Saturday, December 28, 2019

Lessons of Valujet 592 - 1050 Words

The Lessons of ValuJet 592 1. Identify one or two risks your project is encountering and strategies that might mitigate them †¢ Risk 1: Due to time constraints and meeting deadlines, our group may be forced into a position that does not allow us to fully research the most effective means of developing a functional lighting system to prevent future runway incursions. †¢ Mitigation: The deadline cannot be pushed back, so we need to collectively get together to ensure we are up-to-date on the current research in this area †¢ Risk 2: Another risk we may encounter is â€Å"reinventing the wheel.† With all the research and designs that are presently being tested, it will be difficult to create a system unique to those that are currently being†¦show more content†¦First, during process activities developing a plan for risk management, which defines and documents a strategy, should have been done. Once this was completed, the next step would be to manage the risk profile to determine thresholds and identify both the acceptable and unacceptable risks involved (Haskins et al., 2010, p 216). The workers should have been trained to understand the risks involved with handling, dismantling, and packaging the oxygen generators. If this was done correctly, the lanyards would not have been removed and the caps that cover the firing pins would have been in place. Mechanics would have understood that surrounding these canisters with consumables, such as the cardboard boxes and tires, is unt hinkable and highly hazardous. Another risk management strategy that is important in the ValuJet case study is documentation. The downfall to this is ensuring the documentation is not falsified. Documenting everything is crucial and something that was accomplished, but did not reflect the job performance accurately. By avoiding costs and schedule risks, SabreTech employees increased the technical risks associated with maintenance of the jet and hangar. Similarly, the paperwork insisting ValuJet get â€Å"re-certified† was completed and submitted for evaluation, but no one evaluated it! Documentation is important, but not if it is not accurate and assessed. The crash and burn (orShow MoreRelatedCase Studies67624 Words   |  271 Pages323) 240 000 30 000 (1 803 748) 635 000 880 832 1 235 982 1 125 000 — — — — — — — — — — — — — — — — — — 38 558 822 — — — — — — — — 1 333 900 1 703 256 2 238 936 2 335 083 1 140 757 2 740 694 4 668 190 6 009 042 9 680 083 7 581 788 8 696 891 12 452 592 25 848 849 42 264 537 45 060 198 34 728 966 22 192 064 27 864 308 44 548 451 58 478 352 46 438 888 50 534 450 109 439 842 57 835 844 75 065 261 64 716 499 79 225 703 123 509 607 226 632 844 274 534 505 248 168 948 0.01 0.01 0.01 0.02 0.02 0.04 0.07

