Examples Of Internet Hacking - 901 Words

How To Prevent Hacking – The State Got Hacked, Be Sure You Are Not Next Rumours and investigations of Russian involvement in the U.S. Presidential Election and a possible collusion with the Trump government, brought to light troubling information about cybersecurity. Amid questions of civil rights violations and the blatant disregard for due process, lies the million dollar question; How exactly does a country with one of the highest levels of technological sophistication get hacked? The State of Georgia is one example of the countrywide hack that left many questions and few answers. Information about the vulnerabilities in the voting system was brought forward by Logan Lamb, a security researcher. Mr Lamb had noticed numerous†¦show more content†¦Every once in a while, software developers come up with security updates that cover a wide range of vulnerabilities. These updates minimize the success of malicious cyber attacks against your system. Old systems lack these updates, which makes them easy targets for hackers looking to exploit the system. By updating your systems, you incorporate the security updates that enable your system to be more secure. Install a premium VPN Most people believe that they are safe from hacking just because their network is secure. Recent evidence of WPA2 vulnerabilities shows that this couldn’t be further from the truth. WPA2 encryption is the industry standard for Wi-Fi security. While it promises impenetrable security, KRACK attacks show that it is as porous as an open network. You can only guarantee the security of your network through the use of a premium VPN. A VPN encrypts your data and transmits it through another encrypted network with servers around the world. Without a VPN, your network exposes your information, such as the IP address which can be used to track down your physical location. VPN encryption guarantees safety and privacy in such a way that no one can read your information and no one can pinpoint your actual location. Install firewall and antivirus software Consider this, just because you’ve built a secure perimeter fence around yourShow MoreRelatedIncrease of Internet Piracy and Hacking Essay example1017 Words   |  5 Pagesparticular song would have been downloaded from the internet in this city alone, and each file for a song costs almost a dollar. That is more than five million dollars lost for a single song in Atlanta. The example only shows only a small fraction of the bigger problems faced throughout the world. The increases of piracy and hacking have caused negative effects on the economy and society of the world. First of all, the increasing numbers of piracy and hacking are contributed by not knowing that the peopleRead MoreCyber Bullying And Cyber Crime1607 Words   |  7 Pagesâ€Å"One of the most important and interesting technological developments, particularly in terms of the law, has been the creation of the internet. As a result, cyber technology and cyberspace are major areas of interest for citizens and lawmakers all over the world† Governments face enormous strife when it comes to creating legislation to technological offences in the law as technology is developed at a fast rate and therefore preventative legislation to cyber crime is rarely made before these issuesRead MoreEthics : Ethical Hacking Gaining Access1695 Words   |  7 PagesEthical Hacking Gaining Access Name Institution  Ethical Hacking Gaining Access Introduction Ethical hacking is the testing of access to a system, also known as white hacking. The process entails similar tools, methods, and techniques that most hackers employ though with a legal aspect to it. The goal of hacking is done with the permission of the intended target with a goal to show varied areas of weaknesses from the hacker’s perspective. It is part of information risk management allowingRead MoreEthical Hacking1028 Words   |  5 Pagesincreasingly use of computer and explosive growth of the Internet has brought many good things: electronic commerce, online banking, e-mail, video conferencing etc. The improvement of systems security to prevent criminal hacker has become an important concern to society. There are many ways to protect those information systems; it seems that the Ethical Hacking is a better way. Therefore, whether to teach or not teach the Ethical Hacking as a course in Tertiary education has become an interestingRead MoreThe Growth Of Hacking And Onli ne Fraud1493 Words   |  6 PagesThe Growth of Hacking and Online Fraud Hacking and online fraud have changed a lot over the years to have become a serious threat to internet users all over the world. Innocent people are having private and important information stolen every day either by criminals breaking into their system or users being tricked into giving their information. Governments and businesses hack into their opponent’s network to gain sensitive information to surpass their opponent. Many criminals use fraud to steal financialRead MoreComputer Crimes And The Criminal Justice System Essay1476 Words   |  6 Pages Around 1989, the Internet was created and with its creation and new opportunities, new ranges of crimes also emerged: Computer crimes. Conveniently for criminals, there is no requirement for an offender to be at the scene of the crime physically, yet they achieve the same results. Due to the fact that computer crimes involve a certain knowledge of technology, it has become an attractive field for young people. Throughout the years after the invention of the internet, many criminal acts have beenRead MoreCyber Crime And Criminal Justice1420 Words   |  6 Pages Abstract The Internet is the connection of computer networks that link billions of devices worldwide. Every day the Internet is getting bigger and bigger bringing the world even closer. Unfortunately, with the growth of the Internet, this has created more problems for the Cyber World. While the justice system is attempting to handle this issue, it is becoming too consistent and numerous individuals have gotten to be casualties of hacking, embezzlement, wholesale fraud andRead MoreComputer Crimes And The Most Famous One Is Hacking857 Words   |  4 PagesThere are many types of computer crimes and the most famous one is hacking. Hacking is the ability of gaining unauthorized access to systems or resources. Hacking is now commonly defined as someone breaking into a computer system. Trojan Horses is a program designed to breach the security of a computer system. An example of this is someone writing a seemingly harmless program, while the program really contains harmful code and data. There h ave even been programs that were â€Å"Trojan Horses†. These programsRead MoreHacking Is Generally By A Negative Connotation972 Words   |  4 PagesHacking is generally accompanied by a negative connotation. In this article, however, the reader is subjected to a new definition of hacking, and it is extremely progressive and interesting. In their abstract, authors Gregory Donovan and Cindi Katz state â€Å"we focus on these issues through the lens of technological interactions known as ‘hacking,’ wherein people playfully engage computer technologies for the intrinsic pleasure of seeing what they can do† (197). It is clear from this sentence that theseRead MoreThe Liberties, Ideologies, And Effects Of Hacktivism1699 Words   |  7 Pagesliberties, ideologies, and effects of hacktivism. Hacktivism, is the combination of hacking and activism, and is where a hacker creates a technology-centered disturbance with a political or social motive. Unlawful hackers typically cause cyber damage for amusement, or monetary gain. While traditional hackers are perceived as criminals, hacktivists are a transgressive group. Cyberterrorism is the most extreme version of hacking, where the goal is to cause permanent damage. There are benefits to hacktivism

