AMIR IZZAT BIN KAMARUDZAMAN FB15103 Essays - British Knights

AMIR IZZAT BIN KAMARUDZAMAN FB15103 Essays - British Knights AMIR IZZAT BIN KAMARUDZAMAN FB15103 MOVIE REFLECTION 1. Stand up for your rights We can see that the Malayan people have the rights to to govern their own country by their own people and no outside forces should get involve. The people must stand up for their rights against outside forces. From the movie we see that the British Empire wanted to establish Malayan Union that wants to take control over Malaya. Because of this, the people went on strike demanding for the Malayan union not to be formed . 2.Good strategy In order to win a fight, we must have a good strategy. A good strategy makes it eas ier to take down the enemy. In the movie, a good strategy was conducted by the MPAJA where they targeted the plantations first which was the economic bone of the British empirein Malaya. It was a smart idea by the MPAJA because then they wont have resources. 3. To never give up When we are down, we should still go forward and never g ive up .We should not lose hope . When the communist attacked and killed the plantation to disrupt the economy ,the planters and British did not run away but they prepared themselves to fight back by equipping themselves with firearms . 4.United against a common enemy We should always stay united no matter wht race or religion we are because together we are stronger like the Malay phrase 'bersatu kita teguh, bercerai kita roboh'. By being being united we can achieve greater things in life. From the movie, united can be seen when the British decided to work together with the locals to take down the communist threat. 5.B e prepared and educated If we want to achieve something, we need to educate ourselves first. We must prepare ourselves beforehand if things don't go as planned. This we can see when the British wanted to defeat the communist where they are hiding in the jungle but they are slowed down by the thick jungle and not prepared. 6. Psylchological tactics You gain people's trust by using psychological tactics. If you want something from a person , you need to gain his trust. Psychologial tactics can be seen in the movie when General Sir Gerald Templer adopted the "hearts and minds" campaign which ultimately gained the support of the people . 7. Leadership skills are important Leadership is important so that the people have someone to rely on and know what is best for them. Leader holds a big responsibility for an organization ,community ,country etc. Bad leadership skills can be seen when British High Commissioner Sir Edward Gent cannot handle the pressure from the communist on the contrary to the good leadership skills led by General Sir Gerald Templer who did great in helping to defeat the communist. 8. Bravery We should be brave in what we believe in or what we are fighting for. In this movie see the bravery of the communist to fight the British eventhough they are low in numbers. Despite they are in huge disadvantage compared to the British forces ,they still willing to fight them. 9. Language barrier It is important for us to learn other languages also. This will allow us to be able to communicate with other people of different languages thus making it easier to understand each other so there wil be no misunderstanding. From the movie we see that British learn our language and Chinese so that can communicate. 10. Patriotism Everyone must have this patriotism value implemented in ourselves. It is important for us in Malaysia to feel the need to defend and fight for our country. In the movie ,the people wanted to get rid of the communist terrorising the Malayan people so they cooperate with the British to take down the communist and accomplished it .

Persuasive Essay Topics

Persuasive Essay Topics Persuasive Essay Topics Persuasive Essay Topics The purpose of persuasive essay writing is to persuade the reader to accept an idea or agree with an opinion. While writing an essay, you should strive to convince the reader that your point of view is a reasonable one. The persuasive essay should be written in a style that grabs and holds the reader's attention.   In addition, your opinion should be supported with details and evidence from secondary sources. Persuasive writing involves persuading the reader to perform an action, or it may consist of an argument convincing the reader of the writer's point of view. Persuasive writers employ many techniques to present their argument and show support for their claim. There may be several different ways of choosing persuasive essay topics. Your teacher may give you some prompts or requirements on topic selection. Sometimes, you may have an opportunity to make your own choice. If you have some choice in the topic selection, it will be helpful if you select the topic of interest to you. Essay Help It isn't an easy task to persuade someone to change his point of view.   You should read and analyze a lot of information, make notes, arrange ideas in an outline, and ensure proper referencing of all cited articles, books, and internet resources. Before writing an essay, make sure that your points are well-organized, and that supporting arguments are understandable and relevant. Create a list of supporting points as well as counterarguments.   It is very important not to forget about examples illustrating your ideas and thoughts. The introductory paragraph should introduce the argument of your persuasive essay. A well-constructed introductory paragraph immediately captures the interest of your reader and gives appropriate background information about the essay topic. Include a brief summary of the ideas to be discussed in the essay body as well as other information relevant to persuasive essay argument. Make sure to include thesis statement!   It is impossible to write a good persuasive essay without clear and effective thesis statement.   Custom essay writing is about logical development of your arguments and ideas.   Each body paragraph must present a single idea supporting the main argument.   Persuasive essay conclusion should summarize the main points and stress the strongest idea. Persuasive Essay Writing Help If you are not sure in your ability to write an attention-getting persuasive essay, if you cannot find enough supporting information, you are welcome to ask our writers for assistance.   We provide only custom written persuasive essays and guarantee originality of every custom paper we deliver.   In addition to final draft, you will receive free plagiarism report.   Returning customers are offered wide range of discounts on .com  services.

Economy Essay Example | Topics and Well Written Essays - 750 words - 1

Economy - Essay Example At the same time the sociological factors for divorce, single parents and even lesbian and gay marriages has entered into the equation, further increasing choices and complicating matters. When the marriage roles were highly specialized, it gave more power to both man and wife. However the dilution of these roles was necessitated by changing economic circumstances and uncertainty, which led to the evolution of dual income families and its negative impact on family life. Opportunities for women had expanded by the end of the war since some of them had trained to take over male dominated jobs in factories, shops and other establishments. Social acceptance of cohabitation, sex outside marriage and divorce had impacted upon the role of the family. From a high point in the 1960s, marriage had plummeted to lower rates in the 1970s but steadied somewhat since the 1980s (Blau, Ferber & Winkler, 277). Today people prefer to cohabit with or without marriage or children. Recent trends indicate that the median age of marriage has also gone up since people defer getting married till they are well settled individually. There is a marked decline in the space between first and second marriages for the lower segments of the population. While black women are lifting themselves up through education, black males are still falling victim to crime, criminal activities and blame them perhaps erroneously on lack of opportunities for blacks. When it comes to divorce, the specialization of labour roles and opportunities for increasing incomes to become self-supporting has been seen as a reason to walk out of an unhappy marriage. Lack of support in the home and sudden loss of jobs impacting incomes have also been factors for increasing rates of divorce. The trend is that divorce has shown an increasing trend from the 1960s to the 1980s, then steadied somewhat and has declined to 3.6 per 1000 couples in 2006 (Blau et al, 280). As regards cohabitation, while this was taboo and frowned upon in the 1960s, it has become commonly accepted today. Research suggests that it is a prelude to marriage in the USA, with as much as 50 percent of cohabiting couples deciding to get married eventually. Recent trends suggest that young couples today are more inclined to experiment with cohabitation for the short or long term as a prelude to marriage. As regards the comparatively recent trend of same sex marriages and cohabitation, this relationship is not without its problems, as the separation of gender roles is less pronounced and one person may be not willing to step into a defined role for the long term for the mutual benefit of both. When it comes to the question of fertility, the important factor is not only biological, as it does impact on cost of raising a family, juggling responsibilities, career sacrifices, work life balance and quality of children raised. The legalization of abortion, social acceptance of cohabitation with or without children and even rules for child suppo rt has affected the decision to have children. Dual income families have a number of advantages over single parent families, including the full development of the children resulting from the relationship. In Chapter 11 of the book, the authors discuss policies affecting paid employment and the family. The discussion starts off with the former US Welfare program entitled AFDC or Aid to Families of Dependent Children began in the 1960s. Originally started with a view to support widows, the

Biology (plant and people)- research proposal Example | Topics and Well Written Essays - 750 words

