Disaster Recovery and User Authentication Policy in an Organization

Quesiton: Discussion on following points? 1.Disaster Recovery 2. User Authentication Answer: Introduction The aim of this report is to develop and present two procedure and policies on disaster recovery and user authentication in an organization. The focus is kept of an Information Technology Consultancy and how they develop a disaster recovery and a user authentication policy for their organization. For the user authentication policy, the focus will be on password based user authentication policy. 1. Disaster Recovery Policy Name of the Organization: ABC Information Technology Consultancy Disclaimer: This policy has been created for ABC Information Technology Consultancy. All or part of this policy is owned by the organization. No part of it is reproducible in any form. Last Update: 9th March 2015 Overview Disasters can happen anytime. But it is likely that disaster happens rarely. Sometimes management ignores considerations about disasters while managing their core business processes. But this should not be the case. A disaster recovery plan should be developed as early as possible, and the organization needs to follow the same. A disaster can be any event that can cause difficulties in providing service successfully, a disaster is not only the catastrophic environmental issues that may damage resources or hamper services. A contingency plan helps in gaining some competitive advantages on the face of disasters. The disaster recovery plan can be considered as a part of the business continuity plan. Purpose The disaster recovery policy provides a baseline to the disaster recovery plan. The plan is yet to be developed based on this policy. The plan will describe the process of recovering the Information Technology infrastructure including information systems, data, applications etc. It covers up all type of disaster that can cause a bigger outrage. Scope The disaster recovery policy is directed to the information technology management staffs of the organization. They are responsible for keeping the plan up to date and ensuring development and implementation of the disaster recovery plan. This policy will include all requirements that are needed for developing a disaster recovery plan. Policy It is recommended that the disaster recovery policy is reviewed annually for ensuring the relevancy of it. The planning team will be responsible for developing the policy. The planning team consists of personnel from upper management, IT, information security, sales, accounts, human resource etc. The planning team will have the following roles and responsibilities, Carrying out an initial risk assessment to identify the vulnerabilities in the existing information technology infrastructure. Carrying out an initial business impact analysis for documenting the identified interdependencies among the business processes and determining how an outage of the information systems will affect the business. An inventory of the information technology assets like data, information systems, and applications will be considered. The single points of failure present in the current information technology infrastructure will be identified. All critical systems, applications, data will be identified. The core business functions will be prioritized. The organization will follow the procedures described below to implement the disaster recovery policy across the organization. There will be data backup facilities on offsite along with some electronic vaults facilities. It will add redundancy to the IT infrastructure but will enhance reliability. All critical data, applications and systems will be placed is some easily accessible places and in such a way that a disaster cannot effect all resources easily. An incident response team will be created. The team will consists of personnel from IT, information security, legal, HR, marketing etc. The roles and responsibilities of the incident response team will be clearly defined. The contact information of all members of the incident response team will be obtained. A communication plan will be developed for communicating to the incident response team during some disaster. The plan will have all details of the communication methods to be followed for each member. A public relations plan will be developed for handling an incident effectively. A manager from the IT or information security department will be assigned and authorized to carry out the roles and responsibilities of talking important decisions. Testing standards will be developed. The disaster recovery plan will be documented and distributed. The plan will be distributed among all persons who are related to the organization. Extra copies will be kept for emergency use. These extra copies should be kept securely. There will be a succession plan that will describe the actions to be followed in absence of any staff. A detailed study of the data stored across the information systems and storage of the organization will be carried out. The confidentiality of the data will be checked and ensured. A list of the services provided by the organization, will be created. The list will be according to the importance of the services. The recovery plan include policies for short and long term recovery. There will be an equipment replacement plan. It will describe all required equipment for delivering services successfully and according to the service order list. Detailed features of the equipment and contacts for purchasing the same will also be part of the plan. A mass media management plan will be there. The disaster recovery policy will follow some continuous procedures as describe below. Data backup, storage etc. will be performed continuously. There will be some backup plan by categorize the backups weekly, daily, monthly levels. The test plans will be executed at least annually. The results will be reviewed and documented. The plans may be updated if needed. The plans will be analyzed regularly to ensure alignment of the plan to the business processes, objectives and requirements of the business. All team members will be frequently trained and educated by disaster recovery