Management of policy

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It is strongly recommended you read this entire assignment before you begin working on t and revisit the assignment periodically as you work on it.
M01 – Policy Review
The CHI organization and its executive team desire to reorganize and implement more effective management of policy and also to review and update some parts of the policy environment of the company.
Your assignment is to organize the existing library of policy documents and then undertake a CHI, Inc. policy and governance review. Follow these detailed, multi-step instructions to complete each of the multiple parts of the assignment.
Step 1:
Locate the CHI Policy document set you have been given. Using a text editor of your choice, prepare a separate document file for each of the various policy elements. Each policy must be in a separate and properly named file. This will include isolating the EISP as its own file as well as placing each of the existing ISSP policy texts into separate named policies, each in its own document file, to make future revisions more efficient.
Create a folder on your KSU provided OneDrive account and Name it “<your netid> ISA 4820 Policy” replacing <your netd> with your KSU netid.
You must explicitly share this folder inside OneDrive with the course instructor (hmattord@kennesaw.edu)
Inside of that shared folder create a subfolder with the name “M01 Existing Policy”.
Using any tools of your own choosing, create a set of policy documents in this library extracted from the currently published single policy document in the course’s case study. Be sure to make each policy document clearly named. Each policy document must be edited to be attractive in appearance. Add such headers and footers as you think are needed based on your knowledge of policy management practices. Each document must be saved as a PDF file type.
You should have one complete EISP document in a single PDF file. You will have a single PDF file for each ISSP and SySSP that you find.
Name your EISP and ISSP files using this convention: “CHI – <your netid> – <EISP or ISSP> – <policy name> – Ver. <version code>”.
For example “CHI – nynam888 – ISSP – Network Firewall Usage Policy – Ver. 1.0” or
“CHI – mynam88 – EISP – Corporate Information Security Policy – Ver. 2.1”. Assign version numbers as you find appropriate.

Sample Solution

relationship between leader and follower (Glynn & DeJordy, 2010). Therefore understanding how leader-member interactions nurtured by transformational, respectively transactional, leadership influence team psychological safety is resourceful. Not only will it increase the current knowledge on the relationship between leadership and team psychological safety, but it will also be helpful for informing strategies aimed at enhancing leaders’ practices for fostering psychological safety.

Objective and research questions
Aim of the research
The aim of this research is understanding whether being transactional or transformational leader has a different effect on the psychological safety due to the quality of the leader-member exchanges entailed by each of these leadership approaches.
Research questions
Main research question
What is the relationship between transformational, respectively transactional, leadership LMX and psychological safety?
Sub-questions:
1) What is the relationship between on the one hand transformational, respectively transactional, leadership and psychological safety on the other hand?
2) What is the relationship between on the one hand transformational, respectively transactional, leadership and LMX on the other hand?
3) To what extent does LMX mediate the relationship between transformational/transactional leadership and psychological safety?

Concepts
Psychological safety
In this study’s context, psychological safety describes the perception that an individual has regarding the consequences of interpersonal risks in their working environment. In other words, it consists of beliefs on how other people will react when an individual exposes himself by asking questions, reporting an error, asking for feedback or making a proposal of a new idea (Edmondson, 2004). At individual level, psychological safety is associated with knowledge sharing, employee engagement, and employee voice (Edmonson & Lei, Psychological Safety: The History, Renaissance, and Future of an Interpersonal Construct, 2014). At group level, Edmonson (2004; 1999) argues that by facilitating error reporting, help seeking, and feedback seeking, psychological safety mediates team learning behaviours.
Transformational leadership

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