Biology (plant and people)- - Research Proposal Example The corn’s high yield-per-hectare increased the available food supply, which contributed to the increase in the population especially among corn-growing areas. La Fleur, J. D. (2012). Fusion foodways of africa's gold coast in the atlantic era. Leiden: Brill. La Fleur provides a history on how corn became popular during the 1500’s and beyond in the African continent. African farmers were able to experiment planting and breeding corn sourced from Portuguese outposts, using techniques similar to growing local grains such as sorghum. The corn responded well after being planted during the rainy season, and the farmers were able to successfully harvest a lot during the end of the rainy season. Aside from the experimentations in breeding corn, the local folk also tested several methods of processing corn and creating novel dishes. The excitement from breeding various varieties of corn as well as in experimenting with different methods of preparing the crop helped it gain wide acceptance among many people within Africa. Maddison, A. (2007). Contours of the world economy 1-2030 AD: essays in macro-economic history. New York: Oxford University Press. Maddison describes how maize was introduced into the African continent, which is mainly via the slave trade routes by Portuguese colonizers. During the 1500’s, early introductions of European crops into the African continent proved futile, mainly due to the poor and uncultivated soils in areas where colonies were first established. Since most of the local folk were hunter-gatherers, the soils were unfit for planting most European-sourced crops. However, with the expansion of the slave-trade by Portugal in Africa as well as discovering and conquering other areas within the New World, there was an increase in the influx of various items across three separate geological regions. As Portugal brought Christianity from the mainland to the South Americans, corn was later exported from the Americas and into Afri ca, and from Africa came the slaves, which were sold to Europeans, thus completing a cycle of imports and exports from the countries under control. McCann, J. (2005). Maize and grace: africa's encounter with a new world crop, 1500-2000. Harvard University Press. The author discusses the natural characteristics of corn that made it widely popular in Africa despite its cultural diversity. First, the sub-tropical and mid-altitude locations of most areas were corn was first introduced were fairly similar to where maize came from, which contributed to the vigorous growth of the crop and fairly high yields. Second, it can be planted as an intercrop along with other kinds of food sources. Thirdly, corn as a crop is easy to transport to other places due to some â€Å"floury† varieties as well as the numerous husks covering the cob. Lastly, corn kernels greatly-resembled locally-grown sorghum, and this gave farmers and local folk ideas on how to prepare harvested corn for their dishes . Warman, A. (2003). Corn and capitalism: how a botanical bastard grew to global dominance. University of North Carolina Press. The flexibility of corn in being used for a variety of food stuffs lead to its acceptability, and is discussed by the author in this book. It is a fact that corn was a crop that was the product of multiple cross-breeding by humans for

Malden Mills Essay Example | Topics and Well Written Essays - 1750 words

Malden Mills - Essay Example The organization faced most precarious conditions like bankruptcy and encountered considerable amount of destruction caused due to the onset of fire. The jobs of 3000 employees of the organization were at stake. But surprisingly the Aaron did not resolved to any means of employee termination rather he spent millions on the all 3000 employees and kept them on payroll for a period of three months. The result of such a step infused loyalty within the employees and the resultant production after the onset of work was much higher than the production before. This act of him prevented thousands of employees in losing their jobs and proved Aaron Feuerstein’s worth as a true leader. (Leung) He held the view of treating his employees as an asset and reflected his responsibility towards the society. He was able to think beyond the profitability and broadened his idea to deliver the best for the community by staying with the employees during such critical conditions. Aaron Feuerstein had the courage and conviction to reflect on the appropriate action and had set high values for the leaders of all the organizations to behave rationally and to implement decisions considering all the associated factors. The determination and the leadership skill as exhibited by Aaron Feuerstein is a heroic achievement. Malden mill used to operate in a 300 year old mill town. The mill went into bankruptcy in the year 1981. In order to prevent the mill from going into bankruptcy the organization could have taken some precautionary steps. The mill could have hired a budgetary advisor who could have limited the spending of the mill in comparison o the earnings. Budgetary advisor would also have provided with planning and ideas to save money by reducing unnecessary cost and other expenses. In order to pay back the debt to the creditors the mill could have sold some assets which are not in use in a great deal and this could

