The Nature of Ghosts in The Woman Warrior Essay -- Maxine Hong Kingsto

The Nature of Ghosts in The Woman Warrior "Ghost." What images does this word conjure up in the average American mind? Perhaps you think of little kids draped in white sheets begging for candy on Halloween. Perhaps you imagine transparent versions of dead people wandering the earth for eternity. Perhaps you are reminded of a person who just saw something especially scary; they are "pale as a ghost". So the word "ghost" - a word with many meanings - calls forth these images. What do they have in common? There's the idea of paleness - when was the last time you ever saw a black ghost? Silence - ghosts don't say much, except maybe they go "Boo!" once in a while. And, just maybe, there's a hint of unfamiliarity in the idea - it's always a stranger's soul wandering the earth, not someone you know, and somehow - maybe with a white sheet - the ghost's identity is hidden from the world. Perhaps these have something in common with the "Chinese" idea of the ghost as it is played out in Kingston's The Woman Warrior. I have placed "Chinese" in quotes to acknowled...

Downsizing in America :: Essays Papers

Downsizing in America - INTRODUCTION - Downsizing, restructuring, rightsizing, even a term as obscure as census readjustment has been used to describe the plague that has been affecting corporate America for years and has left many of its hardest working employees without work. In the 1980’s, twenty-five percent of middle management was eliminated in the United States (Greenberg/Baron 582). In the 1990’s, one million managers of American corporations with salaries over $40,000 also lost their jobs (Greenberg/Baron 582). In total, Fortune 500 companies have eliminated 4.4 million positions since 1979 (Greenberg/Baron 627). Although this downsizing of companies can have many reasons behind it and cannot be avoided at times, there are simple measures a company can take to make the process easier on the laid-off employees and those who survive with the company. - STAGES OF DOWNSIZING - The downsizing process can generally be broken down into three distinct stages. The first stage is called the diagnostic stage. In this stage, management staff pulls together and determines the amount of costs and expenses that need to be reduced, and how much can come out of layoffs (Moore 49). This stage usually takes about two to three months to complete. During this time, the upper management reviews all financial records in order to determine how much must be cut from salary expenditures (Moore 50). This stage is concluded when the senior management has a detailed plan on who will be let go, and who will remain with the company. During this stage, there is one common mistake many companies make: lack of communication. The middle management is usually left out of all downsizing plans. This is wrong and creates a big mistake. Middle management should be looked upon as a valuable tool for giving input where cuts should be made (Moore 51). The next stage of downsizing is the implementation stage. During this stage the employees are laid off. The time between an announcement and the actual layoff should be as short as possible. This will almost insure that a panic will be avoided, and give a clear view of the situation at hand without causing mass-hysteria. In a managerial position, it is difficult to explain to an employee that he or she is being laid off, but Terrence Moore gives a guideline on how it should be done. Small talk should be avoided. Management should clearly explain that the employee is being laid off and be prepared to answer questions directly; avoid beating around the bush.

Cell Phones While Driving Essay

Are cell phones dangerous while driving? Do you know hoy many deaths occur per year because of the cell phones? Everyday people die in car accidents for using cell phones while driving. According to NSC. Org â€Å"Drivers that use mobile phones are four times more likely to be involved in an accident†. Even though some people think that hand-free set is safe but it still dangerous. People should avoid talking while driving; those who defend the phone use often say that it makes no difference whether someone is talking on a phone or not. Some people who work depend on a cell phone like lawyers or businessmen. They always have to be available to answer the phone in order to keep their business running. However, their habits can create dangerous situations like a collision or an accident. Business issues can be stressful and hazardous while driving because it can cause emotional reactions that can lead to tragedies. Do to the fact that while they talk with someone of their coworkers they might get upset and this can lower their driving ability that can chief to lose control over the car. If people do not make the decision to leave aside their cell phones their routine can harm innocent people. Like mentioned before, other people say that hands-free set is safety. However, hands-free devices do not eliminate the risk of causing an accident and even worsen it by suggesting that the fact of using it is safe. Researches from the state Department of Transportation, show records that using headset can be as dangerous as holding a phone because the conversations distracts drivers from focusing on the road. Scientists had proven that people talking over the phone image person who they talking to and that does not interfere with driving. The problem is when a car swerves unexpectedly or pedestrian step into traffic, and the mind lacks the processing power to react in time. So the problem is not in holding the wheel and cell phone at the same time the cause is the lack of reaction at the particularly time People in favor of the use cell phones, say that it is a good option to do it in case of an emergency. However, I believe that it is a wrong thought. It is an illusion of safety because when people need them, the most their cell phones r they can not either reach them or find them because they could be stuck or hidden in some part of the car. People shouldn’t fully depend on cell phones owing to that fact that they are not reliable; the trusty solution for the difficult situation it could be OnStar. Which is a service that in case of an accident or an emergency will contact you. If you are not able to answer, they will contact the police department, the hospital or the fire service. Therefore, nowadays cell phones are unnecessary devices because they are unreliable in emergency situations while you are in a car accident. In conclusion, I think drivers should be more conscious about using the cell phone while driving. As I said it earlier hand-free device is not safety at all, because requires the brain to be multitask. If drivers do not give up cell-phones the number of mortalities on the roads will continue to increase.