and security awareness educations. The network diagrams and information security policies will be updated regularly. Patching and bug fixing will be done regularly to ensure security of the critical applications and data used by the information systems. There will be regular information security audits and vulnerability assessment. After developing a disaster recovery plan, the management will test the implementation of the plan. It will help to uncover the cases where the plan may fail. And corrective options or extension of the plan can be developed. Policy Compliance There may be set of methods that will help to ensure compliances with the disaster recovery policy. For example, there may video monitoring, internal and external audits, reports from business rolls, feedback from the owner of the policy etc. The management should approve any exception to the policy during the early stage of implementation of the policy in the organization. The staffs, who may fail to comply with the disaster recovery policy, will be subjected to different disciplinary action. Even they may be terminated from their job. Other Standards, Policy or Procedure None Revision History Version Date Description of Changes 1.0 Creation of the policy 2. User Authentication Policy Name of the Organization: ABC Information Technology Consultancy Disclaimer: This policy has been created for ABC Information Technology Consultancy. All or part of this policy is owned by the organization. No part of it is reproducible in any form. Last Update: 9th March 2015 Overview Use authentication is a broad domain and applicable to many situation. This user authentication policy covers the simpler user authentication method based on user name and passwords. This policy will cover best practices to provide user name and password based authentication process, how to secure the passwords, what are needed to be avoided etc. Use name and password based authentication can be applied to different cases. For example, it can be used to secure user accounts, email accounts, access to computer, smart phones, tablet etc. ABC Information Technology Consultancy uses username and password based authentication process to secure their IT resources like computers, restricting access to database, securing email accounts of the users. Purpose This user authentication policy will provide a baseline for the user authentication plan and information security policy for the organization. The purpose is to secure information technology resources from unauthorized access and at the same time ensuring availability of the same to the legitimate users only. This policy is applicable to the computers, emails, accounts of the employees in the MIS system of the organization, user accounts to the database. (Heng, 2009) Scope The user authentication policy is directed to the staffs of the ABC Information Technology Consultancy. They need to adhere to the policy to ensure information security implementation and access policies to the information security resources. User authentication policy covers a significant part of the information security implementation at the organization. This policy will include all details to ensure user authentication process based on username and passwords, at different types of applications and scenarios at the organization. Policy The policy contains information about the password creation and management along with best practices to follow for ensuring the user authentication process. (Janulaitis, 2007) Creation of Passwords While creation of username and password, following factors are needed to be considered. There should be some password construction guidelines that will ensure the strength of the password. The strength of a password refers to the complexity in guessing the password by some third party. Password construction guidelines can ensure strong password constructions by limiting length and pattern of the password. A user is supposed to follow the guidelines. All system and user level passwords should be generated by following the password construction guidelines. Users must not use their name, birthdays, company names or other similar kind of personal or trivial information as a part of their username and password. Same username and password should not be used for more than one accounts like email accounts and database user accounts. (Kizza, 2015) There will be system level privileges to a group of users while granting access to the information technology resources of the organization. But users should change the default username and password as soon as possible. They should use some personalized username and password combination for the same. System administrators are responsible to grant access or revoking access rights. Thus a system administrator will have master password to unlock any account of the database system. But the master passwords should be complex enough and should be changed periodically. The password is also needed to be kept secure. It should not be shared with any persons other than the authorized entities. In the organization, wherever, SNMP or Simple Network Management Protocol has been used, then the community string should be different from the trivial or default private, public or system related information. Again the password construction guidelines are to be followed in constructing the community string. Changing Passwords There are several system level passwords. For example Root level, Admin level, administration level, applications etc. These passwords are needed to be changed periodically. At least after two months. (Khosrowpour, 2003) User level passwords like email, computers, websites, user accounts etc. are needed to be changed periodically, at least once in six months. There should be some checking by using different password cracking methods. This kind of checking will ensure to measure how stronger the passwords are in the face of some attack. The passwords that are cracked, should be changed immediately and some stronger password should be used. Protection of the Passwords Users must not share their username and passwords with anyone. Passwords are to be handled as highly confidential and