Leadership And Effective Leadership For Learning - 1444 Words

Schools must meet the challenges of a changing educational climate and effective leadership is crucial in helping to guide the whole school community through the potentially treacherous waters of change. This assignment will delve into the complexity of leadership and will emphasize that whilst leaders can attempt to create conditions to help schools improve, they are not solely responsible for the outcome of the education process. Fullan (2001) posits that effective school leadership has the ability to manage educational change by building strong relationships and establishing a moral purpose. Therefore, the school leader has the orchestral role of subtly creating the conditions necessary for pupils and staff to thrive. This assignment will focus primarily on three of the preconditions for effective Leadership for Learning, mentioned with the assignment title: the role of shared leadership, explicit conversations and the creation of settings, mindsets, and strategies conducive to le arning. The writer feels, that effective leaders can transform the idea of mutual accountability into moral accountability . Therefore this section can be interwoven within each of these three strands of Leadership for Learning mentioned; in a sense mutual or moral accountability could be interpreted as a by-product of effective leadership. †¢ Shared leadership. Build structures and cultures that invite and sustain participation in leadership, encourages all members of the school community toShow MoreRelatedThe Primary Limitation Of Leadership1586 Words   |  7 Pagestheory is that it has no approaches or styles for leadership to a similar situation as same as trait theory. In Contingency theory, it is essential to match leaders and situations to improve effective leadership such as changing the leader to match the situation, and change the situation to match the leader (Leadership-Central, 2014). Models of leadership help early childhood educator to understand the factors, which highlight effective leadership. A model is a significance framework for categorizingRead MoreEffective Leadership Skills Among Tutors1610 Words   |  7 Pagesneed for effective leadership skills among tutors in order to promote student learning through quality instruction. As mentioned in the previous chapter, this realization is significant for many reasons. As such, this chapter reinforces the research question through a critical analysis of the existing literature with the aim of coming up with a different line of thought. As such, the study could offer a new dimension of leadership perception that is appropriate in fostering student learning in theRead MoreDifferent Views Of Innate Ability Of Leadership1255 Words   |  6 PagesWhat is leadership? Leadership has nothing to do with seniority, titles, personal attributes and leadership isn’t management. According to Peter Drucker (Forbes) â€Å"The only definition of a leader is someone who has followers.† and John Maxwell (Forbes) said â€Å"Leadership is influence – nothing more, nothing less.† But according to me Leadership is a process of social influence, which maximizes the efforts of others, towards the achievement of a goal. I will write this essay is to understand theRead MoreInstructional Leadership As A Model For Leadership1409 Words   |  6 Pages Instructional Leadership in the Primary School Abstract The link between student achievement and effective teaching has been well researched and documented. Likewise, an extensive research base supports the view that leadership is the most important element of an effective school (Department of Education and Training, 2005). This inquiry seeks to examine the leading educational idea of Instructional Leadership as a model for leadership which has a positive impact on student outcomes. The contemporaryRead MoreLeadership Development : A Strategic Approach820 Words   |  4 PagesFuture Leadership Development Consequently, leadership development requires that organizations take a strategic approach such as coaching, training programs, mentoring, and/or virtual learning. A critical analysis and evaluation of what I learned regarding leadership development is that organizations must evaluate organizational needs and individual skills and competencies; assess an individual readiness to learn; create performance measures and evaluation criteria to measure training and learningRead MoreThe Role Of Transactional Versus Transformational Leadership1320 Words   |  6 Pages As the study of leadership has expanded over the past decades, a general shift in the paradigm of leadership style has begun to occur. The male dominated workforce has started to give way to a far more diversified workplace, with increasing numbers of women and minorities in leadership positions. This shift, resultantly, is causing a move away from the traditional leadership styles, with more focus given to contemporary leadership theories. For example, in a recent TED Talk Roselinde Torres discussedRead MoreLeadership And The Development Collaboration1146 Words   |  5 PagesLeadership and the Development Collaboration In any collaborative environment, an open-line of communication is a critical factor. Communication is a two way interaction of listening and speaking in turn. One speaks while the other listens for true comprehension is a key factor. One must get an understanding before the vision can be implemented within any leadership role. The presence of collaboration in schools are the result of principals, educators, parents, and administrative leadership in workingRead MoreThe Relationship Between Effective Teaching And Student Achievement1630 Words   |  7 Pagesis the relationship between effective teaching and student achievement? The relationship between effective teaching and student achievement is powerful. In fact, effective teaching instruction is the foundation for student success. According to Schmoker (2006), effective instruction plays a stronger role in student achievement than the economic nature of the community and/or the financial situation of a school district. A