Cyber Tech Researcher

Types of Attacks on Database Inference: To get sensitive information Count can be used with the Sum function. Another method is Tracker attack. It locates specific data and using additional queries that produce small results can be recorded. Basically the attacker adds additional records to be retried for different queries. Then the two sets of records begin to cancel out each other and only the wanted data is left. A general form of tracker attack requires some algebra and logic to find the data distributions in a data base, thus the attacker would use it to find chosen components. Passive Attacks on Databases: Static leakage: This type of attack uses a snapshot of the database. Information can be gained from a database by closely observing a snapshot of it. Linkage leakage: This type of attack uses plain text values. Plain text values information can be gained by linking table values to the position of those values in index.

Dynamic leakage: This type of attack requires changes to be made in a database. Any changes made in a database over a period of sometime can be monitored and information about the plain text values can be gained.

Active Attacks on Databases: Spoofing: This type of attack makes code text value is replaced by a generated value Splicing: Code text value is replaced by different code text value Replay: Code text value is replaced with an old version that was previously updated or deleted

SQLIA (SQL Injection Attack) Bypassing web authentication: Attackers use the input field, this is used in the query’s that will be conditioned.

Database Fingerprinting: Attackers make logically wrong and or illegal queries. This causes the DBMS to produces error messages. The error message will contain the names of database objects used. Thus, from the error message, the attackers can guess the database used by application as different databases have different styles of reporting an error. Injection with the union query: Attackers get data from a table that is completely different from the one that was planned by the developer. Damaging with additional injected query: An attacker would enter input such as additional query along with the original query that is generated. Remote execution of stored procedures: Attackers execute stored procedures which may have harmful effect after an execution.

Ordinary Attacks: Legitimate users can take the advantage of the access rights given and can expose the hidden and sensitive data to an attacker or to anyone outside the organization.

Countermeasures Against Database Attacks Access Control Mechanisms This is a technique to maintain data. When an attacker tries to access any data, Access Control Mechanism will check the rights of that person against set authorizations. They are specified by security administrators or security officers. Besides Access Control Mechanism, a strong authentication is also required to authenticate the valid user of a database system and then access control will help defining different permissions on different data of database. Techniques to fight with SQLIA SQLIA is a dangerous attack thus methods to prevent vary. Positive tainting and Syntax aware evaluation: The valid input strings are initially provided to system for detection of SQLIA. It classifies input strings and spreads non trusted strings away. Syntax aware evaluation is done on the broadcast strings in order to decide the strings that are not trusted. Syntax assessment is performed at the database meeting point.

Data Encryption File System Encryption: The physical disk where database exist in is encrypted. Entire database is encrypted using single encryption key. DBMS Level Encryption: In this scheme static leakage attacks and splicing attacks are prevented.

Data Scrambling Data scrambling is used when users have proper access to data in the database but still it is required to secure sensitive information from them.

Auditing This technique is used to prevent Inference attack on databases. Examinations of such queries can help in finding inference attack and can be avoided in later stage.

Then, there is the product leadership strategy (focuses on product innovation) will hire creative employees with entrepreneurial mind sets who are interested in learning and development. With these plates employees will permit a company to achieve its strategic decisions, as long as the company hires the right employees to do the right job, at the right time. When diverse staff from multiple generations, races, religions and socioeconomic statuses is managed with trust and transparency at work, it will result in employee engagement. Engaged staff demonstrate strength at work, are dedicated to their employers and feel absorbed in their daily tasks. This is because they feel valued and respected instead of feeling burnt out or exhausted. Many positive consequences shoot out from a workforce that is engaged including lower levels of absenteeism, higher levels of motivation, commitment, improved productivity and company profitability. An organisation's HRM function plays a crucial role in ensuring staff members understand their potential at work and involvement in heightened job satisfaction. The process involved in human resources planning: Step 1: Access your current human resources capacity HR department studies the strength of the organisation. This is based on the number of employees, their skills, qualifications, positions, benefits and performance levels. Step 2: Prediction of future HR needs of the organization and how resources will be applied to meet these organisational goals. HR managers will look at the sectoral trends, new technologies that could run certain processes, as well as business analysis in order to measure future requirements. Step 3: Identify HR gaps Using the HR predictions you can better judge if there will be a skills gap. Stage 4: Integrate the plan with your organisations HR must now take real steps to mix its plan with the rest of the company. The department needs a budget, the ability to implement the plan, and ability to execute that plan. They can evaluate whether the plan has helped the company to achieve its goals in factors like production, profit, employee's retention and employee satisfaction