sensitive information. If there is some legacy system that does not support proxy system then proper measurements should be taken. Passwords should not be written on some document on the system, email messages etc. if it is needed to be shared, then proper encryption should be used. And the password should be changed after that. Password should not be shared by telephonic conversation. Password should not be revealed in any form or questionnaire. Even there may be some scope to provide password hint but it is recommended not to provide some explicit hint or some hint at all. No staffs of the organization must share the system level passwords with any other. Passwords are not to be written on some hard copies or somewhere. Do memories the passwords. It is recommended not to use Remember me options on office computers. Dont save the username and passwords on web browsers. If any user suspect that his/her passwords and username have been compromised, then he/ she should contact to the information security department as soon as possible. He/ she is recommended to change all username passwords of all accounts belonging to him/ her. Development of Application Being an information technology consultancy, ABC Information Technology Consultancy works on application development. User authentication plays important roles in this domain also. Following factors are to be considered while ensuring implementation of user authentication policy in application development. The developed applications should have proper implementation of user authentication in those. All security measurements, policies and best practices are to be followed while developing the applications. The applications should have support for individual users. Groups can be used only where it is needed. Applications should not store passwords without encryption. It should not display the passwords in textual format also. If passwords are needed to be transmitted over some network or Internet, then encrypted version of the passwords should be shared instead of the raw password in text format. There should be implementation of role management in the applications. Users should be able to use functions of the application without any requirement to know passwords of others. Passwords and Passphrases This is a specific area of user authentication based on authentication by private and public keys. There should be a mathematical relationship between system and public key. Public key will be known to all. On the other hand, the private key will be known to the user only. User need some passphrase to gain access to the system and unlock the private key. (SANS Institute, 2014) A passphrase is a type of longer password containing multiple words. This is used to ensure security against dictionary attacks. There will be combination of upper and lower levels of alphabets, special characters etc. Compliance with the Policy There will be set of different methods and tools to ensure and check compliance with the user authentication policy. Some methods and tools are password cracking methods and tools, internal and external information security audits, feedback from the owner of the policy. The information security team can approve the user authentication policy in advance or along with the information security plan. If any staff does not comply with the user authentication policy then the staff may face legal issues or may be expelled from the job. Other Standards, Policy or Procedure Guideline for password construction Revision History Version Date Description of Changes 1.0 Creation of the policy References Apelbaum, Y., 2007. User Authentication Principles, Theory and Practice. s.l.:Fuji Technology Press. Cumbie, B. A., 2008. The Role of Information Technology in Effective Recovery and Aiding Sustainability of Coastal Regions After a Disaster. s.l.:ProQuest. Fallara, P., 2003. Disaster recovery planning. s.l., IEEE. Heng, G. M., 2009. A Manager's Guide to Implement Your IT Disaster Recovery Plan. s.l.:GMH Continuity Architects. Hiatt, C. J., 2000. A Primer for Disaster Recovery Planning in an IT Environment. s.l.:Idea Group Inc (IGI). Information Resources Management Association, 1999. Managing Information Technology Resources in Organizations in the Next Millennium. s.l.:Idea Group Inc (IGI). Information Resources Management Association, 2002. Issues Trends of Information Technology Management in Contemporary Organizations. s.l.:Idea Group Inc (IGI). Janulaitis, M. V., 2007. Disaster Recovery - Business Continuity Plan Template. s.l.:Janco Associates, Inc.. Khosrowpour, M., 2003. Information Technology and Organizations. s.l.:Idea Group Inc (IGI). Kim, T.-h. Fang, W.-c., 2010. Security Technology, Disaster Recovery and Business Continuity. Jeju Island, Springer. Kizza, J. M., 2015. Guide to Computer Network Security. s.l.:Springer. Kouns, J. Minoli, D., 2011. Information Technology Risk Management in Enterprise Environments. s.l.:John Wiley Sons. Management Association, 2013. IT Policy and Ethics: Concepts, Methodologies, Tools, and Applications. s.l.:IGI Global. Mattord, M. W. H. Green, A., 2013. Principles of Incident Response and Disaster Recovery. s.l.:Cengage Learning. Microsoft, 2013. Authentication Policies and Authentication Policy Silos. [Online] Available at: https://technet.microsoft.com/en-in/library/dn486813.aspx [Accessed 9 March 2015]. O'Gorman, L., 2003. Comparing passwords, tokens, and biometrics for user authentication.. s.l., IEEE. Ruiz-Martinez, A., 2013. Architectures and Protocols for Secure Information Technology Infrastructures. s.l.:IGI Global. SANS Institute, 2014. Disaster Recovery Plan Policy - SANS Institute. [Online] Available at: https://www.sans.org/security-resources/policies/general/pdf/disaster-recovery-plan-policy [Accessed 9 March 2015]. SANS Institute, 2014. Password Policy - SANS Institute. [Online] Available at: https://www.sans.org/security-resources/policies/general/pdf/password-protection-policy [Accessed 9 March 2015]. Senft, S., Gallegos, F. Davis, A., 2012. Information Technology Control and Audit. 4th ed. s.l.:CRC Press. Watters, J., 2013. Disaster Recovery, Crisis Response, and Business Continuity. s.l.:Apress.