Human Resource Information Systems Essay

1. â€Å"Suggest how HR professionals can use online recruiting to more effectively support recruitment activities while reducing organizational costs.† Retaining and acquiring talent with high qualities is crucial to an organization’s success. â€Å"As the economy and job market heats up, so has the market for corporate recruiting and recruiting service and consultants† (Bersin, 2013). Therefore, the labor force becomes more competitive and available skills become more diverse, HR professionals need to be more selective when choosing the right candidate. Poor decisions made by recruiters can result into negative effects for the company. Another thing that can impact an organization as well as an employee’s morale is high training and development cost. For this reason alone, many companies have turned to e-Recruiting. â€Å"Online recruiting involves less human interaction, reaches a much broader audience, files records electronically, and provides select ion tools electronically† (Friend, 2014). Companies can conduct everything online while spending less money sending all employees to a training session or meeting off-site. Just by conducting meetings, training, etc. online saves the company a lot of money. For example, new hires really make up the majority of the cost because they need to be trained in every aspect of the job they are taking on. Also, training occurs with other employees besides new hires when a new product or service surfaces within the company. All employees need to learn about the new products or services in order to promote them to their clients. Online recruiting comes in handy since it’s a real money saver by having employees do everything online via internet instead of meeting each time for different things. Online recruiting is not only cost effective but it’s quick and easy to do. HR professionals can posts job postings anywhere there is an internet  connection and receive responses just as quickly. Online recruiting can become very convenient. 2. â€Å"Recommend four (4) strategies to mitigate the unintended consequences associated with e-Recruiting.† Four strategies to mitigate the unintended consequences associated with e-Recruiting include: Ensuring consistent high customer satisfaction online and maintaining consistent high service When e-recruiting, recruit and select applicants who appear to have out-going personalities that fit within the organizational culture This can be determined from likes/dislikes Express that training and incentives will be provided in order to encourage loyalty, motivation, and focus on doing whatever it may be to meet the needs of the customer, and create Create a consistent set of HR practices that work together to create a culture of customer service. A strategy is not always planned and HR professionals usually have to adopt this strategic plan. Maintaining excellent service and high customer satisfaction is a good look for the company. Also, it’s a great strategy to have to meet all the needs of the customers to ensure their returned business and for them to spread the good comments about the company to their family, friends, and co-workers. The last strategy to mitigate the unintended consequences is for HR to get their practices to work together for the good of the company. HR needs to put a process in place that will be successful and beneficial to the employees and the company. 3. â€Å"Propose one (1) approach in which online recruitment can help ensure the employee’s psychological contracts are fulfilled.† According to Kavanagh, Thite, & Johnson (2012), psychological contract fulfillment, employee satisfaction, and retention rates are three other important goals of the recruitment process. The employees’ beliefs about the obligations and promises between them and their companies are what the psychological contract refers to. It’s going to be important to explore the extent to which online recruitment can help ensure that employees’ psychological contracts are fulfilled. Information that is collected and distributed during the recruitment process shapes the expectancy that leads to psychological contract fulfillment, which directly affects employee satisfaction and retention rates. The numerous expectations that shape the psychological contract include the work role, such as job performance; social relations, such as co-w orker and customer interactions; economic  rewards (raises, monetary incentives), and company culture. According to Heneman and Judge (2006), one approach to use to ensure psychological contracts are filled is a realistic recruitment message. 4. â€Å"Suggest three (3) strategies you would use to attract high-quality candidates and members of diverse groups using an e-Recruitment approach.