore become strategic imperatives. These frameworks together guarantee that an organization can survive or be operational soon after the disruptive events.

    Disaster Recovery (DR) means the policies and procedures that support the restoration of IT critical systems and data after an interruption. BC guarantees that business operations are able to go on even when adverse conditions exist and the COOP is primarily a government framework in ensuring availability of essential functions. These concepts intersect rather extensively with common efforts to reduce downtime, safeguard data, and protect the integrity of the organization.

    Although conscious of the importance, many organizations fail to put into practice effective DR and BC strategies. Major issues include access control deficit, poor or malfunctioning access control lists, and unreliable network infrastructures. In addition, some organizations do not align their practices with known frameworks like the NIST SP 800-34 leaving them vulnerable to major operational disruption. By reviewing prior literature, determining gaps, and inconsistencies, and by making meaningful recommendations, this study seeks to help improve organizational resilience.

    1.
    **Literature Review and Analysis**

    A.
    **Importance of Structured Planning**

    Kesa, (2023) underscore the importance of structured disaster recovery and planning and continuity of operations especially in high stake industry such as the oil and gas industry. The study revealed the big benefits that organizations such as ADNOC Onshore receive from well documented, regularly updated DR and BC plans. Such plans make a response to crisis predictable and minimize the chances of operational standstill.

    According to Barnett-Quaicoo and Ahmadu 2021, the challenge organizations in the developing countries encounter are unique. From their analysis of Ghanaian firms, it is shown that infrastructure constraints and inconsistent regulatory enforcement usually defeat viable disaster recovery initiatives. It is suggested that regular audits and constant plan updates are necessary for solving these problems.

    B.
    **Access Control, and ACLs’ role**

    Access control is an important part of any DR or BC strategy. It decides the authority of access to certain data and systems. According to Sawalha, (2021), the ability to maintain effective role-based access control helps to increase trust from stakeholders and guarantees that recovery environments where only authorized users can come into contact with them. This is especially critical in crisis cases where unauthorized access may result to further damage.

    Access control lists (ACLs) allow for tight access permissions control. Improperly configured ACLs may open recovery systems to cyber-attacks even if other components of the DR plan are well thought out. Nurhanudin (2021) criticizes DR plans that are not in line with NIST SP 800-34 framework stating that plans of this kind tend not to include ACLs or do them wrong.

    C.
    **Network Security as a Primary Support of Continuity**.

    Availability and integrity of a system during a disaster are critically dependent on a secure and proof network. According to Corrales-Estrada et al., (2021), sustainability oriented firms often invest in sophisticated network security feature such as firewalls, intrusion detection system (IDS) and real-time monitoring. These features help DR and BC efforts by ensuring protection of systems from both internal and external threats.

    Widianti et al. (2024) emphasize the need for virtual protection in unstable risk environments. As the cyber threats change, the stability and reliability of the network infrastructure is more and more important. They promote Zero Trust Architecture, which presupposes that any connection may be compromised and therefore needs to be authenticated.

    D.
    **Identity Verification and Authentication**

    Gupta et al. (2023) examined healthcare institutions in Japan that revised their continuity plans after the 2011 Great East Japan Earthquake. These institutions adopted more rigorous user verification systems, which enhanced access security very substantially and minimized vulnerabilities. Their experience shows that identity management is not a security requirement, but it is a mandatory aspect of the continuity planning.

    E.
    **Organizational Integration and Process Resilience**

    Ostadi et al. (2023) introduce the concept of a process resilience model which merges DR, BC, IT governance and access control in a single model. Cross departmental collaboration and alignment of recovery strategies with general organizational goals is advocated for in this approach. This integration is, however, rarely present in the current practices, where departments work in silos.

    F.
    **Cultural Readiness and Training**

    Barnett-Quaicoo and Ahmadu (2021) emphasize the need for the organizational culture to be supportive of preparedness. Tools and policies are ineffective unless the employees understand and are committed to them. Proper training, simulations and assessment can make all the difference in developing this culture and continuity plans.

    2.
    **Identified Gaps and Recommendations**

    The success of resilience with effective Disaster Recovery (DR), Business Continuity (BC), and Continuity of operations Planning (COOP) however depends not only on the presence of strategies but also their integration, implementation and improvement. Even with knowledge of these frameworks, most organizations lack execution, leaving them open to operational disruption and legal and data breaches.

    a.
    **Gaps in Integration and Framework Adoption**.

