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Inside Job: Underpaid employees a high risk for cyber security for companies

While companies spend millions of dollars to get new hardware and software fixes, employees remain the weakest link in corporate security. What should the companies be trying to increase their corporate security

Corporate data is highly important asset for each company. The information banks contain sensitive data, user behaviors and other information that has mostly been shared with the companies in utmost trust. A breach in trust becomes embarrassing, and in most cases the impact is long lasting and goes beyond the scope of just a financial loss. The threat of external hackers is a reality; DDOS attacks have defaced the best of servers of the most competent of organizations while even the mighty corporations like Google have suffered the ignominy of leaked passwords. The recent attack on Apple’s iCloud resulted in great problems for A-list actresses of Hollywood bringing back the notion of hacking back to popular and mainstream media.

It is not the corporations have not tried; computer security and departments are part of most major companies. Hardware firewalls constitute of compulsory operating expenditures while miscellaneous security expenditures are accounted for by almost every department within the companies. Data banks, data marts, big data, cloud server and all other technologies come with the punch line of data security yet despite all this, the weakest link within the corporate security are the employees of the company.

Let us face it; the companies are operations involving machines and humans. Machines are reliable and conform to fixed outputs (for the moment we are not going about the futuristic image of machines taking over the human race) but humans are bound to emotion and are unreliable. There are grievances when you are working and the reasons for these may be different. Sometimes it may be about the problem with the immediate supervisor, sometimes it may be about not getting attention, sometimes the employee may feel over worked and in most cases it comes to the financial remuneration that the person is getting. These grievances often have enough power to create the employee disgruntled and become a potential threat to the company he or she is working for.

There has been an increase in employee based malicious hacking in the last few years, adding to the malaise of employee theft and malpractices resulting in tarnished company image. So much so that it has warranted for specific studies to be carried out to identify the real cause underlying such problems. The reasons as we said before are varied but the underlying problem as identified by the study is the feeling of being treated unfairly by the company. People as the study says, require a justification for their actions, even while knowing that the actions are not ethical the requirement to create balance makes them perform an action that they normally would not have carried.

The disgruntled employees at higher positions are an extreme threat for the companies. The access that they have within the corporation makes them a potential danger and a bad influence to others as well. While Federal Regulators have published guidelines to eliminate such events; password changes are mandatory for all employees, along with access cards and restricted levels. The problem with monitoring employees may turn tricky, the privacy of employees may be marginalized if monitoring becomes strict hence there needs to be a better solution for the companies to use and it comes in a very simple and easy form.

Pay employees more, says the research as the core solution to the employee hacking. It may not be the biggest factor for satisfaction and it is not even a motivation factor for some people but money plays and important metric in people’s eye. It helps make them realize of their implied value in the eye of the people who have hired them to do a job. Wage stagnation results in disgruntlement for employees at various stages of their corporate careers. There is no monetary limit to the consideration, a person making a six figure salary a month or a person making $2,000 a month may feel the same if there is no considerable change in their salaries over a period of time.

The companies need to create a corporate culture providing support to employees as well. The problems of hierarchy, failed commitments, denied promotions, credit denial for a good job all need to be addressed properly. The biggest factor though to prevent inside jobs is to pay people well for the jobs that they are performing. A definite reflection point that big companies should seriously start to think about when allocating corporate budget for their next high-end hardware purchase

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