Recruitment and Selection Strategies in HRM

Recruitment and Selection Strategies in HRM Strategies are made according to objectives of an organization. These are set of activities towards objectives. Corporate objectives These are the statement of intent that basically provides a firm direction for the activities an organization performs in the pursuit of its mission. Usually in organizations there is confusion and overlapping between the terms, objectives and the company goals. This confusion is easy o solve only if the company tends to think of the objectives as a statement of intents and the goals as the quantifiable targets. Sales Strategies Sales strategy can be defined as the planned approach to the account management policy formation, prospect identification and qualification, sales presentation, and order generation aimed at achieving a firms sales quotas or targets. Following are sales strategy Objectives: Helps in improving client loyalty Increases the closeting ratio by knowing clients hot buttons Helps in shorting the sales cycle with outside recommendations. Proper sales strategy helps in offering best solutions to outsell the competitors Helps in targeting and penetrating the most promising and profitable sectors and markets Helps in refining and maximizing the competitive advantage and product differentiation to increase the market margin and share. Helps in establishing a specific plan to strengthen and enhance the lead generation  source: (Businessdictionary) P-9: Devise appropriate recruitment and selection procedures. Recruitment: It is the process of attracting, screening and selection qualified people for the Job. Selection process: Screening Applicants Read all applications submitted. The selection of the top candidates for interviewing must be based on the Job Description and specifications. New criteria cannot be introduced to assess the candidates at this stage as it would be unfair. It is the responsibility of the persons conducting the interviews to complete the short-listing and to ensure the process remains free of unlawful discrimination. If a committee is used, the entire committee should agree on the short list. If a committee is not used, it is desirable that a second person also participate in the short-listing process. The criteria used to select the top candidates and all appropriate notes must be returned to Human Resources and Employee Development for filing and are retained for a period of 6 months. It is good practice that all employees that apply for a position within their department be interviewed. Former employees who have been dismissed for misconduct cannot be considered for appointment. Former employees who have since retired must meet certain qualifications due to their retirement status. If there is a question about whether an applicant can or cannot be considered contact Human Resources and Employee Development. Arranging the Interview The persons responsible for the interviews is responsible for scheduling dates and times for interviews directly with the short listed candidates and notifying the candidates of any selection tests that will be used. Federal law prohibits certain questions in an employment interview and the application for employment has been developed to comply with Federal guidelines. Examples of such illegal questions might refer to the applicants age, disability, religion, ages of children, etc. Interviewing guidelines are provided to the employing department upon referral of applications. To assure consistent treatment of each applicant, a patterned interview might be developed by the department. Such might include specific questions of job related functions, skills required, and how the applicants educational background, previous experience, etc. might be useful in the position if selected for employment. The Interview The purpose of interviewing is to appoint the best person for the job based solely on merit and suitability. The Valdosta State University recruitment and selection process achieves this using methods that are systematic, thorough, fair, unbiased and based on rational, objective, job related criteria. At the interview, each candidate should be treated consistently. To achieve this the panel should: Ask the same initial questions of each candidate Supplement their understanding of the candidates responses by following up questions as appropriate Be consistent in allowing access to presentation material, notes and so on Not allow any discriminatory questions, harassment, or any other conduct which breaches the equal opportunities policy or code of conduct Ensure that in the case of disabled candidates, the necessity for any reasonable adjustments that would be required on the job are explored in a positive manner. Assessment of disabled candidates should be based on their expected performance in the job, given that any reasonable adjustment required was provided. Keep in mind that information obtained throughout the selection process is treated as confidential and is known only to parties involved in the selection process Keep records of interviews and the reasons for decisions each question should receive a grade, and a grade for overall impression. The candidates will be ranked from highest to lowest based on the scores given and the position negotiated or offered to the highest ranking candidate. The scoring sheets and all documentation of the interviews must be given to Human Resources and Employee Development for filing Panel members must be aware that it is their responsibility to ensure recruitment/interview documentation is stored securely and confidentially whilst in their possession. Selection Tests Where selection tests are a valid method of assessing a candidate (i.e. effectively measures the job criteria, is relevant, reliable, fair and unbiased also considering the predictive capacities of tests), they are an extremely useful tool and are recommended for use. Supervisors should seek advice from Human Resources and Employee Development on the use of such tests. Hiring Decision In selecting the successful candidate, the panel must make a decision based on the merit and eligibility of the candidates as judged by: Content of application and qualifications Performance at Interview Outcome of any selection tests Reference Checks As part of assessing the merit of each candidate, persons selecting candidates must satisfy themselves that the information the candidate gives is authentic, consistent and honest. This includes being satisfied about information regarding the candidates: application work history qualifications (where a qualification is a requirement, supporting evidence or certification must be obtained from the candidate and recorded) evidence presented at interview Reference checks; references must be called and information recorded for the file a) Identify yourself immediately, explain your position within the organization and tell the person why you are calling about the applicant. b) Ensure confidentiality c) Ask if he or she is free to discuss the situation d) Try to establish rapport e) Tell the person the position the candidate is being considered for f) Let the person talk feely g) Ask the references the same questions for each of your candidates h) Always end the call with: would you rehire this person? Should any of these not meet the required standards, Human Resources and Employee Development must discuss the issue with the Supervisor/Director. Use the Employment Reference Check and Education Verification form located in Appendix 10 and Appendix 11. Criminal Background Checks. In an effort to provide a safe and secure workplace, to comply with Board of Regents Policy and to minimize the potential litigation associated with negligent hiring processes, Valdosta State University will require background checks on the top two candidates for the position. Employment shall be conditioned upon the execution of a consent form for criminal record disclosure and upon consideration of ones criminal history. The Valdosta State University Police Department, upon receipt of the Consent to Criminal History Release Form, shall conduct the background check and report results to the Department of Human Resources. The department will notify the applicants whose criminal history report prevents their employment. The applicant can be referred to Human Resources and Employee Development if they have questions on the process The applicant is allowed seven calendar days to initiate corrective action of any inaccurate report. Proof of an error in reporting shall not disqualify the applicant and the position will not be filled until this time period has expired. If no action is initiated, and if the report is factual, the hiring department may resume the employment process. P-10: Evaluate the role of motivation, remuneration and training in enhancing sales performance. Role of Motivation in sales performance. Whether you are a sales person or someone in a position who manages sales people, you need to know the importance of motivation. Although many it would be great to just hire self motivated people who dont need any help from you to take action and make sales, you need to realize that sales is a tough job and that there are people who can really become great at it with some encouragement. Being in sales can either pay you very well or can make you go broke. The better you are at sales, the more money you will make. So where does motivation come into play? Well, the main reason that most people dont like sales is because of having to deal with rejection. No one likes to be rejected but if youre in a sale, thats all part of the game. The more rejections you get, the closer to a sale you will be. Now just because you expect your sales people or yourself to go out there and make those sales calls like a machine, it doesnt mean motivation should be neglected. If you are a sales person, take the time to read and listen to motivation material. By doing this, you will constantly be feeding your mind with positive and encouraging thoughts that will help you get through those days where everyone prospect seems to be in a bad mood. For sales managers, providing your team with motivation is critical. Just look in the world of sports. Those athletes are the best in the world at what they do yet when they are losing and feeling discouraged, a simple pep talk from their coach can fire them up to the point to turn the game around. This same thing can be used on your sales people to help them see more of themselves instead of beating themselves up mentality for not making as many sales. Motivation is important because it causes people to take action. Without action, nothing happens. The key to achieve any goal is to take action. The more action you take, the closer to your goals you will be. In order to continually take action, you will need to come up with ways to motivate yourself to do what you need to do everyday in order to reach those goals. So whether you need to motivate yourself or your team, motivation plays an extremely important role in building success. Source (Wikipedia) Role of Remuneration in Sales Performance Remuneration is wages or salary, typically money that is paid for services rendered as an employee. How do you decide what remuneration packages to adopt? How do you ensure that your Remuneration packages incentives and motivate the right people? How do you make sure that the amount of pay helps your staff with their lifestyle requirements? These questions are vital ones to anybody trying to run a sales team or customer service team, when you have a look at how you can actually reward personal effort as well as maintain service. In looking at any remuneration package, its worthwhile to consider a set of scales. In any job description, there is an opportunity to analyze the work required into service aspects whereby these things have to be done to maintain the client, or maintain the client relationship, such as receiving orders, implementing orders, handling queries, general items of customer service, and also perhaps even merchandising or helping with displays, as well as ensuring that stock levels are adequate, these can be called service areas or service responsibilities. On the other hand, a sales person or customer service representative could influence the  value of the sale through their personal sales skills, personality, and training, to either make the sale happen, add value to the sale, or sell some specific items that are on special or on bonus, at the point of communication, either by phone, by web, or face-to-face. This particular activity is known as personal contribution. A relatively easy formula to follow is by adopting the scales of remuneration, you can then analyze the input from the people involved. If there is high service requirements and service levels in the performance of the job, and little opportunity to add personal influence, then a wages or base salary system will be the most cost efficient to make the results work. If there is a high personal input, whereby the sales person can strongly influence the amount of the sale or the profitability of the sale, then you can reward that personal effort by special commissions, sha re of profits, special incentives, and special rewards, for the sales as they occur after the event, and lessen the base salary or wages that need to be paid by increasing the risk factor, which of course the personal touch will overcome. Role of Training in Sales Performance The term training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. It forms the core of apprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics). In addition to the basic training required for a trade, occupation or profession, observers of the labor-market recognize today [update] the need to continue training beyond initial qualifications: to maintain, upgrade and update skills throughout working life. People within many professions and occupations may refer to this sort of training as professional development. Source (Wikipedia) P-11: Describe two techniques used to co-ordinate and control sales output. Sales out put control Outputs can be triggered manually or automatically in the sales document. Automatic determination requires maintenance of output condition record. Print programs and layout sets control content which Should be displayed in the output. controls output determination using condition   Technique. Output determination procedure is determined on the basis of sales document type (sales order type, delivery type, billing type). Standard output determination procedure for sales order (OR), Delivery (LF) and Billing (F2) is V100000. Output procedure contains output types, which can be processed when that sales document is created. One document can have Output types like Delivery note and Packing list in delivery. Output controls Medium (Like Print, Fax, EDI) Time of sending the output -e.g. immediately or in a batch Which partner function of Business partner it can be sent Language Criteria for which output condition record can be maintained for automatic output