BOGART - A IN POINT - Case Study Example

When their scheme was identified the men had managed to leave the premises with sensitive and basic information involving the B.I.D. program. The fiasco ultimately cost the company, approximately, 1,000,000 dollars to recover, repair, and pay the necessary technicians to fix the damages and eliminate the self destruct “booby-traps” they had set. These costs amounted to, nearly, twice as much as it cost to initially implement and finance the new software's development. There are a number of aspects to the case study here one can criticize Bogart’s approaches and practices in relation to this topic.

However, there are 10 specific changes that would have helped the Bogart Company to prevent and proactively deal with the issues created by the developers. These ten suggestions explain where the Bogart Company went wrong and changes that they could implement that might have prevented problems. These implementations could, also, aid them in deterrence of such issues in the future. 1. Know Your Staff: These gentlemen were newly hired and immediately handed an immensely important task; it might have been wiser not to put so much faith and responsibility in someone whose company loyalties cannot be known. 2. Never Let Employees Work on Sensitive Projects at Home: These new hired developers should never have been allowed to work from home.

Outside the workplace environment there is no way for supervisors, managers, or other staff to have access to the work that these employees are doing. 3. Management Need to be involved in Sensitive Projects: The development of team involved only these two men involved two others. With such a small team working on something so intrinsically important to the future of the business, there should be a level of involvement form supervisory and management staff. They should have been more heavily present.

This, alone, could have had a huge effect on the behaviors of employees. 4. Trademark and Protect Interests from the Start: Once the unique elements of their system had been determined, they should have immediately trademarked and guaranteed their rights, earlier on, preceding the copyright efforts of the dishonest employees. 5. Regular In-depth Reviews of the Work: The designers were able to encrypt the system with booby-traps that could completely compromise and shutdown the system. It more people had been involved or aware of the process then these employees may not have had the “free reign” that allowed them to do as they did.

Stronger interactive behaviors from supervisors are essential. 6. Make Sure Staff Feels Importance and Loyalty to the Company: Be sure to install a sense of importance and relevance to staff contributions, in this way, your staff can be your eyes, ears, and guardians of the company’s ethics and standards. In this case, it was the honesty and keen eye of another employee that identified the designers hidden trademark logo. Had that employee, in the case study, not identified that trademark the outcome in this case might be a great deal different (Mayhew, 2013). 7. Implement Strict Policy from the Start: The Company used the signing of stricter security policies as a ploy to