LAB 1 NMAP Exercise Answers Essay example - 3200 Words

Nmap LAB EXERCISE CSEC 640 LAB-1 University of Maryland University College B-McDerm February 16, 2014 ASSIGNMENT PART A-NMAP 3.3 Lab Questions: Part A 1. What are the services that are running on each host? Some of the hosts include the following services below, but not all â€Å"3† include the same services. Domain: Host â€Å"3† only FTP: All Host’s HTTP: All Host’s Microsoft-DS: All Host’s Microsoft-RDP: All Host’s MSRPC: All Host’s MYSQL: All Host’s Netbios-SSN: All Host’s SSH: Host â€Å"3† only Talent: All Host’s The three diagrams below show the results from the OS Fingerprinting scan. Figure 1: Host 1 (192.168.100.103) Figure 2: Host 2 (192.168.100.105) Figure 3: Host 3†¦show more content†¦Host discovery is a great way to create and maintain an asset database and to discover rogue devices on the network. The real power attribute of Nmap is port scanning, and its efficiency in security auditing, asset management, and especially compliance. Port scanning gives the ability to locate systems with file sharing ports or unauthorized FTP servers and printers. Open ports disclose potential and probable security weaknesses, provide application and services inventory, and validate compliance with approved software guidelines (Orebaugh Pinkard, p.99, 2008). 5. Which feature(s) of Nmap did you find the most useful and why? The most useful and most operable feature of Nmap is â€Å"OS Fingerprinting†. This feature offers the most depth of results when running a scan of a host. OS Fingerprinting yields information regarding open ports, types of services, as well as the operating system running on the host. OS Fingerprinting is both passive and active, meaning, in the passive it involves sniffing network traffic at any given connection point and matching known patterns that match pre-existing OS identities. In the active this feature requires the use of a set of specialized probes that are sent to the system in question; the responses from the active give insight to what type of OS has been installed. With the availability of these different attributes to one feature gives the IT professional a full scope and clear picture of theShow MoreRelatedEthical Hacking2871 Words   |  12 PagesAnd now the present condition is: â€Å"HACK YOUR ORGANIZATION BEFORE THE BAD GUYS DO IT† HACKER AND HACKING: [pic] The term hacker has a dual usage in the computer industry today. Originally, the term was defined as 1. A person who enjoys learning the details of computer systems and how to stretch their capabilities—as opposed to most users of computers, who prefer to learn only the minimum amount necessary. 2. One who programs enthusiastically or who enjoys programming

The Mythology of Puritains - 617 Words

In modern American mythology, the Puritans were characterized, by many Americans, as being nothing more than an extreme group of dour religious ascetics who abhorred anything that had to do with humor or sex. This image is fallacious. Furthermore, the Puritans were nothing more than another group of humans who defined their own world with their cultural norms, and values. To better understand the Puritans we have to expunge any mythology surrounding these people, and we have to study them on their own terms through their eyes if at all possible through the written record. The first major myth that must be deconstructed is that the Puritans were sexual prudes. Americans believed that the Puritans considered marriage as nothing more than a necessary evil that was used for only sexual reproduction. Moreover, many Americans believe that the Puritans tried to hide the physical aspect of a relationship as much as possible. This stereotype is false. The Puritans held a very different perspective about marriage and sex. John Cotton, a Puritan minister, stated â€Å"Women are creatures without which there is no comfortable living for man: it is true of them what is wont to be said of Governments, That bad ones are better than none†¦ for they are a necessary good.† The Puritans believed that marriage was a fundamental part of human life and that sexual intercourse was a fundamental part of marriage. Another Minister stated that ‘the use of the marriage bed is founded in man’s nature and

Lifelong Learning Competencies Program †Free Samples to Students

Question: Discuss about the Lifelong Learning Competencies Program. Answer: Introduction: Engineers are required to play a role in managing people and make them to be more productive and also work collaboratively in teamwork. Teamwork participation is necessary whether it is in contractual, production, maintenance, technical or manufacturing obligations. Group work involves some group of people working collaboratively to reach their common goals. There must be considerations in making the team successful. A competent team is supposed to be having people of different complementary skills and cross-functional characteristics. The environment where the team is to operate should be underpinned by a suitable communication channel together with being supportive and encouraging to the members (Salas, Cooke