solid data-based curriculum taught by effective teachers is the key to improvingRead MoreLeadership And How It Is Defined Or Recognised Varies Amongst Many1631 Words   |  7 PagesLeadership and how it is defined or recognised varies amongst many. The term can also be mistaken for management rather than someone who leads an organization, and in this case a school (Quality Leadership in Australian Schools, 2007). Leadership identifies two vital aspects: What style of leadership is executed and how leadership is implemented effectively. Teachers have already committed to becoming effective leaders just by choosing to be teachers thems elves (Collay, 2008, p.28). So they naturallyRead MoreLeadership And Learning Organization Organizations Essay1608 Words   |  7 PagesIntroduction This assignment is based on the subject The Learning Organization. It explores Leadership and Learning, how they are connected to each other, and how learners get themselves involved in leadership behaviors. Leaders are constantly learning by themselves. This assignment also explores three ways to be a great leader: Knowing, going and showing the way. Learning Organization In a learning organization companies must deal with globalization and many other changes

Industrial Relations Free Essays

IPM Professional Qualification in Human Resource Management Management Case Study 8 Industrial Relations Batch ID PQHRM 22/07 Question 6 The problems that have arisen, findings have been considered and recommendations have been given from points 1 to 5. Question 1 ?Company could not or did not adapt to the changing market conditions. They did not change their strategies of production and did not properly analyze the market conditions. We will write a custom essay sample on Industrial Relations or any similar topic only for you Order Now ?Due to the incompetence of the management the company was taking a hit financially. But the management instead of rectifying what went wrong took the easy way out and blamed the labour for not giving their maximum output. ?There was no industrial peace and industrial peace is vital to ensure the smooth flow of work. Trade unions that have political affiliation were main reason for the ongoing industrial dispute and their dissatisfaction in the existing government did not help. In addition to this they were two trade unions that had an internal dispute among themselves. ?The â€Å"Bolts Nuts† terminated several employees in an illegal manner. Certain employees who were alleged with pilfering were terminated without a disciplinary enquiry or issuance of a show cause letter. Certain employees were terminated for picketing whereas picketing and striking is legal. ?The union and its representatives entered and agreed upon a collective agreement without properly considering the terms and conditions of the agreement. This could be attributed to the lack of negotiation skills. ?Management did not ensure that the workers had the proper tools and skills to increase or even maintain their production levels. The machinery provided for the workers to work with were outdated and not in proper working order. ?Management resorting to illegal means of terminating employees and closing down the factory even before the commissioner or labour made his/her final verdict. ?The environmental authority’s pressure to sort the matter of waste water disposal can be considered as the final blow to the company as there was no way the company could implement a waste water disposal system. Question 2 The above situations could have been averted through the management acting in a timely manner instead of waiting for the market conditions to turn bad. They could have done the following to avert the disaster that occurred: ?Conducted a market survey if the competitors products and their market conditions. The management could have done a PEST (Political, Economic, Social and Technological factors) and SWOT (Strengths, Weaknesses, Opportunities, and Threats). This would have made sure that the management knew where their organization stood as per the market condition and their competitors and the various factors in SWOT or PEST. ?The management should not have blamed the workers for not giving their maximum input. They should have instead introduced a small scale incentive scheme and got the workers motivated so that they worked with them in this crisis situation instead of working against them. They should have also asked for the workers feedback on the reason for this situation and their suggestions on how to improve production. ?Implement Six Sigma. Since Six Sigma focuses on improving productivity without investing in new equipment and increasing productivity through improving the way thing are done or the improving the individual processes itself it would have boosted productivity and increased quality of the products and the productivity of the organization (See next page for the Six Sigma process Diagram 1) ? Negotiations to come to a collective agreement should have been conducted with the majority trade union representative preferably the head who is a competent negotiator and the representative for the employer should have been a member of the EFC or its representation body. The Labour Department should have been involved in this negotiation session and provided conciliation. Diagram 1 ?The management should have not terminated employees in an illegal manner. They should have instead have offered a VRS or if that was not applicable they should have referred to the labour commissioner on job cuts before things they started severely taking losses. Another option that the management had is to ask the employees if they were agreeable to a pay cut. ?Although the company could not afford new machinery they could have done a major overhaul or repair all the machinery that was in use. This would not have given them a boost in production but they would not have lost production either. With regards to the environmental authority the company could have negotiated with them and come to an understanding that the waste water system will be implemented when the company was financially stable. ?Faulty recruitment and selection process. HR or Recruitment department did not find the best fit for the job. This would have been the lead cause for industrial disputes. ?The HR dept could have done a Training Need Analysis and then provided the required training for the workers if the reason for lack of production was lack of skill Question 3 Yes. Good IR in a company can be attributed to the following ? A relationship between employer and employee where collective bargaining is used extensively and joint problem solving exists in order for both parties to mutually benefit. ?Genuine employee involvement and HR practices that involve information gathering, consultation of employees and having their participation in all initiatives. ?Involvement of a third party during disputes where both parties maybe biased to their own cause. As per the above points we could draw