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a) Field of security is dynamic and robust; what is not a security threat today can become one tomorrow. As such, the job scope of security officers is never constant. It has to evolve and be updated based on the dynamic context. This explains the idea of a "living document";

b) Employees must seek to upgrade their knowledge, skills, and abilities (KSA) based on the evolving job scope and demands of the security sector. To the KSA, I would add 'P', which is personality. Managing security issues and operations require certain personality characteristics - recall what these are from the earlier seminars and TMA01;

c) The points by the various posts on employees' career trajectory, recruitment, advancement, training, and leadership are highly relevant. I encourage everyone to review those points shared by your classmates who contributed them during the seminars;

d) Answers must also be contextualised to corporate security. For this, we expect students to define corporate security and explain how this type of security is evolving. A discussion of cyber crimes and other cyber threats is required. Consider technological and social media companies' (Facebook, Twitter, and now TikTok) roles and responsibilities towards security. From an administration point of view, corporate companies must educate staff on such global security concerns.

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a) Similar to Q3, the points by the various posts are highly relevant. I encourage everyone to review those points shared by your classmates who contributed them during the seminars;

b) Answers must demonstrate some knowledge on hospital operations (pre-pandemic). Next, explain how the pandemic posed security challenges to hospitals (provide examples);

c) Post-pandemic, we see how the pandemic has changed the way security is managed and carried out in hospitals in view of health security threats (as a form of non-traditional security threat). For example, operation staff will be engaged in duties beyond their normal scope (e.g., taking temperature, escorting infected patients, managing distress in public, among others);

d) Manpower considerations is another critical area. Shortage of manpower during the pandemic can result in serious lapses that have drastic consequences for national health security;

e) Major hospitals' inventory of key equipment has increased. This requires proper audit and security of the equipment;

f) Operations staff need to undergo crisis management training. This also relates to the "living document" concept discussed in Q3;

g) How do we prepare the operations staff of major hospitals for the next crisis? What are the key steps needed? Consider ethics as well.

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-Widening job scope for security officers. Physical security management has changed into not only managing the physical security in terms of access control but also includes monitoring people who are entering the hospitals for signs of illness. Also includes temperature taking and contact tracing at access points.

-Their jobs hold more weight and responsibility. They have to monitor access points more carefully to prevent unauthorized patients from accessing quarantine areas to limit spread of contagious diseases.

-Dealing with morale of security officers. Because their duties were separated by shift to prevent spreading any illnesses to other shifts, if one shift is unable to work due to illness, the other shift would have to cover them and thus may result in lower morale. Mitigating measures include better monetary incentives for officers.

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1. Enhanced screening measures: Singapore hospitals may need to conduct more stringent screening techniques to detect those infected with Covid-19. Temperature checks, health declaration papers, and travel history screening may be included. Security personnel may be needed to assist with these precautions and guarantee that only authorized individuals enter the hospital.

2. Crowd control: Covid-19 may result in a rise in the number of patients and visitors to hospitals. Crowd control and ensuring that social distance rules are respected may require the assistance of security personnel. A single entry and exit are also necessary to minimise encounters.

3. Contact tracing: Hospitals may need to adopt contact tracing measures to identify persons who may have been exposed to Covid-19.

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Disciplining:

1. Clarifying expectations: Communication can help to set clear expectations for security personnel in terms of their job performance, conduct, and adherence to rules and regulations. When security employees know what is expected of them, they are more likely to comply and avoid disciplinary action.

2. Providing feedback: Communication allows for ongoing feedback between supervisors and security personnel. Constructive feedback can help employees understand where they need to improve and correct their behaviour before it leads to disciplinary action.

3. Ensuring consistency: Communication helps to ensure that disciplinary action is consistent and fair across the entire organization. When disciplinary action is taken, it is essential that it is communicated clearly and consistently to all employees.

Motivating:

1. Building morale: Communication can help to build morale among security personnel. Regular communication from supervisors and management can help employees feel valued, included, and supported.