and Rosen 2008, p.540). Practical ways of giving tasks to individuals are supposed to be established with opportunities to everyone for feedback purposes and provide everyone feedback and draw conclusions about a given project collaboratively. Working as a team has numerous ad vantages in comparison to working on an individual basis. One of the benefits includes seeking assistance where someone is stuck somewhere in a given task or obligation to be carried out in the field. Participating collaboratively in teamwork helps to ensure that the problems are tackled at a faster rate, this is mainly through guaranteeing different skills from different people in the team produce the necessary skills in their areas of expertise, experiences, and knowledge (Belbin 2012, p.44). The solutions which are proposed by the people in a team have high possibilities of being accepted. Some proposals in a team can be thorough, by drawing of skills and experiences of the group, working as collaboratively as a team helps the members to develop, share experiences and ideas and also learn from each other to fulfill their set targets. Teamwork also encourages trust, support and effective communication to improve the engineering practice. For the success of the complex engineering tasks, there should be the combination of some sets of skills for the team members and their personalities and ways of solving and approaching of problems. According to Barkley, Cross, and Major, (2014), the performances in a team improves when the team pays attention to their members and individual personalities. For a team to perform effectively, it is supposed to comprise of individuals who have a wide range of personalities and relevant ideas even if takes longer for the organizations to achieve efficient cooperation (Barkley, Cross and Major 2014, p. 24). The members should have openness and should be ready to oppose any opinions that are raised and explore them from different angles. When the members of a team take on the roles that are dysfunctional, they can lead to ineffective behaviors in a team. Some examples of the practices i nclude team members being late to the team meetings or not doing work they are not supposed to do. As a team leader, an engineer should ensure that the members of the team arrive early enough to proceed with the tasks they are supposed to do. The team leader should also organize the team meetings in a way they come up with the solution of a problem at the end of the session. Lifelong learning is essential for the complex fields such as engineering. The leaders in engineering have recognized the lifelong learning in the achievement of engineering careers. The educators in engineering throughout the globe have grappled ways of helping the students develop to be lifelong learners and assess their growth (Martnez-Mediano and Lord 2012, p.164). Self-assessment and management are also essential in the engineering field in ensuring continuous growth in the engineering profession. For self management and self review, engineers are required to organize their work surroundings. Organizing the environment helps them to ultimately adopt and develop the work they are carrying out. For instance, one may decide to organize their computers so they can be ready for work on the daily basis. It is also crucial to put in order some documents and the computer filing systems for the easier retrieval of necessary information from it. Development of abilities for the sharing of information with the colleagues is important for engineers success in future. Improving the generic competencies, ready to learn new things in the field, having collaborative group work for practicing engineers is essential to improve on the vital competencies, for instance, writing of reports, an organization of meetings, interpersonal relationships, oral presentations, planning, writing of memos and budgeting among others. Important competencies for the professional, personal and the social developme nt is another strategy for continuous learning. Reading technical literature is an effective way to keep engineers up to date. Additionally, engineers should develop abilities to read faster and identify the materials which are useful in their professional development. Another way to develop is by interacting with the authors in the technicality areas for their professional development. Working together as a team with other colleagues who are doing the same profession also helps in the professional developments (Huxham and Vangen 2013, p.717). In collaborative teamwork, all the members share the same goals and contribute in tackling of problems, improving work and innovate. The collaborative teamwork helps in enhancement of job competencies and improvement on them since there are some projects that appear to be difficult in handling them. Through identification of available resources, engineers are supposed to find information or data for the projects they are handling. Engineers should also seek advice from experts, mentors, professors and also colleagues in the development of their profession. Self-management and