Challenges Managing Global Teams Managementâ€Myassignmenthelp.Com

Question: Discuss About The Challenges Managing Global Teams Management? Answer: Introduction In the last decade, the organizations have increasingly turning the current virtual teams as a means to connect as well as engage within geographically different and diverse workforce since it lower the cost related with international association and also enable higher amount of speed along with adaptability. The teams have also moved the way in which company form in a traditional manner, manage as well as also test the team performance (Reiche et al, 2016). There are number of virtual teams as well that offers many advantages and pose different issues. On the other hand, virtual teams offer many advantages but there are number of challenges as well. Growth and creating the effective international leaders by keeping the employees in remotest area engaged along with forming as well as developing the international team with right evaluation and supervising distant workforce and also developing an international mindset in every field that organization are actually functioning to properl y understand. Project Objective In response to varied challenges in managing the global team, the report will focus on researching the overall interest of the organizations either by properly using the global team or adopting the virtual teams (Mockaitis et al, 2015). The topic also contains the discussion of the leadership, work life challenges and testing the distant employees along with the development of an international mindset in connection with global teams. Project Scope The scope of the project is huge since it covers various spheres that impact the domestic community as well as global workforces. In the present time, when business normally associated with startups and the organization that often looks for working with community that can stretch across any part of the world. With this, there is a need to understand here that there are some major advantages of going global in todays time. Suddenly the companies are not bounded by geography anymore and recruitment of the talent all across the world along local level of expertise is easily accessible (Gibbs Boyraz, 2015). In addition, the current virtual environment has further expanded the overall flexibility of the employees. At the same time, there are number of challenges as well as in the form of obstacles that create a lot of threat for the teams to succeed. Literature Review In order to achieve success in the present international economy, many organizations are depending on a dispersed workforce in geographic term. It is also combined with deep, local information of many talented markets. The focus is on gaining advantages from the global diversity by bringing together diverse people from different culture with different work experience as well as different approach on strategic as well as organizational challenges. All such changes help the multinational organizations to compete in the present environment (Colomo-Palacios et al, 2014). However, the managers who in reality lead a global team face challenges. Creation of successful work based groups is sometime hard to sustain since everyone comes from same background. However, when the members belongs to different culture or countries and functional kind of background and are also working with diverse locations, there is a challenge of being deteriorating communication, rise in the level of misunderstanding. As per the analysis, the cooperation level also gets degenerated into high level of distrust. One fundamental variance or difference that exists between the international teams twith issues related to emotional channels. In other words, it covers the degree of emotional association that exists among different team members. Hence, with this we need to understand here that when people in a team are from same place and they operate from a same place, the social distance and its level is usually low. Even if the background is different, people can communicate in a formal manner or sometimes informally also to build trust (Lilian, 2014). There is foundation of common kind of beliefs and understanding of certain approach and behavior. Teammates who are working from diverse location face difficulty in connecting and aligning their experiences with high level of social distance and struggle that grows with effective communications. Mitigation of social distance becomes a main challenge for the international leader. In order to help, a particular form a framework is required for recog nizing and successfully managing the social distance. It is therefore termed as SPLIT Framework, based five elements that are process, language, structure, identity and technology. All these elements are discussed in detail below: - Structure along with power of perception: in connection with the global team, there are number of structural characteristics that decides social distance that are based on location. The basic or the fundamental challenge is based on the perception of the power. Therefore, if number of team members is located in countries like Germany, USA and in South of Africa, there can be a sense that the German members are with more power of authority (Romani, 2016). This kind of imbalance becomes the base of negative kind of dynamics and people with large group can also feel the sense of resentment for the minor group with the belief that the latter can try to contribute less than what is actually expected from them. At the same time, those in minor group can believe that the higher group can suppress them with their power and voice. The entire situation includes the exacerbation which comes with the people who tend make a closure to the present country. Member of the team at the same site tend to avoid the requirement and overall