2. Fostering teamwork: Effective communication can foster teamwork among security personnel. Regular team meetings, clear direction and expectations, and open communication channels can help employees feel like they are part of a team working towards a common goal.

3. Providing recognition: Communication can also be used to provide recognition and reward for security personnel who perform well. Recognition for a job well done can help to motivate employees to continue to perform at a high level and contribute to the success of the organization.

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Implications

1)Manpower requirement at a moment’s notice when required

2)Requirements of extra equipment for access control, registration, scanning, tracking

Security Risks & Countermeasures

1) Health security risk (infection)

Before COVID is about the prevention of infectious disease transmission because there are vaccines and no unknown diseases

-Countermeasures was basic sanitiser, mask wearing

During COVID is about prevention of outbreak as there are no vaccines and high uncertainty

-Countermeasures involves more sophisticated measures such as scanning, regular testing, declarations, and no visitation policies

Presently is back to prevention of transmission as there is vaccines, but still higher risk than before COVID due to uncertainty

- Countermeasures involves more vaccinations, visitors registration

2) Theft of PPE

Before COVID may not have a high risk

- Countermeasures may be yearly stock take

During COVID have increased risk

-Countermeasures during COVID is for PPE to be controlled

Presently, lesser threat of theft due to lesser likelihood

-Countermeasure may be lessened back to pre-covid levels

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Clear and consistent communication is essential in establishing workplace rules and expectations for security employees. When employees are not given clear guidance on what behavior is expected of them, they may be more likely to make mistakes or engage in inappropriate conduct. This can lead to negative outcomes such as security breaches, accidents or incidents that can compromise safety and security.

In addition, effective communication can be used to motivate security employees. For example, managers could use positive feedback and recognition to reward employees who perform well, or they could communicate the importance of their work in maintaining safety and security. By understanding how their work contributes to a larger goal, employees are more likely to be motivated and take pride in their work.

On the other hand, poor communication can undermine discipline and motivation. For instance, if security employees are not given feedback on their performance, they may not know how to improve or may become demotivated. Similarly, if managers are not clear and consistent in their communication, employees may become confused about what is expected of them or may not take disciplinary action seriously. This can lead to a lack of accountability and a decrease in productivity.

In conclusion, effective communication is essential in the discipline and motivation of security employees. Clear and consistent communication can help establish and enforce workplace rules and expectations, while positive feedback and recognition can motivate employees to perform at their best. However, poor communication can lead to negative outcomes such as decreased motivation and productivity. Therefore, managers should prioritize effective communication to ensure a safe and productive work environment for their security employees.

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As Singapore learns to live with Covid-19, hospitals have had to adapt their physical security operations to ensure the safety and well-being of patients, staff, and visitors. Some of the implications for physical security operations in hospitals include:

1) Hospitals have to restrict access to their premises to prevent the spread of Covid-19. This includes limiting the number of visitors, screening visitors and patients for symptoms.

2) Hospital staff have to wear PPE to prevent the spread of Covid-19. This includes masks, gloves, and gowns. Hospitals have to ensure that they have an adequate supply of PPE to protect staff and patients.

3) Hospitals have to implement enhanced cleaning protocols to prevent the spread of Covid-19. This includes disinfecting surfaces and equipment regularly and providing hand sanitizing stations throughout the hospital.

4) Hospitals have to adapt to provide telemedicine services to patients to reduce the risk of exposure to Covid-19. This has involved the use of technology to provide remote consultations and telehealth services to patients especially non-urgent cases.

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Traditional:
Strengths
- A clear line of responsibility between different levels and departments.
- Clear who is reporting to who, speeding up communication. Clear chain of command.

Weaknesses
- Inflexible because have to go through many different levels to get approval (bureaucracy and red tape)
- Each level is working in Silos, preventing interdepartmental communications.
- Lack of feedback because of the traditional top down structure.