determination It offers flexibility of changing the key controls in the Sales documents. Example If order confirmation for a customer is scheduled to be printed in a batch but the customer wants it immediately then time of dispatch control can be changed in the sales order. P-12: Use given information to recommend appropriate organization structures and procedures. Team One of the newest organizational structures developed in the 20th century is team. In small businesses, the team structure can define the entire organization. Teams can be both horizontal and vertical. While an organization is constituted as a set of people who synergize individual competencies to achieve newer dimensions, the quality of organizational structure revolves around the competencies of teams in totality. For example, every one of the Whole Foods Market stores, the largest natural-foods grocer in the US developing a focused strategy, is an autonomous profit centre composed of an average of 10 self-managed teams, while team leaders in each store and each region are also a team. Larger bureaucratic organizations can benefit from the flexibility of teams as well. Functional structure Employees within the functional divisions of an organization tend to perform a specialized set of tasks, for instance the engineering department would be staffed only with software engineers. This leads to operational efficiencies within that group. However it could also lead to a lack of communication between the functional groups within an organization, making the organization slow and inflexible. As a whole, a functional organization is best suited as a producer of standardized goods and services at large volume and low cost. Coordination and specialization of tasks are centralized in a functional structure, which makes producing a limited amount of products or services efficient and predictable. Moreover, efficiencies can further be realized as functional organizations integrate their activities vertically so that products are sold and distributed quickly and at low cost .For instance, a small business could start making the components it requires for production of its products instead of procuring it from an external organization. But not only beneficial for organization but also for employees faiths. P-13: Identify and give three examples of the differences in the nature of sales tasks and skills in a variety of context. Sales Skills Effective communication Ability to listen Ask revelent questions Problem solver Well-organized Self starter and self finisher Positive self image. Well mannered and courteous Naturally Persuasive Person of Integrity Sales Task Specified amount of sales that a management sets for achieving or exceeding within a specified timeframe, and allocates required resources. Sales targets are apportioned among different sales-units such as salespersons, franchisees, distributors, agents, etc. Three Types of Sales Task Personal Sales Task A salesman of Jazz has to sell 100 connections/Sims per week Team Sales Task Peshawar region has to sellout 2000 connections in a month Organizational Sales Task Ufone has to cover 5 cities per year. P-14: Explain the role of sales staff operating in an international environment. International sales staff have very important role in an organization. To improve firms image To improve brand image Bring International talent to domestic market Bring new Ideas and knowledge Create good relationship between nations To integrate the different cultures Brining International harmony while working with different people of the world Bringing new skills and talents With all above international sales staff is the sign of Globalization. P-15: Explain the purpose of trade fairs and evaluate their contributions. Trade fair A trade fair (trade show or expo) is an exhibition organized so that companies in a specific industry can showcase and demonstrate their latest products, service, study activities of rivals and examine recent market trends and opportunities. In contrast to consumer fairs, only some trade fairs are open to the public, while others can only be attended by company representatives (members of the trade, e.g. professionals) and members of the press, therefore trade shows are classified as either Public or Trade Only. Purpose of Trade Fairs Generating sales leads Generating actual sales at the show Enhancing your image and visibility Reaching a specific audience Establishing a presence in the marketplace Improving the effectiveness and efficiency of your marketing efforts Personally meeting your customers, competitors and suppliers Prospecting for new customers Introducing new products and services Demonstrating your product in ways not possible using other marketing channels Recruiting distributors or dealers Educating your target audience. Contribution of trade fairs to Firms Establish meaningful goals, masterfully plan your strategy, and measure your return on investment. Implement powerful marketing initiatives before, during, and after the event that engage potential buyers and generate sales. Choose the best exhibit display booth that meets your marketing needs and budgetary requirements. This includes evaluating different sizes, designs, and configurations of trade show displays. Identify the most effective graphic elements for your exhibit that portray your key messages and fulfill your brand communications needs. This includes establishing design parameters for banners, custom exhibition stands, brochures, and other materials. Learn about unique and appealing booth ideas that create buzz on the exhibition floor and attract visitors to your trade show display area. Effectively use exhibit accessories, signage and lighting techniques to heighten visibility. This includes selecting quality booth materials, high-impact portable display boards and booth fixtures that support your brand positioning. Select cost-effective giveaways and promotional products that have high-perceived value among your target prospects and complement your company image. Ensure team members who are staffing your booth project a professional appearance and are well-trained to represent your company, generate leads, and secure sales. source: (Businessdictionary) M-4: Evaluate the recruitment and selection procedure of the selected organization. Recruitment at Ufone Before recruiting a new employee, management checks whether there is a need to hire a new employee for that particular job or whether it can be incorporated into an existing employees job. Recruitment in Ufone may be of internal or external nature. Internal Recruitment In the case of internal recruitment people from within the organization are promoted to fill the vacant vacancy. The HR department and the relevant department in which the vacancy exists, analyze whether there an employee within the organization exists, who most appropriately meets the requirements of the particular vacancy. If more then one employee is eligible for the vacancy; then that employee is chosen who has the most outstanding record. After the promotion the employee may be sent for further training. The effect of internal vacancy is that it motivates the employee to perform their best and produce maximum output. It also creates a healthy competition amongst the employees. The hiring from within may have a trickle down effect i.e. the opportunities spring not just from the first vacancy but from the vacancy created when a person in the company fills that vacancy. External Recruitment If the organization feels that none of their current employees can fill out the new vacancy then they hire from external sources. In this case the human resource management considers other departments in the organization that might be interested in the appointment in order to make it a joint effort. They talk to relevant supervisors and especially to the people the new person will work with. A set of expert panelists is then selected from each relevant department to interview applicants Direct Applicants Ufone maintains a data base system i.e. HRMS (Human resource management system) for its internal employees as well as the employees which they will recruit in near future. In some case certain some people just drop their CVs at the head office. And whenever there is an opening or a vacancy occurs, the organization may call them for an interview. Referrals By advertising a post internally Ufone gains an added benefit, which is; the current employees may pass the information on to any interested friends and relations. Word of mouth is also a valuable recruitment method for them and they draw on all appropriate contacts they have Advertisements Since most of the posts are of a specialist nature, they intend on advertising in the journals of professional bodies and the trade press. Their next step is to find out how much adverts cost for varying amount of space and decide what they can afford. The HR management has hired the services of Interflow, an advertising agency, to propagate their service and company for them. They are also using the services of a web designer, Eveready media, to post the advertisement of the company on the Internet. Private Employment Agency The private Recruiting agencies collect information from unemployed as well as employed people about their skills and experiences. These agencies attempt to find some one suitable using its computerized inventory database of suitable individuals. These agencies charge Ufone for the referrals. Through Vendors (Outsourcing) Ufone also do outsourcing for the purpose of recruitment they hire firm, which will provide employee Ufone to work in the organization, but the employee will remain employee of that firm not Ufone, and this is the most common method followed by most of organization these days. Lower management at Ufone is comes through outsourcing. Electronic Recruiting The growth of information superhighway has opened up new vistas for organizations trying to recruit talent. Ufone is make full fledge use of this new technology, and it uses its own web page to advertise for new job openings. Another aspect of the electronic recruiting is that individuals dont have to physically go to the head office to drop their CVs. They now can simply use the e-CV format provided by Ufone on its home page. The e-CV is then transferred to the relevant database or the HR department. Recruitment Procedure The HR management decides on the length of the short-list, which includes five or six people at the most. Following the advert they need help to sift through the applications. Everything is computerized and on-line which makes it easier to handle large numbers of replies. In case they run short of time, they get the help of other staff, supervisors and managers in the organization. Apart from the question of time, they do this to get second opinions. They look out for the following when reading an application: How well-matched is the candidate to the requirements Any unexplained employment gaps The quality of presentation How tailored the reply is to the particular job and Ufone as an organization. Replying To Candidates The candidates that do not match the job are contacted as quickly as possible and dealt with courteously since the HR management believes in the philosophy that these people, and their relatives and friends, may be future customers or acquaintances of potential, future applicants. Those that match the job are called over to undertake an on-line evaluation test. Scheduling Interview The candidates that pass the on-line evaluation test are then called for interviews. A date and a time are arranged and the candidate appears for the interview. The questions of this interview are designed especially for gauging the personality and ability of the candidate. Screening Process The results are screened by a set of panelists in order to minimize chances of error in selecting the candidates. The HR management sometimes keeps a small number of candidates in reserve. M-5 : Highlight the motivating factors being used by the selected organization also determine the remuneration and training programs used by the organization for enhancing sales performance. Training at Ufone Training Development involves improving the knowledge, skills and abilities of the individuals. A continuous training is conducted inside Ufone to improve the performance of the employee. There are two types of trainings conducted at Ufone: In-house Training External Training In-house training is customized training which is only for Ufone employees. External training is carried out through trainers in training institutes. Employees at Ufone are usually trained through Rameez Allahwalla (in  Karachi), Possibilities and Intec (two well-known training institutes). Before training Training Need Analysis (TNA) is conducted by the manager  of the department. And after the training feedback from the employee is  taken. Motivating Factors at Ufone A very effective way to retain an employee is to give him compensation Benefits and Motivating factors at Ufone which is mentioned below: Medical Facility to employee and his/her parents Paid Vacations Food Allowance Trips Promotion on Performance Remuneration at Ufone There are about 150 employees who are working in the Ufone Head Office and 1500 employees serving nationwide. All of them are very devoted as they are given a wonderful learning environment to work, pay offered to them is also very attractive and ample chance of progress motivates them to work more. The job analysis is done on targets assigned and daily routines. The employees are indeed very satisfied and motivated. Ufone is basically equal employment opportunity organization. Almost 70% of its employees are male and 30% are female. The job description of each and every employee is predefined. Performance appraisal is done on annual basis. Average age of Ufone employee is 32 years. This shows that they prefer young and energetic people for their middle and lower level management. High profile well experienced persons are considered for top level management. Average Salary is 12000 for a Ufone employee. Salaries are increased as the federal government of Pakistan announced the percentage. M-7: Compare the sales tasks and skills being used by the two selected organization. Ufone Sales Task Skills: Successful companies have long known that a well-trained, highly motivated and efficiently connected field force is critical to their continued growth and success. Ufone realized that to stay ahead of the competition, they must replace traditional paper based systems with mobile solutions that enable access to key information directly from the field. Today, Ufones sales team is armed with Psion Teklogix WORKABOUT PRO hand-held with GPRS and a software application built on the Microsoft CE Framework; the team retrieves data from the companys accounting stock system through an Oracle database and uploads new data in the same manner. Known internally as U SFA (Ufone Sales Force Automation), this application allows sales staff to create orders, add details, fill in electronic outlet cards,