Thursday, December 19, 2019

Police Enforcement And Drug Testing - 957 Words

Police officers play a very important role in everyday life. They represent law and order while protecting the public and fighting crime. Their main goal is to improve the quality of life for every citizen. His or her way of handling stress is tested daily by a simple traffic stop to someone robbing a bank. They have to be ready at any given moment for anything that might come their way when they get the call. Their job is challenging and it could lead them to make many mistakes or cost someone’s life, if they were to be under the influence of drugs. Not every police department is obligated to give random drug tests on police officers but only to do so after something happens. For example a cop hits a parked car, therefore the officer is drug tested. I do not particularly agree with this system. Why wait till something happens to find out that an officer has a problem? Why not conduct a random drug test them to see if there is a problem? Professional athletes, bus drivers, pil ots and others are subjected to random drug tests; police officers should be subject to the same. Their job takes brings them to different areas of the city or town and they witness all sorts of violence, which could cause mental stress. A police officer might turn to drugs and/or alcohol to relieve some of that stress. Even if a police officer were to drink heavily on his or her day off it could still be in their system the next day and cause them to not perform their job well. By conductingShow MoreRelatedYouth Gang Prevention Efforts : A Two Pronged Prevention843 Words   |  4 Pagesundertaken by law enforcement departments around the country include: â€Å"Participating in community awareness campaigns (e.g. developing public service announcements and poster campaigns). Contacting the parents of peripheral gang members (through the mail or during personal visits) to alert them that their children are involved with a gang. Sponsoring gang hotlines to gather information and fac ilitate a quick response to gang-related issues. Organizing athletic events with teams of law enforcement officersRead MoreTechnology And The Field Of Criminal Justice Essay1321 Words   |  6 PagesDo you remember when our policemen had to ride around on horses to get from place to place? Most probably have heard about it, but think to themselves ‘all I have ever known as police cars and motorcycles’. For over a century the world has been making advances with technology in all areas of life, and the field of criminal justice has not been an exception to this technological advances. These advances in technology has taken the criminal justice field a long way from riding a horse bareback toRead MoreTechnology And Science By Law Enforcement1653 Words   |  7 Pagesscience, and engineering to matters of law,† (2014). The emphasis here is the use of technology and science by law enforcement officers and agencies and is accepted and recognized by the criminal justi ce system. It is seen as scientific technology or Criminalistics, (Dempsey Forst, 2013). While technology plays a role in this, it is most recognized by the use of science by law enforcement and allowing scientific information to be admissible in the court of law. For this reason, forensic science isRead MoreThe Causes of Stress Among Police Officers Essay example988 Words   |  4 Pagesmonster†. This aptly applies to police officers who face unexpected and potentially dangerous situations every day. Police officers are confronted with destructive and negative behavior on a regular basis. Law enforcement is one of the most stressful and demanding professions in the United States. Characteristics of police work are stressful because a situation can change at any time. An FBI report shows that approximately twelve out of every one hundred or 60,000 police officers are assaulted eachRead MoreEthics in Criminal Justice Administration Analysis Essay978 Words   |  4 Page ssystem, every decision and results must meet the needs of the citizens and the law enforcement in regards to the balancing concern. The concerns are from prosecuting the guilty and respecting the right of the accused, protecting the victims, and creating a safe community. This paper will give analysis of the critical thinking concerning the relationship between ethics and professional behavior role of the law enforcement officers, and the five areas of ethical conduct that should be communicate in aRead MoreRacial Profiling by Police Essay examples1581 Words   |  7 Pages The act of racial profiling goes against our human rights. Racial profiling has been a controversial issue for a plethora amount of time in the United States of America. According to the National Institute of Justice, racial profiling by law enforcement is defined as a practice that targets people for suspicion of crime based on their race, ethnicity, religion, or nation origin. Creating a profile about the kinds of people who commit certain types of crimes may lead officers to stereotype againstRead MorePolice Career Research Paper1500 Words   |  6 PagesCareer Research Paper Police officers have played a major role in society by protecting us from crime. Their responsibilities include not only preserving the peace, preventing criminal acts, enforcing the law, investigating crimes, and arresting those who violate the law but also directing traffic, community relations work, and controlling crowds at public events. Law enforcement officers are a part of our communities to protect and serve us from danger and to apprehend criminals that disobey theRead More Police Corruption and Misconduct Essay1684 Words   |  7 Pages Police corruption and misconduct come apparent in many different forms. A basic definition for police corruption is, when an officer gets involved in offenses where the officer uses his or her position, by act or omission, to obtain improper financial benefit. The main reason for such corruption is typically for personal gain, such as bribery. Police abuse of authority occurs in three different general areas such as physical abuse, psychological abuse, and legal abuse. Physical abuse is suchRead MoreHow Catch A Criminal : Instruments And Techniques Used For Investigations1651 Words   |  7 Pageson a beach with a Pina Colada, they get a call about a case needing to be solved immediately. Which they do, by themselves and everyone high fives them. After studying Criminal Justice for a couple of years and growing up in a family full of Law Enforcement officers, I can assure you that reality is far from what is perceived television. It is not as glamorous as depicted, there is more blood, harder work, longer hours and unfortunately every case does not get solved. As we look into a fantasy ofRead MoreThe Law Enforcement Hiring Process Essay1123 Words   |  5 Pagespaper will show four different police departments that are currently hiring or recruiting for police officers. There will be a summary on the research found on the process used to recruit police officers. It will also show their current hiring trends and what hiring practices they have that are successful or not successful. The paper will also go over the different methods departments use to train their new officers and their values. The Process of Recruiting Police Personal Recruiting officers is

