Incident Handlers Representation Project Proposal

Incident Handlers Representation Project Proposal

Executive Summary

The business proposal is an action research project which is based on the organizational problem that has been identified. The problem that will be addressed is the lack of adequate representation of the incident handlers in the decision-making committee of the organization. The relevant stakeholders entail the employees represented by the incident handlers, the respective shareholders, the government, and the community. Also, a purpose statement is to analyze the problem and locate a solution that will be effective and efficient in bringing the desired change. Additionally, there is a proposed recommendation from a strategy that will be relevant in the implementation of the solutions that have been identified. The proposal aims to indicate the problem statement, outlining the information gathered to show the presence of the problem and methods that can be used in the implementation process. A key focus is to solve the underlying problem.

Purpose Statement

The purpose of the business proposal is to identify a problem in an organization, analyze how it affects the company, and provide proposed solutions that will effectively address the issue. Also, their purpose aims and offer a recommendation that will be effective in implementing the proposed solution. The proposal focuses on strategies that will improve the level of performance in the company and an overall increase in profits. The solution will not only solve the problem on a short-term basis. Instead, it will be a solution that will be more effective even in the future on a long-term basis.

Problem Statement

The problem statement for the project proposal is insufficient representation of the incident handlers in the cloud computing environment decision-making process.

The above graph indicates the inadequate representation of incident handlers in any organization from 2011 to 2013. When the incident handlers are a part of the decision-making process, there is an increase in the profits, which have been represented in millions of dollars.

Data and Research Findings

Through the research of the organizational problem, there are outcomes on how managers have attempted to implement solutions. Some of the strategies used were effective, while others were less effective and had no implications in solving the problem at hand. One of the methods that were used in solving the problem was hiring managers who were more experienced. The solution was not practical since the newly hired incident handlers were not included in the decision committee. The second solution was to draft a proposal on the decision and hand it over to the employees for feedback. The methods were effective as there were high levels of acceptance and inclusion in the decision-making process.

The above graph shows the decrease in the organization’s gains and is listed in hundreds of dollars from 2011 to 2014. The decline in the profits results from replacing the incident handlers with new managers to solve the problem at hand.

Mbah and Ijeoma (2020) conducted research to investigate the effects of employee participation in decision-making and the effects it has on the organization’s level of performance. The outcomes of the study indicate that there is a 90% chance that the level of performance of an organization will increase if there is effective inclusion of the employees in the decision-making processes. The study recommends that there is a need for organizations to design their firms in ways through which there is a free flow of the decision-making process. Lastly, there is a need for firms to create strategies that will encourage employees to be more innovative.

Proposed Solution

The proposed solution is to include the incident handlers in the decision-making committee of the company. That entails making them a part of the enormous meetings and having them share their opinion on how to improve cloud computing security. The main advantage of the proposed solution is that the incident handlers will work to improve the operation of cloud computing, and the organization will generate more gains (Shackleford, 2012). A key challenge to the proposed solution is that the employees can focus more on increasing their welfare and less on the organization’s goodwill. The motivation of employees is because of both intrinsic and extrinsic factors.

According to Dastane and Eshegbe (2015), the term employee engagement relates to the extent of the commitment of the workers and the connection that they have with an organization. The represented in the pie chart above represents the manner in which managers perceive the proposed solution of including the incident handlers in the decision-making process. The majority of them think that it is a priority that can largely improve the level of performance of an organization. There is a need to focus on diversity as another key proposed solution.

Diversity refers to a situation in which an organization employs workers of various characteristics, including gender, race, and religion. One of the benefits of diversity in the workplace is its broad range of products and services. With diversity in the workplace, there is more than a single skill included in the operations of an organization. Thus, the level of satisfaction among the employees is high (Dastane and Eshegbe, 2015). The satisfaction arises from the many skills that the employees with different have that will assist in the sharing of ideas to develop products that are unique and diverse. Another importance of diversity is an increased level of productivity and performance. (Dastane and Eshegbe, 2015) With a wide range of experience and methods of carrying out operations, the organization’s problem-solving potential is boosted. That implies that there will be an increase in the productivity level with a solution at hand to some of the problems that the organization is facing. Studies indicate that organizations that have a much more diverse culture are happy and productive (Bhatt, Gupta, and Datta, 2019). Diversity breeds competition in the organization, stretching the limits of each worker to work extra hard. That cannot be easily achieved in a homogenous organization as the business entity may end up settling for the status quo.

