Models of Information System Security

Models of Information System Security People who use the application will be made to install different levels of gateways and smart meters in their homes. The main security issue occurs at the authentication of these gateways and smart meters. Each smart device will be provided with an IP address. Attack can happen on these devices by reporting false readings on the smart meters, spoofing the IP address. There are some solution for the authentication problem. Public key infrastructure can be used in this case. Dieffie-Hellman key exchange proposes that smart meters can encrypt the data before it sends it to fog devices, Then the device are made to decrypt the data. Intrusions in smart grid can be detected by using a signature based method where any discrepancy in the pattern can be detected and raise a flag on possible misbehaviors. Biometric authentication is the most beneficial authentication method that could be used to provide accessibility. Biometric authentication like fingerprint authentication, facial recognition, eye retina recognition, etc. can be used in fog computing based authentication. There could be discrepancy in the authentication through man in the middle attack, mitigation of data theft, etc. Techniques based on infrastructure such as Public Key Infrastructure (PKI) could be made to solve the problem, trusted executed environment (TEE) can also be considered in fog cloud computing. Measurement based method can be used to filter fake or unqualified fog cloud that is not within the vicinity of the end users which in turn will reduce the authentication cost. 4.2 USER ACCESS AND INTRUSION DETECTION Providing a control to access smart devices and cloud has always been a reliable tool which ensure the security of the system. Access control on cloud is achieved by exploiting techniques of several encryption schemes to build a access control in cloud computing. Intrusion detection techniques have been applied to mitigate attacks on virtual machine or hypervisor. Those intrusion detection systems can be applied on host machine to detect intrusions. 4.3 PRIVACY Since storage and computation are sufficient for both sides in a fog cloud , privacy-preserving techniques can be proposed. Privacy preservation algorithms can be run in between the fog and cloud since computation and storage are sufficient for both sides. We need privacy preserving techniques because users these days are more concerned about the risk of privacy leakage. Fog node usually collects data generated by sensor and end devices. Techniques like homomorphic encryption can be used to allow privacy-preserving aggregation at the local gateways without decryption. For statistical queries differential privacy method can be applied to ensure privacy of an arbitrary single entry in the data set. 4.4 TRUST MODEL In services like eCommerce, peer-to-peer (P2P), user reviews and online social networks reputation based trust model can be successfully implemented. Reputation based trust model is a simple method where parties are made rate each other after parties give their ratings a trust or reputation score is derived from the rates. A robust reputation system was proposed for resource selection in P2P networks using a distributed polling algorithm to assess the reliability of a resource.   We will have to tackle issues like ,   how to achieve persistent , unique and distinct identity   , how to treat intentional and accidental misbehavior. Apart from the models discussed above there are also trusting models based on special hardware such as Secure Element (SE), trusted Execution Environment (TEE) , or Trusted Platform Module (TPM), which can provide trust utility in fog computing applications. 4.5 POLICY DRIVEN SECURITY Policy collaboration is an important component in the middle layer of a fog computing model. Policy collaboration is introduced to support secure sharing and communication in a distributed environment. Since fog computing also involves communication with a physical component interaction this requirement gives rise to a new set of security problems which involves identity management, resource access management, dynamic load balancing, quality of service etc. Policy driven framework consists if the following modules. Policy decision engine : This module is programmed to make aggregated decisions on data provided by all components. Based on service requested by the target user, this engine analyzes the rules defined in policy repository and generates a decision which is later on enforced. Application administrator : The multi-tenant nature of the fog computing paradigm raises the requirement for an administrator to define policies and rules that bind a user to applications and allow secure collaboration and migration of client data across multiple functions that are owned by the application. Policy repository : A secure repository consisting of rules and policies which are referred by the Policy Decision engine while policy decision is made is called policy repository. Policy enforcer : policy enforcer is the most active component of the policy management framework . It resides within a virtual instance or cloud computing data center or within physical device such as mobile device , GPS system and connected vehicles. 4.6 MAN IN THE MIDDLE ATTACK: This is the most typical attack in fog computing. In this type of attack gateways serving as fog devices may be compromised or replaced by fake ones. Environment settings of stealth test: Man in the middle attack can be very stealthy in fog computing paradigm. This type of attack will consume very less resource in fog devices like , negligible CPU utilization and negligible memory consumption. Therefore traditional methods cannot expose  man in the middle attack. Man in the middle attack is simple to be launched but difficult to be addressed. Many applications running in fog computing environment are vulnerable to man in the middle attack. In future work is needed to address man-in-the middle attack in fog computing 4.7 MITIGATION OF DATA THEFT: Cloud computing faces new data security challenges. Existing protection mechanisms like encryption havent reached their mark in preventing theft attacks. To overcome it , a new technique was proposed monitor data access in the cloud and detect abnormal data access patterns. When unauthorized access is suspected and then verified using challenge question , a disinformation attack by returning large amounts of tricky information to the attacker. This protects against the misuse of the users real data. User behavior profiling : owners or authorized users of a computer systems are usually familiar with the files on the system .So any search on the files is limited and will have a pattern. When the data is accessed illegitimately there might be a familiar structure in contents of file system. This abnormal search behaviors that exhibit variations are monitored. Decoy technology: Trap files are placed within the file system. The trap files are downloaded by user are placed in highly conspicuous locations that are not like to cause interference with normal activity of the system. User who is not familiar with the file system is most likely to access the decoy files ,if the user is in for sensitive documents. So they can be trapped by using bait files. In some cases both these techniques can be combined to safeguard the data from theft.

