Prejudice In Organizations Essay Example for Free

Prejudice In Organizations Essay ?Question 2: Prejudice can be hurtful and destructive discuss how you can personally reduce prejudice in your workplace please provide an example. Prejudice can be described as a word which is derived from the Latin word Prae Judicium meaning ‘to try in advance’ (Clawson et al: 1990). Prejudice happens when we pre-judge individuals on first encounter about their character or appeal. Most individuals who are prejudiced are usually rigid in their prejudices and their beliefs are unsubstantiated. Prejudice can create serious tension in an organization because it has the potential to strain interpersonal relationships in a workplace. People can practice prejudices in various forms. Some of the areas of potential prejudice could be gender, race, age, religion, sexual orientation, ethnicity and physical disabilities. Prejudices can be systematically dealt with in the workplace. I work for one of the United Nations (UN) agencies. The UN has noted and is mindful of potential prejudices that can exist in the workplace, especially that the workplace is made up of employees from various countries, backgrounds, ethnic groupings, varying religious beliefs (including atheists), sexual orientation, races and as an organization, The organisation has a very diverse workforce. This diversity has not been ignored. The UN has taken deliberate steps to introduce workplace policies that encourage tolerance amongst employees and in turn, tolerance in the communities in which we serve. The policies are part of the orientation package for every new employee who joins the UN. There are Executive Directives (EXDs) that are issued and reviewed on an ongoing basis. In the current directive, disagreement between a staff member and supervisor is not considered as prejudice. The policies are clear on the definition of prejudices and also on the consequences of perpetuating the vice. If I were to be found in a work environment where prejudices are rife, I would first of all admit that prejudices are real and we all have some form of prejudices. The first step to deal with a problem is to admit that you have one. You can only begin to work on one’s prejudices once they realize they have them, and they can begin to work more carefully with the prejudices of others without anger and force (Clawson et al: 1990). It’s a realization that we all have them that helps us to deal with them. Members of staff in an organization, must be allowed to deal with perceived prejudices. It is not advisable to pretend that the problem does not exist as it becomes difficult to deal with a hidden or unperceived problem. Once the problem has been identified, then comes the process of working on your own as well as the prejudices of others in the organisation. This can be achieved through redirecting prejudiced statements by colleagues towards functional discrimination e. g. instead of lamenting how a workmate or subordinate is not achieving her objectives because she is a woman, this can be countered by a statement that shows how previously, a male colleague had also failed in a similar position to show that, gender has nothing to do with functioning in a position. For prejudices which are merely based on ignorance like â€Å"all Muslims are terrorists†, it would be helpful to team up Muslim staff members and some of the staff members who are holding on to this kind of prejudice. That way, it allows them to interact at a personal level and get the truth about Islam. If this doesn’t work, then interactions between such colleagues should either be kept to the minimum or topics of discussion should stir away from sensitive issues. I would also learn to listen to others with an open mind, not listening with an intention to respond as this is likely to attract judgmental behaviour. In a multi ethnic organisation, learning about the cultures of other countries helps us be more tolerant. People are more likely to react in a certain way because of the environments they have been brought up in. Prejudices will always exist in organisations, it would therefore helpful to encourage tolerance among employees, this can be achieved through deliberate company policy, sensitisation and clear consequences for behaviour promotes prejudice.

