Strategies for Effective Succession Planning

Strategies for Effective era PlanningAbstractMost autobuss know that talented mint be securely to realize. If managers try to replace current employees, they often find that recruiting comparably qualified employees from outside the company may cost much more than keeping current employees. Companies leave behind case problems when employees retire and hold in with them the knowledge and experiences. Succession cooking is active take awaying the nerves talent pipeline and building familiar bench strength. This paper finished qualitative analysis, literature research and inductive methods of analysis, based on this study constitute the framework of dissertation. In this paper I try to explain effective period course of studys and how to institute a taking over plan. By citing some cases of some popular companies to explain why companies take aim era plans and how these plans affect companies. Succession plan helps to en received leadership continuity in anchor pos itions, retain and develop future intellectual and knowledge capital. Companies may face serious human resources crisis. By writing this research paper I realize no matter I am an employee or employer, I should etern every last(predicate)y consider the future. The world is changing fast, only if I nominate for the change in the future provoke I chase the pace of the world.Keyword term planning, continuity, replacement, effect, HR crisisIntroductionMore and more managers are complaining that they cannot find satisfied employees to meet the void in working positions. When some excellent employees leave their companies, its hard to recruit new(a) employees who are competent to the byplays. In todays fast-paced world, organizations cant miss a beat, especially when it involves their people. The reason that these organizations are facing this dilemma is they dont prepare well for the future. Its a disaster when organizations cannot fall the justifiedly people to replace the posi tions in duration. However, some famous companies like Microsoft, Intel and Apple they seldom face this change of problem. Lets take a look at how these well-know corporations deal with this.Steve Jobs, the CEO of Apple, has always had to leave his job because his health state. Usually a company will be affected by the absence of its CEO. However, during his absence, Apple maintained operated smoothly and successfully. Even no carcass has headspringed What will Apple do without Steve?Over the last 40 days, Intel has maintained a high up level of addition and creation while it has transited through five CEOs. Paul Otellini, Intels current CEO, had been working at Intel for more than 30 years before becoming CEO, and his supervisors fox devoted their whole careers sentence at this company. Innovation and predictability have become the characteristic of the Intel.On the other hand, the replacement of hooter Gates at Microsoft was a schemed case that cost Microsoft more than eight years to complete. The long-term strategy would give Microsoft a chance to absorb new managers into the commission level and provide the guarantee which both customers and investors are looking for. (Douglas Welton, 2009)In fact, not only these companies, all the successful companies use a laboursaving tool to maintain high-quality continuity in leadership. This wonderful tool is calledsuccession planning, thats the key point why they can operate successfully all the time.Main bodyBackgroundIn previous years, labor in the United States was plentiful and taken for granted. Managers had lots of time to evaluate and prepare employees for advancement over long time spans and to overstaff as insurance against surprise losses in key positions. That was true in that time because most jobs did not require comprehensive prequalification. seniority (sometimes called job tenure), as measured by time with an organization or in an industry, was sufficient to ensure advancement. Success ion planning and management activities mainly toilsome on leaders at the peak of tall organisational hierarchies because organizations were controlled from the top down and were thus heavily dependent on the knowledge, skills, and attitudes of top management.However, as time changed, few organizations have the luxury to overstaff in the face of drastic global competition from low-cost labor abroad and economic restructuring efforts. That is art objecticularly true in high-technology companies where several months experience may be the equivalent of a years work in a more stable industry. At the same time, products, markets, and management activities have grown more complex. Many jobs now require extensive prequalification, both inside and outside organizations. Its not just for positions, leadership readiness have become important factors fewer employees compete for diminishing advancement opportunities. As employee authority has broadened the extend of decision makers, leadershi p influence can be exerted at all hierarchical levels rather than limited to those few granted authority by virtue of their lofty titles and managerial positions. (William J. Rothwell, 2010)Unfortunately, United States is facing a demographic crisis.From these two charts of US population by age, we can see from 1965-2025, people who are 55 or older is the most fast growing gathering and they make up the main population of US, Whereas the population of other groups is maintaining nearly the same. queer Boomers started leaving their positions in 2008. Its supposed that Gen X will replace Baby Boomers positions. However, the population of Gen X is much smaller than Baby Boomers most of them are too young to be qualified to some managing positions, so Gen X cannot fill the void which results from Boomers leaving. The average retirement age in US was 62 it means the number of people who are not working is becoming larger. From 2010 the growth rate of labor specialty will fall dramatic ally from 12% to 2%. Projected labor force change by age shows capacious hole in future workforce. What happens to work force if more and more employees are retiring with a low growth rate of work force? Definitely it results in a shrinking puss in workforce. Its a bad news to companies because they will suffer a lot if they cannot find the right person to fill the positions in time, especially when some skillful and experienced senior managers leave or retire from companies.For these reasons, organizational leaders must(prenominal) take proactive steps to plan for future talent demand at all levels and implement programs designed to ensure that the right people are ready(prenominal) for the right jobs in the right places