The process involved in human resources provisioning:

Recruitment: recruiting the best potential job applicants to formally apply for a vacant position. There are two stages in recruitment. Stage 1: sourcing appropriate job applicants. Sourcing involves identifying where the best potential employees are located, in order for HR managers to reach and recruit these workers for the second stage of the recruitment process. Stage 2: Designing job advertisements to reach these job applicants and encourage them to apply for the vacant position. Recruiters can make use of external or internal sources to access potential job candidates, e.g. newspaper, magazine, career websites etc.

Selection and placement: selecting the best candidate to work at the company, through providing them with a formal job offer and then placing them in the most appropriate position, based on their experience, knowledge and skills. The aim of the selection process is therefore to hire a candidate who is a candidate who is a suitable fit for the job. They can achieve this by using selection tools that can be used to make a successful placement decision.

Induction: inducting the new employee into the organisation. This is where the new staff members go through the process of completing all their employment related paperwork, familiarising themselves with the company's rules and history etc. They are provided with training to ensure they are equipped with the skills necessary to perform in their new positions. The process involved in human resource retention:

Training and development: Training involves the process of teaching an employee new skills to improve their performance at work while development can be understood as building up a larger range of skills, particularly required for employees in their current position.

Performance appraisal: performance management is an on-going process of communication that takes place between a manger and an employee throughout the course of the year. It involves coaching, feedback, engagement, motivation and improvement, which while all aid in the achievement of an organisation's objectives. This is commonly known as "performance reviews".

Compensation and rewards: A reward system can be defined as any process within an organisation that not only compensates employees but also encourages them for behaving in a particular way. Rewards provide security and they aid in meeting the basic needs of employees, also they serve to value employees and appreciate their contributions to the company. Compensation refers to financial means of reward, also known as a salary, pay or remuneration, which are interchangeable terms. How business organizations manage human resources relations: HR relations consist of a three-way relationship. The interrelationships between these three parties will determine whether labour relations are perceived positively or negatively in a country. Legislation is negotiated between these three role players at the National Economic Development and Labour Council. The Labour Relations Act provision for the conciliation, Mediation and Arbitration, this is governed by a three-party board. Trade unions should construct stakeholders in the collective bargaining process.

All in all:

Moral behavior Moral management follows high values of ethical behavior and professional standards of conduct, along with ethical leadership. Moral management aims to be ethical in terms of its focus on ethical norms and professional standards of conduct, motives, goals and orientation towards the law and general operating strategy. Moral management desires to prosper but only within the limits of ethical rules. In terms of the ethics management mode the Integrity Mode identifies and recognize ethics behavior. The Totally Aligned Mode has ethical business fixed as a mode.

Amoral behavior Amoral behavior has two types of amoral managers namely, unintentional and intentional. Unintentional amoral managers are identified as neither immoral nor moral, but are conscious of the circumstance, that their everyday business decisions may have harmful effects on other stakeholders. These managers may be well intentioned, but they do not see that their business decisions and actions are harmful with those businesses that they interact with. Intentional managers are people who reject the idea that business and ethics should mix. In terms of the ethics management mode the Reactive Mode has ethical standards without any implementation. While the Compliance Mode identifies and penalizes unethical behaviors.