The American Civil Liberties Union :: essays research papers fc

The American Civil Liberties Union (ACLU) Where do you go if someone is threatening your personal rights? Do you go to the police, or maybe to the government? What if the police and government are the parties threatening your rights? All you have to do is just call the ACLU (American Civil Liberties Union). Sounds like a commercial doesn't it. The ACLU blankets the United States with its legal protection. It is involved in so many aspects of the fight for civil liberties that it is difficult to cover it all. To fully understand what the ACLU has done for the United States would take much longer than I have. Therefore, I have picked a couple of incidents that, to me, exemplify what the ACLU is, and how they have affected our society. The ACLU, American Civil Liberties Union, is an organization that began the struggle to protect the civil liberties of the American people. The ACLU is defined as being a US non-partisan organization offering legal aid and other assistance in cases of violation of civil liberties.(Websters) Civil liberties contain a substantial body of law including: freedom of speech and press, separation of church and state, free exercise of religion, due process of law, equal protection, and privacy.(Walker 3) The Encyclopedia of the Constitution defines civil liberties as "those rights that an individual citizens may assert against the government." In a formal sense, the ACLU is a private voluntary organization dedicated to defending the Bill of Rights. Officially established in 1920, the ACLU now claims over 270,000 members. With offices in most of the states and the District of Columbia the ACLU justifiably calls itself " the nation's largest law firm."(Walker 4) The ACLU, despite its noble goal, has a terrible public image. The reason for such hatred or support is the fact that civil liberty cases generally involve moral and personal issues. These issues are those that incite feelings from all corners of society. The rights the ACLU is generally protecting are those segments of society that least agree with mainstream society. The ACLU has promised to protect the rights of everyone. Those rights include the free speech rights of such detested groups as the Ku Klux Klan, Nazis, and Communist. The Skokie Case is an example of the classic freedom of speech case the ACLU would undertake. This case which hit the media April 28, 1977, concerned the right of American Nazi Frank Collin to demonstrate in Skokie, IL. (Walker 323) This case like many before and after defended the rights of a person espousing one of the most universally despised ideology in the country.

Group Influence: Surface Navy Association Essay

For this paper I decided to sit with a group that I know, but I choose to stay away from because I did not want to be part of that â€Å"mold† According to Myers, an group is â€Å"two or more people who interact with and influence each other† (Myers, 2010). However, the scopes of a group spread further. Behaviors within the group affect the other and, events within the group affect all members, and behaviors affect the success of the group. I picked the Surface Navy Association because the group dynamics within the organization displayed unity, and I also saw people conforming to what they felt was the norm. This type of group shows a heavy degree of social influence. Which occurs when an we interact with other people or group. The impacts of this interaction may be positive or negative on the individual. Hawaii branch of the SNA is located in Honolulu, Hawaii. This organization is comprised of the local military members enlisted and officer. The organization is comprised of approximately 1500 members; made up of retired and active military US Navy and other braches of the military that hold and interest in the Surface Military. SNA was incorporated in 1985 â€Å" to promote greater coordination and communication among those in the military, business and academic communities who share a common interest in Naval Surface Warfare and to support the activities of Surface Naval Forces† (Surface Navy Association, 2014). Meetings for the association are held on the first Wednesday of the month at the Hale Koa hotel. They hold their meetings in a conference room, but the setting is very laid back and open. Seating for members is not fixed; he or she is free to sit in any available seat. SNA is very diverse in the ages of members, which range from 21 to 70 years of age. Members are primarily male; a small percentage is female, and ethnicity of  this group range from Caucasian, Asian, Hawaiian, African American and many others. However, there is a hierarchy within this association. There are officers, which consist of an president, vice president, secretary, treasurer. The highest attending officer usually the president or vice president facilitates the meeting. The meeting starts off with a conversation of anything that is happening that will affect the military then moves to a pre-set agenda. The agenda consists of the minutes of the last meeting being read, the president’s report, the treasurer report, and the awards report. The other members are allowed to comment and communicate about the information being stated during these reports however they are not allowed to mention any new information. Once these reports have been read and discussed, the other members of the group have an opportunity to discuss issues or concerns they have with any topic or how they choose a winner for a certain award. Primary topics discussed in the meeting were the previous month’s SITREPS (military or SNA news), upcoming events, and membership issues. The members of the group exchanged information based on previous situations as related to current situations, and they give advice and criticisms for the previous month’s activities or lack there of activities. Members were open to information exchange and did not take any criticism in a negative manner. Communication was open so that all members could communicate with one another. All members had the opportunity to exchange comments or concerns about any of the topics covered. Psychologist Irving Janis coined the term groupthink, the term relates to the group’s desire for conformity and its decision making process. Groups that use groupthink are more concerned with the conformity of the group that the members may make incorrect decisions in order to preserve the harmony. Janis had three requirements he believed that groupthink would need in order to be developed. These requirements were that the group was cohesive, the group was isolated from dissenting views, and the group had a leader who signaled the decision they favored (Myers, 2010). Surface Navy Association did meet of these requirements, and I almost felt bad that it took a school assignment in order to see what this group was really about. While the group did seem to be mainly a united group, there were times of disagreement but they were settled quickly. This dissension was met in a positive way to help  the members learn and grow. The group did make decisions that benefited not only the group as a whole but benefited the members as individuals and the community. Based on the definition of groupthink, SNA was vulnerable to it, but at the same time the group was concerned with making informed decisions than to keep harmony within the group. Conformity is when changing or adopting behaviors or attitudes are consistent with the social norms of a group (Wood, Wood, & Boyd, 2011). Surface Navy Association has social norms, or standards of behavior expected of its members. These norms include behavior while representing this organization and also any military unit they are with as well as behavior in general while out in town because members of this association for the most part are well known within the military. These standards include basic behaviors such as refraining from criminal activity and moral behaviors. While most members adhere to these standards in his or her everyday life in general, all members are expected to conform to the standards. There are punishments for the members who do not conform to these standards. These punishments include rejection of membership and even them reporting any behavior to their commands. The affect of a group may have a significant influence on an individual. However, studies have revealed that social interaction can intensify individual emotions (Barsade & Gibson, 2012). These social interactions can affect both the person and the group outcomes. Social facilitation is an important quality of the group experience. Social facilitation is the positive or negative effect on an individual’s performance attributed to the presence of others (Wood, Wood, & Boyd, 2011). SNA group gives it members a sense of filament and gives them a chance to give back to people still in the military and to also share what they have been though to people that are thinking about joining the military and also to help give insight to what military personnel go though. The members within this group understand the importance of the tasks they must perform in order to show what good military personnel can do. Due to this understanding, the members work together as a team rather than as individuals. The member of this group are unified and appears to be as close as family, and members are together in  this group show their desire to help others in the military community. In the end groups are part of everyone’s life no matter how much you try to avoid them someway you once or are part of a group. Groups help to assist us in various different tasks and situations throughout our lives. Groups have their own standards, rules, and organization, and can have a negative or positive impact on your life. The Surface Navy Association strives to have a positive impact on all people both members and citizens. This organization helps to save lives by providing an outlet for retire and active duty military people to have people to talk to that understand and also achievements they are recognized for. The members have learned to work together to achieve the goals of the group, and they have conformed to the standards set forth in order to maintain membership and have become a unified group because of the efforts of the members. References Barsade, S. G., & Gibson, D. E. (2012). Group affect: Its influence on individual and group outcomes. Current Directions in Psychological Science, 21(2), 119-123. Myers, D. (2010). Social Psychology (10th ed.). New York, NY: McGraw Hill. Surface Navy Association (2014). SNA Website. Retrieved from: http://www.navysna.org/default.htm Wood, S. E., Wood, E. G., & Boyd, D. (2011). The world of psychology (7th ed.). Boston, MA: Pearson/Allyn & Bacon.