and at the right times to get the right results. The continuity of the organization over time requires a succession of persons to fill key positions. The best way to find talented persons to fill roles in your organization is not the typical system of placing ads, making calls, and looking for individuals who might be unhappy in their current positions, and trying to do this during the two-week notice period of a departing employee is not going to help to find the best person for the position. (William J. Rothwell, 2010)Thats where succession planning comes in.Whats succession planning?Succession planning is a process for gradeing and developing internal people with the capability to fill key leadership positions in the company. Succession planning increases the availability of experienced and skillful employees that are hopeful to undertake these roles as they become available. This process focuses on seeking the right person, not just the available person. Its built on the idea of recognizing the potential leaders in organization and developing them so that they are ready to move up when the probability arises. Its one of the best methods to promote recruitment and retention in organization.Although people often mix up replacement plans and succession planning, the latter goes beyond former planning because its focus is larger than one position or department. While often related to planning for senior executive replacements only, it is really broader than that can extend as far down the organization chart as managers want to go. It also differs from replacement planning because successors are considered by level on the organization chart. A talent pool is identified based on each level of management and a typical goal is to prepare as many successors as possible to be 80 percent ready for promotion to any position at the next level on the organization chart. The remaining 20 percent of development is provided when individuals have been promoted to higher(prenominal) level responsibility.Succession planning is usually based on the assumptions thatA goal is to identify a talent pool of many people who are willing to be considered for promotion and work to be developed for it.The future may not be like the prec eding(a), and the competencies required at each level may be opposite in the future so that merely cloning past leaders is not appropriate.Development occurs primarily on the job rather than by off-the-job training experiences. (William J. Rothwell, 2007)Why succession planning matters?Some people question whether its worth to spend time and money on succession planning. They argue that, with many people losing their jobs and working below their skill level, it should be easy to find satisfied replacements for the reduced number of people who can afford to retire at a time that retirement memory boards with the stock market.But that conception is not true. The people who leave their work do not match perfectly to the people who will be replaced as retirements or job growth. For example, the job growth in health cares. How many workers leave from information technology can become accountants?The fact is that succession planning is needs whenever in solid and bad situations. Organ izations should consider the future they should plan for change in the future. Competition for the talents is tend to be more and more intense, just rely on the immaterial human resources will delay the development of organization. They should focus on the internal human resources planning to maximize the advantage of companys value.Succession planning is critical to the contrast because the high-potential employees will one day become the leaders of the Company. This is why they need to be provided with opportunities to learn widely in organizations. These candidates should also be learn to widen their experiences to look into the working environment so that they can get a good understand of what are they expected to be to remain successful.another(prenominal) reason its important is the candidates recognized in the plan will eventually bear the responsibility for assuring the company is capable of meeting future challenges. These high potential candidates must be carefully sele cted and then provided training and development that gives them skills and competencies needed for tomorrows business environment.( Tom Bartridge,2005)It helps to improve employees commitment and retention, by given the opportunity to become high-potential leaders, employees will become more active in engaging the planning. To meet the career development expectations of existing employees, they will work harder to get the chance.The world is changing fast the knowledge is exploding every day, so as the marketing organizations face. What is important today may become inferior next month. Organizations will be in trouble without plans for future change. To meet the responding flexibly to change, a succession plan is necessary.Succession planning does not belong to big companies only. minor business like family-owned firms also needs it. Succession planning is an important component of any business strategy process. Family-owned firms make 80% to 90% of all United States business, yet only 3% of all family businesses survive beyond the third generation. Succession planning will aid the business owners in preparing for the time when they arrive retire, addressing extreme matters such as illness or death, securing the survival of the business through the transition of ownership, maximizing the return of the retiring owners investment and minimizing tax income burden at transfer.Succession planning processNow lets look at one of the most famous business leaders, shite Welch, who started his working at General Electric in 1960. As he raised his position in the organization he displayed leadership qualities that distinguished him from his peers. What did Jack Welch think about succession planning? One of his most admired skills was the ability to develop his subordinates so there was always someone ready to take his place when Jack was offered a promotion.How successful was his strategy? In 1981 he became the CEO of General Electric and served in that position until he retired in 2000. Furthermore, in 1991, Jack Welch tell From now on, choosing my successor is the most important decision Ill make. It occupies a considerable amount of thought almost every day. Thats a very weapons-grade statement for someone who owns the prospective and leadership competency to increase the value of General Electric from $13 billion to $410 billion dollars during his tenure.Its clear that succession planning and development of future leaders does not exist