Modes of ethics management Amoral Mode The nature of Amoral mode believes that ethics does not belong in business. Their purpose is to exclude ethical considerations from their business. In terms of ethics management mode they exclude ethical considerations in decisions and operations. Survival Mode The nature of survival mode believes that unethical conduct is required for their survival. Their purpose is approving unethical behavior as obligatory for survival. In terms of ethics management mode they direct to using unethical behaviors and practices. Reactive Mode The nature of the reactive mode is a symbolic gestures of ethical concentrating. Their purpose is for their company to protect against unethical behavior risks. In terms of ethics management mode they have ethical standards without any implementation. Compliance Mode Their nature is only focused on commitment to preventing unethical behavior. Their purpose is to prevent unethical behavior. In terms of ethics management mode unethical behavior is detected and penalized.

Integrity Mode The Integrity Mode nature gives advancement of responsibility to ethical behavior. Their purpose is to raising level of their corporate ethical performance. In terms of ethics management mode ethical behavior is detected and recognized. Totally Aligned Mode The totally aligned mode nature is that ethics is fixed in corporate purpose and identity. Their purpose is Embedding ethics in corporate culture and purpose. In terms of ethics management mode: Ethical business entrenched as the norm.

Corporate reputation entails Corporate reputation involves aspects that unethical behavior may cause high reputational risk to an organization. It is of strategic importance that organizations avoid the cast associated with unethical behavior. Although there are many dimensions that contribute to the perceived reputation, it has become of corporate reputation as important as product quality and financial performance. In this sense, a reputation for ethical behavior has become a business authoritative.

Amoral is characterized by the denial of the need to be ethical in business. It is based on the assumption that business is an ethics free domain and that ethics simply does not belong in business. Its purpose is to free business from bothering with any concerns about ethics. Amoral mode strives to free business to their unnecessary force. Management will decide to exclude all ethical considerations when making any form of decisions.

Privacy concerns: Using QR codes to access the business websites has many variable of high social anxiety and high involvement series on consumers privacy concerns. QR code advancements are rising, even though one of the solidest advantages of using mobile devices is its universal abilities

Motivation: Consumers use QR codes for information and entertainment and its supposed benefits and usefulness. The drives of QR code use us convenience, savings and quality.

Involvement: Due to consumers high involvement in the service, this raised concerns about the outcome of QR codes which mixed between low involvement and high involvement products. The presence of QR codes was well received as more means to gain information for the product that the consumer was interested in.

Marketers try to incorporate QR codes into diverse methods because they believe in the success of the new innovation. The more QR codes appear in marketing the better, as it creates curiosity amongst customers for them to learn more about it and become a part. Reason being because smartphones are becoming increasingly popular in the market, and QR codes should show the successful implementation. A popular marketing element has become QR codes

Limitations of using QR codes in Marketing End users (consumers) confusion on how to use QR code: o Majority of consumers, not the up to date ones, don’t know how to use neither less scan a QR code. They don’t even know how to grasp the entire information that they will receive from doing so o Thus, it becomes the responsibility for marketers to better inform consumers on the methods that are needed in order to get the best information from the QR codes o Marketers will provide opportunity for consumers to download a QR scanner. This app will be useful to give instructions on how to scan and provide the necessary information that an end-user (consumer) will get once they scan the QR code

Lack of consistency of Bar Scanning apps: o All mobile devices and services provider offers different phone apps to scan a bar code from a QR code o This means that the user or customers should find worth in the app they are downloading, or else they will feel as though the app isn’t useful

Useless online content: o Marketers need to modify websites for mobile devices o Consumers may scan QR codes which lead them to a regular website with an poor or challenging page to navigate o Bad experiences lead to the consumers to search or scan other QR codes and receive the assistances of another marketing tool

Another limitation is that using QR codes can only benefit smartphones users. As they can be targeted as mobile camera and internet connection is a qualification. If they user is offline or experiences lack of offline ability to confirm the source of code