Alternatives to Proprietary Digital Forensics for SMEs

Alternatives to Proprietary Digital Forensics for SMEs Realistic alternative to expensive  Proprietary Digital Forensics  and Security products for SMEs. Alan David Blais Abstract Organisations have recently developed an awareness about the necessity of having their systems secure and protected from external as well as internal threats. This sudden awareness is believed to be due to recent major events about breaches and security issues faced by many organisations. The consequences of these breaches and security issues had so many negative impacts that it has created a real awareness. Although the UK is among the leading countries in this regard Europe, it still has a long way to go, according to training director for the Sans Securing The Human Program, Lance Spitzner. (Cybersecurity Awareness SANS 2015) Many organisations have already invested very considerable amount of money into making their systems securer while other are still thinking whether investing money in security has a return on investment (ROI) or not. On the other hand, for small and medium enterprises (SME), it is an entirely different story, with the world financial crisis, it is already particularly difficult for SME to survive, and some of them are struggling to keep their companies running and many of them cannot afford the cost for improving the security of their system as it should be. Most of them, try to use short-term fix like cheap firewall and anti-virus, free patches and updates despite knowing that having a single/some layer/s of security is not enough. Some of the SMEs also uses free available tools and applications but most of these tools are specialised in only one aspect of security, thus several different applications are needed to provide better security. It is difficult to manage several different tools and applications at the same time. This projects aims at finding a solution to solve the above mentioned problem by designing a software/platform for managing different tools and applications remotely using the designed software/platform. 1. Background – 2 Pages 1.1 Introduction According to a new study on the main causes of European privacy, breaches come from organisations own errors, insider abuse and other internal mismanagement issues. The director of the study, P. Howard believe that only 41% of the incidents reported are external attacks by hackers and that 57% of the incidents which were caused by administrative error, exposed online, insiders or caused by missing hardware configuration. (Most European Breaches Caused by Organizational Error, Insider Attacks 2015) Based on the above study findings, we can therefore assume that having proper internal security mechanism within an organisation can significantly reduce the number of incidents. Despite knowing that, some organisations are still not improving their security as it should be. The main reason is the cost associated to security; some people at management level still think that investing on security has no direct impact on the main objective of business which is to make profit. It is true that many organisations awareness about security have recently changed due to the consequences of breaches on other organisations but Cyber Security awareness is still in its infancy in most organisations and not all organisations can afford the cost associated to security, Small and medium enterprises are generally not able to afford it. Moreover, much of the software available on the market focus on one particular aspect of security rather than having a single platform that caters for different aspect of security at an affordable price for SMEs. It seems that a growing trend is growing within SMEs, which is the use of open source software (An evaluation of open source software adoption by UK SMEs in the IT industry.) such as Volatility. But even that, it is not an efficient way to manage several applications all at the same time. A possible solution would be to use an application as a platform for using other open source software with the capability of managing all these remotely. This project is about designing that platform to provide incident response, digital forensics, host and network security as well as malware analysis capability. The platform will provide all the above mentioned capability remotely and having a server-client architecture. 1.2 Relevant past and current work Alien Vault has a software which provides a platform to manage different aspect of security all on one platform called Unified Security Management (USM). The software is a commercial one and provides the management of tools which themselves are commercial software whereas this project aims at using available free software and in-house built features to provide a platform for managing different aspects of security at an affordable price. Below is the management features available in Alien Vault USM and other traditional SIEM. As we can see from both screen capture, many traditional SIEM require 3rd party product to provide some features. Below are the security features provided by alien vault. The USM provides a single platform for managing and monitoring different aspect of security. 2. Project Description – 1 Page 2.1 Project Overview This project aims at designing a platform for managing open source and free applications/tools as well as providing in-house built features. The platform will be dealing with different aspect of security such as incident response, digital forensics, host and network security and malware analysis. The digital forensics capability will be the central part of the project from which incident response and malware analysis will be derived from. The host and network security will be on top of the base structure which comprises the three other aspects. The digital forensics and malware analysis can be split further at a high level view as we can see from the diagram to the left side. Live and static forensics for digital forensics on the other hand Static and dynamic analysis for malware analysis. 2.2 Importance of this project Security should be the concern of everybody, SMEs should be given alternative option to expensive security products to enable them to provide more secure services to clients, which in-directly or directly can affects anybody. This project aims at providing a cost effective solution by providing a platform to manage open source tools and application. The main assumption will be, despite knowing that free applications and tools have limitations, it is a better option than having no security at all or limited one due to having a limited budget for security. 