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Users who see security as an obstacle or a nuisance

Users who see security as an obstacle or a nuisance are less likely to abide by security policies. Referred to as “resistance behavior,” a Virginia Tech study found that even if people understand that a security breach can have severe consequences on an organization, that knowledge does not always make users accept and conform to security policy rules. Individuals may feel their competence challenged, which triggers a negative attitude toward security in general. Users may also view some security controls, such as scheduled password changes, as unnecessary interruptions. Security controls, such as a fingerprint scanner, that don’t work consistently may make users feel overwhelmed and lead to mistrust of security controls or even overriding them.

If you were a professional in charge of security for an organization, what would you say to a user who believes they have the right to decide whether to participate in security measures?
In the same scenario, what kind of incentive do you think would encourage the user to participate?
Fully address the questions in this discussion; provide valid rationale or a citation for your choices; and respond to at least two other students’ views.

Sample Solution

o group together and have a gap with other groups and they maintain this distance due to cultural difference and qualifications. However, now they have change their culture because they faced a huge turnover rate of employees which caused a huge loss to them, this influenced the decision to introduce a different culture, where every individual get opportunities to share their thoughts and ideas (Markoulli, 2017). Indulgence Vs Restraint: Indulgence Vs Restraint is the second cultural theory of Geert Hofstede’s dimension, which meters capability to gratify the instant wishes and individual needs of an organization’s employees (Beauregarda, 2017). TCC also follow this dimension on their employees to fulfil their instant need. Employees are not satisfied in working at TCC which results in high turnover in the organization. This dimension has high rating on the workforce due to which the employees are less likely satisfied with their job. But management have decided to increasing flexibilities towards working periods to reduce turnover. Long Term Vs Short Term: The third cultural theory of Geert Hofstede’s dimension is long-term orientation vs short-term orientation, which defines a culture’s time prospect. In TCC Centers, they follow this cultural method on their employees to achieve their goals. Short-time orientated cultures are old-style system where takings a substantial quantity of period to construct associations and long-term cultures are goal-orientated system, which understands time as linear way. Masculinity Vs Femininity: The fourth cultural theory of Geert Hofstede’s dimension is masculinity vs femininity, which measures confidence, spirit, control and greediness of human relations. In TCC Centers, have no gender discrimination, not in previously or now. They always do priority towards the work of the employees. All the male and female treats equally over there, they never create any discriminate issues (Brandon & Seldman, 2004). Thus, the masculinity vs femininity index is low in TCC. Tolerance of Uncertainty:

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