lifelong learning are supposed to be carried out effectively to achieve career goals. According to Martnez-Mediano and Lord, (2012), lifelong learning is a process where engineers assessment of interpersonal skills, social network, and knowledge of the requirements of the new jobs. Identifying the essential gaps needed to fill their professional careers is essential (Martnez-Mediano and Lord 2012, p.160). For the purposes of self review, engineers should are required to usually prepare a checklist for self evaluation and learning of the developmental tasks or goals of their careers. Checking personal progress periodically ensures continued development of engineering career. Engineers are supposed to update their plans about the future and focus on the essential competencies they are in and improve their skills through specialized training. References Barkley, E.F., Cross, K.P., and Major, C.H., 2014. Collaborative learning techniques: A handbook for college faculty. John Wiley Sons. Belbin, R.M., 2012.Team roles at work. Routledge. Huxham, C. and Vangen, S., 2013.Managing to collaborate: The theory and practice of collaborative advantage. Routledge. Martnez-Mediano, C. and Lord, S.M., 2012. Lifelong learning competencies program for engineers.International Journal of Engineering Education,28(1), p.130. Salas, E., Cooke, N.J. and Rosen, M.A., 2008. On teams, teamwork, and team performance: Discoveries and developments.Human factors,50(3), pp.540-547.

Business Transformation Management Methodology

Question: Discuss about the Business Transformation Management Methodology. Answer: Introduction: Transformational plans are implemented in an organization thereby providing them better facilities and strategies for improving the future growth of the firm. It helps in diagnosing the opportunities that the firm could enhance, thereby providing them with the scope to achieve its vision and objectives. Transformational planning is coordinated with the organizational change, which helps in imposing new and altered business processes or procedures (Gollenia, 2016). It helps in accepting the sponsors of the related systems. The main objective of the transformational changes being implemented in an organization is to transfer knowledge and skills thereby enabling the users to adopt the new vision, mission, and systems and to identify the minimum sources of resistance to the changes. Semco is an industrial machine manufacturing company with its headquarters in brazil. This company manufactures machine pumps for shipbuilding industry. During the recession era of 1980, the company had faced some tough situations where the company had typical hierarchical management structures with a patriarchal figure as a leader (Mintzberg, 1994). The organization had set some rules and regulations that had the control; over every aspect of the activities undertaken in the firm. The founders son Richard Semler had undertook the responsibility of managing the organization and returning back its prosperity as before. In order to do so, he had strategically framed some transformational plans for the firm. He aimed at radically transforming the organization thereby dealing with consistent poor performance (Maresco York, 2005). According to the transformational plan that had been undertaken by Semler, he had dismissed all the top management heads and had dismantled the layer of managers in the firm. It reduced the hierarchy of the firm from seven to three. He eliminated the job titles that were used by the employees in the organization, and had rotated the position of chief operating officer among the workers in a span of 6 months. The organization had aimed at maintaining transparency in the salaried that were paid and the workers were given the opportunity to set their own working hours according to their convenience. The organization had accepted diversification rather than the maintenance of heavy reliance on the industry. The transformational plan that has been implemented by the organization is universally applicable. It is quite motivating and attention seeking dor the workers. These kinds of plans show its total dependency and the importance of the workers that the firm holds. It helps in maintaining the sustainability of the firm and raiding the loyalty of the workers towards the firm. There are three forms of motivations achieved by the workers of an organization, which helps them in sustaining their trust towards the firm. These categories of motivational theories could be named as content theories, process theories and reinforcement theories of motivation. The content theories of motivation help us to understand human needs and the response of people with different needs. The process theories of motivation offer additional insights into how people give meaning to rewards and then respond with various work-related behaviours. The reinforcement theory of motivation focuses attention on the environment as a major source of rewards and influence on human behaviour. According to the case study of Semco, it could be stated that the company had quite efficiently implemented the