lonely. It needs to reflect the companys strategic goal. For any organizations to implement an effective succession plan, a number of key issues that need to be consideredThe succession planning program must have the support and backing of the companys senior level management.Identify what skills the organization will need in 5, 10 or 15 years.Identify high-performers that are almost ready to step into those critical positions.Analyze the workforce and identify who will be eligible for retirement within the next Critical positions must be identified and included in the Companys succession planning program.Succession planning must be part of an integrated HR process that includes training, development and performance appraisal.A system for communicating succession planning information to managers must be established.Managers need to identify the responsibilities, skills and competencies that will be needed by their replacements.A systematic approach for identifying, nominating and selecting potential successors must be established.Background information on potential successors, such as education, experience, skills, appraisals and potential should be reviewed.The training and development requirements of potential successors need to be determined.The skills of potential successors must be developed through work experiences, job rotation, suffers and other challenging assignments.A system for monitoring candidates development plan progress by senior management should be established.Succ ession planning must include a system for providing feedback and encouragement to potential successors.Succession planning is basically a numbers game that requires good organizational skills and the ability to pay attention to details.Finally, the succession plan must belong to the organization and not to the HR department in order to make sure it has the attention it deserves.( Tom Bartridge, 2005)Any succession planning will be organized to integrate all its components and emphasizes the internal development of existing employees in the organization. (Rothwell, 2005a)A succession planning starts from preparation. The first priority in the preparation is deciding members of succession planning team. This group will determine the scope of the entire project by formulating how many levels of management will be concluded.Here is an overview of the basic steps of the succession planning processPreparationGet commitment respect the organization.Determine key positions.Identify competen cies for key positions.Identify and assess candidates.Create development plans.Measure, monitor, report, and revise.PreparationA succession planning starts from preparation. The first priority in the preparation is deciding members of succession planning team. This group will determine the scope of the entire project by formulating how many levels of management will be concluded.Get commitmentNo succession planning program can operate without managers and employees at all levels totally understanding why a succession program is needed. At the same time, executives, managers, supervisors and employees must clearly understand their role in the program. Organization should also link strategic and workforce planning decisions refer succession planning to the needs and interests of senior leaders. (William J. Rothwell, 2007)Assess the organizationDuring this step, constitutors should assess current problems and practices or organization, whats situation around organization and analyze t he strength, weakness, opportunity and scourge (SWOT) of organization. Whats more, they will analyze present work requirements and individual performance to get overview of organization.Determine key positions.Decisions makers should analyze the gaps by determining current supply and expect demand. They should check whether the positions arrangement is reasonable and what modification should be done to make the operation more efficient. At the same time, future conditions should be considered, whether the organization needs some new positions to meet the changes in the future.Identify competencies for key positions.In this stage decision makers identify core competencies and technical competency requirements of those key positions, they reorient the organizations strategic objectives with the work and competencies need to realize those objectives. At the same time, they will identify the future work requirements and individual potential. The future will not needs be like the past . The organizations future requirements should be driven down to each level, job and function. The result should be expected future job descriptions and future competency models.Identify and assess candidates.Firstly, HR audits develop a pool of high potential candidates based on the requirements of positions, and then managers identify some high potential successors and their developmental needs. After observing their working for periods of time, their supervisors will evaluate those potentials. The candidates for promotion to higher level responsibilities should be considered against the background of the future. In other words, every individual who wants promotion is really working to be developed on an escalator because the competitive environment within which the organization performs is not static. Things are changing as individuals are being developed. It is not enough to suppose that successful performance in the past will make sure successful performance in the future. Inst ead, decision makers should find impersonal ways to determine how well potentials will perform at a future time or at a higher level of management.Create development plansTo better help candidates improve themselves to make them qualified to the higher level positions organizations should create development plans for them. This step focuses on closing developmental gaps found by previous step. To carry out this step successfully, managers should establish an individual development plan for each employee to narrow gaps between what the individual does now and what he or she must do successfully in the future to function at higher levels of responsibility.An individual development plan is like a learning contract. It is usually completed between an individual and supervisor. Candidates are inspired to take advantages of resources to help them build the competencies they need at higher levels of management. Resources may consist of training courses inside the organization, seminars or conferences outside the organization, internal job rotation experiences, and many other competency building efforts. (William J. Rothwell, 2007)Different plans employ to different level, job and function. Candidates should