Diversity focuses on the aspect of what makes up an organization. Inclusion, on the other hand, focuses on the aspect of how the culture is made in the organization. Diversity focuses on characteristics such as gender, race, religion, sexuality, and even age. Inclusion is concerned with measuring the culture that makes sure the diversity in an organization is successful. Businesses that develop diversity policies and neglect to include the efforts of inclusion face problems because they assume there is a culture in the organization. It is the culture of an organization that makes it survive through its practices. The culture can only be recognized through inclusion. Failing to acknowledge inclusion means the organization does not have a culture. The company will face problems with the behavior of the employees that will primarily affect their operations. It is the code of ethics enforced by the organization’s culture that ensures all the employees behave accordingly. Failing to have ethics means the employees are not guided on what to do and what not to do.

Stakeholder Analysis

The key stakeholders in the organization are the incident handlers and those who interact with the cloud computing environment. The incident handlers will have a negative attitude for not being included in decision–making processes that appertain to cloud computing. The negative attitude is the main contributor to the poor performance level as they have a role to play in the betterment of the services being provided in cloud computing. The incident handlers are the ones who have been entrusted with making sure that the cloud computing is secure and there are no intruders (Shackleford, 2012). The shareholders are the ones that will finance the operations of the incident handlers, and the community is the one that houses the organization. The government is also a stakeholder since it sets the guidelines and policies for the business practices that are supposed to occur within the region.

Including the incident handlers in the decision-making process will be satisfactory to the stakeholders and benefit the business as the users of the products will have quality services being rendered to them (Brugha & Varvasovszky, 2000). Also, being included in the organizational processes makes them feel wanted. Some of the solutions of the incident handlers include being a part of the decision-making process and submitting them for responses. The following are the essential stakeholders in the implementation of the proposed solution: the incident handlers, the community at large, and the users of cloud computing (Hengst, 2020). The shareholder can reject the funding of the organization, the incident handlers have the potential to ensure the cloud computing environment is not secure, and the customers are of free will to decide if they will use the services being rendered or not. The community can keep the operations of the organization within their locality or not.

The incident handlers have the upper hand compared to the stakeholders in the involvement in the decision-making process. The organization needs to inquire from them to know how best to secure and increase accessibility to the cloud computing environment. If there is the implementation of the proposed solution, the stakeholders will benefit in several ways (Hengst, 2020). The morale of the incident handlers will increase. They will have a new spirit to work with, the shareholders in the services will make more profits, and the customers that use the cloud computing services will get a secure platform to store information and data. The community will gain from the solution as the organization will offer support in social projects. The organization will increase its contribution to corporate social responsibility. The government will gain from the taxes that have been imposed and create an environment that will attract several other investors.

Other shareholders are likely to be a barrier to the implementation of the proposed solution. They include the incident handler that protects cloud computing from threats. If they are not well compensated, they will lack the morale to offer their opinion on how best to increase service delivery in the cloud computing environment. The government can equally be a barrier as it sets the policies that dictate the business operations’ direction.

Change Management Plan

Some of the change management plans are to monitor the solution that has been proposed, conduct personal counseling and training of the staff, provide education to the general population, and ensure there is effectiveness and transparency in communication. Practical training is key to both the incident handlers and the users of the cloud environment. The focus is to make sure that they are in a position to conform to the security requirements of the organization. If there is an upgrade in the security system of cloud computing, most of the users are less likely to be familiar with the changes that have taken place. Training will be an effective way of ensuring that all the respective stakeholders adapt to the change and incorporate it into their daily routines (Todnem, 2005). There is a need to train them on how to conform to the security changes that have been made.

Counseling will be necessary for situations where changes have been made, and the majority of the users of cloud computing will not be comfortable with the situation at hand. It is possible to create a program for the users who are not comfortable with the change by taking advantage of the human resources in the organization (Kelion and Gallagher, 2014). The focus will be to make them cope and adapt to the new cloud computing environment measures and protocols. When there are changes in an organization, the most efficient way to manage them is through monitoring the progress. Monitoring can be done by observing the behavior of all those that interact with the cloud computing environment. There is a need to check the historical data and make a comparison with the current information. Monitoring is essential as it will indicate if the changes are helpful in the organization’s production processes.