Evaluating Term Limits Essay -- U.S. Government

Upon first examination, the idea of implementing term limits in Congress is appealing. In fact, the idea of term limits was initially discussed by our founders, though it was eventually decided that it should not be included in the Constitution (Newton-Small, 2010). The reasons for considering term limits have remained consistent since the beginning of the country, however, and include ensuring legislative turnover, limiting the abuse of the power of seniority, and decreasing the advantages given to incumbents in the campaign process. Interestingly, the states that have adopted term limits have not seen the expected positive outcomes, nor have the opponents seen the dire results that had been predicted. Upon further investigation, the case for term limits is strong as long as it is a nationally based initiative in order to create uniformity and the limits are long enough to increase competence in the job and head off short-term thinking, however without increased voter involveme nt, no reform will solve the current concerns with Congress. There are currently 15 states that have term limits in place for legislators, and among those states, there are seven different versions of term limits (National Conference for State Legislatures, 2009). The differences include the length of time for the limits and whether they are lifetime limits or just consecutive term limits. The difference in the parameters, and the fact that there has been no national reform passed, impacts the effectiveness of the restrictions. For example, consider the fact that congressional privilege and power is often based on seniority. States with current term limits have placed themselves in a weaker position when it comes to power within the legislature... ...tions.gmu.edu/Turnout_2008G.html Morrison, J. (1992). Congressional tenure limited to two consecutive terms? Retrieved from On the Horizon.com: http://horizon.unc.edu/projects/OTH/1-1_poli3.html National Conference for State Legislatures. (2009). The term limited states. Retrieved from NCSL: http://www.ncsl.org/legislatures-elections/legisdata/chart-of-term-limits-states.aspx Newton-Small, J. (2010). Term Limits: No magic pill for Washington's woes. Retrieved from Time.com: http://www.time.com/time/printout/0,8816,1967192,00.html Rasmussen, S. (2011). 71% favor term limits for Congress. Retrieved from Rasmussen Reports: http://www.rasmussenreports.com/public_content/politics/general_politics/september_2011/71_favor_term_limits_for_congress Shenkman, R. (2008). Just How Stupid Are We?: Facing the Truth About the American Voter. New York: Basic Books.