be given opportunities to express themselves. Not just tell them what to do, let them deal with problems by themselves to train them how to be a manager in the future.Measure, monitor, report, and reviseThe results of a succession planning program can be evaluated by measuring program success against the objectives established for the program in step B. By tracking selections from talent pools, listening to leader feedback on success of internal talent and internal hires, analyzing satisfaction surveys from customers, employees, and stakeholders and assessing response to changing requirements and needs.E. How succession planning works in hospitalityAverage employee turnover rate in hospitality industry ranges between 50-400% for employees and 25-200% for manager s annually. Its pretty high when compared to other industries. For instance, in the electronics industry (well- known for its high turnover) the rate of turnover is only about 27%. High turnover rate is accompanied by high turnover cost hotels have to spend a lot of money on recruiting new employees and managers, not to say the lose results from vacancies before the new candidates are selected.The cardinal changes that have occurred in the hospitality industry and the implications of these changes have affected the ways the hospitality industry hires, develops, and retains employees. It is critical for any hotels to pay attention on the font of hospitality human resources managing the organizations human capital and retaining its professional employees.There are many departments in a hotel to satisfy different demands of customers. For example, front desk, food and wine, housework and finance department they are all necessary to a hotel and any of them fail to operate properly wi ll interrupt the integral organization. To avoid this kind of human resource crisis, succession planning is necessary to hospitality industry.A good succession planning in a hotel should develop different plans for different departments. The function and work of each department is distinctive, so plans makers should focus on each departments characteristic. When designing the talent pool for each department, decision makers should not hinder the cross training. Cross training can provide hotels human resource backup to prepare for the peak season.ConclusionSuccession planning is not something a good company can ignore because the consequences of not being prepared to replace key personnel will have a major impress on an organizations ability to achieve its goals and strategic targets. The succession planning process needs to be considered as part of the companys strategic planning process because it deals with intercommunicate future changes by anticipating management vacancies a nd then determining how to meet these challenges. (William J. Rothwell, 2007)When it comes to hospitality people have to talk about the employees. Employees are the most important part of hotels operation. They have the strongest effects on customers who decide the success or failure of hotels. A succession planning is here to provide hotels with continuous talent pool to keep hotels run successfully and progressive.Succession planning should be approached with same conscientious objectives that one would benefit the management of any valuable asset. Retirement fund assets are invested in different vehicles depending upon an individuals appetite for risk. Investment yields are tracked. Investment strategies are modified when results do not meet expectations. Retirement fund managers are kept or fired based on portfolio results. Succession planning efforts should be managed similarly. Create a strict structure to gather assessment information, phonate goals, track progress and evalu ate results. In this context, the people who should be at the top of your organization in the future will emerge as stars. (Richard Houston, 2007)

Concepts of Information Security: Politics and Technology

Concepts of Information warranter Politics and TechnologyThe nothing to hide argument has call on a very important controversy recently. Now, nearly everything we do leaves an electronic trace which along with entropy mining, can be used to see what we are doing, and even predict our behaviour. With the recently passed inquiring Powers Act 2016 in the UK (HM Government, 2016), 48 different agencies will lease door to communi rambleion data, bulk personal data and other teaching with the purpose of increase our national security. The acts main aim is to increase security against acts of terrorism, but this comes at the cost of peoples privacy.The near common argument in favour of mass watch is that if you have nothing to hide you should have nothing to fear, and if you are acting in an illegal manner than you deserve to be punished, and having this surveillance is there to comfort us and our country. Whereas conventional armys movement can be tracked using radar, satellites and drones, terrorists dont have a navy or air force, making this meat of aggregation information about an assailant irrelevant. Another potential means of gathering information would be inside information, whether it be an informant or someone managing to diffuse the organisation. However, un wish well organised crime, a terrorist attack has the potential to take many lives, and it alone takes one make attack to do so, center one successful attack is one too many. Government surveillance can therefore be argued as the surmount way of protecting a nation as it means conversations can be followed and behaviours can be predicted. (Doyle, 2011).Daniel Solove has said that between the advances in technology and the government surveillance, that there are similarities with George Orwells 1984, and although not as natural as in the book, it is still possible to track people even if they are just walking around the corner. Along with data mining of information which could be tho ught of as trivial, the government are predicting whether a person is a terrorist based gain purchase histories along with other personal information. Whilst this sounds like it could be useful, what happens when someone is misidentified as a terrorist and added to a no-fly list or arrested? (Doyle, 2011). The European Union has also put ind the surveillance on this scale is illegal, and that only tar startleed information gathering I justified, but with the UK leaving the EU, this will not be a problem for them soon, and will join China and Russia in being a mass surveillance state (Agerholm, 2016).Overall I feel that mass surveillance is not necessary, with targeted surveillance being adequate, and with the lack of a reply from the public when this law was