2.3 Aims and Objectives It is important in a project to properly design the aims and objectives since it allows the setting up of the directionthe direction in which the project must go through. Objectives allow us to measure and assess the outcome of the project. Please refer to Appendix A for the aims and objectives. 3. Programme and methodology – 3 Pages 3.1 Spiral Methodology The spiral methodology seems to be the best option to suit the project. The spiral methodology as compared to waterfall methodology has the advantage of demonstrating that development projects work best when they are both incremental and iterative, where the development is able to start small and benefit from enlightened trial and error along the way. The spiral methodology reflects the relationship of tasks with rapid prototyping, increased parallelism, and concurrency in designing and building activities. The spiral method should still be planned methodically, with tasks and deliverables identified for each step in the spiral. Throughout the entire project we are going to use the spiral methodology for the design and development of the software/platform. The next part of this section will be the planning of tasks and deliverables as well as expected Milestone. Why do you think the spiral best suits your project? Not the other methodology give concrete examples. 3.2 Project Management 3.2.1 Budget Planning 3.2.1.1 Milestone The table below is just an estimation of how much time each task will take and gives us enough information to plan the project in a more realistic way. Generally tasks will be performed in parallel rather than in a linear way which has its advantages and disadvantage such as time saving and whereby some tasks must be completed prior to some other tasks. 3.2.1.2 Gantt Chart Please find below a Gantt chart representing the planned tasks over the budget allocated to us. 3.3 Project Approach The first part of the project will focus on the literature review where we are going to analyse tools, applications and process/features which are relevant to the project. The next part, we will be talking about why the features/applications/tools might be important for SMEs and their security from a technical and non-technical perspective. The third step will be to developed the features and integrate the tools/applications within the designed platform. The final step will be the testing and documenting of the results obtained and makes sure that the aims and objectives are satisfied. 4. Ethical and Legal Consideration – 1 page Before starting a project, it is crucial to properly understand the internal policies of the organisation you are developing something for and any local laws that might apply to the project. Some features of the project might invade the privacy of the users which in our case will be employees. It is a good practise to have policies about the possibility of company’s resources being monitored and might be investigated without prior notice or user permission but this might not be enough in a trial. One alternative would be to make sure the company where we are going to implement this project displays a well-defined warning banner. Without a banner, the right to investigate or monitor a system used by employees might conflict with user’s expectation of privacy. The EU and its member nations which include UK impose a strict fine for information that crosses national boundaries without the person’s consent. 4.1 Law in UK According to the UK Government’s website (https://www.gov.uk/data-protection-your-business/monitoring-staff-at-work), it is possible for employer to monitor employees at workplace if the below conditions are met: Be clear about the reasons for monitoring staff and the benefits that this will bring. Identify any negative effects the monitoring may have on staff. This is called an impact assessment. Consider whether there are any, less intrusive, alternatives to monitoring. Work out whether the monitoring is justified, taking into account all of the above. Monitoring employees’ activities on a computer system is cover by the data protection act. Data protection law doesnt prevent monitoring in the workplace. However, it does set down rules about the circumstances and the way in which monitoring should be carried out. Based on UK law, it is also for employers to monitor their employees without their consent for specific reasons. (Please refer to Appendix B for the reasons) 4.2 Ethics The question about whether it is ethical to monitor or investigate on employees can be debate on different point of view which can include the privacy of users, the need to protect client’s data, to provide reliable and trustful services to client by minimising the risks of external as well as internal threats such as insiders. But at the end of the day, the majority always win over the minority, what would be more ethical? Monitoring hundreds of employees or having more than one million client’s credit card details unprotected from insiders? 5. Impact 0.5 – 0.75 page 5.1 National Importance Services provided by SMEs such as data storage, client’s data management, POS information management, companies’ secret industrial process and many others will be more secure since the SMEs will improve on their security using a cost saving solution and providing several layers of security. Risks associated to insiders will be minimised. 5.2 Commercial Impact The platform could be sold at an affordable price or via a donation mechanism. The money can then be used for developing new features, improves existing features and provide upgrades. 5.3 Academic Impact This project can provide a platform for further research opportunity such as: Research can be done about why despite knowing that security is crucial still SMEs are not improving their security? Cost associated with security products? The assessment of the impacts on security in general if security products were cheaper and easily available for on SMEs. Does security improved if managed and monitored using a single platform rather than using several different security products (Efficiency and conflict arise when using several security products). References Cyber security awareness still in its infancy, says Sans Institute. 2015.Cyber security awareness still in its infancy, says Sans Institute. [ONLINE] Available at:http://www.computerweekly.com/news/2240234932/Cyber-security-awareness-still-in-its-infancy-says-SANS-Institute. [Accessed 18 May 2015]. Information Security Awareness Training | Cybersecurity Awareness | SANS. 2015.Information Security Awareness Training | Cybersecurity Awareness | SANS. [ONLINE] Available at:http://www.securingthehuman.org/. [Accessed 18 May 2015]. Study Finds Most European Breaches Caused by Organizational Error, Insider Attacks | The State of Security. 