Legal week, Lucid language - Emphasis

Legal week, Lucid language Legal week, Lucid language Plain language need not mean dumbing down. Clear, well-drafted advice makes things easier for clients, raising the chance that they will call on you more frequently. The moment you become overly reliant on a thesaurus or get carried away with archaic terms is the moment you risk losing your reader. This is not to say you cannot use technical language or clarify your points, it just means thinking of your reader at all times and making sure you communicate difficult or complex topics clearly. It is all about readability, not just the vocabulary you use. That means organising the structure so that it is logical and straightforward. Complex legal principles are not always easy to convey, but easy reading doesnt necessarily have to mean extra-hard writing. The truth is that legal documents do not have to be written in language which is full of jargon and difficult for the average person to understand. The tide is turning, as law firms such as Nabarro, SJ Berwin, DLA Piper and CMS Cameron McKenna recognise the value of better writing skills and commission specialist training programmes. In fact, Nabarro recently launched a high-profile, firm-wide campaign Clarity Matters to simplify the way its lawyers write. Here are some of the most common errors made by lawyers when writing and tips on remedying them. Mistake: adding in unnecessary words, such as therein, herein, forthwith and aforesaid Poor prose: I herein enclose the contract for the aforesaid book, as requested. Better prose: I enclose the contract for the book, as requested. The herein and aforesaid are unnecessary and make the sentence sound archaic and stilted. Mistake: verbosity Poor prose: Pursuant to the recent communication of the improper proposal that the information be falsified, such assertion could only have been ascertained or appreciated from a full, detailed review of the meeting notes. Better prose: The claim that the information was falsified is wrong. This would have been clear if a detailed review of the meeting notes had been conducted. The author of the first example is more than a little disgruntled. But the message is hidden behind too much flowery language. The second suggestion gets to the heart of the problem and makes the meaning clear. Note that the passive voice is used in the second example to soften the blow. You dont always have to use the active voice, just make sure that if you do use it, you do so consciously. Mistake: using nouns instead of verbs Poor prose: In the case of X, we believe the company is in possession of a structure that would be acceptable for securitisation. Better prose: X possesses a structure that is acceptable for securitisation. Possession is a noun, whereas possesses is a verb. Verbs create action in the sentence which moves the pace along and helps keep the readers interest. We believe has also been taken out as the sentence already asserts the writers belief. Mistake: overuse of the passive voice Poor prose: The role played by the client in the project has been investigated. Better prose: X investigated the clients role in the project. The first example doesnt tell us who investigated the role, creating a very impersonal tone. Using the active voice makes the writing easier to read. It also forces you to say who or what is taking the action, as the second example shows, making the sentence more specific and connecting the reader to what is happening. Of course, the passive voice can be useful where the intention is to obfuscate or create distance. Mistake: long, complex sentences and paragraphs Poor prose: As per earlier correspondence, I have attached the quotes that we have obtained from three firms (a) Hooke, Lyne and Siennker (contacts David Hooke and Franz Siennker) (This is separate to the law firm but forms part of the same group, and also has a different administrative team) (b) Edna Clouds (contacts Clare Edna and Michael Clouds I note you have already met Michael) and (c) Maybey Knott who are a limited company (the contacts there are Noel Maybey and James Knott). Better prose: Following our previous correspondence, I have attached quotes from three firms. The contacts for Hooke, Lyne and Siennker are David Hooke and Franz Siennker. Please note that this firm has a separate administration team, even though it is part of the same group. Edna Clouds contacts are Clare Edna and Michael Clouds, who you already know. Maybey Knott Ltds contacts are Noel Maybey and James Knott. When a sentence runs past three lines, you know you are in trouble. In the first example, there are also too many brackets and too much information squeezed in one space, which can become confusing. The second example takes out all the brackets and sets everything out much more clearly. Long sentences are often the result of fuzzy thinking. So, the first step is to ensure that you think before you write. That means never using the writing process to clarify your thoughts. Consider the main subject areas and issues you need to cover first. Questions are a useful prompt. Then use each heading to brainstorm all the points related to that subject. Knowing what you want to say before you write gives you a fighting chance of building a logical structure. Dealing with technical information The first step is to think about your audience and avoid a one size fits all approach. Use technical language in order to be precise. At each stage pick the best word to communicate your ideas and thoughts. The benchmark test is to think about whether another lawyer or layperson (depending on your audience) would be able to understand instantly what you mean. If not, it is time to go back to the computer and tweak it. It can also help if you try not to think of it as legal writing, but merely writing, which simply aims to communicate effectively. Punchy prose saves time and money and is far more likely to persuade the reader. It may mean a bit of extra effort, but it could well pay dividends. Robert Ashton is chief executive of Emphasis, the specialist business writing trainers.