Lastly, there is a need for the managers to explain to the other employees why the incident handler made the changes in cloud computing. In the process, they will be able to elaborate on the requirements for the change. When the staff and informed of the changes are taking place, it will be adequate as they will be able to incorporate the new protocols in their daily operations (Lyles & Mitroff, 1980). The other users will be made aware of the specific changes that have taken place and the relevant action to be taken.

Implementation Methods

There are several ways through which the proposed problem solution can be implemented. The first method is through the incorporation of incident handlers in the decision-making processes of the organization. The other methods are through the management making decisions about the cloud environment and forwarding them to the incident handlers for feedback and additional proposals. There are several stakeholders in an organization, and they include the employees and customers. The incident handlers represent the employees in this case, and the customers are the users of the cloud computing services. Being included in the organization’s decision-making processes makes it the most effective implementation method of the proposed solution (Hengst, 2020). The focus is to make the incident handlers feel that they are needed in the organization, increasing the profits and growth of the cloud computing services being provided. The projected time for the implementation is between one and two months, and there will be no financial costs.

When an important decision about cloud computing operation has been made, the incident handlers need to be consulted. That is because the decision would have been made in their absence, and the consultation will be vital in collecting feedback and recommendations. The main aim is for them to realize some of the ways to improve on the decision that was already made (Kelion and Gallagher, 2014). The strategy is essential since it will give the incident handlers the chance to air their views and concerns about the cloud computing environment. The strategy is straightforward to include in the organization’s daily operations, which can take place within a month or two. There are no additional costs to be incurred while consulting the incident handlers.

The other strategy that can be used in implementing the proposed solution is researching the customers’ specific needs while using cloud computing services. The focus of the study will be to tailor the needs of the users of cloud computing services to meet their individual needs. An increase in the security of the environment will make the incident handlers more vigilant and work extra hard to identify other possible threats. Research might consume a lot of time as it involves studying the online habits of the users. It may take several months to complete the strategy, and there will be high-cost implications.

Inclusion is one of the most vital elements in making the operations of an organization successful. The implementation that the organization is not the best as there is no inclusivity. The senior team management might need to know how the five-year strategic plan might work but lack the skills. The employees will be working with the strategies and thus need to be a part of the implementation plan. The assisted living facilities mainly provide services to the elderly in the community. The senior-level management is less likely to interact with the elderly, but that will be the people’s responsibility in the bottom-level management.

The strategy might be useful but not in all sections of the organization. There are levels of management in any organization. There is the top management which consists of the executive team and the senior officials. The middle management comprises managers, and there is the bottom level that has the workers (Bhatt, Gupta & Datta, 2019). Thus, the strategy will only be useful in the top and middle management as they will oversee the other level of control’s operations. The senior team will be in a position to evaluate the overall outcomes of the strategy. However, the method will not be useful at the bottom level as they are not part of the decision-making process.

I will create a communication channel between all the levels of management to ensure there is a successful implementation of the assisted living facility strategic plan. The availability of a communication channel will ensure that each member of the facility’s opinion is a part of the implementation plan (Dastane & Eshegbe, 2015). The solution will improve each stakeholder’s level of performance, including the employees, and the output level of the strategies will be pleasing.

Evaluating Success

Several phases can be used in the evaluation of the level of success. The first step entails the identification of the angle through which the problem was identified and defined. There is a need to determine if the problem was conceptualized so that it will support the realization of the possible causes. The second stage is the identification of the cause of the problem through the proper procedure. There is a need to identify the root cause of the problem and not just focus on the challenge. The third phase entails analyzing the data collected for the project to identify related facts that will be key in the decision-making process. Later, there will be the identification of the reliability of the source of data.

The fourth phase entails an evaluation of the successful implementation of the solution that has been identified. There is the identification of several resources that will be useful in the realization of the most effective solution to the problem. Another evaluation will be done to realize the key personnel that will be selected based on their experiences and not their position in the organization. In the fifth stage, there is a review of the level of feasibility of the solution that was identified. Also, there is a weighing of all the possible solutions that were considered before deciding to implement only one. The sixth phase entails the prioritization of all the possible solutions that were included in the decision-making process.

The seventh step of evaluating success is to analyze experts such as the incident handlers who were consulted in the decision-making process. Also, there is an analysis of whether there was a fair judgment made on the pros and cons of each proposed solution before settling on one. The last phase will evaluate if the project measures the solution that has been proposed.

