This is a separate problem from the system being hacked. Managers may also be far too unaware of the ease in which cellphone networks can be hacked (Hacker Cracks T-Mobile Network). Certainly being aware of the ways in which cellphone and other electronic systems can be hacked or infiltrated in other ways. Such technical attacks can be relatively more easily addressed. Hacking is nearly as old as computer technology itself -- and thus so are anti-hacking measures. Like the constant battle to evolve faster between antibiotics and bacteria, hackers and security specialists are in a similar battle to get ahead of each other. But such measures will not address in any way the problem outlines above of how to know who is in possession of the mobile devices at any given time.
Solutions to Ajax's organizational risks
The primary way in which to remedy the potential organizational problems outlined above is to consider the ways in which certain working conditions have habitually created the potential for workers to be disloyal to their employers as well as to the customers or clients of their employers. In short, the conditions that are inclined to push employees into acts of disloyalty include the following:
1. When workers are given to much work to accomplish within their established work hours. There are two standard types of work overload. The first is when "they have the impression that they are working under pressure and have too much work to do in too short a time. This form of overload has been much more common for the last few years as many organizations have slashed jobs" (Organizational risk factors). This risk factor may well be present for the Ajax couriers.
The second major form of overwork is "qualitative work overload." This arises "when they feel that they are unable to perform their tasks because they lack the knowledge or skills needed." This form of work overload seems less likely to occur in this case, but if it is present it can be remedied if workers "have a degree of control over the demands made on them" (Organizational risk factors).
2. Too little work. While this seems counterintuitive,...
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