Essay --

When Scott Sullivan found out that Cooper was asking questions, Sullivan was â€Å"furious† with her and told her not to concern herself with financial audits (Anderson 51). Cooper and her team then made the decision to â€Å"quietly† investigate company accounting entries. The audit team made their first discoveries of fraudulent entries in May, 2002. They were able to trace fraudulent entries back to 2000. Less than a week after the Fort Worth Weekly article was printed, WorldCom accounting employee Mark Abide read the article. Having serious concerns about its revelations, Abide forwarded a copy to Glyn Smith who was on WorldCom’s internal audit staff. On May 29, 2002, WorldCom’s internal audit team, who was led by Cynthia Cooper, met to discuss an audit report as well as the Fort Worth Weekly article on Kim Emigh. During this meeting the audit team discussed â€Å"$1.4 billion that had been added to the company’s capital expenses† (Krim 5). It should also be noted that during this time, WorldCom’s external auditor, Arthur Anderson had just been indicted in the Enron scandal. Additionally, WorldCom’s CEO, Bernie Ebbers, had just resigned as large loans he received form the company had come to light sparking an investigation by the SEC. An accounting department employee, Sanjeev Sethi, at the internal audit meeting revealed that his department did not generate the $1.4 billion adjustments. The adjustments came from higher up in the organization. Cynthia Cooper and the audit team began to investigate the adjustments. Just days later, David Myers wrote multiple notes to Cooper attempting to keep Sethi from looking into capital expense reports. Cynthia Cooper confronted Betty Vinson who had processed the fraudulent entries. Vinson ackn... ...there . . . (United States of America V. Bernie J. Ebbers 2002, 27) The second piece of evidence is a memorandum the Ebbers sent on July 10, 2001, to a senior WorldCom officer requesting information concerning â€Å"those one time events that had to happen in order for us to have a chance to make out numbers† (United States of America V. Bernie J. Ebbers 2002, 27). Being that Sullivan was comfortable enough leaving Ebbers a voicemail using terms such as â€Å"one time stuff† and â€Å"junk. . . in the numbers† along with Ebbers’ own memo is enough evidence, in and of itself, to suggest Ebbers wasn’t innocent in perpetuating the fraud. Fraud Victims The fraud perpetuated by WorldCom executives casts a big shadow with wide ranging effects. The fraud has claimed numerous victims. Not only did thousands of employees lose their jobs, they lost their means to support their family. Essay -- When Scott Sullivan found out that Cooper was asking questions, Sullivan was â€Å"furious† with her and told her not to concern herself with financial audits (Anderson 51). Cooper and her team then made the decision to â€Å"quietly† investigate company accounting entries. The audit team made their first discoveries of fraudulent entries in May, 2002. They were able to trace fraudulent entries back to 2000. Less than a week after the Fort Worth Weekly article was printed, WorldCom accounting employee Mark Abide read the article. Having serious concerns about its revelations, Abide forwarded a copy to Glyn Smith who was on WorldCom’s internal audit staff. On May 29, 2002, WorldCom’s internal audit team, who was led by Cynthia Cooper, met to discuss an audit report as well as the Fort Worth Weekly article on Kim Emigh. During this meeting the audit team discussed â€Å"$1.4 billion that had been added to the company’s capital expenses† (Krim 5). It should also be noted that during this time, WorldCom’s external auditor, Arthur Anderson had just been indicted in the Enron scandal. Additionally, WorldCom’s CEO, Bernie Ebbers, had just resigned as large loans he received form the company had come to light sparking an investigation by the SEC. An accounting department employee, Sanjeev Sethi, at the internal audit meeting revealed that his department did not generate the $1.4 billion adjustments. The adjustments came from higher up in the organization. Cynthia Cooper and the audit team began to investigate the adjustments. Just days later, David Myers wrote multiple notes to Cooper attempting to keep Sethi from looking into capital expense reports. Cynthia Cooper confronted Betty Vinson who had processed the fraudulent entries. Vinson ackn... ...there . . . (United States of America V. Bernie J. Ebbers 2002, 27) The second piece of evidence is a memorandum the Ebbers sent on July 10, 2001, to a senior WorldCom officer requesting information concerning â€Å"those one time events that had to happen in order for us to have a chance to make out numbers† (United States of America V. Bernie J. Ebbers 2002, 27). Being that Sullivan was comfortable enough leaving Ebbers a voicemail using terms such as â€Å"one time stuff† and â€Å"junk. . . in the numbers† along with Ebbers’ own memo is enough evidence, in and of itself, to suggest Ebbers wasn’t innocent in perpetuating the fraud. Fraud Victims The fraud perpetuated by WorldCom executives casts a big shadow with wide ranging effects. The fraud has claimed numerous victims. Not only did thousands of employees lose their jobs, they lost their means to support their family.

