Effective Security Management, 5th Edition

Effective Security Management......Page 3
Copyright
......Page 5
Dedication
......Page 6
Preface......Page 7
Logical Division of Work......Page 11
Time......Page 12
Geography......Page 13
Clear Lines of Authority and Responsibility......Page 14
Unity of Command......Page 15
Responsibility, Authority, and Accountability......Page 16
The Changing Role of Security......Page 17
Security’s Contribution to Profits......Page 18
The Difference Between Corporate and Company Security......Page 19
Review Questions......Page 22
Organizational Structure......Page 25
The Informal Organization......Page 26
Subunit Structures......Page 28
Corporate Culture......Page 30
Review Questions......Page 31
The Protective Service Role......Page 33
Executive’s Home Security Survey......Page 35
Emergency Service......Page 36
Educational Services......Page 37
Employee Self-Protection Programs......Page 38
Management Services......Page 39
Review Questions......Page 40
The Security Director as a Leader......Page 41
As an Executive with High Visibility......Page 42
As an Executive with a Broad Profile......Page 43
As a Counselor and Advisor (In-House Security Consultant)......Page 44
As a Trainer......Page 45
As a Contemporary Professional......Page 46
As a Goal Setter and Strategic Planner......Page 47
The New Security Director......Page 48
Review Questions......Page 49
The Supervisor as an Inspector......Page 51
Supervisory Authority......Page 52
The Supervisor as the “In-Between” Person......Page 53
One Boss......Page 54
Automatic Shifting in the Line of Command......Page 55
Functional or Staff Supervision......Page 56
Summary......Page 57
Review Questions......Page 58
Standards of Conduct......Page 59
Courtesy......Page 60
Due Process......Page 61
Cooperation......Page 62
Stability......Page 63
Morality......Page 64
Review Questions......Page 65
Hiring Security Personnel......Page 69
Nonentry-Level Recruiting......Page 71
Initial Human Resource Interview......Page 72
The Initial Security Interview......Page 73
Seven Interviewing Rules......Page 74
Secondary Interviewing......Page 75
Background Investigation of Applicant......Page 76
Review Questions......Page 78
Accuracy and Completeness in Describing the Job......Page 79
Desirable......Page 80
Matching Training to Job Description......Page 81
Performance Evaluations Based on Job Descriptions......Page 82
Composition of the Job Description......Page 83
Sample Job Description......Page 84
Summary......Page 85
Review Questions......Page 86
Shortcomings of Typical “Training”......Page 87
Training Defined......Page 88
Structuring the OJT Experience......Page 89
POP Formula: Policy, Objective, Procedure......Page 90
Detailed Expansion of Procedure......Page 92
In-Service General Seminars......Page 93
Meeting Organizational Needs......Page 94
Summary......Page 95
Review Questions......Page 96
Discipline......Page 97
The Supervisor’s Role in Discipline......Page 98
Disciplinary Problems Arising from Misunderstood Assignments......Page 99
Basic Rules of the Disciplinary Process......Page 100
Self-Discipline......Page 103
Self-Discipline and Humility......Page 104
Review Questions......Page 105
“Theory X” and “Theory Y”......Page 107
The Autocratic Theory......Page 108
Work Motivation Theory......Page 109
Responsibility as a Motivator......Page 110
Achievement as a Motivator......Page 111
Advancement as a Motivator......Page 112
Demotivators......Page 113
Summary......Page 115
Review Questions......Page 116
Identifying Promotional Candidates......Page 117
Anticipated Performance in the Higher Level Job......Page 118
Selection of the Right Candidate......Page 119
The Board Interview......Page 120
Promotion from “within”......Page 121
Advantages of Multiple Layers......Page 122
“Retreating”......Page 123
Summary......Page 124
Review Questions......Page 125
Verbal-Down......Page 127
Written-Down......Page 128
Departmental Newsletter......Page 129
Written-Horizontal......Page 130
Verbal-Horizontal......Page 132
About Listening......Page 133
Review Questions......Page 134
Career (Proprietary) versus Noncareer (and Contract) Personnel......Page 135
Example......Page 136
Example......Page 137
Example......Page 138
Example......Page 139
Example......Page 140
Example......Page 141
Summary......Page 142
Review Questions......Page 143
What Is a Budget?......Page 147
Why Do We Have a Budget?......Page 148
When Is a Budget Prepared?......Page 149
Phase Two: Security (Middle) Management — Bottom-Up......Page 150
How Is a Budget Prepared?......Page 151
Salary Expense Budget......Page 152
Sundry Expense Budget......Page 155
Justifying the Security Budget......Page 158
Review Questions......Page 159
The Security Inspection Process......Page 161
Continuous Security Inspections......Page 162
Warehouse Exterior......Page 163
Who Conducts the Inspection?......Page 164
Risk Assessment......Page 166
Procedural Controls......Page 167
Personnel......Page 168
Assessment of Countermeasures......Page 169
Inspecting for Compliance with Procedures......Page 170
Statistics in Program Management......Page 171
Review Questions......Page 173
Risk Management Programs and the Security Professional’s Role......Page 175
Risk Analysis......Page 177
Risk Assessment and Risk Rating......Page 178
Risk Mitigation......Page 179
Reporting......Page 181
Summary......Page 182
Review Questions......Page 183
The Purpose of a Security Survey......Page 185
Building a Survey Program: Components of a Security Survey......Page 186
Components of a Security Survey......Page 188
Summary......Page 189
Review Questions......Page 190
Supervision......Page 191
Reception......Page 193
Records......Page 194
Record Filing Systems......Page 195
Master Index......Page 196
Mail......Page 197
The Office Environment......Page 198
Review Questions......Page 199
Historical Evolution......Page 201
Procedure: Verification of Former Employers......Page 202
Provision for Objective Performance Evaluation......Page 203
Compliance......Page 204
Combining Policies and Procedures......Page 205
Free-Standing Policies......Page 206
Policies, Procedures, and the Security Manual......Page 207
Summary......Page 209
Review Questions......Page 211
PC Hardware......Page 213
Peripherals......Page 214
System Software......Page 215
Database Management......Page 216
Encryption Software......Page 217
Image Processing......Page 218
Electronic Mail......Page 219
World Wide Web......Page 220
Specialized Management Programs......Page 221
Central Station Monitoring......Page 222
Risks of Using PCs......Page 223
Review Questions......Page 225
Introduction......Page 227
Planning For Future Security Needs......Page 228
Internal Statistical Analysis......Page 232
External Statistical Analysis......Page 234
Methodology......Page 235
Information for Risk Analysis......Page 237
Return on Investment......Page 238
Review Questions......Page 239
Security First......Page 243
New Employee Inductions......Page 244
Executive Orientations......Page 245
Bulletins......Page 246
Meetings......Page 247
Involvement Programs......Page 248
Review Questions......Page 249
Relationship with Law Enforcement......Page 251
Provide Information on Individual Criminal Histories......Page 252
Provide Traffic Control Support for Special Events......Page 253
Coordinate with Security on Special Enforcement Projects......Page 254
Provide Intelligence on Radical or Political Activists......Page 255
Contribute to the Local Criminal Statistical Data......Page 256
Provide Liaison Between Law Enforcement and the Business World......Page 257
Summary......Page 258
Review Questions......Page 259
Cooperation......Page 261
Participation......Page 264
Magazine Article Authorship......Page 266
Education......Page 267
Review Questions......Page 268
Corporate Activities......Page 269
Employee Impact......Page 270
Security Profile......Page 271
How Do I Network/Liaise with the Community?......Page 272
Review Questions......Page 274
Jackass Management Traits1......Page 277

