Cyber Crime And Its Beginning - 2343 Words

Frostburg State University Cyber Crime COSC 631 –Web Development Programming II By: Thanuja Gonugunta July 31, 2015 Table of Contents 1.0 Introduction 3 1.1 Cyber Crime and its beginning 3 1.2 Classification of Cyber Crime 3 1.3 Categories of Cyber Crime 4 1.4 Impact of Cyber Crime 5 2.0 Concepts of Cyber Security 5 2.1 Cyber Security 5 2.2 Categories of Cyber Security 5 2.3 Cyber Crime Prevention Plans 6 3.0 Web Application Security 6 3.1 Declarative Security 7 3.2 Program Security 7 4.0 Web Application Vulnerabilities †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦4 4.1 SQL Injection 5 4.1.1 Blind SQL Injection 5 4.1.2 SQL Injection Mitigation 5 4.2 Cross Site Scripting 5 4.2.1 XSS Mitigation 5 5.0 Cyber Crime Statistics 4 6.0 Company Individual Responsibility to fight cyber-crime 4 6.1 Professional Responsibility 5 6.2 Ethical Responsibility 5 6.3 Legal Responsibility 5 7.0 Conclusion 4 8.0 Bibliography 4 Abstract Cyber Crime is rising high performing many criminal activities and it is very important that people fight against Cyber Crime in order to protect themselves from various vulnerabilities and therefore this paper introduces the concepts of Cyber Crime and Security. Also the paper describes the web application security and some of the web application vulnerabilities. Finally the paper shows the statistics of Cyber Crime and the responsibilities a company or individual should possess in terms of ethical,Show MoreRelatedPersuasive Essay On Cyber Bullying925 Words   |  4 Pagesbecoming accessible by the computer, crime is evolving. Children went from bullying other kids at the playground to cyber bullying. Cyber bullying is the sending and taunting of other via the Internet. More advanced levels of cyber crime continue to rise. Cyber bullying is considered to be one of the worst types of bullying. According to Ann Frisà ©n, Professor of Psychology at the University of Gothenbu rg, victims of cyber bullying do not receive a break (Cyber bullying). 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The Principles Of Goal Setting - 996 Words

How are the principles of goal setting applied in this case? The principles of goal setting were applied in this case by identifying the ever growing changing healthcare industry. The HIS department identified the need to create an achievement to reach the goal of switching from paper patient records to paperless electronic patient records. Due to the change in technology, new coding for diseases (ICD-10) it was imperative to remain up to date in their processes. Switching from a paper record keeping format is much more entailed than maintaining a paper patient health record. They needed to establish specific parameters in which to operate by. The department set descriptive business goals that enabled them to respond to each achievement in a measurable way. They established time sensitive goals in order to be prepared for the launch of ICD-10 by October 1, 2015 in the US. They knew there were valid reasons this change needed to occur, and knew it was not wise to keep employees working harder and not smarter. They also were aware of the nee d to be flexible due to the federal regulations that change throughout the year, from payment systems to new time lines to pay providers. All of these changes meant it was imperative to create system that and environment embraced change. How are the principles of job enrichment applied in this case? In this particular case, although the job structure was redesigned, since this was a new undertaking, and had many new variables, suchShow MoreRelatedThe Principles Of Goal Setting1116 Words   |  5 PagesHow are the principles of goal setting applied in this case? Between 1979 and 1985, management of HIS Department implemented five specific goals. These goals simplify the culture of goal setting in this organization. One reason behind the success of HIS Department is the regular adaptation to change in work ethics. 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Examine the portrayal of cultural poverty in “Saved” and “The Wasp Factory” Free Essays

Cultural poverty can be defined as lacking society’s principles in many ways. â€Å"The Wasp Factory† and â€Å"Saved† deal with dysfunctional families living in a community that is deprived of hope and aspiration. Their way of life is violent and gothic due to the deficiency of society’s ethics and morals. We will write a custom essay sample on Examine the portrayal of cultural poverty in â€Å"Saved† and â€Å"The Wasp Factory† or any similar topic only for you Order Now This is reflected in the characters attitudes and minds which to them is all they have ever known. Their isolation from education and society’s support structure limits their knowledge of how to live in a community. Lack of education is probably the most defining factor determining how a society advances and improves. Frank’s world is completely his creation, with his own morals, principles and rules. He doesn’t know how to socialise as he has never experienced life through the point of view of another human being. His total upbringing by his father was completely orchestrated mentally and physically. Frank epitomises the extremes of society’s norms at the time that â€Å"The Wasp Factory† was written when Margaret Thatcher was in power. Thatcher’s belief when she was in power was that it’s â€Å"Every man for himself† which created social isolation between different families, as can be seen in the families of both â€Å"The Wasp Factory† and â€Å"Saved†. Frank’s family sounds highly dysfunctional when we discover how he talks of how Eric’s mother haemorrhaged and bled to death when Eric was born. His opinion of how Eric was the first murderer of the family is very sinister and thought provoking, â€Å"Old Eric beat me to it, killing his mum before he had even