Motivation Can Improve Team Outcomes Essay

After eight weeks of working with a group of six members, the most important learning experience was learning how to use motivation in a group work. Accurately apply motivation can improve team work efficiency and outcomes. This essay will provide a critical thinking about how to use motivation in a group and discuss which aspect need improvement when apply motivation in a group. In this task, will be concentrate on three areas to reflection and analysis about how to apply motivation in a group. They are ‘managing groups and teams’, ‘planning’ and ‘leadership’. From these three areas to disclose some practical experiences, and make these practical experience relate to management theories. The first section is discussed and analysis the special understanding about the stages of group development, why people join a group and how to use motivation impact people join a group. The second section is discuss and analysis planning process, why organization need to setting a clear goal and how setting goal can provide a motivation encourage people work hard and increase work efficiency. The last section is discussing and analysis the activity of leadership and how a good leader through all kinds of methods to create employee’s work motivation and stimulate employees work hard and efficient, help organization achieve goal. From these three section, it will be argued that suitable apply motivation in various management field, will increase our group work efficiency, improve work outcomes, and successful help group completed a high quality work, achieved the group’s high goal. Group already became a really popular work method in recent year. Lots of organisation and government department use team work to complete task, and achieved organisational goal. Team has all kinds of type, such as project team, management team, work team, virtual team and parallel team. Although team have various type, but the project team is the most popular type of team. Project team is include employees who group to solve a specific problems, develop a product, or in some other way focus their energies in a limited time task, when the task completed, the team will be disband (Davidson et al. 2009, p440). Our team work in the eight weeks period is project team, because we are together discuss some problems and solve it, together completed presentation during 8 weeks. When the presentation is completed in week 10, our team would disband. One group’s evolvement need passes through several stages. When the development of group passes through these stages, the group will be disbandment. A well-know model of group development is the sequential-stage theory. In this theory, the group or team develops through some stages of development. The theory’s model clear shows that there have five distinct stages to group development. The five stages are forming, storming, norming, performing and adjourning. The group development will follow the specifically order to completed (Davidson et al. 2009, p444). Everyone has their own motivation to join a group. Different people have different situation, people have variety of reasons to join a groups and teams. The first stage, forming, provides a platform so that everyone can have an opportunity to join any groups. According to a study by Robbins et al. (2006, p488), ‘Forming is the first stage of group development in which people join the group and then define the group’s purpose, structure and leadership’. So, it can be see that when the group development, the first things is people join the group. Therefore, motivation was occurred at the forming stage, because when people join a group, they usually have some motivations to join that group. Davidson et al. (2009, p442) state that people join groups and teams for a variety reasons, they often have some motivations to join a group. These motivations can be interpersonal attraction, group activities, group values and goals,needs satisfaction and instrumental benefits. From the evidence, it can be clear that when people join a group, they have some motivations. Such as person join a group, that group’s goal with the person’s goal same, and also people join a group because that group can satisfy people’s needs. Bosso (2003, pp399-403) claims that the reason of some organisation fail is because lots of organisational members leave organisation and find a new job in other organisations. Because the original organisation cannot give members lots of benefits, these benefits most are in terms of money. The organisation not has loyal members because it not has motivation to keep original members and attract new members. From the evidence, it can be see that people’s motivation to join an organisation is a really important factor for organisational success. If an organisation not have some special things to attract people, so people will be not join this group, because they are not have motivation to join the organisation. The organisation will be lost lots of talents and ultimately lead to failure. Our group work in week 2, we are also have some motivation to join a group. I am an international student, so I am joined a group have many local students. My motivation to join a group have many local students is because local students have language and cultural advantages, and also we all have a same task goal. This can make my work easier and more easily to achieve my task goals. With local students work together also can improve my English. So, my motivation to join that group is can help me to achieve the task goals and improve my English. We also have same motivation to form that group, the motivation is we are have same task goal. The same motivation make us work more happy and congenial, this can increase our work efficiency. When people work in a group, it also has some motivation to encourage people work more hard and efficient. For example, a group of people climbing a mountain, in this period tethered together can climb only as fast as its slowest member. From that example, the least capable group member tends to work harder than when working individually (Gockel et al. 2008, p1316). From the evidence, it can be see that people work in group, will be have stress to work harder. In a group, have most ability’s member also help other members work, make group work efficient and more easily achieve goal. In eight weeks group work, our group has some stresses to stimulate us work hard, this is a kind of motivation to make us work efficient. Therefore, from these analysis and practice