Network style
Strengths
- harnessing the expertise of various groups of people to solve the key security issue on hand
-

Weakness
- Power struggles when there are disagreements cause difficulties in decision making and coming to a consensus
- culture across each function/level may be different leading to communication breakdown

Why have 2 different structures
- More appropriate to have traditional structure for day to day operations because everybody should be delegated their respective responsibilities and security tasks. However, during crisis, network style structure may be more useful as can segregate the different areas into teams so that can leverage on the respective strengths of the departments depending on their expertise (e.g. response to cyber security threats would be lead by the IT head but have other departments like security department working in tandem

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A traditional hierarchical organizational structure is characterized by a clear chain of command, with decisions being made by higher-level management and communicated down to lower-level employees. This type of structure is often associated with strengths such as clear lines of authority, efficient decision-making, and a sense of stability and predictability.

However, a traditional hierarchical structure also has its weaknesses. It can be inflexible, with decisions taking longer to be made as they must pass through multiple levels of management. It can also lead to a lack of innovation, as lower-level employees may feel discouraged from suggesting new ideas or approaches.

In contrast, a flat or network-style organizational structure is characterized by fewer levels of management and more collaboration and decision-making at lower levels. This type of structure is often associated with strengths such as increased innovation, greater flexibility, and better communication and collaboration.

However, a flat or network-style structure also has its weaknesses. It can be less efficient, as there may be more people involved in decision-making and more opportunities for disagreement. It can also lead to confusion about roles and responsibilities, as there may be less clear lines of authority.

A security department may have two different structures: a formal structure and an informal structure. The formal structure refers to the official lines of authority and decision-making within the department, while the informal structure refers to the relationships and networks that exist outside of this official structure.

The formal structure of a security department is typically based on the overall organizational structure of the company, and it may be either hierarchical or flat. The informal structure, on the other hand, is often based on personal relationships and networks that develop within the department.

The strengths and weaknesses of these two different structures will depend on the specific needs and goals of the security department and the organization as a whole. A hierarchical structure may be more effective for a security department that needs to make quick, decisive decisions, while a flat or network-style structure may be more effective for a department that needs to be more flexible and open to new ideas.

In conclusion, both traditional hierarchical and flat or network-style organizational structures have their strengths and weaknesses in the context of a company’s internal security department. The most effective structure will depend on the specific needs and goals of the department and the organization as a whole, and a security department may have both formal and informal structures to meet these needs.

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A job description is a written document that outlines the duties, responsibilities, and expectations of a specific job within an organization. It is often used as a tool for recruitment and hiring, as well as for performance evaluation and professional development. However, a job description can also be considered a "living document" that shapes the employee's career trajectory.

One way in which a job description can shape an employee's career trajectory is by providing a clear understanding of the scope and responsibilities of the role. This helps the employee to focus their efforts and develop the skills and knowledge necessary to succeed in the job. It also helps to establish clear goals and expectations for performance, which can serve as a roadmap for career advancement.

A job description can also be a "living document" in the sense that it can evolve and change over time to reflect the changing needs and goals of the organization. For example, a security department may update its job descriptions to reflect new technologies or processes that are being implemented. This can provide opportunities for employees to expand their skills and responsibilities and move into new roles within the department.

In the context of a corporate security department, a job description can be particularly important for shaping the career trajectory of employees. The security industry is constantly evolving, with new technologies and challenges emerging on a regular basis. A well-defined job description can help employees to stay current and relevant in their roles, and it can also provide a foundation for professional development and advancement.

Overall, the concept of a job description being a "living document" is important for both the employee and the organization. It helps to ensure that the job is aligned with the needs and goals of the organization, while also providing a clear path for the employee's career growth and development. In the context of a corporate security department, a well-defined and regularly updated job description is essential for the administration and operations of the department and for the success and career advancement of its employees.

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- security employee's job scope and skill set is always evolving due to the ever changing world. For example, threats have evolved to include cyber threats. Therefore, employees are required to consistently upgrade their skills set, both interpersonal and hard skills.

Relating the concept
- administration is becoming more digital whereby most systems are moving online. Employee data is also stored online which means that administration has to be more aware of cyber security threats
- there is also more collaboration with law enforcement agency which increases the job scope of administrations