to the conclusion that Bolts Nuts Company has poor IR. The company did not have a good rapport with its employee and evidently didn’t use the workers knowledge and suggestions to jointly solve the problems. Collective bargaining was used but not extensively and effectively. Also the fact of employee involvement in information gathering for HR practices is not evident. Employees were not consulted for their views of the situation. Involvement of the labour department was evident but again too late. If a labour department representative was present at the collective bargaining sessions the session would have led to a reasonable collective agreement that was fair. But since this did not happen the collective agreement only led to more disagreement and therefore the collective agreement was rendered redundant. Question 4 The HR manager is partially responsible for this situation as it involved the illegal termination of employees, hiring of employees who were not the best fit for the companies’ requirements and not conducting a Training Need Analysis to ascertain if the employee’s lack of production was due to a lack in Knowledge, Skills or Attitudes and providing the required training. Question 5 The only way for this crisis to be resolved is to implement all the points given in question 2. That would be to Conducted a market survey, Implement Six Sigma, Negotiate an effective collective agreement, the major overhaul of all the machinery, involve employees in the decision making process and providing training as required once a TNA is done. How to cite Industrial Relations, Papers Industrial Relations Free Essays string(172) " reserve for itself the absolute right to set up time standards, club Jobs, change production methods and systems and flexibility in the matter of deployment of workforce\." The tolerance of the Tells workers suddenly gave way. The storm broke and wealth months the workforce, the management and the entire city of Pun were engulfed by this storm. Some attributed the cause to workers’ leaders like Raja Nair, others to Tells officials like Unranked. We will write a custom essay sample on Industrial Relations or any similar topic only for you Order Now The genesis of the phenomena however lay in the history of industrial relations in Tells over nearly fifteen years. Pun was one of the first industrial centre to be established pursuant to the policy of geographic relocation of industries away from established industrial centre in the aryl sixties. During the sixties a number of large engineering companies set up new Industries In the Pun region. Being predominantly engineering industries, the region attracted a large number of skilled workers from all over Maharajah’s. This workforce was young, skilled, educated (being from technical training Institutes such as TIT and private Institutes); and there was a broad cultural homogeneity since most of them were Amaranth-speaking. Pun city, though not an industrial city to the sixties, has well established traditions of trade unionism amongst the municipal workers, the searchers and staff of other governmental bodies. Above all traditionally the workers in the engineering industry are known to be more militant and better organized. Basically this has to do with the nature of the work in the engineering industry, where man is invariably the master of the machine. Engineering Jobs require knowledge, perception, judgment, use of discretion and higher intellectual abilities, all of which results in a self-confident and assertive workforce. Added to all this Is the fact that the new workers coming to Pun had to find residential quarters on the outskirts of Pun. The suburban districts of Pun grew Into working class areas. Both better paid any badly paid workers’ settlements grew within the same locates, leading to extensive social integration of the workforce. All this gave rise to strong traditions of unity, solidarity and class sentiments in the most classical sense of the term. While the other industrial centre were plagued by trade union rivalries, political dissensions, and conflicts founded on caste, region and language Pun developed a tradition of class solidarity. In 1980, when the police fired on the rockers of Baja Auto, almost immediately the other factories closed in support, and a joint action committee was formed. Thereafter on most major events, ‘ad hoe trade union Joint action committees have cropped up. With the numerical strength of workers In Pun Increasing – today the city has 1. 75 to 2 lack industrial workers and, together with their families, they constitute 45-50 per cent of Pun’s population – these traditions were reinforced In strength and Impact. The companies that came up in Pun region too developed a broad unified approach the first place they too like the workers were concentrated in one area. Besides, very few companies were in mutual competition with one another. Many of them were keen to avoid the problems they had to confront in the older industrial centre like Bombay. One of the first things that almost every major company in the Pun region did right from the beginning was to ensure that no outsider, I. E. Professional trade unionist, established himself in Pun. These companies were established at a time when the fact of trade unionism as an inevitable aspect of industrial life had come to be accepted. In the Pun region formation of trade unions per SE never led to any ajar strife. The companies on the contrary encouraged their nascent workforce to form internal company unions. Barring a few exceptions the major pattern of trade union organization in the region is of internal unions with the workers themselves acting as office-bearers. In the mid-eighties Data Samoan from Bombay attempted a break-through but did not succeed. In a few companies unions affiliated to the Ship Seen and BGP tried to establish their unions but could not make any major headway. Against this backdrop, Tells is an Omni-present giant in the Pun region. Spread dead over a vast area, it employs, 8,500 blue collar workers, around 1,000 to 1,100 white collar workers, 2,000 supervisory staff and 2,500 engineers and officers. The average age off Tells worker is 32 years. Besides this a large number of ancillaries around Pun depend basically on Tells for their survival. It has been impossible to estimate the extent of mistranslation. Estimates vary from 400 units to 4,000 units. Besides, there is the consumption of goods and services by the company. To take one or two examples – the two industrial canteens at Tells employ 450 employees. The conservancy staff number around 450. Tells runs 110 buses on 265 routes. And all this growth has taken place over a span of 25 years. In keeping with the general pattern of industrial relations in the region, the company encouraged the formation of an internal trade union in their company. The new workforce formed the Tells Kamala Santayana (TTS), the very union with whom the company is refusing to negotiate today. The