transformational changes, which had helped the firm in regaining their old profit aspects. Richard Semler had implemented various strategies that would positively affect the workers of the organizations. These facilities were considered as an important tool for the firm to regain the organization from its deceased state and thereby sustaining growth in the market. According to the three categories of motivational theories, the company had implemented the content theories where, Semco had followed Herzbergs Motivational Theory, Mcclellands Human Motivation Theory, Maslows Hierarchy Of Needs Theory and ERG. Under Herzbergs Theory Of Motivation, it could be stated that the theory deals with the factors which maintains the cause for job satisfaction. Under this context, it has stated that there are two factors, which sustain the satisfaction to be attained from jobs in an organ ization. These two factors are motivators and hygiene factors(Park, 2013) . Motivators deals with the positive access of work that are acknowledged by the works , whereas, hygiene deals with the status, job security, salary , benefits and other facilities to be enjoyed by the workers. Semco had undertaken this theory by removing the middle managers of the organization. The work was settled among the workers, where it was under their responsibility to produce better products using innovative and cost effective techniques. Secondly, it provided the workers with the choice of settling their own salary. This shows that the firm had followed the theory, fulfilling both the two factors for the workers. Mcclellands human motivation theory deals with three dominant motivating factors, affiliation, achievement and power. This theory suggests that in a diversified organization, it is very important to motivate the employees based upon their expectations (Miner, 2015). Semco had been able to i mplement these criteria where it provides the availability of reward systems, empowerment plan system and the independence of the workers to set their own salary. These two theories have been quite vital in supporting the strategic plans undertaken by the organization. According to Maslows Hierarchy Of Needs Theory, a particular pattern of psychological, safety, belongingness, esteem, self actualization and self transcendence have been taken into consideration (Lester, 2013). It states that according to the complexity of the human brain, this theory had been developed which helped in acknowledging the likelihood of the people thereby identifying the basic forms of motivation the company need to implement. Semco had evaluated Maslows Hierarchy Of Needs Theory, thereby analysing the most important factors for the workers of the firm. These factors are transformed into extra benefits, services, reliability, and job satisfaction. Among the listed factors, the major factors selected by the firm are psychological needs, love and belonging towards the family and self-transcendence. The ERG Theory under motivational needs have been implemented by altered further. It aims at providing the basic requirement and necessities. It has three dominant characterist ics of existence, relatedness and growth (L?z?roiu, 2015). Semco had been quite crucial in maintaining the factors to affect the reliability of the workers towards the firm. Semco has granted the opportunity to its workers to discuss the main matters of the organization, thereby disposing the manuals of the previous regime. It provided its workers with the opportunity to include their own ideas and innovative measures of production. He empowered his workers with a negotiated salary along with a percentage of the companys profit. The existing structure of Semco was a part of the bureaucratic design where a bureaucracy can be described as a form of organisation based on logic, order and the legitimate use of formal authority. Its distinguishing features include a clear-cut division of labour, a strict hierarchy of authority, formal rules and procedures, and promotion based on competency. Semco had been facing various kinds of tensions that could have been solved and handled in a better way. Hence, a transformational change for such existing scenario of the firm was necessary. One of the most important sources of tension in the existing structure was the organizational structure. Semco was considered as a typically hierarchical management structure with a patriarchal figure as leader. The organization had a core management layer of seven steps, where the managers had been experiencing a fixed position. By following this method in the company, the lower level workers and members of the firm had been facing sever e issues with the management team. While taking a particular decision regarding the well-being of the firm, the workers were not included. Various levels of managers were given the authority of making plans for the firm. By implementing the transformational change over the structure of the organization, Semler had provided the incentive for the firm to implement variations in the organization with lesser complications (Birkinshaw, 2015). The second source of