† One strategy to use to attract candidates would be through social media. Examples of social media would be Facebook, Twitter, Instagram, and even email such as Hotmail, Yahoo, and Google, etc. Today’s world is very technical savvy and most people now use the internet for everything, these medias would be perfect for announcing job vacancies and announcements. For example, when I used to work for State Farm I made a Facebook page for the company and promoted different products and services that we offered. Another strategy I would use is at the end of applicants completing their work history, etc. before submitting to the job, a series of detailed questions would be asked that relates to specific job in which they are applying for such as years of experience performing that particular job, and skill competencies, etc., this would eliminate applicants that don’t have the necessary experience and skills and alleviate unwanted applications. One last strategy I would use to determine diverse groups is have the applicant fill out an optional survey informing of their race, gender, etc. The survey if completed or not would not have an impact on whether or not the applicant is interviewed and the applicant would also be informed of this as well. This would only be for survey purpose that will allow the organization to see if and how many people from diverse backgrounds are applying. 5. â€Å"Take a stand on whether or not the attributes of a Website (attractiveness, quality, and ease of use) would affect your motivation to apply for a job at that company. Justify your position with specific examples from two (2) business Websites that you are familiar with.† In my opinion, I find that when applying for positions the company’s attractive quality and ease of use website is very important. This lets me know that the company takes pride in their name and what to make an impression on the candidates that are applying. Even though they are the ones that are hiring, they need employees to work as well as a candidate needs a job. The first impression is a lasting impression, and if I’m impressed with the Website then chances are I’m going to be impressed with the company and would want to work for them. Two websites that I’m  familiar with are www.indeed.com and www.careerbuilder.com. I used these two websites frequently because they always have up to date posts on their websites every day and have a variety of positions available. Both sites are colorful, and allow you to type in key words related to the job of interest along with the city and state. Next, it will display jobs related to the key words that are entered. The jobs that are displayed list the job title, company name, and a brief description of the job that includes the range in job salary, for some. Both search engines are easy to navigate, the content of the information is relevant to what I’m looking for. Also, usability is a plus, because they both allow you to receive job alerts, creat user accounts, and answer frequently asked questions. 6. â€Å"Propose four (4) security controls you would put into place to prevent unauthorized access to data and unauthorized disclosure of data when using e-Recruiting systems.† One security control I would use is each applicant would have to set up their own personal username and access code. This should ease the mind of the applicant, because this is information that only the applicant would use and have access to. Next, I would design a security control that is time sensitive and require the user to sign back in if the computer is idled for a certain amount of it the user spends too much time in one area without moving on to the next area. Third, I would use an online security system that would prevent hackers and unauthorized access to applicant’s information. â€Å"The last security control that I might put in place would be some type of software where you have to answer personal related questions about your past that only that specific person would know† (Zeidner, 2007). For example, a multiple choice question might pop up and ask which of the following are related to you and the employee that is trying to gain access would have to answer the question correctly. According to Kavanagh et al, I would develop privacy protection policies that (1) restrict access to data, (2) restrict disclosure of data, and (3) ensure that only job-relevant data are collected for decision-making purposes. Everyone has to be careful nowadays, because hacking into computers is just as easy as breaking into a house nowadays. References Bersin, J. (2013, May 23). Corporate Recruiting Explodes: A New Breed of Service Provders. Retrieved from Forbes: http://www.forbes.com/sites/joshbersin/2013/05/23/corporate-recruitment-transformed-new-breed-of-service-providers/ Friend, L. (2014). Advantages of Online Recruiting. Retrieved from Chron: http://smallbusiness.chron.com/advantages-online-recruiting-3093.html Heneman, H.G., & Judge, T. A. (2006). Staffing Organizations (5th ed). Boston: McGraw Hill (nd). Introduction to Online Recruitment. HRM: Guide Human Resource Management. Retrieved from: http://www.hrmguide.co.uk/recruitment/introduction_to_online_recruitement.htm Kavanagh, M. J., Thite, M., & Johnson, R. D. (2012). Human Resource Information Systems (2nd ed.). Thousand Oaks, CA: Sage Publications, Inc. Zeidner, R. (2007, December 1). HR Magazine: Making Online Recruiting More Secure. Retrieved from SHRM: http://www.shrm.org/Publications/hrmagazine/EditorialContent/Pages/1207hrtech.aspx