TTS was formed in February 1968 and was immediately recognized by the company. The constitution of the union provided amongst other things that the union will not have any outsider I. E. , a non-employee, as office-bearers. The elections were to be held once in every three years. It may be pointed out here that wage agreements are normally revised once in three years. It provided that workers would elect a council of 42 members and these 42 would then elect the office-bearers from amongst themselves. During this time the production in the company was growing rapidly. Normally in the older engineering industries Job classifications are precise. The content of each Job is described and evaluated, grades evolved, and quite often a worker could lawfully decline to do Job which were beyond the description or grade of his Job. Right from the beginning the company sought to avoid rigid classification of Job and to reserve for itself the absolute right to set up time standards, club Jobs, change production methods and systems and flexibility in the matter of deployment of workforce. You read "Industrial Relations" in category "Papers" This guarding its rights. Throughout, the growth in productivity was as a result of increased capacity utilization on the one hand and increase in the productivity of the workers on the other. The increase in productivity was mainly due to intensification of the workers’ work output. Thus in 1980 the company produced 14,000 vehicles. This increased to 0,000 vehicles in 1988 (though the targeted production was 33,000). In 1981, 40 chassis were produced in a day, today it is 125 chassis. Throughout, the workforce remained constant. There was no major technological upgrading. The only areas where some technical modifications were made were in fatigue-related areas, I. E. Where fatigue of the workers reached a point where he became counter-productive. In order to facilitate this the company introduced a number of schemes designed to make optimum use of the workforce. In 1976, the TTS and the company Jointly finalized a skill benefit scheme. Under this scheme a worker could upgrade his skill and give required trade tests after which he would be entitled to two increments. Thereafter a versatility benefit scheme was introduced, whereby a workman who had learnt a new trade besides his own could after passing the requisite tests get three increments. All this made it possible for the company to utilize its workforce with complete flexibility after all, the company believed a worker during his work hours was at the company’s disposal to get as much production from him as was possible.. The internal leadership of the TTS could not perceive the impact of the company’s policies. In 1976 it consented to the skill benefit scheme. The feeling spread amongst the workers that the union leadership was not standing up for their rights, while the management was asserting its rights. In the 1977 TTS elections the workers elected a new leadership which was perceived to be more militant. Under this leadership the workers conducted their first strike which went on for 22 days. This strike was against what is popularly described as ganging of machines and double designations. Ganging of machine meant that a worker who was until then required to load Jobs on one machine and attend to it was now required to load one bob on one machine and immediately attend to another machine or several machines depending on the nature of the Job before returning to the first one. Double designations meant one worker was called upon to do two Jobs. While the former method clubbed machines the latter clubbed Jobs. The state government intervened and referred the dispute for adjudication after which the strike was declared illegal. A number of activists were dismissed and other neutralized, and yet others won over. The workers attributed the failure of the strike and the crushing of the TTS leadership to the absence of strong outside leadership and support. They then turned to the Sara Ashrams Shantung, a trade union affiliated to the Ala Ionians Party. The membership of the Sara Ashrams Shantung was not widespread over all shops and departments, and was concentrated in a few plants and departments. In 1980 the workers of the foundry section began agitation. Once again this was against work norms and methods. The company declared a lock-out of the foundry which other department workers in support of the foundry workers. The foundry workers’ agitation fizzled out. The workers were compelled to give an undertaking of good conduct and report back to work. Some more activists were dismissed after this agitation. In order to defeat the Sara Ashrams Shantung, the company had to rely on the TTS leadership amongst other things. The TTS leadership, in the absence of over-whelming support of workers had to align with the management to defeat the Sara Ashrams Shantung. In the process the TTS leadership acquired privileges and concessions from the company that alienated them more and more from the workers. If workers were intimidated or strong-arm methods were used within the company premises the management looked the other way. Workers say the company actually circuited toughs to deal with the situation. Officers of the company deny this at times and at other times have Justified it saying strong-arm methods must be countered by strong-arm methods ‘sometimes’. The company also began to focus on what it describes as its welfare activities. Since 1981 there has been a sharp increase in industrial co-operatives of employees formed with the active support of the company. Between 1981 and 1987 the company has helped establish nine industrial cooperatives, for various purposes like recycling of scrap wood, conservancy, manufacturing safety shoes, printing, computer revise, felting, foundry-casting, battery cable assembly, welding, etc. Previously such societies were limited to helping widows of deceased employees, canteens and the like. Now it spilled over the industrial production. These co-operatives were intended to provide employment to the dependents and family members of the employees. The TTS leadership was the main agent for the implementation of these schemes. They therefore acquired enormous clout over the workers. Though out of a total workforce of 9,600, only 252 employees were members of the nine cooperatives formed between 1981 and 1987, and these cooperatives employed 698 rocker, the worker could always hope that by being on the right side of the TTS leadership, he could better the position of himself and his family. Besides it put enormous resources at the disposal of the TTS leadership. For the year 1987-88 alone the total turnover of these nine co-operatives was over RSI. 107 lack. The leadership of the TTS increasingly lost their identity as spokesmen of the workers. This got reflected in their style of functioning as union office-bearers. Issues were no longer represented on the basis of any clearest principles or rights, but on