first announced, it has shown the government that they can get away with it, and sets a precedent going forward, making me ask the question, When does it stop? When will they have enough information? As much as George Orwel ls 1984 was a work of fiction, I feel like we are slowly moving in that direction, and if we get there, will there be a way spur?Assira CAPTCHAThe Asirra CAPTCHA was proposed at ACM CCS 2007 and works by showing the user 12 pictures of cats and dogs, with the user having to select the cat images and none of the dog images. A human can do this indoors 30 seconds 99.6% of the time, whereas algorithms find it much harder to differentiate between cats and dogs. Basing image classification off colour features gives a 56.9% accuracy, giving an overall probability of 0.2% to solve an Assira CAPTCHA.Assira has a database of over 3,000,000 images of cats and dogs which continues to grow. 13,000 images were collected by having a script which was left to run overnight, that would review and download the 12 images from the Assira research page. The images were manually classified into 3 classes of cat, dog and other. A support vector machine(SVM) classifier was used due to having the ability to extract linear combination of features, its predictive power and its scalability. 5-fold cross-validation was used to measure the accuracy of the SVM classifier, with 4 partitions used for training and the last one used to validate the results.The SVM classifier was trained on a combination of colour and texture features. Both the colour and the texture features estimate whether the picture is a cat or dog. An average of the colour and texture features is taken, with a weighting of 1/3 to colour and 2/3 to texture. Images of cats were mapped to the value of 1.0 and dogs to -1.0, meaning if the average returned a positive value, the SVM classifier would predict the image to be of a cat, whilst a negative number would result in a dog. This system resulted in a classifier with 82.7% accuracy, giving a 10.3% probability of breaking the Assira CAPTCHA, which notwithstanding being a lot lower than a human, was more than 50 times more successful than the predicted 0.2% for machine v ision attacks.Using a figure bucket system will greatly help to improve the robustness of the Assira CAPTCHA. Given that a human has a 99.6% success rate, giving a tot up of 3 attempts before having to complete 2 successful Assira CAPTCHAs greatly reduces the chance of it being broken via machine vision, without reducing the usability for a human too significantly. (Golle, 2008) jolt of Artificial Gummy Fingers on Fingerprint SystemsBiometrics is a form of single factor authentication used to identify someone. Fingerprints are one of the most common forms of biometric authentication, with them being used for PCs, smart cards and portable devices. Silicone flips as well as inked fingerprints on paper where tested before the experiment, finding that all capacitive sensors and some optical sensors rejected the silicone finger, and the inked paper was accepted on one of the systems.A fingerprint system captures data from the finger via a sensing device, extracts features from the da ta and encrypts it, then stores this information as a template with some personal information. When someone then uses the system, the scan is compared to the database of stored finger data and outputs an acceptance results if there is a matching template. The sensor detects the remnant between ridges and valleys of the fingerprint, with optical sensors detecting the difference in admonition, whilst a capacitive sensor detects the difference in capacitance. in that respect are several different attacks that can be performed against a fingerprint system including a criminal forcing the live finger to be used on the scanner, an attack against the authentication system with an unregistered finger, the use of a severed fingertip, a genetic clone of the registered finger or an fake clone of the finger.To make an artificial finger an impression must first be made of the live finger. The impression of the fingerprint is a mirror reflection of the live finger, meaning the impression can b e used as a mould to make the artificial finger. It can also be through with(p) by capturing the image of a residual fingerprint with a digital microscope and then making a mould to make the artificial finger which is made from gelatine. Both events of gummy fingers were accepted by the 11 different fingerprint systems used in the experiment, with varying probabilities between 67% and 100%. The number of samples was too small in this experiment to compare the different types of fingerprint systems, but there is enough evidence to show that gummy fingers can bypass this type of biometric security. (Matsumoto, T., Matsumoto, H., Yamada, K. and Hoshino, S, 2002)The best way to improve security would be multi-factor authentication. A finger print falls under the something I am category, so taking something from the something I own category, such as a happen upon fob or card, along with the something I know category, such as a password means that if one of these protective measures is compromised, there are still two other factors an attacker must take into consideration before being able to access the information they are trying to acquire.FREAK SSL/TLS VulnerabilityThe Factoring RSA Export Keys (FREAK) vulnerability in Secure Socket Layer (SSL) and its successor Transport Layer Security (TLS) was discovered in March 2015 by Karthi callan Bhargavan and his research team. TLS and SSL are communications protocols which were designed for secure data transfer between a guest and a host through authentication, encryption and integrity. (Muscat, I. 2016), (Caballero, J., Bodden, E. and Athanasopoulos, E. 2016).The vulnerability allows for a man-in-the-middle attack through an implementation error. The vulnerability was due to a US law which restricted RSA public key sizes to 512 bytes. SSL and TLS used visualisesuites with weak keys which were marked eligible for export. If a client is tryhing to connect to a trusted server, the man-in-the-middle attacker can repla ce the ciphersuite with an RSA_EXPORT ciphersuite of the subject sent from the client to the server. The server then responds, and again, the attacker replaces the ciphersuite with an RSA ciphersuite which gets forwarded to the client. The server then sends a strong, 2048 bits, RSA public key which the client receives. The server then sends a ServerKeyExchange message with a weak, 512-bit RSA public key. The client responds with its ClientKeyExchange, ClientCSS and ClientFinished message, which the attacker can use to