Effect of the Nature of Virus Hunters †MyAssignmenthelp.com

Question: Discuss about the Effect of the Nature of Virus Hunters. Answer: Effect of the nature of virus hunters on the most appropriate structures for getting work done effectively and efficiently The organizational scenario at the Symantec is one of the highly flexible as well as adaptive structures. The world of today is characterised by rapid and unpredicatbale changes, in which there is high level of unexpected changes (Ramana Kumar, 2016). The sustainibility changes in the organization is more important for creatingeffective change management in the organizations. Symantec leaders use effective infirmation technology as well as fundamnetal new processes to respond quickly to the customer requirements. The virus systems are known to attack various parts of the computer system and hence it is important to put a check to their spreadouts (Ramana Kumar, 2016). This requires the work of the virus hunters to be less structured as they need to be aware of the organizational threats and that does not follow any specified pattern. This has a negative impact on the organization as the effective structures of the organziation requires fixed structures and pre-determined work patte rns (Ramana Kumar, 2016). The nature of the virus hunters ensure that they have to deal with different code of programmers, which makes it difficult for them to maintain team cohesion and team unity. The lack of team cohesion would imply that the organizational objectives may not be fulfilled. There has been huge change in the nature of the viruses and their mode of penetration in the computer system of the employees. This requires the virus-hunters to be aware of the different modes of entry and take contingent actions based on them (Carvalhosa et al., 2017). This affect the organizational structure in a positive way, since the organziatioanl work structures expects their employees to be able to undertake any risks and be ready with emergency management actions (Carvalhosa et al., 2017). The virus-hunters need to be aware of the unexpected nature and form of the viruses. This is helpful in situations when the managers need to be aware of the unexpected nature of the contingencues (Ramana Kumar, 2016). The programmers are required to operate in the least formal work environment, which is often the case in an organization setting. The managers of the organziations focus on the fact that the employees need to follow all rules of the organization and they need to operate in a formal work environment (Carvalhosa et al., 2017). The virus hunters also needs to operate in a more decentralised structure, in which the decision-making authority would reside on the individual department heads. This would provide better organizational ouctomes as it would be helpful in the decision making process of the organization. The virus hunters of the modern times operate in a highly mobile environment in which it is important to be a part of thechange management process (Cameron Green, 2015). There have been ongoing developments in the virus definitions and the virus hunters need to be aware of them (Carvalhosa et al., 2017). This requires them to a part of thechange management process and the lead the employees so that they can be instrumental in achieving of the organizational objectives. This nature of job of the virus hunters is beneficial for the organization (Carvalhosa et al., 2017). This is because of the fact that the modern organizations are subjected to various levels of internal as well as external changes, which needs to be corresponded to at an urgent basis (Cameron Green, 2015). The virus hunters are well adapted to adjust with the new types of security threats that are gaining relevance in the environment. This is instrumental in aiding the organizational improvements, as the companies n eed to align themselves and their functioning with the changed demands of the environment. Challenges of team and volunteeer management in relation to the computer viruses There would be issues in the management of the professionals as well as customer volunteers in a challenging work environment like Symantec. The managers would have issues with the controlling function of the management (Kerzner, 2013). The volunteers do not receive regular payments like the paid employees and hence they are often difficult to control. The controlling is one of the most important functions of the management, which is important for evaluating the various deviations from the set standards and fulfills the goals of the organization (Kerzner, 2013). The controlling function is affected in the organization in which there is a foreseeing action. The challenges in controlling a team lie in the setting of the actual setting of the standards and the measurement of the actual performance of the employees (Prokhorova Chobitok, 2016). It is concerned about taking corrective actions, which often becomes a difficult process. This is because of the fact that the managers might not be able to get hold of the volunteers and they may not advise suitable corrective actions for them. The volunteers in