ad hoc basis. They were no longer resolved on the basis of the workers’ strength but the clout of their office. Sometimes issues relating to production and shop floor problems were resolved satisfactorily, but most often they were not. It was an alienated leadership providing patchwork solutions. While these trends were developing within the TTS leadership, amongst the workers other developments were taking place. After the failure of the foundry workers’ agitation, the workers began to look once again towards the internal union – the TTS. Leaders, Raja Nair and a few others who they perceived as being better. In the ginning of 1982, Raja Nair was elected general secretary of the TTS. Along with other members of the negotiating team, he too signed the 1981 settlement on wage revision. This settlement evoked widespread anger and resentment among the workers. When compared to the increase in their productivity and the profits of the company the workers felt the settlement gave them very little. The 1979 settlement had revised the wages by between RSI 150 and RSI 210. The 1982 settlement had increased them by RSI. 350 to RSI. 370. Besides, the skill benefit and versatility benefits schemes had been modified to give more leverage to the management and o say to the union in matters relating to production. A large number of workers who gathered at the company’s gate beat up the leaders and engaged in stone throwing. It is said that at this Juncture Raja Nair publicly admitted that he had signed the settlement under pressure from other committee members. He had been recruited in the company around 1979. When he became general secretary he had barely six year’s service behind him. It is difficult at this Juncture to assess what subjective factors weighed with him in this turnabout. But from the point of view of understanding the Tells agitation this is hardly important. What is important is before the workers it refurnished his image as an honest leader. The workers at this stage needed a hero in whom they could concentrate their aspirations. The steps that the company took thereafter only reinforced that need and catapulted one individual into the position off hero. After the disturbances at the company’s gate in September 1982, the company declared suspension of operations for over a week and demanded good conduct bonds from the workers. The workers gave this bond and returned to work. A few weeks after this the company suspended Raja Nair and after holding an enquiry smiled him from service in the beginning of 1983. To the company this was sure way to tackle rebellion. It had yielded results in the past, more particularly in 1977 and 1980 and there was no reason why it should not succeed this time. What the company did not take into account is the fact that the workers too were learning something from their experiences and were growing more mature in their understanding of the company. Coincidentally it was during this time that Raja Nair himself was arrested in a murder charge. He was under trial for six months or so after which he was discharged for want of evidence. This factor added to his image as a leader capable of taking on the Tells management amongst the workers. The rebel group within the TTS now rallied under the banner of the Raja Nair Panel (RAN) and began working as a group. In December 1984 once again the TTS elections were held. In these elections RAN put up a panel of 20 candidates of whom 17 won the elections. In a committee of 42 members they were still a minority and from this point of time the RAN worked as a faction within the TTS. The RAN did not focus much on the wage revision agreement of 1985. They concentrated instead on building up grassroots organization. In order to do this, they first of all changed their style of functioning. Until now by virtue of their working hours. The leaders were not required to work on the shop floor. They were given secretarial assistance by the company for their union work. The RAN decided they would not avail any of these privileges. They began to work on the shop floor. As a result, they were able to build up a rapport with the workers and tackle day-to-day shop floor problems directly. Workers too began to approach them for resolving day-to-day problems. Throughout the period between 1983 and 1987 the RAN focused on building grassroots support and organization. All this time Raja Nair was closely associated with the work of the activists of around 2,000 workers and staunch sympathizers of around 4,000 workers. Together with the fence-sitters the RAN had the overwhelming support of the Tells workers. In December 1987 when the TTS elections took place, the RAN put up a panel for all the seats. The RAN won 34 out of 42 seats. More significant was the fact that all the old leadership of the TTS lost badly in the elections. The language this new committee spoke was different. It actively took up issues on the shop floor. It questioned the supervisors on the methods of work distribution and allotment, on transfers and quantum of work and other issues. It must be mentioned here that the manner in which the productivity of the workers had been raised, as described above, required extensive supervision. The ratio of supervisors to workers is high in the company, roughly around 1:10. The supervisory staff rang the alarm and the management pushed the panic buttons. As a result a chain of events followed leading to the present impasse. At this stage it may be possible to argue that had the management shown greater statesmanship, balanced Judgment ND perceptiveness what followed need not have happened. But today this question will only be academic. In May 1988 the company suspended and later dismissed the vice president of the TTS. A group of workers went on a one-day hunger strike. The rest of the workers boycotted tea, snacks and lunch in the company’s canteen as a mark of solidarity with the hunger strikers. In July 1988 the TTS held a general body meeting and decided to amend their constitution to allow admission to honorary members who were not Tells employees. Since there is a provision in the Trade Union Act which allows admission of honorary members, and there is nothing unusual or illegal about the amendment, the registrar of trade unions, Pun, allowed the amendments and registered the same. Raja Nair was then admitted as honorary member and elected working president. The wage agreement had in the meantime expired and the TTS now terminated the old agreement and submitted a fresh charter of demands. The management refused to speak to the negotiating committee on the ground that they would not deal with outsiders. Later the reasons for not talking to the committee kept changing giving rise to doubts among workers and the outside world of management’s bona fide. At this stage the government on its own motion referred the issue of wage revision for adjudication. As yet there was nothing to indicate that anything extra-ordinary company took the stand that the matters had been referred for adjudication to a tribunal by the government and so they would not negotiate with the new committee as the matter was subsidize. The workers were obviously not in agreement. Before Dalai of 1988 came the bonus issue. A large number of workers refused to accept bonus. The company declared 8. 