Conclusion

Incident handlers play an essential role in an organization. The main challenge that they face is when resources have been moved to the cloud environment. They have challenges of access. A critical issue that results in the problem is the inability of the organization to recognize them as part of the company’s stakeholders. The inclusion of incident handlers in the firm’s management is a valuable trend in most organizations. An example is incident handlers in a company granted the opportunity to air their opinion on how the company should handle the resources in the cloud environment. The proposed solution increases their level of productivity, and the information in the cloud environment is well protected.

References

Bhatt, S., Gupta, A. & Datta, D. (2019). Does Workforce Diversity Influence Employee Performance? An Empirical Analysis of Nepal Civil Service. International Journal of Management, 7(2): 11-20.

Brugha, R., & Varvasovszky, Z. (2000). Stakeholder analysis: a review. Health policy and planning, 15(3), 239-246.

Dastane, O. & Eshegbe, J. (2015). Effects of Diversity Elements at Workplace: An Empirical Study. International Journal of Accounting, Business and Management, 1(1): 1-15.

Hengst, K. (2020). Best Practices in Cloud Incident Handling (Master’s thesis, University of Twente).

Kelion, L., & Gallagher, J. (2014). BBC News. Retrieved from BBC News: Technology: http://www.bbc.com/news/technology-29802581. Accessed 27 May 2021.

Lyles, M. A., & Mitroff, I. I. (1980). Organizational problem formulation: An empirical study. Administrative Science Quarterly, 102-119.

Mbah, J. & Ijeoma, C. (2020). Employee participation in Decision making and its impact on organizational performance. SSRN Electronic Journal, 27(18), 43-56.

Shackleford, D. (2012). Security incident management in the cloud: Tackling the challenges. Retrieved from Search Cloud Security: https://searchcloudsecurity.techtarget.com/tip/Security-incident-management-in-the-cloud-Tackling-the-challenges. Accessed 27 May 2021.

Todnem By, R. (2005). Organisational change management: A critical review. Journal of change management, 5(4), 369-380.

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Business Proposal Project Summary

Throughout this course you will be completing an action research project based on a real organizational problem that you identify. The assignments for each topic build on one another, therefore it is important to complete each one. Content from each assignment will be used to complete the final business proposal in Topic 8.

There are several parts to the business proposal, and each part has been explained and briefly outlined below. The descriptions provided should be used as a guide to assist you with constructing each section of the business proposal. Word count guidelines are provided for each section of the business proposal.

It is important to include specific data throughout the business proposal. Include statistics that support the problem statement; can be used to establish and track goals; relate to specifics of implementation, timing, and cost; and illustrate stakeholder benefits. Keep in mind that the proposal is an internal document that will be read by stakeholders within the organization in which the problem exists. Focus on this audience as you write. Within the Word document, include subsection titles to organize the content according to the categories listed below to provide easy reference points for the reader.

1. Executive Summary (250 words) provides a short summary of the entire proposal so key stakeholders can see an overview of the proposal and understand it without reading the entire document.
2. Purpose Statement (100-250 words) provides clear statement of why the business proposal is being made.
3. Problem Statement (revised as needed from Topic 1 assignment feedback) includes specific data (statistics and numbers) related to how the problem affects the business. This part of the proposal should include the graph/chart/data you collected in Part 1 of the Topic 2 assignment.
4. Data and Research Findings (250-500 words) should include a summary of what you learned from conducting research related to what has already been done to address the organizational problem. This part of the proposal should include the graph/chart/data you collected in Part 2 of the Topic 2 assignment.
5. Proposed Solution (250-500 words) should include a summary of the top three problem solutions you considered to address the problem. In addition to including the graph/chart/data you collected in Part 3 of the Topic 2 assignment, this section should provide a succinct discussion of the pros and cons of implementing each of the top three solutions being considered to address the problem.
6. Stakeholder Analysis and Benefits (500 words, revised as needed from Topic 3 assignment feedback) summarize all data and information related to the key stakeholders affected by the proposed problem solution along with a summary of benefits to be gained by stakeholders if the problem solution is implemented.
7. Change Management Plan (250-500 words) clearly articulates specific methods and strategies to be utilized to manage organizational changes associated with the selected solution implementation.
8. Implementation Methods (250-500 words) summarize specific strategies that will be used to implement the problem solution, including time and costs associated with solution implementation.
9. Evaluating Success (250 words) summarizes specific measures you will use to evaluate the success of the problem solution.
10. Conclusion/Call to Action (100 words) provides specific steps you would like key stakeholders/sponsors to take in the implementation of the proposed solution.