drawn breath†. Frank doesn’t even exist in society which is one of the reasons why he has no education because he could never go to school. The same can be said of the characters in â€Å"Saved† who are illiterate and uneducated which can be shown through their vocabulary. No signs of education can be seen in any of the characters due to their personalities and lifestyles. Also the accent that comes through the vocabulary makes the characters seem different, as in our society we are not use to hearing their accents and generally their lifestyles seem isolated from society. We never hear of how they survive, where their income comes from nor even simple daily routines such as house hold duties. Even though the characters speech in â€Å"Saved† is altered, it brings the reader closer to the characters and they seem more human, which is why we understand the characters more personally and understand their different lifestyles. Social isolation is another aspect that affects the characters in â€Å"The Wasp Factory† and â€Å"Saved†. In â€Å"The Wasp Factory†, Frank understands how his island is just a miniscule part of the planet and knows that he limits his own knowledge of first hand experiences of other places, but the reason why his life is surrounded and clouded by the fact that he will never leave the island is deeper. He believes he has been treated cruelly by society and believes that it is influential and contaminating. This is largely due to the fact that when Eric left the island, he was exposed to the social pressures. He says, â€Å"Eric chose a path and followed it – that path led to the destruction of most of what he was†. Frank believes that Eric developing a mental illness as we learn in â€Å"What Happened to Eric† and his personality change is a result of his leaving the island and returning with a changed heart, indicating the world is a cruel and life-changing place. Frank sees his island as a haven, his protection from the cruelty and dangers of the outside world. He even says, â€Å"I don’t bother people, and they best not bother me†, which shows he created isolation purposely, and that he isn’t a shy or unsociable person. In â€Å"Saved† the setting reflects the characters isolation from society. â€Å"Saved† is set on a completely bare stage, which helps to create its detachment. At the time that â€Å"Saved† was written, the economy in Britain was in decline and unemployment rose, and this is reflected in the play. The society that the play is set was very capitalistic. Capitalism is a social system based on the principle of individual right, and is reflected in the play as the social class the characters are in is segregated. Bond is also trying to address a political issue with this play, Violence will only stop when we live in a just society in which all people are equal in all significant respects. Capitalism can’t do this because its political ethos is competitiveness. The stoning of the baby is a consequence of this, but the eruption of violence has nothing to do with the preceding action or with the object of violence, the baby. It’s just the result of the general situation (being bored, having no aims in life) and some of their cries while they murder the baby are ruling-class slogans. Aggression is not directed against the source of alienation, but against human nature, in this case the baby as the epitome of neediness and hope for the future. The young people express that they are not interested in children. Both books have similarities and differences in the way women are portrayed. The Wasp Factory†, Frank is brought up entirely by his father, and the effect this has on Franks view of women is very negative – he says, â€Å"My greatest enemies are women and the sea – women because they are weak and live in the shadow of men† (Pg 43). Frank also has a view that women like to see men helpless as he says â€Å"I expected she would just let me crack my skull on the pavement because women like to see men helpless† (Pg 79). Frank’s mother also left the family when he was very young, which may be another reason why he resents the existence of women. In â€Å"Saved† the women are portrayed as weak and insecure. Pam is a very fragile character, and is easily hurt or made happy. Her emotions swing from one extreme to the other, in scene ten, she talks to Len about him seeing other women, â€Å"Yer ain’ a bad sort†, and the next minute she is screaming at him, â€Å"Yer’re a stubborn sod! † (Pg 95). Pam’s relationship with Fred is definitely one way, at the beginning of scene 6 we see Pam practically begging Fred to come home that night, â€Å"I don’t care if yer bin with yer girls, come ‘ome after† (Pg 59), and Fred basically doesn’t really care and just says, â€Å"There’s plenty a blokes knockin’ about, why don’t yer pick on someone else? (Pg 58). Even after the murder of her baby, Pam puts her relationship with Fred above the fact that he contributed towards the baby’s murder, which is a reflection on how much she really cared for her child. Relationships are important in society as they help build foundations on how to communicate and acknowledge the fact that everyone is different. In â€Å"Saved† there is not one strong relationship based on trust. The only relationship which can be examined is between Harry and Mary, but even this has its flaws. Harry says that he only lives with Mary as she does the â€Å"washin’ an cookin† (Pg 116), and he has no trust towards her as he thinks that if he left, Mary would easily find a replacement, â€Å"she would soon ‘ave someone in my bed† (Pg 119) One thing that is common in the main characters of both books is the lack of hope and aspiration. It is hard to visualise how the characters would develop as time goes by as they all seem to be in a daily routine which limits their awareness beyond their own surroundings and excludes them from their community. In