2015.Study Finds Most European Breaches Caused by Organizational Error, Insider Attacks | The State of Security. [ONLINE] Available at:http://www.tripwire.com/state-of-security/latest-security-news/study-finds-most-european-breaches-caused-by-organizational-error-insider-attacks/. [Accessed 18 May 2015]. Brunel University Research Archive: An evaluation of open source software adoption by UK SMEs in the IT industry. 2015.Brunel University Research Archive: An evaluation of open source software adoption by UK SMEs in the IT industry. [ONLINE] Available at:http://bura.brunel.ac.uk/handle/2438/4509. [Accessed 18 May 2015]. Brian Buffett, UNESCO Institute for Statistics (2014)Factors influencing open source software adoption in public sector national and international statistical organisations, [ONLINE] Available at: http://www.unece.org/fileadmin/DAM/stats/documents/ece/ces/ge.50/2014/Topic_1_UNESCO.pdf [Accessed: 18 May 2015]. SME’s help Governments make huge IT savings. — PretaGov. 2015.SME’s help Governments make huge IT savings. — PretaGov. [ONLINE] Available at:https://www.pretagov.co.uk/news/sme2019s-help-governments-make-huge-it-savings. [Accessed 18 May 2015]. How SMEs can drive growth through new technologies. 2015.How SMEs can drive growth through new technologies. [ONLINE] Available at:http://yourbetterbusiness.co.uk/how-smes-can-drive-growth-through-new-technologies/. [Accessed 18 May 2015]. Unified Security Management (USM) Platform. 2015.Unified Security Management (USM) Platform. [ONLINE] Available at: https://www.alienvault.com/products. [Accessed 19 May 2015]. James R. Chapman 1997, Software Development Methodology, Project Management Training. [ONLINE] Available: http://www.hyperthot.com/pm_sdm.htm [Accessed 19 May 2015] NELSON, B., PHILLIPS, A. ET STEUART, C , 2010. Guide to Computer Forensics and Investigations. 4th Edition. Course Technology Data protection and your business GOV.UK. 2015.Data protection and your business GOV.UK. [ONLINE] Available at:https://www.gov.uk/data-protection-your-business/monitoring-staff-at-work. [Accessed 20 May 2015]. Monitoring at work Citizens Advice . 2015.Monitoring at work Citizens Advice. [ONLINE] Available at:https://www.citizensadvice.org.uk/work/rights-at-work/monitoring-at-work/. [Accessed 21 May 2015]. Appendix – A A1 Aims of the project Please find below the aims of the project: Provide a cost effective IT Security solution. Provide security in its different aspects all under one platform. Provide remote management capability. A2 Objectives of the project Please find below the objectives of the project: Secure communication between server and clients. Ability to monitor and detect suspected behaviour/activities. Ability to remotely manage clients from server (Platform). Ability to capture relevant information from clients to server for investigation. Ability to provide Confidentiality and integrity on clients. More detailed and technical objectives are to be derived at a later stage of the project, which will in-turn be translated into features that will be provided by the platform. Appendix – B B1 – Reasons for monitoring employees To establish facts which are relevant to the business, to check that procedures are being followed, or to check standards, for example, listening in to phone-calls to assess the quality of your work To prevent or detect crime. To check for unauthorised use of telecommunications systems, such as whether you are using the internet or email for personal use. To make sure electronic systems are operating effectively, for example, to prevent computer viruses entering the system. To check whether a communication you have received, such as an email or phone-call is relevant to the business. In this case, your employer can open up your emails or listen to voice-mails but is not allowed to record your calls. To check calls to confidential help lines. In this case, your employer can listen in, but is not allowed to record these calls in the interests of national security.

Rene Magrittes Ceci nest Pas Une Pipe and Les Deux Mysteres :: Art Painting Artist Essays

Rene Magritte's Ceci n'est Pas Une Pipe and Les Deux Mysteres The aesthetic value of Rene Magritte’s paintings is driven by a relationship manufactured by the artist. By specifically targeting an audience who can recognize that a set of established artistic interpretations are being challenged in his paintings, Magritte generates a dialectic argument that attempts to deconstruct Plato’s mimetic interpretation of art. As a result, the painting of a negated representation contained within a painted representation of that same object necessarily appeals to a subjective and not objective desire to comprehend Magritte’s intent. In other words, because we (the audience) know that you (the artist) know that your breaking the â€Å"rules,† a specific interest rather than a disinterested idea of beauty influences the aesthetic judgment of Magritte’s work. The we know that you know concept in Magritte’s paintings Ceci n’est Pas Une Pipe and Les Deux Mysteres effectively illustrates the nebulous connotations of beauty and the difficulty of determining an objects aesthetic value. Because of the complexity of ideas created by the different perspectives inherent in all creative endeavors, critics and philosophers, such as Joseph Addison and Immanuel Kant, have attempted to define the parameters of aesthetic judgment. Consequently, Addison and Kant each developed an argument that identified the parameters of aesthetic judgment and highlighted the sense of taste necessary for the recognition of beauty. As a result, in the interpretation of Magritte’s paintings, both Addison and Kant would conclude-- from different reasons drawn from their respective arguments--that Magritte’s work fails to attain a level of achievement consistent with the beautiful. At the top of Addison’s triarchy of aesthetic judgment or taste is the idea that â€Å"true wit† (an Addison synonym for beauty) is grounded in the â€Å"resemblance of ideas†¦ that gives delight and surprise† to an individual (Addison, 264). Working primarily as a source of literary criticism, Addison’s argument about the judgment of taste appears in his Spectator essays that are nonetheless dedicated to the defense of all â€Å"higher† forms of artistic endeavors and to the supremacy of â€Å"polite society† as the guardians of true wit (Lecture). For Addison, the ability to recognize true wit represented a necessary prerequisite for an individual’s acceptance into polite society. Further more, Addison’s argument implied that the judgment of beauty, although based on an ideal of objectivity, is in part an empirical knowledge gained from the â€Å"rules and arts of criticism† that provided the â€Å"accuracy and co rrectness† for contemporary true wit to exist (Addison, 261).