Hostile Mint Case Study

Case – 1 Hostile Mint it’s probably the last place you might expect to find a hostile work environment. First of all, it’s a federal workplace. And even more surprising, it’s heavily guarded against intrusion. But the situation inside the U. S. Mint in Denver was anything but a safe place for 71 women who brought a complaint to the facility’s equal employment opportunity (EEO) officer in 2003. When the organizers of the complaint began to fear that they were the investigation targets instead of the complaints, 32 of the women decided to take the matter to the U. S. Equal Employment Opportunity Commission (EEOC). Their contention: The Denver Mint was a hostile work environment. These allegations were the culmination of a number of incidents that had occurred over a long period of time. The Denver Mint, which opened in 1863, has 414 employees, of which 93 are women. One woman who started working at the Denver Mint in 1997 said, â€Å"She found the atmosphere completely hostile toward females. † When she filed an EEO charge claiming discrimination, she was retaliated against by having most of her job duties reassigned and being required to work at home. Events leading to the current complaint started in 2001, when another female employee who was inspecting a men’s room for cleanliness saw a loose ceiling tile, removed it, and found 40 to 50 sex magazines. Some months later, this same employee was checking for rats in an attic and found a stash of pornographic magazines. Both times she made these discoveries, she was with a male colleague. Later, she would say in a statement given to the main office of the U. S. Mint that to her knowledge no action was every taken to address the situations. Another female employee filed a claim of retaliation and sexual harassment with the facility’s EEO officer in 2000. It was 2003 before she got a hearing with the EEOC and an administrative judge ruled in favor of the Mint. However, when she filed her claims in federal court in 2005, a jury found that she â€Å"worked in an environment hostile to women and awarded her $80,000. † In 2001, the facility’s new superintendent held a women’s forum attended by the then-director of the U. S. Mint. However, the highest-ranking woman at the Denver Mint—the administrative services chief, Beverly Mandigo Milne—said, â€Å"Nothing changed. † The final straw that triggered the complaint was the demotion of the mint’s acting EEO manager in February 2003. The month after the demotion, the 71 women filed the petition alleging a hostile work environment. An individual from the San Francisco Mint was assigned to investigate; however, the women claimed that the investigation never focused on the facts, but on Milne. One of the women said, â€Å"They believed that Beverly coerced everyone into filing the petition. † That was when 32 of the women took the matter to the EEOC. Despite the filed petition, hostile situations still continued. One woman said that in 2004, a male co-worker offered to pay her for sex. Another woman said that after she returned after a short bereavement leave following her husband’s death in 2005, a male supervisor propositioned her. On March 31, 2006, the U. S. Mint and the female employees who had filed the class complaint reached a proposed settlement. The terms of the settlement included a payment of $8. 9 million for damages, fees, and costs. The joint press release of the United States Mint and Class Couns