experiences, management needs to clear understand what is people’s motivation to join an organisation then make organisation have some special things to attract talents join the organisation, this can help organisation more easier to success. Manager also needs make employees work in a group, because this can create motivation to encourage employees work hard, improve group work outcomes. Planning is an important part when people do a task. A good planning can directly affect group work efficiency and outcomes. There are at least four reasons to do a planning. Planning provides direction, reduces uncertainty minimises waste and redundancy and sets the standards used in controlling (Robbins et al. 2006, p238). These reasons can significantly reveal planning can give organisational or group’s work brings huge benefits. When manager do a plan, they need clear understand the environmental context. If managers do not understand the environmental context, they are unable to develop efficient plans. Understanding the environment is necessary the first step in planning (Davidson et al. 2009, p238). In an organisation, have many different kinds of plan. Plan generally includes three levels. They are strategic plans, tactical plans and operational plans. Strategic plans are the plans developed to achieve strategic goals. Tactical plans aimed at achieving tactical goals, is developed to implement specific parts of strategic plan. Operational plans focuses on implement tactical plans to achieve operational goals (Davidson et al. 2009, p243). From these kinds of plan, we can find these plans all is use to achieve some goals. So, an organisational goals setting also is a really important part in planning. Organisation setting goals have four important purposes. First, goals provide guidance and a unified direction for people in the organisation. Second purpose is goals can dramatically influence other areas of planning. Third purpose is goals can provide some motivations to employees of the organisation. The final purpose of goals is serving an effective mechanism for evaluation and control (Davidson et al. 2009, p239). These purposes make lots of managers set more suitable goals in organisation. Suitable goals can increase organisational work efficiency. However, from the group experiences that the motivation occurred in the third purpose, goals can provide some motivations to employees of the organisation. For example about athletes, Stratton (2005, p31) states that setting goals can increase athletes’ motivation, these motivations most are athletes internal motivation. These motivations can encourage athletes to develop new skills and strategies to improve performance. The goal can be all kinds of goals. Such as athletes hope become professional athletes or qualifying for the Olympics. When athletes have a goal, they will have motivation to encourage self training hard and improve skills to achieve the goals. Goals not only provide motivation to athletes, it also provides motivation to all kinds of people. Such as organisational employees and university’s students. When people have a goal, they will have motivation to work hard and improve work skills, ultimately achieve the goal. Motivation also occurred our group in week 4, we are doing a planning and setting group goals. When we setting the group’s goal, we decide set a difficult goals. We hope get a high mark in the presentation assessment. A difficult goal motivates our group work hard and improves work skills to increase our work efficiency. Although a goal difficult to achieve can provide a motivation to encourage people work hard thereby improve work efficiency, but if the goal is really difficult to achieve, this will be bring some negative impact to people’s motivation. Even people not have motivation to work. Shalley, Oldham and Porac (1987, pp553-554) argues that individuals who were assigned an easy goal, they will be easier to achieve the goal and not have motivation to work hard. But if the individuals assigned a goal is really difficult, no one can attained the goal, and this also make people not have motivation to work hard. Form the evidence, it can be see that if the people’s goals too easy or difficult, they will be not have motivation to work hard and improve work efficiency. Because the really easy goal people can easier to achieved, they do not need work hard, but if the goal is really difficult, nobody can attained it, people will think they cannot achieve the goal, then give up it and not have motivation to work. In our group, although we are decide the goal is difficult to achievement, but the goal is not too difficult, because this assessment not hard, we can through work hard and improve work skills to achieve the goal, get a high mark. From analysis these theories and relate practice experiences in group, manager should do a good planning and carefully setting goals in organisation, because a good planning can make organisation work have a logical structure and a suitable goal can provide motivation to employees, encourage employees work harder, thereby improve organisational work efficiency. Leadership is a really important part in management, most organisation attain success the leadership is the necessary factor. A good leadership can make organisation more solidarity, have a logical structure to work, thereby improve organisational work efficiency. Although Management and leadership have some relations, but leadership is not similar managership. Manager and leader have some basic distinctions. Managers are focus on accomplish goal, through planning, organising and controlling to make organisation achieve orderly results. Leaders are focus on influence, through guide in direction, uild commitment and convince others of a vision to change organisation, make organisation work more effective, and improve organisation outcomes. Some of the basic distinction between leadership and management conclude for four main activities. The four main activities are creating an agenda, developing a human network for achieving the agenda, executing plans and outcomes (Davidson et al. 2009, pp351-352). However, one leader’s behaviour can significantly impact employees work situation and efficiency. Different leader have different attitude about how to affect an organisation work. They are using all kinds of method to change group work situation, increase group work efficiency, make group better, and ultimately help group achieve goals. Motivation is a really important method when leader lead a group work, they often use motivation