Adoption And Foster Care In California

With the advent of societal changes the numbers of children in foster care has risen, as have the complexity of their problems. In Califoronia, approximately 100,000 children are in out-of-home placement with parental substance abuse the most common reason for entry (California Department of Social Services, 7).A study by Lewis and associates (1995) reported the number of drug exposed infants entering foster care increased 3000% from 1981 to 1993 in Los Angeles County. Takayama and colleagues (1998) reported that nearly 80% of the children entering foster care in San Francisco Country had a substance abusing parent and over 90% of infants entering foster care were prenatally drug exposed.  Foster explains that perniciously addictive crack cocaine and acquired immunodeficiency syndrome have largely been responsible for dramatic increases of children with health related problems being placed in foster care (Foster, 11).   â€Å"Children whose parents abuse alcohol and drugs are al most three times more likely to be abused and more than four times more likely to be neglected† (Foster, 14).Another factor increasing foster care population is the reductions in welfare benefits, which have shown a relationship to increases in child abuse and neglect referrals (Children's Defense Fund, as cited in Freundlich, 2000).According to the Children's Defense Fund (as cited in Freundlich, 2000), child abuse and neglect referrals went up 12% when the families' welfare benefits were reduced 2.7%.   These same Los Angeles County figures showed an increase the following year of 20% referrals when benefits were reduced by 5.8%.Many children are placed in child protective custody because of neglect (Foster, 29) with the second most common reason being physical abuse, but in a number of cases children enter foster care because of reasons related to poverty.   Finally, the welfare mandatory work requirements for benefits with scarce provisions for child care exacerbates t he tensions that a single parent faces.With the 5-year lifetime welfare cap and a 20% reduction in the Food Stamp Program many families will not be able to sustain a safe and stable home.   In response to these reductions and pressures, more children may enter into the protective care and stay longer.In addition to reduced income, some families with disabled children stand to lose their Supplemental Security Income, due to tighter eligibility requirements (Freundlich, 35).   In all, there are twice as many children entering the child welfare system as there were 20 years ago (Foster, 35).Adoption in some form has been used to help families since recorded history.   A common form of informal adop tion utilized in colonial America was to indenture child ­ren to a family for the purpose of learning a trade (Hacsi, 164).Later, orphan asylums were operated to feed and house â€Å"poor and parentless children† (Foster, 41). Extreme poverty led some families to â€Å"place- out† their own children until they became economic ­ally viable family again (Hasci, 165). These informal adoption measures were gradually replaced as a new professionalism in child welfare began.The growing involvement of state and federal govern ­ment in child welfare and the establishment of the juvenile court system in 1900 altered and â€Å"greatly increased the numbers of state wards† (Hasci, 172).California led the way in 1915, by regulating and licensing placement home agencies and in 1920, started making payments for out of home care for those declared needy by the juvenile court (Hasci, 172).California state government encouraged adoption rather than boarding-out because it saved money and cut ties to biological parents who were thought of as being â€Å"morally delinquent† (Hasci, 173).Depression era funding created Aid to Dependent Children (ADC) with the goal of keeping children in the home by supporting impoverished families (Hasci, 173).   Th e role of government continues to dictate child welfare policies based on prevailing societal attitudes and current research.During the 1960s, federal foster care funding and the discovery of the â€Å"battered child syndrome† combined to further change the dynamics of child welfare.   Child pro ­tection against abuse became a nationwide concern and there was money in the coffers to fund a foster care system (Foster, 47).Money, awareness, and mandatory reporting laws increased foster care rolls from 300,000 in 1962, to 500,000 in 1977 (Foster, 49).   Numerous laws have been passed to organize and encourage adoption rates.   Originally the Adoption Assistance and Child Welfare Act of 1980 was enacted to offset an unintended conse ­quence of foster care.Moving from one foster home to another repeatedly exacerbated the adjustment and developmental problems of children already exposed to unstable and unsafe home environments.   It was hoped that this law would expedit e reunification efforts while slowing down foster drift by encouraging preventative strategies.Currently, adoption policy guided through President Clinton's 1997, Adoption and Safe Families Act (ASFA) focuses on a parallel approach which emphasizes reuni ­fication and permanency options simultaneously.   Parents who are unable or unwilling to aggressively pursue reuni ­fication dictates will lose parental rights; however, much less time is wasted because of the joint approach and, therefore, children gain permanent homes sooner (Foster, 55).Although it seems logical now to encourage foster parents to adopt their foster children, affectionate ties were discouraged and sanctioned by many court cases (Stephens, 1992).   