33 per cent plus a production bonus of RSI. 1,207. 987-88 had been an excellent year for the company financially. Between 1985-86 when the last settlement was signed and 1987-88 when the next wage revision became due, turnover had gone up 37 per cent, net profits by 66 per cent from RSI. 16. 17 core to RSI. 26. 95 core and value added by 43 per cent. The workers could not therefore understand why only 8. 33 per cent was paid by way of statutory bonus. A large number of workers (around 1,100) who had been lured into accepting the bonus returned the same. All these years the company had deducted the TTS subscription from the workers’ wages and paid it to the TTS. This year the company refused to deduct the subscription. The TTS had to therefore organize a membership collection drive. It opened accounts in banks around the residential areas and called the workers to deposit the subscription amounts in those accounts. Workers began lining up in banks. By January 31, 3,811 members had paid subscriptions, by the end of February another 1,810 had paid and by the end of March a further 1,722. By now the company began suspending active supporters of the new committee. It Justified its action by saying that it would not tolerate indiscipline. Amongst the workers this argument had no takers because workers knew the company had allowed and tolerated far more indiscipline from the older committee. In the midst of all this the workers resorted too tool down strike in the beginning of January 1989. This agitation was peaceful and organized. On January 30, Rattan Data was to have visited the factory at Pun. On January 29 Raja Nair was suddenly detained by the police preventively under Section 151 of the Criminal Procedure Code. This action triggered a wave of anger. Though he had been detained on the January 29 the news spread to the factory on the 30th. The following day, when he was produced in court, rockers collected in the court premises spontaneously. The numbers began to swell. After arguments for his release, the Judgment was reserved for the next day and the police tried to whisk him away. But workers, whose number was swelling all the time, refused to let the Jeep go and resolved to sit in the court premises until the release of Raja Nair. The police then applied to the court and Raja Nair was released. In the meantime certain events happened outside the trade union scene in Tells which was to have a great impact on the Tells workers’ struggle. In January 1989, the Trade Union Council was formed. In the past Joint action committees had been formed by the trade unions in Pun on the basis of events or issues. For sometime the idea that the Trade Union Council be constituted as permanent body had been suggested by a number of unions, but unions were also cautious since in the past joint councils tended to fizzle out after an agitation or campaign. For six to eight committee had fizzled out. In the meantime Baja] auto workers in Arranged were having their agitation and workers in Pun through a Joint action committee collected funds for the Arranged workers. During this time it was decided to form the trade onion council. The formation was announced on January 19, 1989 at a public meeting of over 20,000 workers and 31 organizations. The general mood of the Pun workers therefore was responsive to the Tells workers. Soon after the arrest and release of Raja Nair, the Tells Employees Union (TIES) was formed in February 1989. The company was all along saying they could not negotiate with the TTS because the matters were pending in court. Now TEE came out with a hand bill that the company was willing to negotiate with them. The members of the old committee who had lost in the TTS election were office-bearers of the TIES. The TEE then challenged the status of the TTS in the courts. Five office-bearers of the TTS went on a hunger strike outside the company and the workers boycotted canteen food in solidarity. On the intervention of Madman Banana, the ‘guardian minister’ for Pun in the Maharajah’s council of ministers, the hunger strike was withdrawn and assurances were made that their problems would be looked into by the government. The workers were under tremendous pressure to Join the TEE between middle of February and March but the membership of the TEE could not go beyond a few hundred. The company now started saying since the validity of the TTS elections was before the courts they would not talk to TTS unless the issue was decided. Within the company the atmosphere was tense and there was widespread feeling that the company would lock-out the factory. The leaders foots had prepared the workers and decided that nothing should be done in the company which may precipitate a lock-out even under gravest provocation. At this point on March 14, 1989, one of the office-bearers of the TTS was assaulted badly within the company premises by TEE members. Since the TTS had given strict instruction not to do anything that would precipitate a lock-out, the workers remained under control, but the anger had cached flash-point. The following day TEE members who were on their way to work were accosted and beaten up in various parts of the city. Now the company suspended around 70 – 75 persons of the TTS for engaging in violence. The company now began to say they would not talk to TTS because they had engaged in violence. However when things became too obvious the company suspended and charge-sheeted one of the office-bearers but continued to recognize the TIES. In the meantime the chief minister’s statement in the Vida Saba that the Tells must talk to the TTS and government would mediate raised the hopes of the workers. The TTS in the meantime began to step up its organizational work and began holding meetings in the residential localities of workers. These meetings though intended for Tells workers were attended by other workers in the locality. The Tells agitation was spreading to those factories too. It appears that at this point other managements in the region began to get anxious about the developments in Tells and began to press for a resolution of the dispute there. On August 18 was the annual general meeting was seen as the architect of the industrial relation policy in Tells, was not given further extension after retirement. The company temporarily clubbed the responsibility of personnel with production by handing charge of industrial relations to the works deputy director (auto division). All this also raised the hopes of the workers and gave a feeling that the changes reflected a reappraisal by the company. As a matter of fact tripartite meetings were fixed between TTS, the company and the government. Though nothing