Effects of H-1B Visa Program on Employment and Wage in the United States Essay

The United States is the most powerful country in the world. Its dominant culture, military, and economy make it the most influential nation across the globe. The power of the US doesn’t only come from its native citizens but also from the foreigners who come to its shores every day to work and live there. These people play a very significant role in driving the US economy. A number of national programs have been developed in order to influence the influx of these people into the US. One of those programs is called the H-1B visa program. The program, which allows foreigners to work in the US, has critical effects on various sectors of American society, but especially the economy. Based on the data that have been so far collected, it is clear that the H-1B visa program, in terms of employment in the technology sector, is important in maintaining the status of the country as a leader in science and technology. However, the H-1B visa program may also have negative effects on the wage of native citizens because they would have to compete with the low wages of foreign workers. Many companies in the US needed temporary workers, so the H1 category of non-immigrants was created under the Immigration and Nationality Act of 1952. Unlike immigrants, non-immigrants only stay in the US temporarily to accomplish a specific purpose, for instance, education or work. The current H1-B visa program of the United States was created through the Immigration Act of 1990 and the amendment of the 1952 act. The result of the amendment was a program that allows an employer to temporarily hire a foreigner to work in the US provided that he’s under the category of non-immigrants. Also, the worker must have a specialty occupation or be a fashion model with exceptional ability and merit. The law describes a â€Å"specialty occupation† as something that requires theoretical and practical application of a specialized body of knowledge. The worker must also have a bachelor’s degree or the equivalent in specialties such as business, biotechnology, education, health care, medicine, and sciences. The H1-B program currently limits the number of foreign nonimmigrant workers in the US to 65,000 per year (Bartik et al. 134). H-1B’s cap has not always remained the same, however. Congress increased it to 115,000 in 1998 for fiscal years 1999 and 2000. Then in 2000, Congress increased it even further to 195,000 for the 2001 fiscal year. It was maintained during 2002 and 2003, and was slashed to 65,000 again from 2004 onward. Not all foreign workers are affected by the cap, however. The H-1B Visa Reform Act of 2004 states that foreign workers employed by institutions of government research organizations, institutions of higher education and NGOs are exempt from the cap. Also, a separate cap of 20,000 exists on petitions that are filed on behalf of foreigners with master’s or higher degrees earned in the US (Bartik et al. 135). Recently, lobbyists composed of universities and members of the technology industry are pushing for a huge increase in the annual cap of H-1B visas. They argue that H-1B visas otherwise known as â€Å"guest worker visas† serve a crucial role in driving the economy, especially in the high technology sector. According to them, there is a systemic shortage of American engineers and scientists in the country. There is a very high demand domestically for these highly skilled workers and the small supply cannot fill that gap. The only way to solve this problem therefore is through the import of foreign workers through the H-1B visa program (Hira et al. 150). These lobbyists argue that they will be forced to resort to outsourcing jobs to foreign engineers and scientists in their home countries if the H-1B cap is not increased. They also claim that the visa program actually serves as a tool for the country to gather the best and the brightest highly skilled workers in the world. This is supposedly a result that is to be expected if the cap on the H-1B visa program is increased (Hira et al. 150). There are many evidences for the advantages brought about by hiring foreign workers in the technology sector. For example, a 2008 study by the National Research Council looked at the effects of hiring H-1B workers by large US companies Texas Instruments, Qualcomm, Motorola/Freescale, Intel, and IBM. Of the five companies, IBM employed the most number of H-1B workers, granting almost 4,000 in five years. Most applications in the company stated a range of earnings of about $82,072. This was considerably bigger than the other four companies’ average minimum earnings. The researchers thought that the applications were for jobs that were not chip-related since IBM had become a software company from a hardware company (National Research Council and National Academy of Engineering 152). It is clear from the example above that foreign workers in the technology sector do indeed get attracted to the United States through H-1B visas. IBM was hiring more foreign workers than anybody else in the group, and these people were earning higher. However, there are still many â€Å"experts† that love to criticize the H-1B visa program. John McCain and Edward Kennedy defended the H-1B visa program in 2006. The two senators supported the immigration bill that passed the Senate and insisted that their bill required employers to search for workers in the US first. However, their bill actually didn’t have any of these provisions (Hira et al. 152). Indeed, it’s a common misconception that the current law instructs US companies to look for workers in the US first. Many government officials also have this incorrect belief. Senator Norman Coleman, for example, says that he supports the issuance of H-1B visas as long as a number of conditions are met. One, the employer must show that there is not enough US workers qualified for the position; two, that the employer has not laid off a US worker 90 days before or after hiring a foreign worker; three, the employer must demonstrate that they tried to hire US workers before foreign workers; and finally, that the recruitment of H-1B workers will not have adverse effects on the waves, working conditions, and job opportunities of US workers. Even then Senator Barack Obama thinks that the H-1B policy aims to exhaust all means of recruiting US workers before foreign workers. He believed that hiring H1-B workers should be a last recourse for American employers (Hira et al. 152). The truth is however, that the provisions mentioned by the two people above actually don’t exist for the majority of employers who use the H-1B visa program. Even Obama’s wish that employers should hire foreign workers as a last option is not practiced in the real world (Hira et al. 152). Also, according to market indicators, there is not enough evidence of a systemic shortage of resident engineers and scientists in the US, one of the main arguments of lobbyists for the increase in H-1B cap. Also, earnings and wage growth have been moderate and more or less the same as other professions. The unemployment rate, while it sharply increased during the dot-com bubble, has now fallen. Researchers have also supported the idea that there is little evidence of shortage in high technology jobs. Private surveys and public data are also conflicting when it comes to determining shortages. Trade surveys show there are indeed shortages, but public data indicate the opposite (Bartik et al. 137). Determining shortages in scientists and engineers is a real problem because any increase in the number of H-1B visas issued by employers alone is not indicative of a systemic shortage. Other factors contribute to perceived shortages, for example, the growing significance of foreign students in American institutions. These are foreign students who remain in the United States after they graduate to convert their student visa to a working visa. Other equally important factors include: economic growth, cyclical demand in IT industries, especially during the 1990s, and even backlogs in the application process for permanent visa. Employers today are constantly hiring H-1B workers, but that is clearly not enough reason to increase the cap on H-1B visas. Aside from the effects it will have on the wages and earnings of American workers, the increased cap will create some problems in the permanent residency part of immigration because there are already backlogs there (Bartik et al. 137). The influx of H-1B workers into the United States has been going on vigorously since the 1990s. During that time, about 30 million people were able to stay in America through nonimmigrant admissions. The fastest growing nonimmigrant admissions fall under categories where a foreigner first applies as a temporary foreign worker or student. He then tries to find a US sponsor to able to obtain the immigrant visa. Between 1992 and 1998, the number of foreign students admitted into the country with F1 visas rose from 53% to 565,00. The number of trainers and temporary workers also increased from 128% to 372,000 during that period of time (OECD 35).