find the private key. The attacker can then decrypt the pre-master secret from the Client-KeyExchange. The attacker then sends a ServerFinished message to complete the handshake. This works because of a bug in a state machine composition, the message is not rejected and is silently accepted, and the servers strong public key is replaced with the weak public key in the ServerKeyExchange. (Beurdouche, B., Bhargavan, K., et al. 2015).In order to protect against this atta ck, server administrators would have to remove all RSA export cipher suites from their accepted cipher suite collection. Installing a browser that doesnt support RSA export cipher suites is the best way for clients to protect themselves against FREAK attacks. (Caballero, J., Bodden, E. and Athanasopoulos, E. 2016).DDoS AttacksDistributed Denial of Service (DDoS) attacks are comparatively simple, but can be extremely powerful. They are the most advanced form of DoS attacks. They work via packet streams from different sources. The attacks make use of walloping numbers of coordinated hosts to overrun a critical resource of the target. Depending on the scale of the attack, or the measures put in place to prevent such an attack, the dupe could suffer damages from system shutdown, to total loss of service. They are so strong due to not trying to break the system hey are attacking, meaning traditional security mechanisms arent effective, instead causing damage through lethal traffic.When performing an attack, the attacker must select agents to perform the attack. The machines need to have a vulnerability that allows the attacker to gain access with enough resources for the attack. Then the attack must find vulnerabilities in the security of the agents machines to put in the malicious code. The attacker then communicates with handlers to see what agents are running and when to upgrade them. After all of this is done, the attack can commence.There are several different types of DDoS attacks, some of which complicate Flood attacks send large amounts of IP traffic to a victim, congesting the bandwidth of the system. Depending on the volume of packets sent, the target can experience reduced system speeds, to crashing the system. Amplification attacks tap the broadcast IP address found on most routers to amplify and reflect the attack, sending messages to a broadcast IP address. The router sends the packets to all the IP addresses within the broadcast address range. A r eflector attack requires a set of predetermined reflectors. These can simply be scattered on the internet. The reflected packets are modal(prenominal) with a legitimate source and cannot be filtered. Protocol exploit attacks use a specific feature or implementation bug of some protocol on the victims system to consume excess resources. Malformed packet attacks use incorrectly formed IP packets and are sent to the victim to crash the system.There are two classifications for DDoS defence. The first one is based on activity deployed. infringement prevention aims to stop the attack from being launched in the first place. Intrusion detection means a host computer and network can guard themselves against being a source of an attack as well as being a victim. Intrusion tolerance and mitigation accepts that it is not possible to fully prevent or stop DDoS attacks, so aims to minimise the damage caused by them. Intrusion response identifies the attack sources and blocks its traffic. The se cond classification splits the DDoS defence into three categories. Most systems designed to fight DDoS attacks have been designed for the victim network as they suffer the greatest impact of an attack. Intermediate network defence is more effective, as they can handle the attack traffic easily and trace back to the attackers. Source network mechanisms aim to stop attacks before they enter the internet. (Douligeris, C. and Mitrokotsa, A. 2004)Wireless networks are easier to attack than wired networks, with DoS attacks by scrambling the bands of frequency that are used. The best way of defending both bandwidth depletion attacks and resource depletion attacks is to design a defence mechanism that detects and responds to the attack. A proposed technique to defending the attacks is the use of a flow observe table at each node. By monitoring the previous sending rates with the current rate, they can detect an attack if both rates become the same, in which case the packets from those node s are discarded. (Arunmozhi, S.A. and Venkataramani, Y. 2011)BibliographyAgerholm, H. (2016) Snoopers charter dealt blow after EUs highest court rules indiscriminate government retention of emails is illegal. Available at http//www.independent.co.uk/news/uk/politics/snoopers-charter-eu-court-ruling-illegal-investigatory-powers-act-emails-david-davis-a7488041.html (Accessed 22 December 2016).Arunmozhi, S.A. and Venkataramani, Y. (2011) DDoS attack and defense scheme in wireless ad hoc networks, International Journal of Network Security Its Applications, 3(3), pp. 182-187. doi 10.5121/ijnsa.2011.3312.Beurdouche, B., Bhargavan, K., Delignat-Lavaud, A., Fournet, C., Kohlweiss, M., Pironti, A., Strub, P.-Y. and Zinzindohoue, J.K. (2015) A messy state of the union Taming the composite state machines of TLS, 2015 IEEE Symposium on Security and Privacy, . doi 10.1109/sp.2015.39.Caballero, J., Bodden, E. and Athanasopoulos, E. (2016) Engineering secure software and systems 8th international symposium, ESSoS .. Available at https//books.google.co.uk/books?id=j6vWCwAAQBAJpg=PA125dq=FREAK+SSL/TLS+Vulnerabilityhl=ensa=Xved=0ahUKEwjlkuXEr8TRAhWhKMAKHQWMBjMQ6AEIOjABv=onepageq=FREAK%20SSL%2FTLS%20Vulnerabilityf=false (Accessed 15 January 2017).Douligeris, C. and Mitrokotsa, A. (2004) DDoS attacks and defense mechanisms Classification and state-of-the-art, Computer Networks, 44(5), pp. 643-666. doi 10.1016/j.comnet.2003.10.003.Doyle, T. (2011) Daniel J. Solove, nothing to hide The false tradeoff between privacy and security, The Journal of observe Inquiry, 46(1), pp. 107-112. doi 10.1007/s10790-011-9303-z.Golle, P. (2008) Machine learning attacks against the Asirra CAPTCHA, Proceedings of the 15th ACM conference on Computer and communications security CCS 08, . doi 10.1145/1455770.1455838.Investigatory Powers Act 2016 2016, c. Available at http//www.legislation.gov.uk/ukpga/2016/25/pdfs/ukpga_20160025_en.pdf (Accessed 22 December 2016).Matsumoto, T., Matsumoto, H., Yamada, K. and Hoshino, S. (2002) Impact of artificial gummy fingers on fingerprint systems, , pp. 275-289. doi 10.1117/12.462719.Muscat, I. (2016) Web vulnerabilities Identifying patterns and remedies, Network Security, 2016(2), pp. 5-10. doi 10.1016/s1353-4858(16)30016-2.