contribution of the colleagues at other site. The dynamic can also happen even when each and every person is present in the same country. At the time when geographic limitation disperses the members and they perceive that there is imbalance in power, they usually come to understand that there are out groups as well as in groups. It is important to consider the case of international marketing team for many US based multinational companies (Babar Lescher, 2014). In order to rectify the perceived level of power and imbalance in it that exists between different groups, a leader usually require to get three important messages across the team mentioned below: - The team is actually a single entity, even if people may be different from each other and it is important that the leader must motivate this difference however, also look for different ways to form a bridge and build a sense of unity in the team. For instance, an employee who is considered to be a star of global company was appointed to lead a huge global team whose member belongs to diverse countries speaks in diverse languages and is from different age group. Before handling the responsibility, the team performance was not appreciable. (Babar Lescher, 2014). He as a leader saw that the team is completely divided in small group as per their own language and location. In order to bring all the team members together, he started with introducing a motto for the team which goes like we are diverse and different but at the end of day one. This helped in creating more opportunities for people to communicate about their respective cultures. The leaders also introduced the policy of zero t olerance for any kind of insensitivity. It is also very crucial to constantly remind the team that they have a common set of goals and it is important their energy is directed in same direction with multiple corporate goals. It is important for the leader to constantly highlight how all the members work is fitting into the overall strategy of the organization (Babar Lescher, 2014). For example, during a conference call, a team leader might want to evaluate or review the performance of the group which is also relative to the objectives of the company. The leader may also discuss the level of focus along with sharpness that the team requires to fend all the competition. No matter, what is the location of the leader; he or she needs constant contact with the team members. A phone call or an e-mail alone can make all the differences in passing on the contribution in serious matters. For example, a manager sitting in places like Texas, or other part can inherit a huge group located in India as part of Acquisition Company. It is important here to frequently contact them to discuss all the ongoing projects and also be appreciative of their good work (Dingsoyr Smite, 2014). Process and the significance of Empathy: it is very important to say here that empathy assist in reducing the overall social distance. When colleagues can communicate in informal manner around any informal place in organization whether about the job or on personal matter, they become closer and develop a sense of empathy that helps them to communicate in more productive matter. However, a global team when distant by location lack constant direct contact or face to face conversations all the time and this is why they are less likely to have a sense of mutual clarity (Dingsoyr Smite, 2014). In order to foster them, the international leader of team requires to ensure that they build a deliberate situation in the process so people can meet on virtual platform by: - Feedback on day to day communication: team members of global team can unwillingly send wrong signs with the routine approach of dealing with other members. A team member from French origin and her teammate are based in other parts checked as well as responded to mails in the morning and also make sure that the flow of emails are uninterrupted. However, they might not have any idea this practice in the morning is actually delaying the process for the correspondent with their colleagues working from USA and further contributes to high level of conflict or mistrust (Dingsoyr Smite, 2014). The matter could only be resolved when the French team member actually visited the office in USA and then she realized the problem. At the same time, face to face meetings are just the only method to get such kind of learning. There are team member living in remotest part can now use phone, email or sometime conference calls to know about the team. The point is that the leaders as well as members of t he international team can actively elicit a different kind of reflected knowledge. Time distributed in unstructured manner: it is crucial here to really think about every face to face interaction in a team. Because the first few minutes before the actual meeting starts, the atmosphere matter a lot. The comfort with which the team member can interact with each other on personal front matters a lot. It is called as unstructured which is very important and create a positive atmosphere since it further permits for the organic way to unfold the procedure that should happen in all kind of business meetings. It is primarily based on sharing the knowledge, coordination as well as supervising the communication and in the end building the right kind of relationship (Oshri et al, 2015). Even if the team members are spread all across the world, small conversation is still considered as a most powerful way to promote high level of trust. This is why, while planning the team call in based meetings, characteristics like five minutes for small talk before the business meeting beco me crucial. Specifically at the time of first meeting, it is important to take the lead in starting the informal kind of discussions about the work as well as non-work matters that permits the member