The World Wide Web The WritePass Journal

The World Wide Web   Introduction The World Wide Web   Introduction1.  LDAP SECURITY FEATURES  1.1  Ã‚  Ã‚  ANONYMOUS AUTHENTICATION1.2 BASIC/SIMPLE AUTHENTICATION1.3 SIMPLE AUTHENTICATION AND SECURITY LAYER1.4 AUTHENTICATION OVER TRANSPORT LAYER SECURITY1.5    SECURED SOCKET LAYER SECURITY FEATURE2.   ACCESS CONTROL SECURITY FEATURE OF LDAP.  2.1     SECURITY AUDITING FEATURES FOR LDAP2.2   Ã‚  BRUTE-FORCING IN LDAPCONCLUSIONREFERENCESRelated   Introduction The World Wide Web makes available so much information; only unfortunate is the fact that there were no tools to query such information to its fullest extent. The world needed an acceptable method for searching for and using resources over computer networks. Resources may take the form of computers, businesses, schools and users hence a Directory Access protocol. A directory is a huge collection of well organized and indexed records or specialized databases that are optimized for a direct lookups (Barber B., et al. 2009). Some directories that can be accessed by LDAP server include the Active Directory (AD) and the Domain Name Service (DNS). The Directory services are categorized into two distinct groups; the local service and the global service group The local service has its service on a single machine while the Global service however has its data spread across many machines and provides its service on a bigger and broader scale that is to the World Wide Web. All these directories on the global directory services cooperate to provide the directory service. A typical example of this global service group is the Domain Name Systems. LDAP as an acronym for Lightweight Directory Access Protocol is a series of interconnected databases located in different locations on the internet and is an open standard lightweight version of a Directory Access Protocol. It is a protocol that runs over TCP/IP protocol and its data is optimized more for reading than for updating. The way of getting out this structured information from diverse sources in an efficient manner is what LDAP concerns itself about. LDAP is based largely on Directory Access Protocol. The Directory Access Protocol is designed for communication between directory servers and client’s complaint to the x.500 standard. The X.500 standard defines a protocol for a client application to access the X.500 directory. The X.500 directory service is an LDAP-enabled directory service that provides the capability to look up and search for information almost like the yellow pages services (Nancy, C., 2003). DAP is one of the X.500’s directory client access protocols that supports the search and lookup feature of the X.500 but DAP had some performance problems. Some problems of the DAP includes the size. The DAP was very large, complex and difficult to implement (Howes, T., et al, 2003). The LDAP was then introduced as it is faster and simpler without the performance problems DAP posed. The LDAP is based on a client-server model. In this system, there are LDAP servers that host public directory service and the clients that connect to the LDAP servers to search for results. LDAP clients are inbuilt into many address book applications today including some email clients like the Microsoft outlook. The Lightweight Directory Access Protocol employs the following operations. 1. Binding to server 2. Searching for an entry 3. Comparing entries 4. Adding an entry 5. Modifying existing entries 6. Removing an entry Of all the operations LDAP deploys, the binding process is the one that involves authentication and it is here that LDAP security becomes of much value. An LDAP client initiates a connection with the LDAP server by sending a bind operation. This bind request may contain the user authentication information. 1.  LDAP SECURITY FEATURES   This bind feature is captured under the security model of the LDAP models and it provides a mechanism for clients to authenticate themselves before they can access data from the LDAP server (Howes T., Smith, M. 1997). It is commonly done with the use of userID and password logons. The knowledge of these authentication credentials guarantees that the user is indeed genuine since LDAP is a connection-oriented, message based protocol (Carter, D. 2003). The number of times a login attempt can be made is totally configurable. The diagram shown below shows the process of binding to the server in much clearer view. Figure i (Adopted from: http://technet.microsoft.com/en-us/library/ee690469.aspx) The process whereby an LDAP client is authenticated by the LDAP server is known as BINDING(David, N., et al 2001). When a client is successfully authenticated, he is allowed access to the server based on his authentication privileges. T he different kinds of authentication includes Anonymous Authentication Basic Authentication Authentication over Transport Layer Security. Authentication via Secured Socket Layer Simple Authentication and Security Layer Access control List 1.1  Ã‚  Ã‚  ANONYMOUS AUTHENTICATION It is noteworthy to say that the Lightweight Directory Access Protocol supports anonymous access. This means anyone can have access to information provided by the LDAP server for some applications without the need to provide a DN and password. A DN is a unique name for an entry in the LDAP directory services. An LDAP server authenticates a user as anonymous if a bind operation is not sent with an initial bind operation. So, for security reasons, the ldap anonymous authentication should be disabled. An anonymous authentication feature can be disabled with the â€Å"disallow bind_anon† parameter (Carter, G. 2003). Figure ii. Screenshot of an openldap anonymous authentication. 1.2 BASIC/SIMPLE AUTHENTICATION The basic authentication is sometimes referred to as simple authentication method and it is a kind of authentication system used by web browsers like the internet explorer, Mozilla Firefox, Netscape web-browser and some client based application programs to connect to the server. This kind of authentication sends authentication credentials across to the LDAP server in clear text. These credentials usually take the form of a user authentication like the username and password. This type of authentication system is vulnerable to potential exploiters as the unencrypted authentication data is sent in the clear. Figure iii : Screenshot of a basic simple authentication. Obviously, an authentication method that will not permit eavesdropping is required. The developers then chose to incorporate an authentication framework called Simple Authentication and Security Layer – SASL (Howes T. et al, 2003). 1.3 SIMPLE AUTHENTICATION AND SECURITY LAYER The SASL is a powerful means of providing secure communications using Kerberos and a variety of other methods in LDAP v.3 by encrypting the entire data stream between LDAP client and the server (Sheresh B, 2001). The SASL option is needed when a The LDAP server provides a set of supported authentication mechanism and the client decides which of them to   use. It is the mechanism that describes the flow of information that needs to occur to support a particular authentication method. (Howes T et al, 2003). Some of the mechanisms   includes the Challenge-Response Authentication Mechanism Message Digest 5 (CRAM-MD5) This is an algorithm which uses MD5 hash for client authentication, GSSAPI This supports Kerberos authentication, SKEY This employs a Message Digest (MD4) algorithm. Kerberous_v4 which involves a Kerberos encryption algorithm (Anderson R. et al. 2002). With this more secured basic authentication, the message transfer is encrypted all through the server-client data exchange. Microsoft Windows NT LAN Manager (NTLM) The NTLM is simply an authentication protocol like the Kerberos that improves authentication, integrity and confidentiality to users by hardening protocol against many spoofing attack. It is a challenge-response authentication protocol (Lefkovitz W., Wade W., 2001) that ensures that a user is indeed who he says he is by answering correctly the challenge that the LDAP server generates in three steps. * Negotiate_Message * Challenge_Message * Authenticate_Message. 1.4 AUTHENTICATION OVER TRANSPORT LAYER SECURITY   This mode of encryption and authentication is closely related to the SSL, a Secure Socket Layer encrypts the data connection over which a simple password is transmitted. This protects data from packet sniffing by anyone with physical access to the network. SSL uses a certificate-based method for an SSL security to work. Like SSL, TLS also uses a certificate-based method of authenticating users. TLS provides proof of a server identity and protection of data in transit. The Access Control list is also a security feature supported by LDAP and this prevents data from being seen and modified by unwanted people. Figure iii showing TLS 1.5    SECURED SOCKET LAYER SECURITY FEATURE This is an LDAP Administration and security tool developed by Netscape for creating secured connection between a client and server over the internet using port 636. According to Bialaski T et al,(2001), a secured LDAP connection is accomplished from client-side SSL. This mode of authentication is based on issuance of signed digital certificates from trusted authorities. In accordance to Bialaski T.,(2002), the mechanism for identity using SSL is the digital certificate. Figure iv   LDAP client – server binding using SSL (Adopted from: http://sqltech.cl/doc/oas10gR3/core.1013/b25209/ssl_intro.htm). The two aspects of security using SSL are the identification and the encryption 1. Identification. – It checks to make sure that the client is indeed genuine by checking the digital certificates. 2. Encryption. – Encrypts data sent from one the client computer to the server and it is a security tool uses a secured TCP/IP port 636. 2.   ACCESS CONTROL SECURITY FEATURE OF LDAP. An Access Control List is simply a list of permissions attached to an object (Reisman, B. and Ruebush, M., 2004). As the directory gets populated with data of varying importance, controlling the kinds of access to the directory and records in the directory becomes more vital. Permission as to who has a read, write or no access at all is used to grant or refuse a user or group of users (OU) a specific action (Reisman, B. and Ruebush, M. 2004). Each entry in a LDAP directory contains a special set of attributes which describes who is allowed access information within that entry denoted by DN. Distinguished names. The type of access granted a user determines the operations that can be performed. Most LDAP servers provide a set of access levels operations such as:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Add an entry   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Delete and entry   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Access an entry   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Read an attribute   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Modify an attribute   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Search an attribute. An LDIF (Lightweight Directory Interchange Format) is a plain text data interchange format for representing LDAP directory content. It   used mostly to construct a directory information tree, add an entry into the ldap directory, Delete an entry, export a directory and edit a directory (Zytrax, 2008). According to Carter G. (2003), The slapd.conf file is the central source of configuration information for the OpenLDAP standalone server (Slapd) The slapd,conf is the configuration file for slapd which is a stand-alone LDAP daemon that handles the connection management, access control and protocol interpretation. The configuration file is found in the /etc/openldap/slapd.conf. It is screenshot and displayed below. Figure v: Screenshot of anonymous user authentication in slapd.conf file Figure V above allows authenticated users to change their own passwords. Allows un-authenticated users to authenticate and prevents all other access to the user Password and it permits read access to everything else.   2.1     SECURITY AUDITING FEATURES FOR LDAP As a network grows, it experiences a huge flow of user logons and even huge security problems. As an administrator, it is important to monitor the LDAP server activity The directory server comes with three types of log files. Access logs, Error logs and audit logs. ldap logging option in slapd.conf   logs to a slapd-log file when configured. The type of information we require slapd-log to store is defined in the level option in slapd.conf file and it represented by a number which is shown in table 3.1 below.    -1   Log all information 0 No logging 1 Trace function calls 2 Packet-handling debugging 4 Heavy trace debugging 8 Connection management 16 Packets sent and received 32 search filter processing 64 Configuration file processing 256 Statistics of connections 512 Print entry debugging   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Table 3.1 OpenLDAP logging levels Analysing the /var/log/slapd-log file gives a good idea on what kind of entries are being searched as well as the frequency of access on the ldap server. The downside to this is that the logfiles get very bulky with time. 2.2   Ã‚  BRUTE-FORCING IN LDAP According to Radhamani, G. and Radha K. (2007), a brute force attack is a method of defeating an authentication scheme by trying very many possible combinations. The syslog is an essential tool in logging system events. When a user attempts an invalid logon attempt, the event is logged. Bruteforce attack login attempts are no different as they are conspicuous on the syslog file because multiple unsuccessful login attempts will be made.. To decrease the chances of a successful brute force login attack, the following steps should be taken. Length of authentication characters should be increased. : The user authentication credentials should be made more complex. The higher the number of characters in The I.P address from which the brute forcing is done be locked out after a certain period of attempts. Delay timing is implemented in between failed authentication attempts.    CONCLUSION A directory, being a collection of well organized and indexed records optimized for direct lookups (Barber, B. et al. 2009) are very essential to our everyday information sourcing. It therefore requires that the records in this directory be secured. The following options list methods that can be employed for these records to be secured. Ensuring a secured communication between the LDAP client and server to checkmate sniffing. Access control listing must be configured properly and double checked for complexities in its setup that may lead to a loophole in ldap security. Login activities must be logged. Once these security features are put in place, the world of a more structured information sourcing would be a better place. REFERENCES Ambro D., Tittel E (2003); Solaris 9 system administrator certification. Anderson, R. and Johnston, A. (2002); UNIX unleashed Sams publishing Barber, B., Happel, C., Terrence, V. and Speake, G. (2009) CompTia Linux+ Certification study guide: Exam XK0-003.UK: Elsevier Inc. Bialaski, T. and Haines, M. (2001); Solaris and LDAP naming services: Deploying LDAP in the enterprise. USA: Carter, G. (2003) LDAP System Administration. O’Reilly Media, Inc., USA. David N. Blank-Edelman (2009) Automating system administration with perl. USA: O’Reilly Media, Inc., Howes, T., Smith, M. and Gordon S.(2003) Understanding and deploying LDAP directory services Addison-Wesley Howers, T. and Smith, M.; (1997) LDAP: Programming directory-enabled applications with lightweight directory access protocol; Sams Publishing. Lefkovitz, W. and Wade, W. (2001) Configuring Exchange 2000 server. USA: Syngress publishing. Inc, Nancy, C. (2003). Directory services: design, implementation, and management. USA: Butterworth-Heinemann. Radhamani, G. and Rao. R.K.(2007); Web services security and e-business. USA: Idea Group Inc. Reisman, B. and Ruebush, M. (2004) MCSE: windows sever 2003 network security design, USA: John Wiley and Sons, Sheresh B, Sheresh D.(2001); Understanding directory services Sams Publishing, Zytrax (2008); Chapter 8. LDAP LDIF and DSML, (Online)Accessed:23rd March 2011