Jim Morrison; From Boy To Legend Essay example -- essays research pape

Jim Morrison From Boy to Legend"hope is just a word     when you think in          Table ClothsLaughter will not end     her funny feeling     or assuage our          strange desireChildren will be born"                              Jim Morrison               Jim Morrison is often thought of as a drunkard musician. He is also portrayed to umteen as an addict and another doped up rock star. These negative opinions project a large shadow on the some(prenominal) positive aspects of this great poet. Jims music was influenced heavily by many famous authors. You must cast aside your ignorance and look behind the loud electric daze of the sixties music. You must wi pe your eyes and look through the psychedelic world of LSD. Standing behind these minor flaws, you will see a raw and very intellectual poet named Jim Morrison.     Jim Morrisons distraught childhood was a contri saveing factor to Jims fortune and his fate. As a young child, Jim experienced the many pains of supporting in a military family. Having to move every so often, Jim and his brother, and sister never spent more than a couple of years at a particular school. Jim attended eight diametrical schools, grammar and high, throughout his schooling career. This amount of traveling made it hard for a young child to make many friends. In high school, Jim had an especially hard time. The only real friend he made was a tall but overweight classmate with a sleepy voice named Fud Ford. Although there seems to be many negative aspects of Jims child hood, many positive did arise.     The traveling done by the Morrison family brought Jim through may d ifferent experiences and situations. For instance, while driving on a highway from Santa Fe with his family, he said he experienced the most important moment of his life. The Morrisons came upon an overturned hand truck of dying Pueblo Indians. This moment influenced Jim and later beca... ...e. His notebooks and intellect are now the basis of the Doors and the fortelling of his death. All of the past are now part of the present and the songs all stick with from the same root. Jims adoption of Aldous Huxleys, Doors of Perception, was now his number one motto. The drugs taken were only to help open these many doors in his mind. Although his mind seemed lost in the unconditioned drug world of the unknown, Jim Morrison was the "American Poet." His crave for knowledge was driven by his wondrous mind and only used drugs, not as an exit , but rather as an entrance.      The world of Jim Morrison is not well known by many. Most see an alcoholic, others see an addict, and yet more see a madden waste of a person. But for those who take the time to care, those who take the time to learn and understand will find out that behind the "American Poet," was a young genius. "This is the end, beautiful friend,This is the end, my only friend,the end,of our elaborate plans,the end,no safety or surprise,Ill never look into your eyes again...          Jim Morrison

Not Just Your Kids Problem: Adult ADHD Essay -- Attention Deficit Hyp

Not Just Your Kids Problem Adult hyperkinetic syndromeAttention Deficit/Hyperactivity Disorder (ADHD). Everyone has heard of it. A a couple of(prenominal) years ago every newspaper and weekly magazine had a feature about the disorder. The disorder was mostly associated with school-aged children because that was the time when most of the symptoms surfaced. Today ADHD is the most common demeanor disorder diagnosed in children and teens. ADHD refers to a group of symptoms that begin in early childhood and can continue into adulthood, cause difficulties at home, at school, at work, and within the community if not recognized and treated (1). But what most spate never hear was that ADHD in addition affects adults and if left untreated can have serious effects. ADHD is a condition that makes it difficult for children and adults to pay attention, control their activity level and limit their behavior in age appropriate ways (2). Inattention is the most common symptom. In addition to havi ng difficulty paying attention, people with this ADHD symptom ofttimes are unable to consistently focus, remember, and organize. They may be careless and have a hard time starting and completing tasks that are boring, repetitive, or challenging., impulsiveness and hyperactivity. With impulsivity, people who frequently act before thinking may not make sound judgments or solve problems well. They may also have trouble underdeveloped and maintaining personal relationships. An adult may not keep the same job for long or spend money wisely. A hyperactive child may squirm, fidget, and climb or run when it is not appropriate. These children often have difficulty playing with others. They may talk a great deal and not be able to sit still for even a short time. Teenagers and adults who are hyperactiv... ...cure for ADHD but there is treatment. Treatment ranges from therapy to medication.Adults with untreated ADHD have been prime to be more likely to have a substance abuse problem, which makes some people edgy about taking a controlled substance such as Ritilan because when used incorrectly can become addictive. However, when taken properly, medication can prove very helpful, allowing a person to concentrate on activities and be more productive. Therapy is especially helpful for adults in relationships because it allows them to bridge the gap in communication. References1)WebMD, Topics and Overview of ADHD http//my.webmd.com/hw/add_adhd/hw166085.asp2)ADHD in Adultshttp//serendip.brynmawr.edu/biology/b103/f03/web2/www.lillymedia.com/rep_guides/RG_ADHD_Adultback_00000013.pdf3)Ruhrold, Richard, PhD Adult ADHD http//www.bowencenter.org/is.htm

Gender and Society :: essays research papers

Gender is one of the universal di work forcesions on which status differences be based. Gender is a social construct specifying the socially and culturally prescribed roles that men and women are to follow. Men beat subordinated women. All other discriminations are insipid by construct.Why does society segregate the workforce by gender? Women have been single out against in the workforce as minorities, not as women, because they are relatively powerless. Men see women as less profitable. Society classify that women are less capable, less productive, and less dedicated to their employers. Women therefore are assigned jobs that are more mind numbing and are paid less. Women are place in the underpaid and underutilized pool of marginal labor works. Women have always had a lower status than men have, but the extent of the gap amongst genders varies across cultures and time. American women in 1999 earned approximately 77% of what men made, in 2000, according to the Departmen t of Labor. Societies do not consistently define almost tasks as either feminine or masculine. With industrialization the importance of muscle power is declining, thus divergence more options and gender differences to further condensed (Nolan & Lenski, 1999). Women do expect barriers in the marketplace, and in some industries, marginal pools of labor are profitable.Gender stratification is unequal distribution of wealth, power, and privilege between men and women. Women were denied the right to right to vote because many believe that women lacked sufficient intelligence and political interest. (1848) Most people in 1925, doubted that the best women runners could ever finish a marathon anywhere get along the time men could. Only ten minutes separate the current world marathon records for women (set in 2003) and for men (set in 2002). This shows most differences between men and women or gender turn out to be socially created.Even the military has an issue with gender. At t he outset of World War II, 1940, only devil percent of armed forces personnel were women. The War in Iraq by 2003, women represented seven percent of all deployed U.S. troops. Out of that seven percent eight were casualties leaving 452 male casualties. The Coast Guard is the only branch that all assignments are open to women, whereas, the Marines denies women access to two-thirds of their jobs.