of the team to get to know their distant team mates. Language gap: effective communication plays a very important role among the coworkers to drive effective level of sharing of knowledge with right kind of decision making, coordination and finally performance outcomes. However, in a global team, different levels of fluency is obvious with the chosen language is obvious and cannot be avoided (Oshri et al, 2015). It further likely to increase the level of social distance and the members of the team can also interact in a best manner with the lingua franca taken up by the company that often focus on the most impacts and at the same time, people with less fluency often become more withdrawn from the group. Mitigation of such effects normally consists of basing the research on all the members of the team respecting the rules form for communication in the meeting (Oshri et al, 2015). Conclusion The discussion proves that in the present time, the most common challenge for any global team leader is managing the virtual teams globally. In the present world, different Human Resource policies are based on maintaining a consistent, fair and most responsive way of dealing with people. Reporting structure and titles must be equalized however, the world can be perceived as flat, but the global team and HR policies associated with it are not. Maintaining the consistency on international level further allows for and must be aligned with domestic laws with number of cultural level of norms (Cramton Hinds, 2014). This is further very challenging and complex to manage the variation of the present work culture and organization structure along with standards for every country. Moreover, the cost of living also changes considerable with the location. This is why, as per HR viewpoint, a policy of one size fits all model is redundant in the current time of globalization. Also, the struggle t o maintain the consistency, the managers will have to find solution for all kind of remotest teams to have a more responsive kind of direct level management and it further helps in keeping the staff more connected to heart of the organization (Cramton Hinds, 2014). Reference Babar, M. A., Lescher, C. (2014). Global software engineering: Identifying challenges is important and providing solutions is even better.Information and Software Technology,56(1), 1-5. Colomo-Palacios, R., Casado-Lumbreras, C., Soto-Acosta, P., Garca-Pealvo, F. J., Tovar, E. (2014). Project managers in global software development teams: a study of the effects on productivity and performance.Software Quality Journal,22(1), 3-19. Cramton, C. D., Hinds, P. J. (2014). An embedded model of cultural adaptation in global teams.Organization Science,25(4), 1056-1081. Dingsoyr, T., Smite, D. (2014). Managing knowledge in global software development projects.IT Professional,16(1), 22-29. Gibbs, J. L., Boyraz, M. (2015). International HRMs role in managing global teams.The Routledge companion to international human resource management, 532-551. Lilian, S. C. (2014). Virtual teams: Opportunities and challenges for e-leaders.Procedia-Social and Behavioral Sciences,110, 1251-1261. Mockaitis, A. I., Zander, L., De Cieri, H. (2015). Special issue of International Journal of Human Resource Management: The benefits of global teams for international organizations: HR implications. Oshri, I., Kotlarsky, J., Willcocks, L. P. (2015). Managing globally distributed teams. InThe Handbook of Global Outsourcing and Offshoring(pp. 253-279). Palgrave Macmillan UK. Reiche, B. S., Mendenhall, M. E., Stahl, G. K. (Eds.). (2016).Readings and cases in international human resource management. Taylor Francis. Romani, L. (2016). Managing Globally: Resolving Intercultural Challenges in the Management of Local Multicultural Teams in a Multinational Venture.Intercultural Management: A Case-Based Approach to Achieving Complementarity and Synergy, 300

animal Inteligence essays

animal Inteligence essays The debate about the intelligence of animals has been one of the most frequently talked about subjects in the study of animal behavior. Are animals intelligent, or are the just doing what their instincts tell them to do. But if an animal only reacts on instinct, how have some animals been able to survive even though their environment has changed. How could these animals survive they are not able to learn from and recognize the changes to their environment. Too me the idea that animals are just mindless robots just doing what their instincts tell them to do is preposterous. Animals have a long history of learning, communication, and other signs of intelligent behavior. Scientist trying to understand their behavior has studied animals around the world. Some scientists have been studying conditioning animals to do certain action and remember long string of characters. Pavlov a behavioral physiologist discovered that when he rang a bell just before feeding his dogs began to salivate and expect food. While most people think of this as just a simple reflex it shows that the animal has linked the two actions. The Skinner box showed the learning capability small animals. It used operant conditioning to teach mice to remember patterns to switches. If a creature can remember and figure out how to activate a switch it clearly shows a capacity for higher thought. If animals only act on instinct what does it due when it encounters an event that it has never come across before. The whole idea of adaptation would not exist. When the first gazelles appeared on earth did they right from the start that know that moving in herds would be their safest option. Highly on likely, it probably took a few gazelles being eaten before the learned that. While I will admit that there is a possibility of this knowledge occurring naturally I still doubt it very much. Did ants suddenly organize the complex socia ...

