Biblio

This paper explores low cost technical solutions that can help organizations prevent, detect, and respond to insider incidents. Features and functionality associated with insider risk mitigation are presented. A taxonomy for high-level categories of insider threat tools is presented. A discussion of the relationship between the types of tools points out the nuances of insider threat control deployment, and considerations for selecting, implementing, and operating insider threat tools are provided.

Traditional security practices focus on negative incentives that attempt to force compliance through constraints, monitoring, and punishment. This paper describes a missing dimension of most organizations' insider threat defense-one that explicitly considers positive incentives for attracting individuals to act in the interests of the organization. Positive incentives focus on properties of the organizational context of workforce management practices - including those relating to organizational supportiveness, coworker connectedness, and job engagement. Without due attention to the organizational context in which insider threats occur, insider misbehaviors may simply reoccur as a natural response to counterproductive or dysfunctional management practices. A balanced combination of positive and negative incentives can improve employees' relationships with the organization and provide a means for employees to better cope with personal and professional stressors. An insider threat program that balances organizational incentives can become an advocate for the workforce and a means for improving employee work life - a welcome message to employees who feel threatened by programs focused on discovering insider wrongdoing.