Cosmopolitans and Locals

Cosmopolitans and locals â€Å"If there were only locals in the world, world culture would be no more than the sum of its separate parts†. Hannerz 1990:249 Ulf Hannerz (1990) argues that the world culture is created through the increasing interconnectedness of varied local cultures where people connect in different ways. He uses Robert Merton's cosmopolitan-local distinctions in a global context, to describe how people identify themselves with the global or not. The term `cosmopolitan' is often used rather loosely to describe just about anybody who moves around in the world. But of such people, Hannerz argue some would seem more cosmopolitans than others and others again hardly cosmopolitans at all. He describes a genuine cosmopolitanism as first of all an orientation – a willingness to engage with the other. The willingness to become involved with the other, and the concern with achieving competence in cultures, which are initially alien, is central. Being on the move is not enough to turn into a cosmopolitan. Due to this Hannerz ask a crucial question: Are tourists, exiles, business people and labour migrants cosmopolitans? And if not: Why? A contemporary writer, Paul Theroux (1986), comments that many people travel for the purpose of `home plus'. They seem cosmopolitans but are really locals at heart. Spain is home plus sunshine, India is home plus servants etc. For business people travel is ideally home plus more and better business. The `plus' has often nothing to do with alien systems of meaning, and a lot to do with facts of nature, such as nice beaches or sunshine. The exiles are often no real cosmopolitan either, because their involvement with an alien culture is something that has been forced on them. At best, life in another country is home plus safety or home plus freedom. For labour migrants going away may be home plus higher income and their involvement with another culture is a necessary cost to be kept as low as possible (Hannerz 1990). Transnational cultures today tend to be occupational cultures (and are often tied to transnational job markets). Konrad (1984) emphasises the transnational culture of intellectuals for instance. â€Å"The global flow of information proceeds on many different technical and institutional levels, but on all levels the intellectuals are the ones who know most about one another across the frontiers, who keep in touch with one another, and who feel that they are one another's allies†¦ † Konrad 1984: 208 Hannerz add that there are transnational occupational cultures also of bureaucrats, politicians, business people, journalists and diplomats, and various others. These people shift their bases for longer periods within their lives and wherever they go they'll find others who will interact with them in the terms of specialised but collectively held understandings. Hannerz argue that because of the transnational cultures, a large number of people are nowadays systematically and directly involved with more than one culture. The transnational and territorial cultures of the world are entangled with one another in manifold ways. Some transnational cultures are more insulated from local practises than others and the transnational cultures are also as wholes usually more marked by some territorial culture than by others. However, most of them are in different ways extensions or transformations of the culture of Western Europe and North America.

Human Trafficking Essay - 1195 Words

In 1865 slavery was abolished in the United States. At least that it was most Americans believe but that is not the case. In today’s society we have an issue that is just a horrific as slavery back in the day. It is the trafficking of women and children. The online Oxford Dictionary defines human trafficking as, â€Å" the illegal movement of people, typically for the purposes of forced labor or commercial sexual exploitation.† Therefore, this is modern day slavery. Women and children are being tortured, abused, and scared physically and mentally for the rest of their lives. Also, once in the sex-trade business it is very unlikely that the victim will come out alive. About 30,000 women and children are found dead each year due to them being†¦show more content†¦Even though sex-trafficking victims go through extensive therapy after being rescued it is still very hard to return to everyday life knowing that for some period of time you were enslaved, tortured, and abused. Sex-trafficking victims not only have emotional scars they have physical scars from being tortured and abused by their â€Å"pimps† but they have health issues that they may have to deal with for the rest of their lives. In the Sex/Slavery Trafficking article it asserts, â€Å" Once â€Å"broken in,† sex trafficked victims can service up to 30 men a day, and are vulnerable to sexually transmitted diseases, HIV infection and unwanted pregnancy.† This just goes to show to what extent the victims can be traumatized. A girl who is still a virgin is like a pot of gold to these men. They have rape them and then the girls are scared for the rest of their lives knowing that some random man who raped her took her virginity. Also, for the women that are infected with HIV that is just puts an even bigger burden on their shoulders because everyday they will be reminded of what their life once was because they will have this disease for the rest of their life. Many of us will never understand what kind of struggle these women go through every day and therefore we need to take action and be doing something more to help the victims ofShow MoreRelatedThe Trafficking Of Human Trafficking1061 Words   |  5 Pagesare approximately twenty to thirty million slaves in the world today. Unfortunately due to trafficking being a fast growing crime it is very difficult to identify and locate these organizations and victims. Although there are many groups created to support victims, not enough awareness is being made and not enough action is being applied to stop human trafficking. Sex trafficking is a form of human trafficking that has been a worldwide issue since ancient times, but regularly forgotten, due to it beingRead MoreThe Trafficking Of Human Trafficking886 Words   |  4 Pages(Attention catcher)What if somebody came into your life and guaranteed a better lifestyle, but instead you were enslaved into human trafficking? Human trafficking is when a person is abducted from their current situation and mostly likely used for sex slavery. Furthermore, did you know human trafficking increased over the years? (Listener relevance) Although you may not be as aware in your comfortable surroundings, you should always be aware of suspicious vehicles and people. Even though we enjoyRead MoreThe Trafficking Of Human Trafficking930 Words   |  4 Pagesman. Regardless of the reasons, there are nearly 30 million victims of human trafficking globally. There are more slaves now than ever before. Trafficking of persons is not a subject that should be ignored or tak en lightly. In order to fully understand the enormity of this crisis, we will examine the root causes, facts, and the impact of human trafficking throughout the world. 