Wednesday, December 11, 2019

Digital Forensic Dropbox Cloud Storage Service

Question: Discuss about the Digital Forensicfor Dropbox Cloud Storage Service. Answer: In most of the cases the deleted data can be restored using different data recovery tools. It is also possible to recover the files without using any kind of recovery tools. The recoverability of the files depends on whether there are write operation are performed on the specific region of the hard drive. In most of the operating systems, the address of the files are maintained using pointers. Whenever users delete a file, the operating system removes the pointer for that specific file and marks the concerned sectors of the hard drive as an available space to store other files. From the file systems perspective, the file is no longer present on the hard drive and the sectors that are containing the data of the file are considered free space to the operating system. The Questionnaire for the Employees How much time has been spent till the files were deleted? Are there any read or right operation are completed on the hard drive? Are the previous version of the files are restored? Options to Recover It is possible to recover the file using the data recovery softwares such as Recuva. On the other hand if the files are deleted from a folder we can choose the Restore previous versions by right clicking on the folder which will recover the deleted files. If this process does not work then, we have to go to the control panel, then system protection and have to select the drive from the available options. After selecting the drive we have to click on the option restore system settings and previous versions of files and click ok (Jueneman et al., 2015). This will recover all the deleted files from the drive. Outline of the Investigation Procedure While investigating a potential fraud case the most important part is maintaining the confidentiality in the workplace so that the evidences are not altered or removed. In order to conduct a fraud investigation, first the investigator needs to obtain proper authorization from the company or the concerned individual (Ko Zaw, 2015). From this collected evidence, discovering relevant data, preparing an Order of Volatility of the evidences, blocking the external avenues of alteration of the evidences, and preparing a chain of custody are the main steps in the evidence collection phase (Martnez, lvarez Encinas, 2014). After the investigation team is called by the organization or the individuals, investigators first develops First Response of Procedures (FRP) in order to collect the evidences as much possible. Data Validation Methods In any fraud case the hash algorithms are used by the investigators in order to ensure that the collected evidences are not altered; i.e. This algorithm is used by the investigators to check the integrity of the evidence (Schmitt Jordaan, 2013). This method is mainly a series of message digest algorithms that generates a 128 bit hash code. It processes an arbitrary length of message or data into the fixed length hash code as an output (Schmitt Jordaan, 2013). The hash value in the imaging phase of the data drive must be same with the result that is obtained in the detailed analysis phase. This hash values changes for any operation done on the disk such as addition, deletion, modification of content in any existing file or exchanging the content of two files in the disk etc. (Bjelland, Franke rnes, 2014). References Bjelland, P. C., Franke, K., rnes, A. (2014). Practical use of Approximate Hash Based Matching in digital investigations.Digital Investigation,11, S18-S26. Jueneman, R. R., Linsenbardt, D. J., Young, J. N., Carlisle, W. R., Tregub, B. G. (2015).U.S. Patent No. 9,049,010. Washington, DC: U.S. Patent and Trademark Office. Ko, A. C., Zaw, W. T. (2015). Digital Forensic Investigation of Dropbox Cloud Storage Service.Network Security and Communication Engineering (Ed: Kennis Chan), CRC Press: ?ngiltere, 147-150. Martnez, V. G., lvarez, F. H., Encinas, L. H. (2014, January). State of the art in similarity preserving hashing functions. InProceedings of the International Conference on Security and Management (SAM)(p. 1). The Steering Committee of The World Congress in Computer Science, Computer Engineering and Applied Computing (WorldComp). Schmitt, V., Jordaan, J. (2013). Establishing the Validity of Md5 and Sha-1 Hashing in Digital Forensic Practice in Light of Recent Research Demonstrating Cryptographic Weaknesses in these Algorithms.International Journal of Computer Applications,68(23).