Prior to 1974 two-thirds of the states, including California, discouraged adoption by foster parents (Meezan, & Shireman, 14).Information had been postulated too regarding the deleterious effects of a lack of permanence in children's formative years.   As earl y as 1952, researchers Bowlby and Robertson discovered and described the three phases of protest, despair, and detachment that an infant or toddler will display when separated from their affectionate care giver and by 1969, Bowlby had published the first of three volumes about the importance of early and consistent attachment.However, the dissemination of this important finding was not significantly applied to practice until Congress passed the Adoption Assistance and Child Welfare Act of 1980, thereby recognizing the importance of permanency placement (Katz, 220).In December 1996, President Clinton directed the US Department of Heals and Human Services (DHHS) to develop strategies to achieve permanency more quickly for children in the foster care system and double the number of adoptions to 54,000 by fiscal year 2002.Data available at the current moment showed that while the number of children in foster care increased from 242,000 in 1983 to almost 500,000 in 1995, the number of ad options of children in out of home care stayed between 17,000 to 20,000 during this same period (Maza, 445).Clinton’s directive, disseminated by DHHS as Adoption 2002: A Response to the Presidential Executive Memorandum on Adoption made two important recommendations: (1) States were to develop plans to double their adoptions and set annual targets for the adoptions to be finalized through 2002 and upcoming years; (2)States would be rewarded with an annual financial bonus for each adoption finalized over the baseline number of adoptions (Maza, 449). Subsequently, the Adoption and Safe Families Act was passed and disbursements to child welfare agencies were authorized to increase the number of children adopted.It qualified a state to receive $4,000 for each adoption over the baseline of previous years and an additional $2,000 for each adoption finalized with a Title IV-E Adoption Assistance agreement (an additional payment for children with special needs) (Maza, 450).Medical, b ehavioral, developmental and educational (if appropriate) assessments are necessary to finalize an adoption. These assessments are confidential and are kept in the child’s record to document appropriate and mandated care. In San Francisco County and Los Angeles County, HIV screening is also a routine part of medical assessment for at-risk children in foster care.In 1996, the California state Department of Social Services formed the Adoption Policy Advisory Council to review adoption policies in California. The council created the Concurrent Planning Workgroup to develop and implement a model of concurrent planning as part of this effort (Williams, 18).This group assisted in developing Assembly Bill 1544, which became state law effective January 1, 1998, as Chapter 793, Statutes of 1997. Chapter 793 requires that a concurrent plan be developed for every child entering out-of-home care. Concurrent planning is a well-known approach to facilitating timely permanency for children in foster care.The concurrent plan names the child's permanency alternative to reunification – adoption, guardianship, or emancipation – and describes the services necessary to achieve this if reunification fails.Chapter 793 also explicitly clarified that certain concurrent planning activities -placement in a fost-adopt home, detailing services necessary to achieve legal permanence for child if reunification fails in the case plan, or providing such services concurrently with reunification efforts – could not, in and of themselves, be evidence of a failure to provide reasonable efforts.The law did not require that the permanent plan be pursued concurrently with the reunification plan. When reunification appears likely, â€Å"concurrent planning services† may consist of reassessing the family's situation in 90 days (Williams, 19). Chapter 793 also added a section to the Welfare and Institutions code requiring the court to query the birth mother at an early hearing regarding any presumed or alleged fathers.The court is subsequently responsible to provide hearing notice to all alleged fathers, with a paternity determination required of all men who respond. The hope is to avoid delays due to birth fathers' surfacing at termination of parental rights hearings and requesting parental rights and services, or objecting to termination of parental rights (Williams, 21). The California law also requires that the case plan describe whether the parent was advised of the option of relinquishment.WORKS CITEDFreundlich, M. Adoption and ethics:   The market forces in adoption.   Washington, DC:   ChildWelfare League of America, 2000California Department of Social Services, Data Analysis and Publications Branch, 2000Foster, L. K. Foster care fundamentals:   An overview of California's foster care system.California Research Bureau, California State Library, 2001Hacsi, T. From indenture to family foster care: A brief history of child placing.   ChildWelfare, 74, 162-181, 1995Meezan, W., & Shireman, J. Care & commitment. Albany, New York:   State University ofNew York Press, 1985Katz, L. Effective permanency planning for children in foster care.   National Association ofSocial Workers, 220-226, 1990, MayMaza, P.L. Using administrative date to reward agency performance: The case of the federalAdoption Incentive Program. Child Welfare, 79(5): 444-456Williams, L. Concurrent planning implementation guide. Sacramento, CA:CaliforniaDepartment of Social Services, 2001