    One of the critical shortcomings of DR and BC planning is the failure of organizations to embrace proven frameworks, such as the National Institute of Standards and Technology (NIST) SP 800-34, to achieve a full implementation of these frameworks. Although this framework has a complete framework that can be used for the development of effective contingency plans and their maintenance, many of the businesses just implement it on a surface level or disregard its implementation completely. Recovery and continuity efforts, however, tend to be fragmented – with different departments each managing DR, BC, IT security and compliance in silos. This approach weakens coordination and makes response plans ineffective in crises.

    Lacking a unified strategy, organizations find themselves unprepared to manage cascading failures such as cyberattack –data breach, operational stop, and regulatory fine. As Ostadi et al. (2023) point out, real process resilience presupposes combining risk management, IT governance, and security planning. In order to close this gap, organizations should deploy a holistic operational resilience framework that is consistent to standards such as NIST SP 800-34 or ISO 22301. Consistent audits and cross functional continuity committees can guarantee that disaster recovery strategies not only are developed but are dynamic, relevant and integrated with overall risk management objectives.

    b.
    **Weak Access Management Practices**

    Access control is an important part of secure and effective DR and BC systems, but poor practices in this field remain a problem for organizations. The most common problem is the tendency to use outdated, or too permissive ACLs, which do not limit data access to only those authorized to access it. This is often the case of over-privileged accounts, a major vulnerability both internal and external attackers take advantage of. Failure to enforce access control policies in DR environments has the tendency to lower security thresholds favoring unauthorized entry in sensitive recovery processes, as indicated by Nurhanudin (2021).

    RBAC on the other hand provides a more granular secure model of accessing resources in that permissions are granted through job roles instead of individual. Further, the addition of Multi-Factor Authentication (MFA) is an extremely important aspect of identity verification especially when performing high risk activities such as system recovery or data migration. Organizations should also ensure log of access attempt and monitoring. Periodic reviews of access logs in conjunction with user access recertification can detect anomalies or breaches that would normally remain undetected. Such practices strengthen the DR environment and provide compliance to cybersecurity regulations.

    c.
    **Network Security Shortcomings**

    The backbone of operational continuity is network security, but most organizations do not invest enough into this area. Lacking robust protections, the networks themselves that support disaster recovery systems can become vectors. For example, poorly segmented networks provide simple avenues for malware or attackers to move laterally, which could well result in a backup system or recovery tools being compromised during an incident.

    Zero Trust Architecture (ZTA) is one of the presented models where there is no implicit trust, even inside the periphery of the network. Each user and device needs a constant authentication and authorization before accessing the resources. This decreases the level of intrusions as well as enhances the security posture of the organization in the primary and the backup environment.

    Besides ZTA, organizations need to implement network segmentation to segregate the critical assets and stop the spread of the threats. Firewalls, intrusion detection systems (IDS) and continuous monitoring of the network are also needed. According to Corrales-Estrada et al. (2021) resilience capabilities can be much improved if the organizations invest in real time network visibility tools that can detect suspicious activities and vulnerabilities while they are still in their infancy. Consequently, proactive network security practices form the basis of any successful DR or COOP plan.

    d.
    **Limited Training and Cultural Engagement**

    Technical safeguards are insufficient to assure continuity of business. Misunderstands, human error, and lack of preparedness are standard causes of operational failings during emergencies. One of the major gaps highlighted in the literature is the absence of all-round employee training and involvement in continuity planning. Unfortunately, in many cases continuity plans are drafted by a small committee, which is beyond the reach or unknown to most of the staff.

    To solve this problem, organizations need to hold regular training sessions, simulation exercises and tabletop drills that involve staff from all departments and level. These activities enable employees to know what they are required to do and reset coordinated response in a controlled environment. Feedback obtained from conducting such drills may identify loopholes in the continuity plan, and should therefore be used otherwise modified accordingly.