tension with the existing structure of the firm was related to the various job titles and maintenance of non-transparency in salaries. Bureaucracies become unwieldy and rigid in nature, which needs to be implemented from the high authorities of the organization (Gollenia, 2016). Various job titles in the organization, makes the organizational structure complicated and distributive. There is a los of unity among the members of the firm. Along with the job titles, there had been narrow span of control of the firm, where only the management team was responsible to take decisions. By implementing the transformational change, Richard Semler had been able to overcome the issue of job titles by eliminating them. It had even maintained the transparency over the salaries provided by the firm (Neubert, 2016). The salaries were written on the blackboard thereby not providing any scope for the workers to feel de-motivated. It provided the workers with the title of associates in the organization, where it had given them the opportunity to frame their own groups depending upon their needs, choose their own package of salaries, and shift time for work. Transformational changes undertaken by an organization is considered to be adhered to certain changes that would be totally opposite to the past structure of the firm. These changes prove to improve the current situation of the firm, along with some risks to be inferred. The risks that are associated with the transformational changes for the organization must be adhered to, so that it does not alter the motive for such changes in the company. The changes that were undertaken by Richard Semlar in Semco were quite different from the normal business practices that had some associated risks with it. One of the most important risk associated was the change in the management structure of the firm. Tough it had reflected positively in the well being of the organization, yet, dismissing all the top management of the organization might pose severe risk. The senior management team were solely responsible for the past decisions that had been taken. These past decisions and their experience migh t have been helpful in implementing the plans. The second risk associated to the change plan transparency in income. With the transparency in income of all the partners, counsellors and associates in the firm, there was a possibility of de-motivating the workers in spite of motivating them. Transparency without a clear salary policy generated by the firm poses certain threats to the well being of the firm (Wang, 2016. ). The third risk-associated with the transformational plan had been the implementation of empowerment plan in the company. According the plan, the workers of the firm had the authority to enjoy certain percentage of the companys profit along with their salaries. This plan had given them the incentive of working better for their organization. Semler himself was not sure regarding the success of the empowerment plan. Though the plan had affected the company in a sustainable and positive manner, yet, with a slight change in the views of the workers, the plan would have been quite abrupt in nature (Hayes, 2014). The workers might have been over confident regarding the importance provided to them, thereby posing a threat for the firm to function negatively. Semco has been one of the ideal companies that had been positively affected by transformational changes. It had quite beneficially implemented the changes, which existed in the firm. In order to manage the firm better, there must be a provision for motivating the people with respect to the diversified nature. Reference Birkinshaw, J.., 2015. What Lessons Should We Learn From Valves Innovative Management Model?. Journal of Organization Design, pp.4(2), pp.8-9. Gollenia, L.A.., 2016. Business Transformation Management Methodology.. Routledge. Hayes, J.., 2014. The theory and practice of change management.. Palgrave Macmillan.. L?z?roiu, G.., 2015. Employee Motivation and Job Performance.. Linguistic and Philosophical Investigations, pp.(14), pp.97-102. Lester, D.., 2013. Measuring Maslow's hierarchy of needs.. Psychological Reports, pp.113(1), pp.15-17. Maresco, P.A. York, C.C.., 2005. Ricardo Semler: Creating Organizational Change Through Employee Empowered Leadership. Resource document, Academic Leadership Online Journal, available at: https://www. newunionism. net/library/case, 20.. Miner, J.B.., 2015. Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Mintzberg, H.., 1994. The fall and rise of strategic planning. Harvard business review., pp.72(1), pp.107-114. Neubert, M.J.a.D.B.., 2016. Developing sustainable management theory: goal-setting theory based in virtue.. Management Decision, pp. 54(2), pp.304-320. Park, S.C.a.R.S.Y.., 2013. An empirical investigation of end-users switching toward cloud computing: A two factor theory perspective.. Computers in Human Behavior, pp.29(1), pp.160-170. Van der Voet, J.., 2014. The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure.. European Management Journal, pp.32(3), pp.373-382. Wang, Q.., 2016.. The Choice of Salary Transparency.