Final Exam †Latest Essay

1) When a manager makes use of a SWOT analysis, one of his or her objectives is to 2) 2) A company that wants to distinguish itself from the competition in the marketplace is most likely using which of the following strategies? 3) 3) An organization’s ________ goals are official statements of what an organization says its goals are. 4) 4) When planning for unexpected events, a company is using which of the following techniques? 5) 5) The ________ determines the number of levels and managers in an organization. 6) 6) Which of the following is a characteristic of an organic organization? 7) Which of the following is a characteristic of a matrix organization? 8) Searching for new ideas beyond an organization’s boundaries and allowing changes to easily transfer inward and outward is known as ________. 9) Which of the following stages is when the group structure is in place and accepted by the group members? 10) Conflicts can be resolved by satisfying one’s own needs at the expense of others. This conflict- management technique is known as ________. 11) Which of the following statements is true about group decision making? 12) According to the Ohio State studies, which of the following dimensions of leader behavior refers to the extent to which a leader is likely to define and structure his or her role and the roles of group members to meet goals? 13) Which leadership theory is derived from the belief that a leader’s job is to remove pitfalls and roadblocks so followers can achieve their work goals? 14) If Carol Reece is a charismatic leader, which of the following characteristics is she most likely to possess? 15) Indira Patel has been working in her organization’s computer security department for the past 10Â  years. If another employee follows Indira’s recommendations in a given situation, based on her expertise in computer security, which source of power is Indira using? 16) Melvin manages a team of 10 employees, including Jane and Jared. Jared is leaving the organization to find a job as a manager in another field. Meanwhile, due to performance issues, Melvin terminates Jane’s employment with the company. Both of these are examples of what type of employee behavior? 17) Thomas often annoys his coworkers with his talkativeness and assertive personality. According to the Big Five Model of personality, Thomas would be described as high in the trait of 18) Kelly is interviewing candidates to fill a vacancy on her team. One candidate has a degree from a prestigious university, and Kelly is impressed. In speaking with her fellow members of the interview panel, however, Kelly finds that no one else enjoyed the interview with the candidate, finding her to be pompous, aggressive, and self-serving. In her focus on only the candidate’s education, Kelly may have fallen victim to 19) It is crucial to determine an acceptable _____ during the comparing step in the control process. 20) If a manager rationalizes that he or she does not have time to investigate the source of a problem and instead resorts to putting out fires, the manager is missing the use of 21) Why are feedforward controls more rarely implemented as compared to other types of controls?

Database Secuirty Coursework Example | Topics and Well Written Essays - 1500 words

Database Secuirty - Coursework Example As such, the company ought to put in place structures that will ensure information security in two main ways, (1) authentication and authorization, and (2) general policies and procedures. The firm’s database containing all information pertaining to tenants and other aspects of the business will be stored in two main servers. These servers will be accessible by all tenants and building managers. Every database user will have a login account that will allow them access to the database. There are two general types of accounts, (1) tenant accounts for tenants, and (2) manager accounts for building managers. Each account will determine the scope of information that the given user is allowed. While manager accounts will have administrator privileges, tenant accounts will have very limited access to the database. Each login account will have a password that will be created by each user upon creation of the account. A firewall is in essence a baseline control for the securing of any network environment of any enterprise. Routers are usually integrated with a firewall. Examples include software based packet filtration and Network Address Translation. A distinct firewall that is hardware based is recommended. This is due to the disturbing fact that hackers in this time and age employ advanced technology and methodologies that they use to breach networks. A good example of this is APT (Advanced Persistent Threats). These employ advanced phishing techniques and complex algorithms. The threat posed by such security menaces may damage a company’s reputation or compromise the integrity of its confidential information, causing it to lose clientele as banks would in the case where credit card numbers are leaked. The use of a firewall supplemented by an antivirus is not sufficient to ensure information security. An intrusion detection system will be put in place. An intrusion detection system is vital for the