â€Å"Saved† the only character who is idealistic and positive is Len. The author writes, â€Å"Len does not know what he will do next, but then he has never done†. Len’s optimism is apparent because he has seen people at their very worst and most hopeless, yet he chooses to remain and not leave. We might believe that for Len to go further in life and to make something of himself he would have to break free of his current situation but he continues to believe that things will eventually work out for himself and for Pam. Bond says that the play is â€Å"irresponsibly optimistic†. This is true as the ending might be a new beginning for both Len and Pam (Possibly because Pam now has her Radio Times back). In â€Å"The Wasp Factory† Frank is optimistic about many things. Firstly he has a sense of optimism that has been enforced by his father. Frank understands that he was never going to be educated in public schools, but he believes that he is just as well educated as others, â€Å"I probably know more about the conventional school subjects than most people of my age†. Frank is also optimistic about Eric coming home as he has a very strong link with him, even though he is certified insane. The ending of the book is also positive; Frank says â€Å"I thought one door had shut behind me years ago, now the door closes, and my journey begins† (Pg 184). Even with the discovery of his new identity, Frank is confident that his â€Å"Journey† will still continue, and that although he realises he is a girl, he is still the same person, â€Å"But I am still me, I am the same person† (Pg 182). It could be said that human beings adapt to their surroundings, which is scientifically true in the case of animals such as rabbits where their fur turns white in winter. Humans are all born into society, and it is true that your surroundings can have an effect on a persons mind and personality. In â€Å"The Wasp Factory† and â€Å"Saved†, the characters are limited in their awareness and they have no perspective in life. They are living in their own isolated areas with no interaction with other people in their community and this limits their knowledge. How to cite Examine the portrayal of cultural poverty in â€Å"Saved† and â€Å"The Wasp Factory†, Papers

Communication and Dialogue free essay sample

In this new era of globalisation wherein people from diverse culture and ethnicity have come together to work in an organisation, dialogue is indeed an important way of communication. Many researches have proved the fact that differences in culture may inculcate a difference in the thinking pattern or stem into differential analysis of a situation. In an organisation where values and growth are related  to each other, differences in opinion may lead to altercation and conflicts if not addressed well. Dialogue, a bidirectional flow of communication where emphasis is laid not only on saying but also on listening and understanding at the same time can be an useful tool in an organisation to resolve inter personal conflicts, conflicts within the department or conflicts between two different departments of the same organisation. The essay will highlight the importance of introduction of dialogue in a multicultural organisation and its use as a problem solving tool in multicultural organisation where cultural thinking act as an impediment among them. Also, it will review the role of dialogue in promoting organisational learning. Next it will explore some of the barriers in communication such as â€Å"Silo virus† and need for eliminations of those barriers, ending into a conclusion for the implication of dialogue in a multicultural organisation. Sequential Conversation or Unidirectional Flow of Communication versus Dialogic conversation A conversation is said to be sequential or unidirectional when there is a flow of information from the speaker to the listener (Eisenberg amp; Goodall, p. 27). This one way communication can be practically seen in classes where student completely rely on teachers lectures, also when managers or the instructor define the protocol of the work to the subordinates or receivers. In other words in a unidirectional or sequential communication listeners are passive and are uninvolved in constructing the ideas of the communication (Eisenberg amp; Goodall, p. 28)  . Traditionally communication between managers and employee were articulated as straightforward unidirectional flow of delivering management messages to employees and other constituencies (Tourish and Hargie 2009, p. ). However, dialogue provides equal opportunities to all who are involved in the communication. Everyone has the say to voice their opinion and give their feedback either in agreement or in opposition of the core matter. Dialogue in a working definition can be defined as a mindful conversation emphasising on equitable and empathetic transaction of opinions of the participants to create new opportunities for working together to produce new and innovative ideas (Eisenberg amp; Goodall, p. 40-45) Hence dialogue is a balance between creativity and constraints (Eisenberg amp; Goodall ,p. 0). Dialogue demands its participants should be able to critically reflect themselves i. e, they should be open to the fact that the perceptions made by them may not always be accurate. â€Å"What we perceive is often based on our needs, our expectations, our projections, and, most of all, our culturally learned assumptions and categories of thought (Schein 1993,p. 33)†. Participants should be able to suspend the perceptions and feelings for some time to see the outcome of the dialogue (Schein 1993). By suspending the feelings the participants will allow the disagreements to fly off, hence will build mutual understanding and trust on each other. Higher the trust higher will be the effectiveness of the group. Participants will be open to voice their unfearful opinions, and