Free Essays on Neolithic

In some regions, farming arose through native developments, and in others it spread from other areas. It allowed more permanent settlements, the accumulation of surpluses and wealth, much larger and denser populations, the development of more profound status and rank differences within populations, and the rise of specialized crafts. Neolithic tool-making shows a great deal of technological advances from the Mesolithic. Neolithic industries often include blade technologies and a wide range of retouched tools, including endscrapers (narrower scrapers for working hides), backed blades, and a wide range of projectile points. Other technological developments in the Neolithic include grinding stones, such as mortars and pestles, for the processing of cereal foods, the widespread use of pottery for surplus food storage and cooking, the construction of granaries for storage of grains, the use of domesticated plant fibers for textiles, and weaving technology. The domestication of plants and animals led to an astonishing social change during the Neolithic. Some Neolithic graves contain rich stores of goods or exotic materials, revealing differentiations in terms of wealth, rank, or power. In certain areas, especially parts of the Near East and Western Europe, Neolithic peoples erected massive ceremonial complexes, efforts that would have required extensive, dedicated work forces. Large earthworks and giant stone monuments from the Neolithic suggest more highly organized political structures and more complex social organization than among most hunter-gatherer populations. In most cases, men hunted for food, while women would gather it. Women may be the reason why the Neolithic cultures began to farm. It is said that women planted the first seed of Neolithic agriculture. Pottery and textile fabrication were tasks often performed by women. Later, women in Neolithic societies became basic housewives, they would cook, clean, birth a... Free Essays on Neolithic Free Essays on Neolithic In some regions, farming arose through native developments, and in others it spread from other areas. It allowed more permanent settlements, the accumulation of surpluses and wealth, much larger and denser populations, the development of more profound status and rank differences within populations, and the rise of specialized crafts. Neolithic tool-making shows a great deal of technological advances from the Mesolithic. Neolithic industries often include blade technologies and a wide range of retouched tools, including endscrapers (narrower scrapers for working hides), backed blades, and a wide range of projectile points. Other technological developments in the Neolithic include grinding stones, such as mortars and pestles, for the processing of cereal foods, the widespread use of pottery for surplus food storage and cooking, the construction of granaries for storage of grains, the use of domesticated plant fibers for textiles, and weaving technology. The domestication of plants and animals led to an astonishing social change during the Neolithic. Some Neolithic graves contain rich stores of goods or exotic materials, revealing differentiations in terms of wealth, rank, or power. In certain areas, especially parts of the Near East and Western Europe, Neolithic peoples erected massive ceremonial complexes, efforts that would have required extensive, dedicated work forces. Large earthworks and giant stone monuments from the Neolithic suggest more highly organized political structures and more complex social organization than among most hunter-gatherer populations. In most cases, men hunted for food, while women would gather it. Women may be the reason why the Neolithic cultures began to farm. It is said that women planted the first seed of Neolithic agriculture. Pottery and textile fabrication were tasks often performed by women. Later, women in Neolithic societies became basic housewives, they would cook, clean, birth a...

Ratings on Risk Priority Assignment Example | Topics and Well Written Essays - 750 words

Ratings on Risk Priority - Assignment Example Most of the materials to be used were: Pneumatic nailers, Scaffolding, Power hand tools, Cleaning agents, Sandblasters, Hammers, Hoisting equipment and Paint Sprayers. The project entails repairing a 4 story building using the above-mentioned materials. The renovation will see the building have a new look with most of the facilities being modern. The renovation process makes it possible for its users to have access to most of the equipment and services efficiently. Most nailers were found to have hazardous effects mostly on the users. Most of them are connected to a compressed air stream by a long hose, which is a nimble hazard as workers do move and climb up in the construction site. Power hand tools become hazardous if improperly used. There are several power tools based on the source of energy they are used. For instance, it becomes hazardous to use power hand tool while holding the cord or the hose. All equipment should be used appropriately and in a timely manner to avoid such effects. It is the responsibility of the project management team to ensure that the aim of the renovation is achieved in a safe and sound manner.  