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According to Protocol to Prevent, Subdue and Punish Trafficking in Persons, human trafficking in the modern world entails transfer of persons by use of applied force. Other methods used to enforce the trafficking include use of deceptionRead MoreHuman Trafficking And Human Sex Trafficking1850 Words   |  8 Pagesof human sex trafficking come to one s mind. The United States of America is not immune to this type of horrific behavior. America is the land of the free and yet something as awful as human sex trafficking occurs in our very own backyard each and everyday. According to the Department of Homeland Security the definition of human trafficking is â€Å"modern day slavery that involves the use of force, fraud, or coercion to obtain some type of labor or commercial sex act† (â€Å"What Is Human Trafficking?†)Read MoreSex Trafficking And Human Trafficking Essay1243 Words   |  5 Pages Human trafficking brings in billions of dollars into the U.S and all around the world. â€Å"The prime motive for such outrageous abuse is simple: money. In this $12 billion global business just one woman trafficked into the industrialized world can net her captors an average $67,000 a year† (Baird 2007). The laws around human trafficking are not strict and vary depending on what country it is happening in. Human trafficking is not something that is strictly foreign, it

The Oedipus Complex in D.H. Lawrences Sons and Lovers...

At the conclusion of my research and the reading of the novel â€Å"Sons and Lovers† by D.H. Lawrence, it could be said that many scholars have agreed that Lawrence’s novel can be used to discuss the Freudian concept of the mother and son relationship. Without much knowledge on the famous psychologists Freud and his psychoanalytic theories it is common for a reader to overlook such an important theme and the detriments of such a passionate mother and son relationship. This paper will try to confirm that there was some kind of an Oedipus relationship between the main character Paul and his mother. This relationship stays with Paul up until the day he decides he must finally let his mother go. The relationship between Paul and his mother Mrs.†¦show more content†¦Ã¢â‚¬Å"Mr. Morel was loathed by his children, especially Paul.† The children did not tell their father anything, Mr. Morel was a stranger in his own home. â€Å"All of the children, but particul arly Paul were peculiarly against their father, along with their mother.† Paul is always trying to please his mother. It was in his character to care what other people thought of him but he was especially worried about what his mother thought. Paul hoped that his father would die and wished he could live with his mother alone and take care of her. Paul hated his father. As a boy he had a fervent private religion. Make him stop drinking, he prayed every night. Lord, let my father die, he prayed very often. In his excerpt â€Å"Sons and Lovers: A Freudian Appreciation,† Alfred Booth Kuttner takes note of the idea that Paul’s relationship with his mother gets in the way of him becoming his own person. Paul is unable to develop a relationship with another woman who is not his mother. Kuttner also explains that the absence of a father figure in the life of a young boy can later form stronger and unhealthier feelings toward the mother. In the instance of Paul, his rela tionship with his mother was very much so influenced by Mrs. Morel’s â€Å"excessive emotional attachment to her son† said Kuttner. Mrs. Morel’s overly devoted love for Paul kept him restricted in life and left him with this inability to know what life was without his mother. Paul loved hisShow MoreRelatedSons And Lovers : Psychoanalytic Criticism Essay1613 Words   |  7 PagesSons and Lovers: Psychoanalytic Criticism David Herbert Lawrence was born September 11, 1885 in a small coal mining village in Nottingham, England. He was the fourth child of Arthur and Lydia Lawrence. Arthur was a coal miner who worked in the mine from age ten until he was sixty-six. Lydia the more educated out of the two was born into a lower-middle class family; this changed when her father suffered a financial disaster. She passed down to her sons the profound desire to move out of the workingRead MorePsychoanalytic Criticism Of Sons And Lovers1597 Words   |  7 PagesShe passed down to her sons the profound desire to move out of the working class by expressing her dissatisfaction with her husband’s dead job combined and his drinking habits. Sons and Lovers is an eye opening semibiographical novel written by D.H Lawrence, an English writer from the United Kingdom. The novel was D.H Lawrence’s third book published in 1913 by Gerald Duckworth and Company in London, England. Sons and Lovers is about a young boy named Paul (based off of D.H Lawrence), who growsRead MoreSons And Lovers By D. H. Lawrence901 Words   |  4 Pages Sons and Lovers by D. H. Lawrence is based on the life of a boy named Paul Morel, who is going through life fighting a battle between his mind and heart. Lawrence wrote Sons and Lovers during the late 1800s and early 1900s. During that time, the book was not like other books. It was explicit about topics such as sex and love. His books were ahead of time, and he was quite influenced by Sigmund Freud. I believe that Freud really influenced lawrence’s writing during Chapters 6 and 7 when PaulRead More The Oedipus Complex in Literature Essays3480 Words   |  14 Pages According to Merriam-Webster online dictionary, the Oedipus Complex is a child’s positive libidinal feelings toward the parent of the opposite sex and hostile or jealous feelings toward the parent of the same sex that develop usually between the ages of three and six and that may be a source of adult personality disorder when unresolved (Merriam-Webster). In Sons and Lovers, Paul Morel demonstrates t he classic symptoms of the Oedipus complex. 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Hence, his works on psychoanalysis were not written to be an acceptance of Freud’s doctrines but rather a critical approach to them. Gregory maintains the Lawrence’s essays on psychoanalysis