Riske Vs. Reserved Essays - The Canterbury Tales, The Prioresss Tale

Riske Vs. Reserved Essays - The Canterbury Tales, The Prioresss Tale Riske Vs. Reserved Riske vs. Reserved Women in the 20th century would most likely stand out if she were to be transported back into the time of Chaucers The Canterbury Tales. Women during the 14th century were to be seen and not heard. Their rights in society as well as their role was subordinate to medieval mans. In specifically two tales of The Canterbury Tales, Chaucer expresses his opinionated views of the manners and behaviors of women during the 1300s. In the Wife of Baths Tale, Chaucer portrays an extravagant and lusty woman, where as the Prioress is well mannered with a lady like demeanor. Chaucers descriptions of the two characters clearly depict the Prioress and a better woman than the Wife of Bath according to 14th Century standards pertaining to appearance and general manners, education, and their deportment towards men. The manners and appearances Chaucer gives to each of the characters to bring them alive vary drastically. Women at this time did not posses the integrity, potency, and self-confidence to live, travel, and think independently. In the prologue Chaucer says that the Wife of Bath had thrice been to Jerusalem / . . . to Rome and also to Boulogne / St James of Compstella and Cologne (15) which shows the reader that she is not the average subservient female of Medieval society. Also, Chaucer includes that shed had five husbands, all at the church door (15) which indeed illustrates that she is not the archetypical 14th century woman due to the fact that divorce in the era of Chaucer took on a whole different meaning than in todays society where it is a regular occurrence. The Wife of Bath represents the liberal extreme in regards to female stereotypes of the Middle Ages. She contrasts with the typical medieval woman because she is equip with confidence that Chaucer exposes when saying that s he audaciously showed of her best kerchiefs on Sundays. Her radiating self-confidence intimidates men and women alike. On the other hand, the prioress as speaking daintily and naming her as madam. Her manners were well taught withal and she was pleasant and friendly in her ways, and straining / To counterfeit a courtly kind of grace (6). Clearly the ambitions of the Prioress were divergent to those of the Wife of Bath. Surely the Prioress would strongly disprove of divorce nor the idea of numerous partners. The Wife of Bath would have looked seen the Prioress as spineless given that the Prioress used to weep if she but saw a mouse / Caught in a trap (7). The Wife of Bath presumably set the trap for the mouse to begin with. Chaucer delicately, hand paints a tenuous woman Prioress while vigorously painting a robust Wife of Bath. Another aspect that separates these two diverse women is their varied educations. If these two women were to enter a bout of scholarly or book smart education, the Prioress would without a doubt outshine the Wife of Bath. However, if the two were evaluated along the lines of worldly or street smarts so to speak, the well-traveled Wife would come out on type. The Prioress encompasses the ability to speak the noble language of French, which in medieval society, places her in a superior class than the Wife of Bath, while the Wife of Baths nature of education acquires no social status. If anything, her conflicting, liberal and feministic ideals drive society away. But, even though the Prioress attended the school of Stratford-atte-Bowe, French in the Paris style she did not know (6). This small but significant detail shows that the Prioress, although well studied, is not with it on the actual happenings of the world. In spite of this nonetheless, being conversant with worldly issues do not gain you elevated social status. While The Wife of Bath did not gain popularity with her wisdom of scholarly issues, she does seem to exhume a good deal of popularity from the male society because of her attitude towards men. Following with the trend of delineation from societys ideals, the Wife of Bath sets her own standards for relationships with men. Chaucer provides no information pertaining to male relations and the Prioress leading the reader to believe no