Wednesday, December 4, 2019

Room Division Management for Development-myassignmenthelp.com

Question: Discuss about theRoom Division Management for Training and Development. Answer: Employees are the most significant resources within the hospitality industry and they are mostly responsible for hotels to give a competitive advantage within the business world. Therefore many scholars agree that the qualifications and skills of the front desk employees and housekeeping play the key role in building and sustaining the reputation and image of the hotel. According to Boella (2017) he hospitality industry is the industry which mostly needs low level of skills and little training and development of employees. In fact, some findings indicate that there is no such correlation between the position of the employees and their educational level in the room division management. Along with that, some researchers have also indicates that the font office employees tend to need more than the low level of skills. The perceptions regarding the job in the labour market indicate towards the requirement of employees in room division management having lower level of skills other than th e multinational hospitality organizations. However there are factors which make difficult for the organizations in hospitality industry in attracting and retaining the appropriate employees in room division management. These factors include transient work force, low payment and serious lack in the formal qualifications (Tracey, 2016). In a study focusing on desired competencies in the front office and housekeeping managers and employees, it is shown that significant skills are required for the front office jobs such as communicating with other employees and guests, thinking in a creative way for innovative service, developing the service orientation, identification of problems, listening and problem solving skills, quality management etc. The employee perception for this jobs also show that there has been a relative significance of the competencies like the interpersonal behavioural and relationship skills are required for applying the knowledge and technical skills within the work place. Boella (2017), has also found that there are other factors that affect the job satisfaction level of the employees such as promotion chances, good pay, nature of the job etc. It has also been indicated that the satisfied employees tend not to leave the job, therefore the rate of turnover are low for such employees. However, there has been a major finding that the employees with more educational qualification tend to have greater level of job satisfaction. The front office and housekeeping employees are responsible for a lot of things to make the guests stay comfortable within the organization. The room division is the combination of housekeeping, front office, security and maintenance employees. Therefore the supervisor or the managers of this department should have experience and skills for these jobs. As an employee or a manager, communicating with other is also important. Employee talent has been a severe issue in these departments as mostly it is believed that these employees require a lower level of competency. The hotel business is not only dependent of the services they provide, but also on the front office employees. As indicated by Deresky (2017) the front office and housekeeping employees should have a proactive approach in dealing with guests and always assist them with whatever they need at any time. Therefore, they also need to have a concrete plan for meeting the organizational goals and objectives. The employees should proactively look for developing necessary skills including both soft and hard skills. Communicating with guests is turning into a crucial job from the room division management employees, therefore employees should also develop skills for being able to work in a team, so that they can solve any issue working together. In addition to that, the hospitality market has become more competitive, therefore, it is important to train and develop a skilled workforce, which will eventually help the organization to gain the competitive advantage. However recruiting people who are competent enough to deal with complicated situation is a major issue for hotel industry. The major advantage of having skilled employees at the front desk is that they can easily make the guests feel comfortable. Therefore the demand for skilled and trained employees has been increasing (Snell, Morris Bohlander, 2015). The front office personnel should be having social skills and special qualities for dealing with the guests, apart from having the capability of performing in complex situations. However, this need is not always fulfilled, as most people believe that lower level skills are required for the room division management employees. Therefore, it can be said that finding suitable employees with required talent for front office and housekeeping has been a trouble for hospitality industry. It can be said that motivation is a force that directs special behavioural alternatives that are suggested while considering among the options of behaviour. Expectancy theory was initially developed by the concepts of Vroom. It is seen that nowadays the employees of the hotels are immensely interested in