The Discrimination Of Women During The U.s. Military Essay

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Human Resource Management Recruitment and Screening

Question: Describe about the Human Resource Management for Recruitment and Screening. Answer: Introduction The chief aim of the considered discourse is to make a critical discussion upon the usage of social networking media, the process of recruitment and screening. In addition, the concerned essay will establish an argument throughout the assignment in terms of theories of change management. With the help of the argumentative form, the essay has attempted to explore the effective impact of a convenient Human Resource management (HRM) practice in context to several aspects like employee privacy, use of social media and specifically multi-generational and multifaceted workforce in a changing ambience. It is important to consider that the prime arguments or in other words, the concerning thesis of this critical essay is to evaluate the role of social network for pursuing a convenient and fruitful HRM practice. Discussion of issues regarding employee privacy using stakeholder theory In the words of Treem and Leonardi (2013), the role of social networking sites in the context of Human Resource management started to get attention and interest since both the recruiters and interviewees found it easier to give answers comfortably through social media than face-to-face job interviews. A recruiters prime responsibilities regarding the achievement of the organizational goal are highly related to the specific process of selecting appropriate candidates with quality power of productivity. As argued by Black and Johnson (2012), recruiters encounter problems in getting information about the candidates, which are supposed to be personal. It has been found that near about 83% of the recruiters of United States use social media as the channel of getting firm data about chosen candidates and almost 43% of them have rejected applicant due to finding inconvenient and disadvantageous information about that particular. Therefore, it seems that the recruiters have identified the im pact of individual employees personal attributes on organizational productivity (El Ouirdi et al., 2015). However, in domains like Australia, use of social networking sites to decide whether an individual is worth being employed or not is considered as illegal following the ethical grounds. Issues regarding the use of social networking sites like Face book, Twitter are related with the conundrum of maintaining harmony between the rudimentary rights or authorial power of the employees with the organizational outcome. Based on Mello (2014), the privacy principles of Australian government which has comprised the schedule 1 of the act of privacy has come into force in the year 1988. All private organizations with annual revenue of 3 million dollar are obliged to maintain the privacy of the organizational data following these enforced principles. Hence, question arises about its relevance with the complication in preserving the employee information and giving priority to their rights. As per this legal policy, a private company will only collect information of personal attributes only when th at particular data will be required or relevant for the purpose of that individual organization (Ramasamy Raman, 2014). Therefore, it is a fact to investigate that whether information on Face book or Twitter is a reasonable criterion to judge whether a candidate can be fit with a particular organizational culture or not. However, evidences indicate that recruiters found those data of the applicants through social media, which the candidates do not usually provide in the interview session. In accordance with the theoretical concepts of stakeholder, which is propagated in the year 1984 is an essential groundwork to promote ethical values within an organization. As argued by Hasnas (2013), the stakeholder theory is more related with Human resource management and HR departments accountabilities to hold ethical values. The concept of the theory initially diminishes the orthodox view about the fact that information about the shareholders is eligible for the maintenance of confidentiality and not of the other stakeholders. The theoretical perspective of Stakeholder theory argues about the matter that other s ignificant stakeholders such as employees, suppliers, trade associations, distributors and customer should have the same privileges (Moriarty, 2014). Following this prospect, it is therefore a concerning matter that recruiters and private companies, which track their employee behaviour through internet, is violating the stakeholder law or not. As per the given case study, use of social networks for the purpose of recruitment is a well-accepted and recurrent action in most of the private organizations. Therefore, in the apparent view it is understandable that these companies are probably violating the fundamental concepts of Stakeholders theory. On the contrary, as opined by Harrison and Wicks (2013), according to the Stakeholder theory, an organization should hold a relevant strategy to integrate views of both resources based and market based. Therefore, it is difficult to assume whether the practice of using the social media is entirely against the Stakeholder theory or not. It is because on the socio-political aspect or market view perspective of this particular theory, enterprises need to balance views of the market with the organizational resources. Based on the concept a recruiter or employer has right to make research to know what perspective the employees are holding regarding them. Hence, one issue still hangs which is at what extent a management is supposed to intrude into the personal profiles of their employees on social networking sites (Bratton Gold, 2012). In accordance with the afforded case study, employees most of the time believe that it is their fundamental right to convey their opinions in social networking sites. The case study further denotes the argument that employees should maintain a limit to open up about any information related to their job or the companies where they work. In accordance with the evidences brought in the provided case study, sharing information and expressing individual opinions regarding any particular job roles or organization in the social media has several times determined the job security. It means that employers are taking all the rights to determine whether an employee is eligible or not based on what they are expressing on the internet. Fair work act of 2009, which is acknowledged to set norms and obligation for