George Orwells Nineteen Eighty-Four :: 1984 Essays

George Orwell is the pen name of Eric Arthur Blair, a British writer with political conscience. He was born in India but educated in England at Eton College. He served the Indian Imperial Police in Burma from 1922 to 1927. In sick health, he returned to Europe to live in poverty as a struggling writer. Orwell conjugated the Republican forces in the Spanish civil war, and wrote a chilling account of this experience. He went on to write many books, mostly autobiographical, and achieved successes as a splendid writer. 2. SynopsisThe novel takes place in a theoretical and fictional dystopian totalitarian society. The story begins in London on April 4, 1984 after an atomic population war divides the world into three states. London is the capital of Oceania which is run by INGSOC(English Socialism). The controllers atomic number 18 called "The Party." The Party is divided into two sections, The Inner Party, and The Outer Party which are the "Rich" and the "middle-c lass." There is a third group of people called "The Proles," or "The Proletariat" which are the poor, and considered to be animals by the party. The main leader of this government is grownup Brother. The novel is told in third person and partly first person, and is also divided into three parts. In the first part the main character and his conflicts with the world he lives in are revealed. Winston Smith is a bureaucrat who works for the government by altering history at the Ministry of Truth. He begins to ponder the priming things are so bad and commits a terrible crime. In the second part, he falls in love with Julia, and is taken in by a man named OBrien, a member of the anti-party society called the Brotherhood. OBrien turns out to be a true member of The Inner Party. Winston and Julia are captured and hauled off to the Ministry of Love (Minilove in Newspeak). Here, during the terminal part of the story, Winston is incarcerated and rehabilitated by The Part y. OBrien constantly tells Winston that Winston is crazy, and that he is trying to help him. During these sessions he reveals the true purposes of INGSOC. The partys goals can be summed up in their mottoes. "WAR IS PEACE, FREEDOM IS SLAVERY, and IGNORANCE IS STRENGTH(Orwell, 7)."3. ThemeUnder the regain of INGSOC, members of The Party are engrossed in their work. It is essential that the government keeps its people happy in order to avoid rebellions and "thought crimes.

Hooters and Men :: Personal Narrative Restaurants Papers

Hooters and MenI dont know why I heart so nervous. Ive eaten at Hooters once before and it wasnt so terrible. Its just a wing joint where the waitresses ar famous for being bosomy. Maybe thats it. I feel inadequate. My small chest will pale in comparison to the over abundance of young-bearing(prenominal) flesh put so confidently on display and my boyfriend will never look at me the same. Come to think of it, why was he so proud and anxious to tell every male friend he had that his girlfriend asked him to go to Hooters with her? And why did they respond with cheers, hollers and, man, youre so fortunate? The feeling of trepidation grows as our machine nears the dreaded restaurant. I dont need to feel uneasy how busy could this restaurant be at 730 on a Wednesday night? The sight of a parking lot full of cable cars nearly causes me to force my boyfriend to turn the car around, leaving skid marks as the only piece of incriminating evidence to prove that I was on Hooters property. No, face your fear. I exculpated the car door and walk up to the restaurant, with my boyfriend doing a good impression of not being giddy following at my heels. When I have almost reached the door, a car pulls up and two older couples, probably in their middle sixties, get out. I find it odd that they would patron this particular restaurant, however their presence helps to put me at ease. Maybe I wont look so bizarre walking into the restaurant next to them.I open the door to a small room where Hooters paraphernalia is sold. Everything from T-shirts to shot glasses, all decorated with the Hooters logo. I have to admit its a good marketing strategy this room is the first thing to greet a customer walking in and the last thing a customer sees on the dash out. But the strategy doesnt work (or at least at this point) for either the older couples or my boyfriend and I. Instead, we walk into the crowded restaurant and screen to find a place to sit. My boyfriend and I choose a table against the wall. This table is high off the ground and we sit on stools, which makes it feel like we are at a bar, or another type of informal eatery.