In order to successfully manage risk, one must understand risk itself and the assets at risks. The way one goes about managing risk will depend on what needs to be protected, and from what to protect it.
Write a three to four (3-4) page paper in which you:
Explain at least two (2) different risk assessment methodologies.
Describe the key approaches to identifying threats relevant to a particular organization.
Describe different types of assets that need protection.
Explain the relationship between access and risk, and identify the tradeoffs of restricting access to the organization’s assets.
because of the male constructed value system dictating they are inferior to the role of management. From the 1970s work ethics changed to reflect an increasingly flexible work pattern. Consumer society expected faster and quicker trends to be available to them resulting in the change of work ethic hence seen. The 1970’s saw a requirement for flexible low income workers to manage the production lines based on the changes from Fordism production. The reserve army of labour would become ideally suited for this and naturally this comprised of women. Loveridge and Mok (1996 cited in Mullins p165) confirm that women encompass an ‘out-group’ which makes the basis of an industrial reserve pool providing additional labour when required by society. However there is the suggestion that in the 1970s this was not a forced choice for women but one entered into willingly, although the family remained the primary concern there was also increasing financial pressures as social movements changed. Hakim (1998) supports this and suggests that there are three types of women who choose their preferences about home and work. There is a home centred attitude which prefers a home life to a work environment, a work centred view which for some are childless but have a strong commitment to their work and finally the adaptive who want a little of both but do not want to commit to a career. Hakim also suggested that with regards to a woman’s qualification there was a correlation between them marrying men with a higher qualification than their own thus leading to the assumption that they would rely on this as a primary income therefore resulting in family becoming the primary focus. This would indicate that it is not viable to apply the same theory to all women as there are differing personal choices within these statistics which can not be quantified. In contrast to Hakim, Crompton et al (1999) argue that it is the structure of the labour market which moulds the individuals career, suggesting men will turn to traditional male jobs whilst women will opt for traditional female roles reinforcing male roles as aggressive and physical whilst female roles are caring and nurturing, strengthening the structures that produce the gender differences which in turn make it difficult for those within the confines to pursue a career not stereotypically for their own gender. Thus, supporting the suggestion that women continue to be subjected to discrimination, which provides them with disadvantages within the employment relationship including, lower pay, lower status and power and greater insecurity. Employment relationships have undoubtly changed over recent years along with social belief systems and the relationship between the two is intensely fused. There is no denying that women have more freedom within the workplace in today’s society, although there are still constraints to this freedom it is progress none the less. However it would appear these freedoms come with painful choices to be made; in the cold light of day reality will push to suggest it is not possible to have it all. Women with children will require a degree of flexibility in order to enjoy their families, however this does not have to mean choosing lower status, part time, insecure employment at the expense of high profile full time management roles however the support needed from colleagues and family is greater than those who do chose to not work full time, although the balance is possible to obtain. It has taken nearly three decades to make the small improvements seen since the 1970s, if this is followed through to the natural conclusion those with the power now can influence others performing up the ranks within the labour market and as such in another thirty years there should be considerable improvements on where we are today. Attitudes and beliefs take time to change and as it would appear to be the social constraints of attitude that find us in a gender segregation of the workforce it stands to reason that these differences will lessen as attitudes change. There is always the risk that as we see poor political decisions made affecting social policy there will be a reversal of attitudes. However with the economy balancing precariously it is necessary in many cases for both men and women to work full time and aspire to be the best of their field and maximise their potential in order to provide for themselves and their families providing a stable economic background. With regards the claim that occupational segregation leads to lower pay there is some truth to this – what is difficult to assess is the level those are accepted by women and the level they are forced. It is not quantified how many women within the workforce challenged their wage to be equal to that of men. Although lower status compared to male counterparts is at present unfortunate as social policies change and those women there now cascade down to others there is the opportunity to improve these rates and become level within the management and decision making roles. Increased insecurity is difficult to define as by its nature it implies that the insecurity is becoming worse. However in order to understand this it is necessary to understand how the workforce feels about this. The assumption that women’s roles are secondary to that of their husbands would indicate there is no insecurity as his salary would form the main income. However this does not take into account women who are the sole breadwinner and in some cases have a family to bring up. Where it could be argued that the inequality in pay and status is in fact advantageous as should cut backs be necessary the lower incomes will survive over the higher levels which make a bigger financial impact on the profit and loss accounts. In general it would appear there remains discrimination and prejudice towards women in the labour market which manifests through lower salaries and status however progress has been made and will continue to be made in order to abolish these unjust differences. There is a requirem>GET ANSWER