The Manager Who Ignores the Opinions and Advice of Subordinates......Page 279
The Manager Who Fails to Delegate Properly......Page 280

The Manager Who Ignores the Training and Developmental Needs of Subordinates......Page 281

The Manager Who Insists on Doing Everything “The Company Way”......Page 282

The Manager Who Fails to Give Credit When Credit Is Due......Page 283
The Manager Who Ignores Employees’ Complaints......Page 284
The Manager Who Does Not Keep People Informed......Page 285

The Manager Who Views the Disciplinary Process as a Punitive Action......Page 287

The Manager Who Fails to Back up His or Her People......Page 288
The Manager Whose Word Cannot Be Trusted......Page 289
The Manager Who Avoids Making Decisions......Page 290

The Manager Who “Plays Favorites”......Page 291

The Manager Who Fails to Stay Current in the Field......Page 292

The Manager Who Enjoys “Pouring on” More Work Than a Subordinate Can Handle......Page 293

The Newly Promoted Manager Who Believes His or Her Manure Is Odorless......Page 294
The Manager Who Is Moody......Page 295

Managers Who Fail to Plan and Put Priorities on Their Work......Page 296
The Manager Who Lacks Emotion and Empathy......Page 298

The Manager Who Views Women as Being Limited to Pleasure, Breeding, and Menial Functions......Page 299

The Manager Who Faithfully Practices the Art of Pessimism......Page 300
The Manager Who Steals Subordinates’ Ideas......Page 301

The Manager Whose Style and Authority Are Based on Absolute Power......Page 302

The Manager Who Seems Oblivious to What Is Happening......Page 303
The Manager Who Loves to “Sack” Employees......Page 304

The Manager Who Embarrasses Subordinates in the Presence of Others......Page 305

The Manager Who Follows “Double Standards” in the Organization......Page 306
The Manager Who Is a Religious or Racial Bigot......Page 307
Summary......Page 308

Employee Performance Evaluation......Page 309
Security Vulnerability Survey......Page 317
Selected Security Related Organizations......Page 323
Suggested Security/Loss Prevention Reference Sources......Page 327
Index
......Page 331