Symantec are usually the ones who do not get regular compensation and there are times when they work for free of cost (Kerzner, 2013). This is detrimental to the organizational performance as these employees would not be giving their best performance. It is also difficult to set performance criteria for this section of the employees, since they are not being given any formal compensation (Demydov et al., 2015). Hence, they cannot ask the employees to display a set level of performance. The managers are unable to provide any financial rewards to the volunteers and hence they are unable to implement the controlling function effectively (Kerzner, 2013). They also find it difficult to control this section of employees as it is difficult to implement punishments for not conforming to the pre-determined work standards. There would also be challenges for evaluation of the performances of the volunteers or the other employees of the firm. The managers would be unable to provide any motivation to the employees since the volunteers would not be able to work properly without the help of proper package (Mafini Dlodlo, 2014). The employees evaluation would be a problem affair since there would not be any predetermined criteria. The managers would be having a tough time in deciding about the performance of the volunteers, which may create barrier in the realization of the organizational objectives (Kerzner, 2013). There are instances when the rating and the ranking system is responsible for decreasing the engagement of the employees and this also reduces the motivation level of the employees (Mafini Dlodlo, 2014). Such kind of mechanisms makes people prone to rapid reactions as well as aggressive movement of the employees, which may increase the instances of conflicts in the organizations. The volunteers are responsible for a variety of works such as writing of the virus code definitions, installation of the virus attack mechanisms and the interaction with the customers (Mafini Dlodlo, 2014). These are some of the vital work functions and if the employees are negligent in performing their work duties, then there might be serious issues in the organizational outcomes. The performance management of the employees would be a serious concern for the managers (Demydov et al., 2015). The managers may not be able to align the team members as the changing requirements of the external environment. Another common issue of the traditional performance management system is that the reviews given in the traditional reviews dont help the employees to develop as well as grow themselves (Demydov et al., 2015). The annual review is done on yearly basis and there are instances when the manager fails to give proper feedback to the employees at correct time. There can be issues with the job descriptions of the employees. The volunteers would not be able to give their maximum productivity, if they are not being explained about the tasks they are supposed to do on a regular basis. There can be lack of credibility of the job descriptions, which relies on the effective of the human resource managers (Demydov et al., 2015). There can be lack of established goals, which may leave the volunteers clueless about the actual work they are supposed to deliver. For example, if the virus hunters are not being instructed to stay aware of the various new threats in the market, then they would not be able to keep themselves updated. This may cause a decrease in the operational efficiency of the firm, which would affect the accomplishment of the organizational objectives (Demydov et al., 2015). There can be lack of consistency in which there would be times when the employees would be delivering high performances and there would be times when they would be delivering average performances. References Baskerville, R., Spagnoletti, P., Kim, J. (2014). Incident-centered information security: Managing a strategic balance between prevention and response.Information Management,51(1), 138-151. Cameron, E., Green, M. (2015).Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Carvalhosa, P., Portela, F., Machado, J., Santos, M. F., Abelha, A. (2017, March). Good practices in Local Government-A first overview of Portuguese reality. InIOP Conference Series: Materials Science and Engineering(Vol. 185, No. 1, p. 012002). IOP Publishing. Demydov, I. V., Strykhalyuk, B. M., Shpur, O. M., Mohamed, M. E. H., Klymash, Y. V. (2015). The structural-functional synthesis of cloud service delivery platform after service availability and performance criteria. , (1), 144-159. Kerzner, H. (2013).Project management: a systems approach to planning, scheduling, and controlling. John Wiley Sons. Mafini, C., Dlodlo, N. (2014). The relationship between extrinsic motivation, job satisfaction and life satisfaction amongst employees in a public organisation.SA Journal of Industrial Psychology,40(1), 01-12. Prokhorova, V., Chobitok, V. (2016). Controlling in Airline Enterprises Management System.Pro?eedings of the National Aviation University, (1), 70-75. Ramana, C. V., Kumar, B. M. (2016). Virus Attack Identification And Representation In Sensor Network.IJSEAT,4(1), 040-043.