to encourage employees work hard, thereby improve group work efficiency. Leader can apply all kinds of method to provide motivation to encourage employees work. Such as reward, when employee perfect completed a task and only use a little bit time to achieved group’s goal, the leader will be give the employee some rewards. These rewards can motivate other employees work hard because employees will think if they perfect complete the task, they also can get reward. Leaders’ behaviour can direct impact employees’ work motivation, may be some smalls behaviours also can make employees have motivation to work hard, such as daily communication. Jamail (2009, p13) states that, in everyday’s morning, when leader go to the office, walk around and talk to every person, try to remember every person’s name and know their work situation, pump up employees, these can make employees have motivation to work hard and improve their work efficiency. From this evidence, it can be see that some small behaviours of leader also can affect employees work efficiency. In everyday’s work, leader only needs to spend some times to communicate with their employees, pump up employees, know their work situation and help them solve some problems. These can make employees think their leader regard them, is a good leader and have confidence to complete a good work. So, employees will be having motivation to work hard. Therefore, leader can through communication to know employees’ work situation and provide motivation to employees, encourage employees to work hard and improve group outcomes. Leader through daily communication to provide employees’ work motivation, the motivation language also is an important method to motivate employees work hard. Mayfield (2009, p9) argues that a high level of motivation language can significantly improved employee performance, increase employee’s work efficiency. Such as empathetic speech, when employee does a hard task, the leader can talk to this employee â€Å"you can do it†, these can make the employee have confidence to do the task, thereby motivate employee work hard and more effective. When employee completed a task, leader also can say â€Å"Good job†, this also can make the employee have confidences to do other tasks, improve the employee’s work motivation. In our group, we have a serious problem. Our group not has a clear leadership, we do not decide who is our group’s leader. When we work together, our group has a member really lazy, she didn’t work hard. But our group not have a leader, nobody to monitor the member work and also nobody to provide motivation to the member encourage she work hard. So, that dramatically affected our group work efficiency, postpone our group’s work progress. Through the group experiences and management theories, leader is really important to a group, because group leader can through daily communication and motivation language to provide motivation to their employees, encourage employees work hard and increase work efficiency, thereby improve group outcomes. In conclusion, it can be concluding that motivation is a really important part in management. It can occur in all kinds of management theories. Through 8 weeks group work, find motivation occurs in people form a group, setting group goal and planning and leader change a group. Manager need clear to understand what are people’s motivations to join a group, and make group have charm to attract talent join. These can help group success. Managers also need make employees work in a group, because work in a group can have some stresses to motivate employees work hard, improve organisation outcomes. If manager want their group work effective, they can setting a suitable group goals. Suitable group goals can motivate group work hard. Manager also need make group have a leader, because group leader can use daily communication and motivation language to provide motivation to members, encourage group members’ work hard and improve group outcomes. Therefore, manager clear understand motivation and accurate use motivation can directly improve group outcomes.

Freakonomics - 854 Words

What is Freakonomics? Freakonomics is an interesting book that evokes a thoughtful and provocative analysis of human motivation and modern living. It shows you a common world through a totally different pair of lens. The author uses the raw data of economics to ask imaginative questions while it forces the reader to think cleverly and divertingly of the answers. His approach to economics was done in a very unconventional way- as a smart, curious explorer parallel to Christopher Columbus when he discovered the Americas. There is not one common theme in Freakonomics, instead the book is structured around four essential ideas: incentives are the basis of modern life, conventional wisdom is often wrong, dramatic effects often have†¦show more content†¦The principles of incentives, among the other basic mindsets are all visibly used throughout the rest of the book in solving the various problems presented. In the chapter â€Å"Why do crack dealers still live with their mothers?† these authors examine and compare how a Chicago gang mirrors that of many corporate companies. The authors use financial records kept by the gang to examine the pay system, and use the experiences of a young sociologist that lived among the gang to examine the reasons for joining and working for the gang. What the financial records show, is that the money earned through dealing is concentrated greatly among the top 2.2 percent of the members, much the same as any corporations like Wall-Mart or McDonalds. The ga ng even had its own â€Å"board of directors†, which was modeled off many businesses during the time. Incentives played a key role in the membership of the gang’s lower levels. The incentives of becoming the next drug lord, or the next big seller, were enough to draw members to positions that paid less than minimum wage and involve the risks of jail time and death. Although this would seem unlikely, a closer look reveals that dreams and incentives of these gang members are no different than that of a girl waitressing while she tries to make it in Hollywood. The author’s show the pull of incentives are seen in every aspect of life, whether it be drugShow MoreRelatedFreakonomics Essay1424 Words   |  6 PagesThe book Freakonomics by Steven D. Levitt and Stephen J. Dubner, is designed to pose fundamental questions concerning economics using a variety of imaginative comparisons and questions. 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