both the employers and the employees under the relation system of national workplace, should be evaluated in this context. As per the purpose of this act, the regulation prepares a framework for a work environment that can possess a potential productivity. Based on the framework, financial prosperity of a nation is related with social inclusion for Australia (Ibrahim Perez, 2014). Employment standard of Australia on the same side considers that fair work statement is one of the rights, which should not be undermined. Following the case study, any one may raise voice to establish the fact that employers are not eligible for terminating an employee based on any negative comment uploaded in the social media. The fundamental views of Fair Work may not permit such kind of a charge, as it is a legal offence for almost every organizational conditions of employment to talk against the organizational culture (Levins on, 2015). Therefore, the general instruction given in the provided case study to be cautious to express views as it may harm upon ones job security seems fair enough. Though it is the same law that denotes a recruiter is obliged to inform an employee prior to gain personal data and to explain the purpose as well. As per Nikolaou (2014), hence tom maintain organizational regulations and not to offend the existing employees, an organization should gain personal information from social sites only after informing them. Difference in the employee attribute between younger and older workers In the words of Ramasamy and Raman (2014), it is an obvious fact that the generation gap is an influencing factor upon organizational attitude. It has been observed from the case study that younger workers possess different attributes towards organizational cultures, policies for privacy and responsibility. As argued by the rebellious attitude regarding the belief that employees can express whatever they want and should not be intruded by anyone are found among the young employees more than among the elder employees. It is probably because the elder generation feels more responsible to obey the organizational rules. On the other hand, as implied in the case study, the percentage of young employees using social networking sites is higher than the older ones. It is because young workers feel the necessity to chat with their friends and colleagues online over several issues. Based on the argument of Gursoy et al., (2013) a bulky portion of those conversations includes problems faced in workplace. In the words of Hauptmann and Steger (2013), employers or recruiters decision to peep into social media channels like Face book, Twitter to obtain information is justifiable if young workers find it allowable to discuss about their jobs over internet. However, it is not a fare idea as several times individual point of views about specific job profiles and organizational behaviors prove to be true. In accordance with the points discussed in the case study, nowadays it is not only the young workers who easily disclose information regarding self-expression or workplace as this particular habit has turned out to be a general one. Individuals of any age and of any gender have now started using social sites and blogs to both communicate and want their friends to take an insight of the mundane details. Therefore, young workers should not be blamed entirely for revealing information or violating organizational regulations. Hence, following the trend the employers have also started to use websites to judge whether their existing employees are being honest and legitimate or not. It can be thus deduced that employers are not discriminating between the ages of the worker to inspect the workers loyalty. According to Snchez Abril et al., (2012), the basic difference between young workers and the older ones in terms of commitment and loyalty is that older workers still prefer to stick with one company whereas in younger workers it is a common trend to experiment with their job through changing companies. In the current scenario, it is difficult enough to stick with one company as the trend of job change on a frequent manner can give instant gratification and better earning. Therefore, it may seem initially confusing about the exact point for which the older workers are being committed and loyal towards one company. As argued by Greenwood (2013), older workers believe in one concept that is employees take good care of those employees who prefer to stay responsible and loyal. It is unfortunate that instead of finding more dedication, punctuality and reliability among the older workers, most of the private organization nowadays are considering young workers, as employers believe that old employees are less tech savvy and lack in energy. Based on the argument of Leftheriotis and Giannakos (2014), employers are cutting of the number of hiring older employees because of health issues. On the other hand, dealing with older employees is often the cause of lower productivity. Consequently, currently most of the private profit and non-profit enterprises have started to work with multigenerational teams. However, according to Mello (2014), it is a fact to be considered that the volume of productivity has been found high among those employees who frequently use social networking sites. Almost 9% more quality performance has been found among employees from both young and old age group those utilize networking sites like Face book, Twitter and Instragram. The reason behind the growing trend of utilizing social media is probably the intensity to gain brainstorming ideas. Social media like Face book, Twitter can be considered as vital source of getting new ideas by finding creative works of other. Therefore, it can be understandable that resources, which are provided by the social networking sites, are working as inspirations for the employees. For both young and old employees online networks are a medium of connecting with friends, coworkers along with staying up to date with the current market trends. As opined by Siebert et al., (2015), it has been seen that among the aged employees the tendency to use social media is growing. It should not be ignored in this context that inspired by the growing trend of collecting business news through social media, employers are even motivating their employees to stay connected with online channels like Face book, Instragram and Twitter. Analyzing the productive usage of social networking sites for better HRM practice As per the argument of Leftheriotis and Giannakos (2014), social media channels do have negative effect upon the corporate life as frequently job security of most of the