working in front office as various incentive programs are there from where they can earn significant amount of money. It can be said that these incentive programs actually benefits all the stakeholders of the hotels and from the financial gain the employees become more motivated towards work for the company and that is also a gain of the company. Not only the financial part, while working in the front office, it may appear that the front office employees are the representatives of the organization and that can provide a major amount of job satisfaction to the employees that cannot be denied (Jaworski et al., 2018). The front office employees many a times work as supervisor of some ma nagers which makes the job most prestigious in the hotel business and that is another force that is nowadays driving the hotel employees to yearn for working as a front office employee in hotels. Thus it can be said that the dignity, monetary benefit and the higher post or importance of the role played in the organization, are the driving factors that are attracting the hotel employees nowadays to work in front office of the hotels. The hotels tend to have numbers of incidents occurring throughout the day as this industry mostly deals with different kinds of people coming from all around the world. The guests are with diverse characteristics coming from different countries and different cultures. Even the highly reputed hotels may not be capable of satisfying their every customer with their services. Usually the front office and housekeeping employees are responsible for interacting with guests directly, therefore there are several challenges that they face on a regular basis. Such challenges are: The room division management employees are accountable for managing the emotions of the guests including angry customers who have not received their services properly. Therefore this can be a major challenge for them. The front desk employees tend to handle numerous calls throughout the day and sometimes it is impossible for them to understand how much time consuming the calls are going to be before taking the call. Some customer can call to confirm their booking or update their whereabouts or may be sometimes rescheduling their bookings (Moreo, Green O'Halloran, 2018). Therefore managing such calls with varied numbers of issues can be a major challenge for the employees. Managing the flow of guests at the busy times can be another significant challenge for the room division employees. When customers have to wait at the front desk, they can get annoyed and frustrated with every passing minute. However, it is not only the irritation of the customers the front office employees have to deal with, but they also have to deal with the other teams such as housekeeping, security for offering the guests the best possible services. Utilizing techniques for keeping the guests informed regarding the delays in service and referring to the service guide can be a key challenge as well. The front office and housekeeping staffs are accountable for responding immediately to the complaints regarding various issues such as quality of service to delay in services the guests are receiving (Felicen et al., 2014). Therefore balancing understanding and compassion with these situations and settling on the ways for addressing such issues can take a toll on their time and energy, no matter how much experience he or she has. Therefore, it can be said that the room division management employees are the key for the maintenance of productivity and efficiency along with having brilliant understanding with the guests. The staffing issues within the hospitality industry indicate that the organizations tend to face major challenges in attracting and retaining the employees which eventually results into shortages in staff members. The turnover rate of employees can be defined as the involuntary or voluntary withdrawal of the employees from their existing organization. Employee turnover has always been a major issue within the hospitality industry. Excessive turnover including the important employees tend to hinder and disrupt the effectualness of the organization (Sucher Cheung, 2015). Therefore, attracting more skilled employees and reducing the turnover rate is very much significant as it can reduce the cost for recruiting, selecting and the training along with improving the service quality of the organization. In order to attract more skilled employees for the organization, proper training and development of the employees, providing fair payments are key practices that should be adapted by most o f the organizations in this industry (Peshave Gupta, 2017). Recruiting employees selectively is essential for enhancing the commitment of employees which also helps mitigating the turnover rate of the staff members as it tends to exert a major influence on the culture of the organization. A key practice that leads to selective staffing is to attract adequate applicants in order to make sure that the organization gets the best qualified employees amongst them (Combes et al., 2016). Therefore, a pragmatic job preview is necessary for the potential candidates so that they can also assess the effectiveness of the organization (Meagher, 2017). In addition to that, selective staffing also includes using