Part I: Incident Response PlanIncident response is a disciplined methodology for managing the aftermath of a security breach, cyberattack, or some other security incident. An IRP provides an organization procedures that effectively limit the impact on the data, system, and business and reduces recovery time and overall cost. Create a 1- to 2-page IRP Microsoft Word for the organization you chose in Week 1. In your plan, ensure you:Discuss roles and responsibilities.Discuss the critical activities for each of the 5 phases in the incident response process.List at least 3 cyber security tools that work together to monitor the organization’s network for malicious and abnormal activity.Part II: Change Management PlanChange management plans define the process for identifying, approving, implementing, and evaluating necessary changes due to new requirements, risks, patches, maintenance, and errors in the organization’s networked environment.Create a 1- to 2-page Change Management Plan in Microsoft Word for your chosen organization. In your plan, ensure you discuss:Roles and responsibilitiesThe use of swim lanes and calloutsWho should be involved in developing, testing, and planningWho reviews and signs off on the change management requestsBriefly describe how a change management plan reduces the organization’s risk from known threats.Part III: Cyber Security Tool ComparisonCreate a 1- to 2-page table that compares two of the industry standard tools that integrate incident management and change management. Recommend the best tool for the organization to the CEO and CIO. Explain how it maintains compliance with the organization’s regulatory requirements.Format your citations according to APA guidelines.

Discuss what performance management is and how it influences effective teams. Review table 11.1, define leadership behaviors (in your own words) and note which behaviors are beneficial at specific organizational activities (example: project planning, leading coworkers, etc…).  Please note at least five organizational activities and be specific when responding. Note at least two organizational capabilities and compare and contrast each. Please be sure to answer all the questions above in the initial post. Please ensure the initial post and two response posts are substantive.  Substantive posts will do at least TWO of the following: Ask an interesting, thoughtful question pertaining to the topic Expand on the topic, by adding additional thoughtful information Answer a question posted by another student in detail Share an applicable personal experience Provide an outside source Make an argument iscussion 1: 1. Discuss what performance management is and how it influences effective teams. Performance management is about aligning all the employees work, their measures and KPI is the development plan it’s what the organization wants to achieve their strategies, their themes and their outcomes. After done that it’s important to access over time how well this alignment is working assessing one employee performance is not the same as an appraisal. It allows the management to develop opportunities to asses and reward team members[ CITATION Sur16 \l 1033 ]. It allows mangers to create practical goals and it should meet the specific, measurable, achievable, relevant and time-based. It leads to building an engaged team by welcoming open conversation. Asking them a full feedback on regular basis provide a post task reviews. It creates a transparency; it tells how employees prepare and how to deliver a positive outcome. 2. Review table 11.1, define leadership behaviors (in your own words) and note which behaviors are beneficial at specific organizational activities (example: project planning, leading coworkers, etc…). Please note at least five organizational activities and be specific when responding. These leadership behaviors consist of different roles in delivering organizational activities. Organizational activities and type of leadership behavior appropriate are follows: Planning: It is a process of creating goals for the company, in this stage the leadership behavior needs to bring the employees together; it is the place where all the stakeholders of the organization should meet and discuss about how to move the organization forward. Staffing: for a significant staffing in the company, the leadership need to build the trust between him/her and employees can lead to organization performance. Budgeting: It is the platform to use the organization resources effectively, leaders should have decision making behavior since there is a need to weigh among the alternatives while budgeting. Reporting: delivering the result to stakeholders is a crucial process, the leaders need to have participant behaviors, since it need to combine different communication channels for effective communication to relevant stakeholders. Directing: Delegation of duties is crucial for any organization, the management delegates duties to mange the mangers who later delegate to work force. In this stage it need behavior of respect and code of ethics. 3. Note at least two organizational capabilities and compare and contrast each. There are many organizational capabilities and two of them are Innovation and Change. Innovation, it is the capability of the organization to generate new models which create a competitive advantage in the market[ CITATION Gur15 \l 1033 ]. It consists of come up with different ideas and convert the ideas into a product or service into practical for the organization. On the other side, change is also the ability of the organization to adopt the new trends in the market; it includes adopting the new technology. Innovation is beneficial for organization to have a significant profit in long run. Change consist of a level of negative, since it copes with change in government regulations an increase in Taxes. References: Inan., G., & Bititci, U. S. (2015). Understanding organizational capabilities and dynamic Understanding organizational capabilities and dynamic . Procedia - Social and Behavioral Sciences, 210, 310-319. Noronha., S. F., Aquinas., & manezes, A. d. (2016). IMPLEMENTING EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM: A SCOPING REVIEW. International Journal of Management and Applied Science, 2(5), 85-89. Rashida., I. M., Samah., I. H., Razali., R., & Sham, M. (2016). The Importance of Perceived Leadership Elements in Strategic University. Procedia Economics and Finance, 39, 422-426. Discussion 2: Performance Management Performance management is a kind of management tool which helps managers to monitor the entire works of employees and their performances. The terminology of performance management is a kind of goal for the betterment of an environment where we can perform our best abilities to reduce the efficiency of work. The performance management program will help most of the managers and employees to check out all the goals programs and expectations which are related to the company goals and visions. In general, performance management provides a particular view of the workplace (Basuki et al., 2020). With the help of this performance management, we can completely have a motivator environment within the organization and can also complete every task within the provided time. Leadership Behaviours Leadership behaviors are a personality and action which will create an effective response towards a leader. It is also a behavior that can be processed as a person who guides and teaches all the ethical rights and procedures under a business. Effective leadership behaviors will increase the productivity of the team and will also help to retain people as employees will be less active in living the organizations and also will perform best with successive results. The best behavior switch has to be e considered to be a leader are they must be honest they must be confident in their decisions they must be approachable to every employee they must be treated as an example. Better and best suggestions for the employee. If a decision is taken related to the project then the leader must not change the decision so he must have to be confident through his decisions and must be focused during the decision making (Wu et al., 2021). Under regular meetings within the organization, a leader must have to provide objective feedback ok with the employee performance and also with the project representations. If any employee finds difficulties in performing or in creating any sort of activity then a leader must give them a chance to approach him and discuss his difficulties. A leader must also provide a regular reward program to the employees for their performance. Organizational Capabilities Talent and accountability are two types of organizational activity that are somewhere similar to each other. The main importance of talent is the employee of the candidate must be innovative and constructed in their skills whereas accountability must include all types of skills within an organization or a project to innovate a new kind of development. Talent is a terminology that refers to an individual skill that is required by the technology and the organization (Louro et al., 2019). Accountability is a process in which all those individual skills and methodologies have to be implemented within the organization. Talent refers to the individual skill whereas accountability refers to the employee performance within the organization. References Basuki, Zulfikar, R., Khuzaini, & Widyanti, R. (2020). Warranting Increased Operational Performance of Pharmaceutical Firms of Indonesia through Collaborative and Calculative HRM Practices: Mediating Role of Employee Engagement. Systematic Reviews in Pharmacy, 11(2), 516–524. https://doi.org/10.5530/srp.2020.2.79 Louro, A. C., Brandão, M. M., Jakli?, J., & Sarcinelli, A. (2019). How can Customer Analytics Capabilities Influence Organizational Performance? A moderated mediation analysis. Brazilian Business Review (Portuguese Edition), 16(4), 369–382. https://doi.org/10.15728/bbr.2019.16.4.4 Wu, M., Zhang, L., Imran, M., Xu, J., & Yu, R. (2021). Impact of differential leadership on innovative behavior of employees: A double-edged sword. Social Behavior & Personality: An International Journal, 49(2), 1–12. https://doi.org/10.2224/sbp.9746