substantial came of it further meetings were fixed. Then suddenly the company signed a wage agreement within the TEE on September 19. By the wage agreement the company sought to give a rise of RSI. 85 on an average. Perhaps it was felt this would lure the workers into the fold of TEE. The company then sought to apply to the industrial tribunal to pass an award in terms of the agreement so that it binding on all the workers. The workers had reached a point of desperation. On September 20 the TTS organized a huge rally of Tells workers, where on the spot the workers decided to fast indefinitely. Around 6,000 workers are estimated to have gone on a indefinite hunger strike. This was in the middle of the city, and generated a massive wave of public sympathy. For the first time perhaps a racketing agency conducted an opinion poll on a workers’ agitation. The opinion poll conducted by the Marketing and Econometric Consultancy Service revealed that 86 per cent of the respondents, all Pun citizens, were aware of the Tells issue, 82 per cent said they believed TTS was the majority union, 68 per cent felt workers were peaceful in their methods of agitation, 69 per cent felt the union was Justified in its agitation and 67 per cent felt the struggle of the Tells workers was for democratic rights. The Trade Union Council called for a one-day sympathy strike by Pun workers which was a complete success. Further tripartite negotiations had been fixed for October 1 . On September 29, the trade Union Council gave a call for demonstrations and street meetings in as many parts of the city as possible by the workers of other companies to draw attention on the Tells issue. The police used this as a pretext and swooped down on the hunger strikers and arrested over 4,000 Tells workers. Of these 2,000 were taken in buses and left off on the outskirts of the city, and 2,000 or so were taken into custody at places like Rating and Nashua. The TTS had been in quandary about how to call of the mass hunger strike without appearing to be back racking or weakening. The police action solved that problem. The company had not been too keen on the tripartite meeting and that problem too was resolved as no meeting could take place after the arrests. This triggered off a new wave of anger which spread throughout the city. The Trade Union Council called for an indefinite industrial strike of Pun workers. But the sight of Tells workers who had been on hunger strike for 10 days being beaten, pushed into buses and carried away evoked stone throwing and numerous incidents all over Source : Economic Political Weekly, How to cite Industrial Relations, Papers

Cyber Advocacy Essay Example For Students

Cyber Advocacy Essay The right to privacy in America in a basic right, but the new advances in technology threaten this right. With a drastically increasing amount of people using Internet and online services their privacy is at stake and most of them dont even know it. Online services are private communities for subscribers only. They are not actually the Internet, but a private service with their own features. However most online services such as America Online offer Internet access through their service and they do take steps to protect you from fraud over the Internet. Unfortunately direct Internet access providers leaves your protection completely in your own hands, since they are merely providing you with a connection. This problem with privacy is not only one that reaches everyone in America but reaches everyone in the world with a computer . Due to the sheer magnitude and potential of this problem it is very difficult to advocate because it reaches everywhere. Thousands of people everyday log onto online services and Internet services, but how secure are their transactions and affairs. More and more people are using online methods to purchase items over the Internet, but how secure is their credit card and billing information? Most of the services provide encryption to protect consumers from fraud, but many others offer no kind of protection to keep consumers information private. Also our privacy can be violated in different ways such as access to personal medical records. Many employers like checking out possible employees for and mental or physical health risk that may occur while in their employment, which seems reasonable enough. However access to this information could be highly misused by anyone with a motive. Currently there is no law to protect medical information on the Internet, but are strong laws protecting video rental list. Anyone with computer and the right tools could most likely find out all your medical information, but they wouldnt be able to find out what you rented from Blockbuster the other night. One such incident occurred to navy sailor, Timothy McVeigh(No relation to the bomber). McVeigh was accused of breaking the Navys Dont ask, Dont tell, Dont pursue policy and he was discharged from the service. Upon an investigation it was later found out that the evidence supporting his dismissal was obtained from America Online, which is the nations largest online service. This was clearly an invasion of authority and the information was obtained illegally. McVeigh sued the navy for his unfair dismissal and he won. McVeighs lawsuit is the first case to challenge governmental access to sensitive subscriber information maintained by an online service. In a statement issued when the suit was filed last week. It is an important test of federal privacy law that will determine whether government agents can violate the law with impunity, or whether they will be held accountable for illegal conduct in cyberspace. EPIC noted that the incident also raises serious questions concerning the adequacy of contractual privacy protections like those contained in the AOL subscriber agreement. Published by Electronic Privacy Information Center (EPIC) Washington, D.C. Many other Internet users face yet another kind of privacy violation, which stops them from visiting certain Web sites or engaging in certain topics for fear that their personal information might be revealed then or at a later time. Many people will not visit an AIDS, abortion , or sex site in fear of their personal information being violated. This is keeping people from voicing their views and learning more about a topic that might be controversial. Many companies like LEXIS-NEXIS develop a public record database used to store personal information, although nothing of serious consequence. The information was made available to anyone who knew how to look it up on the Internet. When people who were on the list found out that this was being done they were furious and demanded that their names be taken off the list. There are certain ways to avoid having your personal information distributed simply by visiting a web site. One way of having anonymity is if you are accessing the web through an online service then all the web site could find out about you is that you are accessing them through an .