Ethical Leadership and Employee Behaivor Dissertation

Ethical Leadership and Employee Behaivor - Dissertation Example Furthermore, there is the pressing need to investigate all the manners in which ethical leadership tends to affect employee behavior. A number of steps have already been taken in order to promote ethical behavior such as the Sarbanes-Oxley Act. Though this is a step in the right direction but it cannot be termed as an end in itself. Instead, there is a constant need to explore the issue of ethical leadership and its impacts on employees to gauge methods to improve ethical conduct in organizations. This paper will attempt to analyze the dimensions of ethical leadership and its impacts on employee behavior as best as possible. Given the expansive nature of the topic, it is unrealistic to assume that all aspects and perspectives will be covered but this paper will attempt to delineate as much as possible. 2. Ethical Leadership Both ethics and leadership have been investigated for a very long time distinctly based on either normative or philosophical approaches. Results from these invest igations were traditionally used to decipher what leaders should do in order to bolster leadership. However, neither ethics nor leadership have been investigated on a strong scientific and social basis thus leading to fundamental gaps in understanding ethical leadership. ... cement and decision making also falls under the domain of ethical leadership (Brown, Trevino, & Harrison, 2005) (Trevino, Brown, & Hartman, 2003) (Trevino, Hartman, & Brown, 2000). In contrast philosophers have tried to define ethical leadership using normative perspectives by delineating how leadership ought to behave in organizational and other context (Ciulla, 2004). This approach to defining ethical leadership has narrowed down the focus of the subject. Instead the social scientific approach being pursued in this paper emphasizes describing ethical leadership, its antecedents as well as its consequences. Researchers have concluded for a long time that certain traits are more important to leadership than others. For example personal integrity has been linked with leadership effectiveness. Furthermore, perceived leader effectiveness has been linked to the perceptions of the leader’s character as per honesty, integrity and trustworthiness (Kirkpatrick & Locke, 1991) (Den Hart og, House, Hanges, Ruiz-Quintanilla, & Dorfman, 1999) (Posner & Schmidt, 1992) (Kouzes & Posner, 1993). In addition to these traits cognitive trust is also associated with effective leadership styles (Dirks & Ferrin, 2002). In this context cognitive trust has been defined as being composed of exercise of care in work, dependability and professionalism (McAllister, 1995). This concept has been used by Trevino et al (2000, 2003) in order to research what ethical leadership means to proximate observers of leaders. The research utilized structured interviews with twenty ethics or compliance officers as well as twenty senior executives. The respondents were asked to think of an ethical leader they knew about and to answer a broad survey that queried the motives, characteristics and behavior model of

Risk Management Essay Example | Topics and Well Written Essays - 3000 words

Risk Management - Essay Example The three main management risks that the Company faces are (i) procurement risk; (ii) Human Resources Management risk; (iii) and, accounting risk. These three kinds of risks are common to large chain store like Wal-Mart (Zsidisin, 2008). Wal-Mart has employed improved management strategies to deal with the problems caused by these risks. As an international organization, Wal-Mart constantly faces the challenge of maintaining cohesion among its employees who are multiracial and multicultural employees. This has been a serious issue that Wal-Mart tries its best to grapple with since it began its globalization drive. Similarly, there are perpetual worries about risks inherent in the procurement and the computation of yearly financial accounting. These three operational risks are broadly described below. 2 Current Risk Management Process Since the nature of the risks is dynamic, Wal-Mart has always come up with the appropriate approach to identify, respond, monitor and mitigate or contro l the three forms of risks highlighted in the foregoing. Through efficient management procedure and principles, Wal-Mart has been able to keep its operational risks under control—some of the approaches utilized by the organization is described as follows: (i) Human Resource Management Risk:-Wal-Mart faces many risks arising from its sometimes inefficient human resources management. A few of human resources problems that have threatened Wal-Mart’s brand in recent years is the odd practice of treating women unequally with their male counterparts, subtle racial discrimination and also the policy of refusing jobs or promotion to employees that have on-the-job life-threatening injury (Spedding and Rose, 2007). This problem has caused the organization millions of dollars in legal damages over the years. As a result of this, Wal-Mart has implemented an effective approach to handle this brand-destroying risk. (ii) Procurement risk:- Wal-Mart also confronts incessant procuremen t risk like every other chain store that receive supplies from different kinds of suppliers. There are risks associated with the sources and quality of the supplies that are sold to customers. Are they from legal or counterfeit sources? Have the suppliers utilized illegal labor (like in China) to produce the goods? Are the 3 goods of highest quality consumable by people in other countries? Are there any standards that are laid down to encourage suppliers to think about consumers’ delight rather than insane profitability? (McCullough et al., 2008). (iii) Accounting Risk:- Chain stores always experience huge risk in computing all their financial transactions that would be presented in their yearly annual reports due to human errors, market forces and the improper utilization of accounting software. This problem has been recognized as a serious risk an organization must make efforts to mitigate (Chorafas, 2007). Other causes of financial risk include but not restricted to unstab le exchange rates (especially for a multinational), volatility in the financial markets, and accounting risks sparked by business risk (Chorafas, 2007). The flowchart below explains how Wal-Mart typically handles the three risks described above. Flowchart: Risk identification, response, monitoring, and control. (a) Identification: Risk managers or officers are distributed to each department to discover any claims of racial or gender inequality among Wal-Mart