employees now depends on the employers judgments upon their social comments about workplace demonstrated in the networking sites. However, following the unitary human resource management approach, companies believe that a fruitful productivity is the outcome of the joint effort made by the entire group of management and employee. Therefore, following this, approach employers or recruiters implement a soft HRM practice and demand integrated entity. Pluralism approach on the contrary side focuses on individual interests of the employees. Based on Siebert et al., (2015), the pluralism aspect is against organizational integrity and most of the time generates conflict. It is understandable that issues regarding approaches and opinions made in the social networking sites are the consequences of pluralism approach of HRM pr actices. The tendency to inform employees following the Stakeholder theories prior to obtain information from social channels is accompanied by the unitary approach. In case when the sole agenda of an employer is to have a progressive organizational productivity, they ignore situations of win-lose and gives priority towards human capital (Ibrahim Perez, 2014). Therefore, it is definite that employers following the unitary approach engage their employees to stay well accustomed with the market inclination through attaching themselves with online networking sites. Though it should not be entertained at any point if employees will take the advantage to update their face book or twitter profile with right hand information from the desk about their organization, which are confidential. A unitary approach also should not attend this sort of violation. As opined by Hauptmann and Steger (2013), employers has the right to judge employees attitude based on their behavior on social networking sites following the HRM concept of knowledge management. The basic concept of knowledge management is efficiently handle data and resources, which are confidential of a commercial enterprise. Therefore, it seems that it is one of the fundamental rights of the employers to do every best possible ways to maintain confidentiality of the organizational resources. However, if a management chiefly focuses on human capital which is the quality and power of the work force of every commercial company HRM department is probably then concentrate upon the pluralism aspect. Based on the provided case study, most of the companies have implemented codes of conduct regarding workers behavior regarding social networks. Hence, it indicates that this particular strategy is giving less importance on the aspect of high-commitment of the HRM. High-commitment management of the human resource department gives less focus on the higher authority and concentrates more on giving independence to the employees and making personal relationship with them (Boon Kalshoven, 2014). The pattern seems to follow the pluralism aspect though it provides opportunities to the workers to open their mouth too frequently and negatively in social media. Therefore, employers and HRM management may question about the exact apt way to deal with their employees attributes on Face book, Twitter and Instragram. Conclusion Therefore, from the entire discourse it can be deduced that social networking sites have both positive and negative impact upon organizations productivity. On the part of positive side, these channels are proving helpful to stay up to date with the market trend for the employees. On the contrary, part, these channels are proving to work against for employers, as most of the time employees tend to express several confidential resources about their individual companies. The essay evaluates whether employers have the right to look at the information from online sites of their employees following Stakeholder theories and concepts like knowledge management and high commitment approach of HRM. It indicates that the approach of high commitment is more related with pluralism aspect of organizational culture whereas the measures for knowledge management give priority to the power of higher authority. However, the discourse ultimately poses one question about the confusion that may increase in the mind of the HRM department about the right way to handle employees and their tendency to use social media. References Black, S. L., Johnson, A. F. (2012). Employers' use of social networking sites in the selection process. The Journal of Social Media in Society, 1(1). Bolton, R. N., Parasuraman, A., Hoefnagels, A., Migchels, N., Kabadayi, S., Gruber, T., ... Solnet, D. (2013). Understanding Generation Y and their use of social media: a review and research agenda. Journal of Service Management, 24(3), 245-267. Boon, C., Kalshoven, K. (2014). How Highà ¢Ã¢â€š ¬Ã‚ Commitment HRM Relates to Engagement and Commitment: The Moderating Role of Task Proficiency. 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Effects of In-house Social Media on HRM. German Journal of Human Resource Management: Zeitschrift fr Personalforschung, 27(1), 26-46. Ibrahim, M. E., Perez, A. O. (2014). Effects of organizational justice, employee satisfaction, and gender on employees' commitment: evidence from the UAE. International Journal of Business and Management, 9(2), 45. Leftheriotis, I., Giannakos, M. N. (2014). Using social media for work: Losing your time or improving your work?. Computers in Human Behavior, 31, 134-142. Levinson, A. R. (2015). Carpe Diem: Privacy Protection in Employment Act. Akron Law Review, 43(2), 1. Mello, J. A. (2014). Strategic human resource management. Nelson Education. Moriarty, J. (2014). The connection between stakeholder theory and stakeholder democracy an excavation and defense. Business Society, 53(6), 820-852. Nikolaou, I. (2014). Social networking web sites in job search and employee recruitment. International Journal of Selection and Assessment, 22(2), 179-189. Ramasamy, V., Raman, A. (2014). Recruitment in the social media age: An exploratory study. In Eurasia Business Research Conference. Snchez Abril, P., Levin, A., Del Riego, A. (2012). Blurred boundaries: Social media privacy and the twentyà ¢Ã¢â€š ¬Ã‚ firstà ¢Ã¢â€š ¬Ã‚ century employee. American Business Law Journal, 49(1), 63-124. Siebert, S., Martin, G., Bozic, B., Docherty, I. (2015). Looking beyond the factory gates: Towards more pluralist and radical approaches to intraorganizational trust research. Organization Studies, 0170840615580010. Treem, J. W., Leonardi, P. M. (2013). Social media use in organizations: Exploring the affordances of visibility, editability, persistence, and association. Annals of the International Communication Association, 36(1), 143-189.