several reliable methods for selecting the potential employees along with involving more stakeholders in the decision making process. Therefore, this practice can help attracting the best talents for the organization (Goh Kong, 2016). The training and orientation also help the employees to get familiarized with the regular services of the employees and maximise the skills, knowledge and abilities for performing their jobs. Therefore in order to retain employees in the room division management, the organization should provide professional training and development sessions with capable trainers (Robinson et al., 2016). Along with that offering fair and competitive pay is also essential for retaining employees. It has been found out that most of the non-managerial staff members in the hospitality industry tend to have a lower pay that any other industry which also lead to higher turnover rate for the employees and trouble to attract and retain their skilled employees (Gordon Adler, 2017). Therefore for retaining the most competent and experienced employees in the room division management, the hospitality organizations should provide smart pay along with non-monetary benefits and necessary recognition for dealing wit h difficult situations. A friendly management and supervision style can help satisfying and retaining employees as it will help to reduce the working stress (Riley, 2014). Recommendations for attracting and retaining room division staffs: A specific and well-knit framework should be provided to the employees at the initial phase of their jobs so that they can understand that what exactly the organization expects out of them. This will help them to shape their daily jobs in a positive way. The supervision quality that the staff members receive is also significant for the employee retention process. As the room division employees have to deal with different kinds of guests, they should get adequate help from their managers and supervisors (Knox et al., 2015). If the managers make the staff members feel that they are undervalued, it can immediately contribute to the employee turnover. The employees should be given enough freedom for speaking her or his mind. Whenever the employees are having issues with their job, both internally and externally, the higher management should be supportive and work on their feedbacks. They should be treated fairly and there should not be any kind of discrimination amongst employees based on any gender or race (Goh Kong, 2016). Reference list Boella, M. (2017).Human resource management in the hotel and catering industry. Routledge. Combes, P. P., Decreuse, B., Laouenan, M., Trannoy, A. (2016). Customer discrimination and employment outcomes: theory and evidence from the french labor market.Journal of Labor Economics,34(1), 107-160. Deresky, H. (2017).International management: Managing across borders and cultures. Pearson Education India. Felicen, S. S., Rasa, L. C., Sumanga, J. E., Buted, D. R. (2014). Internship performance of tourism and hospitality students: Inputs to improve internship program.International Journal of Academic Research in Business and Social Sciences,4(6), 42. Goh, E., Kong, S. (2016). Theft in the hotel workplace: Exploring frontline employees perceptions towards hotel employee theft.Tourism and Hospitality Research, 1467358416683770. Gordon, S., Adler, H. (2017). Employee perceptions of well-being and organizational wellness offerings: A study of line-level employees in select-service hotels.Journal of Human Resources in Hospitality Tourism,16(3), 308-330. Jaworski, C., Ravichandran, S., Karpinski, A. C., Singh, S. (2018). The effects of training satisfaction, employee benefits, and incentives on part-time employees commitment.International Journal of Hospitality Management,74, 1-12. Knox, A., Warhurst, C., Nickson, D., Dutton, E. (2015). More than a feeling: using hotel room attendants to improve understanding of job quality.The International Journal of Human Resource Management,26(12), 1547-1567. Meagher, K. A. (2017). An examination of the recruitment selection factors for a front desk agent.Journal of Human Resources in Hospitality Tourism,16(2), 171-191. Moreo, A., Green, A. J., O'Halloran, R. (2018). What certifications are important in the hospitality industry?.Journal of Human Resources in Hospitality Tourism,17(1), 121-135. Peshave, J., Gupta, K. (2017). Challenges in the career progression of women in Hospitality Industry-a review of literature.International Journal of Commerce and Management Research,3(2), 158-165. Riley, M. (2014).Human resource management in the hospitality and tourism industry. Routledge. Robinson, R. N., Kralj, A., Solnet, D. J., Goh, E., Callan, V. J. (2016). Attitudinal similarities and differences of hotel frontline occupations.International Journal of Contemporary Hospitality Management,28(5), 1051-1072. Snell, S. A., Morris, S., Bohlander, G. W. (2015).Managing human resources. Nelson Education. Sucher, W., Cheung, C. (2015). The relationship between hotel employees cross-cultural competency and team performance in multi-national hotel companies.International Journal of Hospitality Management,49, 93-104. Tracey, W. R. (2016).The human resources glossary: The complete desk reference for HR executives, managers, and practitioners. CRC Press.