will come up with more innovative and successful solutions. Dialogue as a problem solving tool in a multicultural organisation The definition of dialogue says that there should be equal sharing of perceptions, assumptions, thoughts and experiences to come to an radical conclusion (Schein 1993). Healthy communication connects the employee more strongly with the organisation by eliminating the sense of isolation and dissatisfaction. Employee who communicate regularly with their managers and co-employees have a higher sense of job engagement than those who are reluctant to voice their opinion. There is a direct relation between the healthy communication, participation of the employees in decision making and growth of the organisation. Dialogue does not only mean that you are heard, but it also signifies that your voice matters in the decisions of the company. It gives a sense of belonging to the employee and burns out stress and discomfort. The organisation with the higher number of contented employee will have higher productivity both in number and innovations. â€Å"The quality of relationships with co-workers is a crucial factor in determining levels of job satisfaction† (Tourish amp; Hargie 2009, p. 16). Job satisfaction cannot only be guaranteed by successful completion of a task, but it involves many other vital factors too. Today when it is impossible to find an uncultured organisation, learning about the intercultural ommunication is an indispensable necessity (Crossman et al 2011, p. 57). Culture plays an prominent role in structuring human behaviour, ideas and thought process (Wood2011). Differences of thinking may lead to ambiguity at the work place which may end into conflicts. According to Ting-Toomey, the greater the difference between two cultures, the more that conflicts will arise in areas such as historical grieva nces, cultural world views and beliefs (Crossman et al 2011). Creating Coherence in Multicultural Organisation with dialogue Employees have different personal needs and hence different dimensions for the satisfaction. The organisation should know about the personnel needs of the employee and should work in a way to nurture good relationships among the employees (Tourish amp; Hargie 2009). Incorporating good communication practices such as regular group meetings, open house discussions or building new channels for communication sustains job engagement of the employee. Mangers should have expertise in intercultural communication skills to nurture an environment of tolerance to the ambiguity caused by incompatibility of cultural values and norms. As Brannen amp; Salk 1999, said working together to give fruitful result can only be achieved by compromising the ambiguity and confusion for quality issues. The practices like   an  open house group discussions  ,thought sharing and dialogues exchange with seniors and colleagues will help in bridging the gap of miscommunication and misunderstanding. Employees who have an access to information, organisation policies, new ventures and developments feel more secure and safe at work. Intercultural communications along with dialogue help in enhancing the process of organisational learning through group interaction. It helps in sharing of cultural ideas, values and beliefs. Cordial and happy relations at work place eliminate stress and burnout caused by work pressure and thus benefits the employee with good concentration and higher thinking. Socially balanced work culture  breed  employee with better insights and hence result in collaborative thinking and exemplary innovations. However in a real business world where emphasis is laid more towards the successful completion of the task, is it realistic to preach dialogue at every stage of decision making? Is it possible for an organisation to understand the needs of every employee? Will it be correct to say that it  is the responsibility of a manager to inoculate good intercultural communication where the employees are reluctant to shift their values and paradigm? Implementing dialogue can be a laborious process for a manager. It is the Manager who bears the responsibility of accomplishing the targets with in the given time frame. Dialogue can only be successful when employees are ready to take the responsibility to change themselves, else it will only result in wastage of time. Dialogue is easy to preach in a likeminded group sharing similar values but difficult to express with those who are reluctant to change. Say for instance it is easy to teach a budding employee about the virtues of good communication. However,  the same could not be expressed to those highly experienced or talented employees who are reluctant to adapt to new changes. Also, it is difficult to bring employees out of their comfort zone and to speak up expressing their true feelings. Dialogue- the core of organisational learning Dialogue lies at the core of organizational learning, for without dialogue, individuals and groups cannot effectively exchange ideas, nor can they develop shared understanding† (Mazustis amp; Slawinski 2008, pg 438). Argyris said that there are two different modes of learning, Model 1 and Model II, best be summarized as single or double loop learning. He mentioned in his writing â€Å"Teaching Smart people how to learn†, highly skilled professional are good at single loop learning because of their vast experiences and success gained in those experiences. However, Argyris argue that it is difficult for them to admit their mistake,  and hence they adopt a defensive attitude wherein they start blaming others for the failure. Defensive reasoning can block learning. Model I learning behavior persists throughout the organization resulting in to win/lose dynamics in which individual avoid confrontation (Mazustis amp; Slawinski 2008). On contrast Model II which is based on open dialogue, self-reflection