    Additionally, leadership need to create a culture of preparedness by focusing on the importance of continuity planning as an aspect of operations. Sawalha (2020) accented the importance of not only the right tools, but also the right organizational mindset. Implementing continuity values in organizational culture prevents DR and BC from being treated as IT-only issues but offers a concerted effort important to business survival.

    e.
    **Legal and Policy Clarity**

    Another less spoken about but equally important issue under consideration is the absence of legal and policy clarity on access rights and responsibilities in continuity environments. Ambiguities in the definition of such terms as “authorized access”, “privileged user”, or “system administrator” can cause misunderstandings and policy violation and yet result in legal conditions after an incident.

    Organizations require well documented policies that define user roles and access permission, and acceptable behavior especially emergency situations where the normal procedure can be ignored. Such policies should be shaped with the assistance of legal, compliance, and cybersecurity experts so that such policies could correspond to the national regulations, e.g. GDPR, HIPAA, or the Cybersecurity Maturity Model Certification (CMMC).

    In addition, continuity policies should specify accountability arrangements, specifying who is to activate plans, grant emergency access, and document what has been done during recovery. Barnett-Quaicoo and Ahmadu (2021) state that in developing regions where infrastructure risk is high, poorly defined access policies increase operational vulnerabilities. Therefore, the use of clear legal language and accountability protocols is important for execution as well as post incident analysis of recovery strategies.

    **Conclusion**

    Access control, ACLs, and network security are not a stand-alone element, but organic elements of a unified approach to disaster recovery, business continuity and continuity of operations. The literature reviewed confirms the idea that these components should function in a coordinated manner to achieve organizational resilience.

    Even with technological and awareness gains, policy integration gaps, training gaps, and security gaps in infrastructure still exist. By embracing a unified process resilience model, concordant with international frameworks and establishing a culture of preparedness, organizations will be better able to withstand disruptions and operate core operations.

    In an era where digital transformation and cyber threats walk hand in hand, the world requires more than ever a strong, adaptive, and adequately integrated DR, BC, and COOP strategies. Such organizations that will proactively take care of these areas will be in a better position to get around crises and come out stronger.

    References

    Kesa, D. M. (2023). Ensuring resilience: Integrating IT disaster recovery planning and business continuity for sustainable information technology operations.
    _World Journal of Advanced Research and Reviews_,
    _18_(3), 970-992.

    Barnett-Quaicoo, P., & Ahmadu, A. (2021). Business continuity and disaster recovery in Ghana–a literature review. Continuity & Resilience Review, 3(2), 104–118.

    Corrales-Estrada, A. M., Gómez-Santos, L. L., Bernal-Torres, C. A., & Rodriguez-López, J. E. (2021). Sustainability and resilience organizational capabilities to enhance business continuity management: A literature review. Sustainability, 13(15), 8196.

    Nurhanudin, N. (2021). Designing a Disaster Recovery Plan Using NIST 800-34 Framework. JURNAL SISFOTEK GLOBAL, 11(2), 75–81.

    Ostadi, B., Ebrahimi-Sadrabadi, M., Sepehri, M. M., & Husseinzadeh Kashan, A. (2023). A systematic literature review of organization resilience, business continuity, and risk: towards process resilience and continuity. Interdisciplinary Journal of Management Studies, 16(1), 229–257.

    Russo, N., Mamede, H. S., Reis, L., Martins, J., & Branco, F. (2023). Exploring a Multidisciplinary Assessment of Organisational Maturity in Business Continuity. Applied Sciences, 13(21), 11846.

    Sawalha, I. H. (2021). Views on business continuity and disaster recovery.
    _International Journal of Emergency Services_,
    _10_(3), 351-365.

    Gupta, S., Tuunanen, T., Kar, A. K., & Modgil, S. (2023). Managing digital knowledge for ensuring business efficiency and continuity.
    _Journal of Knowledge Management_,
    _27_(2), 245-263.

    Sawalha, I. H. (2021). Business continuity management: Strategic management and risk implications.

    Widianti, A., et al. (2024). Virtual Network Protection in Crisis Management.

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    Due 05/21

    3 paragraphs with 3 scholarly sources ( no textbooks)

    Based on your past or current leadership experience and/or your potential future experience as an accounting manager or leader, how have or could the Code of Professional Conduct guide your professional decision making? Please provide a specific example. How could or should the content of this discussion topic assist professional accounting leaders and managers make ethical, efficient and effective decisions?