Church growth handouts Assignment Example | Topics and Well Written Essays - 1250 words

Church growth handouts - Assignment Example The learning goals aim to achieve a dedicated network of workers, a strong database of qualified resource people and organizations, implementation of training programs, aim to address obstacles to church growth and to research and experiment. The key strategies to achieve these goals include developing high functioning teams, imparting knowledge and developing practical skills, generating opportunities for worship and fellowship, knowledge and skills transfer, the sharing of resources, to be intentional about including the youth, equip bishoprics themselves to encourage the growth of their churches, and to manage resources responsibly. The purpose of the church is to create and develop all-rounded, Holy Spirit filled, and a productive Christian. The Church must be a place where believers share the Lords Supper, to proclaim the gospel of salvation through Jesus Christ, and care for those in need. The church has several roles to play in the society. The church provides the foundation and platform, a point of reference for fellowship. Through the church, the God’s family is devoted. A church is also a place where the Christians can sharpen and instruct each other as well as be kind and loving with each other. In addition, the church acts as a source of resources, organizer and

Contemporary recreation, sports, or tourism legal issue Essay

Contemporary recreation, sports, or tourism legal issue - Essay Example The amount of lawsuit and the diversity of cases in the sports fraternity have been on a surge as more people rely on the courts to solve disputes. The laws have the required expertise to enable the smooth running of the sports. There exists variation as to the way the law is defined, one school of thought hold the view that a law is a congregation of regulations and rules that govern a particular action. Sport law refers to the application of existing laws to recreation and sports. Sports governing bodies operate almost similar to state administrative and federal institution. The governing structures of sports organization are based on the federal laws, regulations and rules. For example, the guideline adopted by the National Football League in the U.S resembles traditional state tort law principles. Thus when a dispute over the interpretation of a regulation or rule arises, lawyers represent the participants and the principal body to resolve the dispute via the administrative structures set up by the sport organization. The Constitution of United States does not guarantee freedom from an invasion of privacy. To justify an action for invasion of privacy, a petitioner must show the cause why the invasion is significant and is in an area for which there is anticipation of privacy (Flannery, 1998 pp 9). In the sports business, such cases are not uncommon especially in drug testing programs. Consider the case involving (Acton v. Vernonia School District 1995); James Acton challenged the drug testing program initiated by Vernonia School District as an invasion of privacy. However the Supreme Court established that school children had a smaller expectation of privacy because athletics subjected one to a need for medical attention, physical examination and a locker room environment. The Court thus upheld the view that drug testing does not constitute an invasion of privacy (Lisa, 2008 pp87). However the Vernonia ruling is not likely to be relevant to collegiate athletes. In the Acton v. Vernonia case, the judge further explained that the high school students had a lower expectation of privacy given their minor age and were under the care of the school in absence of their parents. Given the situation it was the sole responsibility of the teachers to ensure discipline is observed at school. On the other hand, collegiate athletes are considered adults under less supervision from the college and university administration. An example is the U.S Supreme Court decision not to grant a hearing of an appeal of the Supreme Court of Colorado's verdict which found that drug testing program on football players at the Colorado University constituted an invasion of privacy. During the Proceedings, (University of Colorado v. Derdeyn, 1993), the Supreme Court of Colorado ruled that despite the University's concerns in protecting the student's welfare, the argument is not sufficient enough to warrant the intrusion on privacy through random testing for drugs on the players (Lisa, 2008 pp 94). Herbs, (1985) notes that constitutional challenges to drug testing have been unsuccessful in professional sport. For instance, in 1994, the federal district court of Pennsylvania ruled that the National Football League (NFL) drug testing program was not subject to a constitutional challenge because of the absence of state action. The court (NFL v. Long) ruled that neither the commercial association between the Steelers and the City of Pittsburg