and double loop learning will help in bringing fundamental changes in organizational norms, priorities and behavior (Argyris and Schon1978). It is through dialogue that people share ideas with others. Integration of these ideas with others is only possible when a group has   a  common language and common thought process, which can only be built by dialogue(Mazustis amp; Slawinski 2008). Shared meaning can lead not only to the transference of knowledge, but also to the creation of new knowledge and understanding among participants (Mazustis amp; Slawinski 2008). Finally, the process get embedded into the organization. This process is what Crossan et al. (1999) refer to as institutionalizing. Dialogue is therefore at the core of the socio-psychological processes of the model of organizational learning (Crossan et al. , 1999)† (Mazustis amp; Slawinski 2008). Barriers to communication- Silos formation Advancement in technology and increase in complexity of organisation resulted in division of the organisation into different specialised departments or subunits. Employee in one department share same work language, tec hnology and work terminology developing a subculture of its own. Different departments in an organisation work together to complete the task, failure of one may result in failure of others. Organisational effectiveness is therefore dependent on the valid communication across subculture boundaries† (Schein 1993,p. 41). Silo formation and Need to eliminate Silos Fragmentation of organisation into small departments may result in the formation of â€Å"silos† throughout the organisation. Individuals in silos share strong personnel bonds, common interests, abilities, work structure and relational bonds that differentiate them from others. Individuals in a silo interact more to each other than with the outside employees creating an atmosphere of alienation for those who are not part of the silo group. Silos act as a barrier to inter departmental flow of communication resulting in the  creation of isolation and hostility for others who are not  part of the group. Employees hesitate to co-operate with other departments thinking that the objective of their silo is different from that of other department. Interdepartmental competition may prevent the desire to transfer valuable information from one to other department. Communication breakdown can lead to errors and finger pointing, lack of responsibilities and hence failure of the task or the department itself What is the role of a good manager in an organisation full of silos? Managers should learn to trust his team members and also should show respect their peers. Mutual trust, respect for each other structure and values will help in dissolving silos. Senior should preach the essential values of their organisation and not that of a single department. Organisation based on Hierarchical pyramid structure An organisation based on principals to maintain and respect hierarchical structure, could not support dialogue. Hierarchy do not support the idea of cross questioning your boss or voicing against the idea of your manager, it may lead to serious repercussions for the employee. Time constrain Time is again a vital factor to be considered while promoting dialogue. Every project is designed to be accomplished with in a limited time frame. Listening to every voice of the department may lead to wastage of time. Managers should be able to recognise the right time to implement debate and discussion instead of dialogue. Breaching the comfort zone of employee Dialogue demands empathy and tolerance to other and is a time consuming process. In this fast pace society where human beings are already over engaged with priorities it is difficult to maintain patience to listen to others. Highly experienced employee find it difficult to listen to a new employee, they do not want to change their work protocol and hesitate to adapt to new changes. It is difficult to breach the comfort zone of over experienced employees and sometimes they find it insulting too. Defensive Behaviour and lack of trust Individuals may engage into defensive routines where they hesitate to open a dialogue with the seniors fearing that may lead to some serious problems with the co-employees or the manager himself. Also, colleagues working in an organisation may feel competition with their  colleague, and thus, employee consciously prevent flow of information to others creating a hostile environment for others. Lack of true Feedback Dialogue may be impeded by organisation norms such as the practice of only delivering good news to senior managers, and hiding distressing news. Individuals need  the  information to be able to detect and correct errors, but some organizational norms prevent such information from being discussed (Argyris and Schon, 1978). Baker et al. 2005: 425), for example, conclude that some ‘norms determine what can be said and not said, what and who is heard and not heard, who has  a  voice and who does not have  Ã‚  a  voice   who is in and who is out of the conversation’ (Mazustis amp; Slawinski 2008). These norms inhibit prevent knowledge from being shared openly across functional silos, divisions and levels. Conclusion Dialogue is no doubt an im portant tool of communication to bring changes in an organisation and to promote  a  higher degree of organisational learning. Proper implementation of dialogue in an organisation will make employees more responsible to each other. It will also ensure trust, empathy, tolerance and engagement among the employees by creating a safe and secure work environment. Sharing of ideas, discussion about work and group thinking will inculcate high sense creativity and innovations. However, it is difficult to have an idealistic organisation working on the principals of dialogue. 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