Assignment 1

Can sit unsupported on floor for a period of 10-15 minutes. Is able to lean forward to pick up an object while maintaining balance. Can rotate body to look sideways and reach out to grasp a suspended object or to pick up a toy from the floor. Demonstrates energetic movements of entire body while in cot, pram or bath. Is able to advance across the floor by using rolling or squirming movements. Makes attempts to crawl and is occasionally successful. Has the ability to strand by using surrounding objects as support to achieve an upright position. But is unable to lower themselves back to the floor in a controlled fashion. When supported in a standing position, can take steps using alternative feet. Demonstrates a visual awareness of people, objects and events which occur in the environment. When offered an object, they will reach out to grab it. Handles objects eagerly and inquisitively, using hands to manipulate them for examination. Pokes at small objects with index finger and uses same finger to point at objects which are out of reach. Can pick up small objects between finger and thumb in a crude ‘pincer’ hold. Can release a held object by dropping it, but is unable to set it down in a controlled manner. Correctly follows the direction of fallen objects, including those falling out of sight. Observes actions of adjacent adults, children and animals with interest for period of a few minutes. Become steady on their feet and display more controlled movements. Can carry an object such as a toy whilst walking. Can climb onto a large chair and turn to sit on it. Kneel without any support and squat to pick up an object. Begin to run steadily but cannot avoid objects. Begin to walk upstairs using a railing, putting two feet on each step. Point to objects that they recognise. Build a small tower using 3-4 blocks. Hold their own spoon when feeding themselves. Hold a pencil with their whole hand or between the thumb and the first two fingers, known as primitive tripod grasp. Can thread large beads onto lace. walks or run by self up and down steps. can stand ,walk and hop. Skilfully climbs trees. Rides a trike expertly . Able to cross arms and legs. Able to throw, catch, Bounce and kick a ball. Dance to music Able to walk on a fine line Able to stand alone on 1 foot for about 1o seconds Can stretch touch toes without moving knees. Can grip strongly with both hands. Able to hop a short distance using both feet. Jump from objects with confidence Able to run and jump avoiding objects Hop with good balance and using both feet and kick a football Able to throw and catch with accuracy Use a two wheeled bicycle with or without stabilisers Skip alternating feet Build towers with blocks high and straight Hold a pencil, write numbers or letters, write their own name May start writing simple stories Walk along bean using arms for balance Use apparatus with skill Increased stamina Use colours naturalistic (green for grass/blue for sky Draw people with features Use a large needle to sew Can ride a 2 wheeled bike quite easily Can skip, hop and run quite confidently Begin to change in appearance and experience puberty Have more control in writing Become more detailed in drawing Growth accelerates Puberty Boys voice changes Girls breast grow Appetites increase Skin may become more oily, causing problems such as acne. Emotional, Social, Behavioural and Moral Newborn– 6 months 9 months –15mts 18 Months – 3 Years 4 – 5 Years 6 – 7 Years 8 – 12 Years 13 to 19 Years New born till 1 month:- Cuddling Shows pleasure at feeding 1-3 months:- Smiles at familiar adult Forces on adult face when being feed Starting to show emotions Take pleasure in sucking Looks in direction when someone is speaking 3-6 months:- Gets pleasure from familiar routine e. g. bedtime bath time Forces on parent/carer giver when feeding Shows enjoyment when cradled Smiles at everyone in their surrounding Stay awake for pro-longed periods At this age 70% sleep through the night 6-9months:- Copies other people emotions Starts finger foods Becomes upset when parent/carer leaves room Becomes shy around strangers Begin to share toys 9-12months:- Likes to chew/suck on objects Drinks from cup with a lid Takes pleasure in making noise with toys Gets pleasure from pointing at what they want Enjoys solitary play Likes familiar adult to be close by ( make strange) Gets pleasure from music and rhyme Know what they want when feeding and at bed time May want a comforter when unsettled

Security policy document Term Paper Example | Topics and Well Written Essays - 1750 words

Security policy document - Term Paper Example The Global Security Inc consist of three major components of security Architecture those components include; process, people and tools that have been integrated to protect the entire assets of Global Distribution Inc company. In terms of process, the company has a well structured and secure distribution channel across all its networks situated in Canada, United States and Mexico. In addition, the company has a well defined work process whereby, the organisation has various departments that have been integrated together for security purposes. Among those departments include; I.T department, finance department, Human resource department to mention just but a few. In terms of people, the organisation has employed more than three thousand and two hundred people in different departments. It has also been reported that the organisation has been experiencing continuous growth. The growth has been attributed to the technological creativity and innovation in the organisation. The number of em ployees has been increasing in order to help the organisation achieve its security goals and objectives (Schlachter, 2005). Â  The Global Distribution Inc has a well organized security Architect that consist of the following components; Technology, Accessibility and Control of the border, Identification management, Validation, architectural adjustment, training, guidance before and during disaster occurrence, inclusion and exclusion. In terms of technology, Global Distribution Inc utilizes both computer software and hardware.