Essay about Csia 301 - Syllabus - 4668 Words

Syllabus for CSIA 301 Faculty Contact Information Welcome to Foundations of Cybersecurity CSIA 301, a hybrid course. My name is Professor Nancy M. Landreville and I have been teaching here at the University of Maryland, University College since February 2007. My phone number is (301) 401-0144. You may contact me by phone any evening during the week (Monday - Friday) from 7:00pm - 9:00pm. You may email me at any time at nancy.landreville@faculty.umuc.edu . I encourage you to use the private messaging area rather than the faculty email address. This will facilitate faster response to your course questions. I will respond to your email within 24 hours from receipt of your email. Please place the name of the course in the subject line so I†¦show more content†¦The final assessment will be used to measure students’ mastery of course concepts. This course has final exam that students will be given 3 hours to complete. Students can start taking the final exam at any time during week 8 of the class, but once opened and start ed, students must submit the final exam within 3 hours. Course Modules and Quizzes You will find the course modules in the Course Content area of the WebTycho classroom. At the end of each module, you will find a short quiz that tests your understanding of the various concepts in the module. The results of these quizzes will be sent to me for inclusion in the course grade (4% for each module). You will also complete a quiz on each module during the course that covers practical exercises from the module which will be administered during our F2F sessions. These quizzes are not graded. Additional Information Students with Questions or Concerns If you have questions related to the course content or any of the graded deliverables,

The Impact Of British Art On The World Of Art And...

British art is respected across the world for it’s unique techniques and skills used for painting. A lot of artist from around the world visit Britain for it’s thick culture in the world of art and opportunities. Almost all ‘Minority art’ made in Britain falls into one of the two baskets, either it is created by an artist from an African- American/ Caribbean origin, or by the common people of the Indian-sub continental background. Despite of the attempts made to accumulate these two inconsequential groups together, in order to promote, what Britain still identifies as â€Å"Black art†, what they bring to the world of art is radically divergent, mostly because of their origin’s personal crisis as well as due to their history of struggle.†¦show more content†¦Otherness in the field of art in some regions is not being identified and appreciated as it should be. Fixity has now become a way of practicing culture, where racial differences i n the discourse of colonialism, is a incongruous methodology of representation. Fixity gives a feeling of firmness and an unchanging order as well as disorder, immortality and daemonic repetition of racism in art naturally. Similarly, the racial and gender stereotype, that is reflected in the way of art and it’s analysis, is a major rambling blueprint, in the manifestation of identification as well as of consciousness, that wavers between different opinions of what is conscientiously being repeated, always in a fixed state and something that has already been known for a long period of time. Therefore, it is the force of ambivalence that gives racial stereotype it’s prevalence, and that shield’s it’s repeatability in changing historical events and in it’s wandering case. Art is known to be region based, but a lot of artist now prefer going to a different nation and grasp a different technique and skills. But when it comes to opportunities, for example; an Indian origin or South-Asian origin artist may be at a greater disadvantage as compared to the white artist in British society, mainly because of an unchallenged racial intolerance or partiality, and also because of the history of British colonies in Asia. History

Guests of the Sheik Free Essays

My dear friend do you not see how we as women are raised and taught to uphold our reputation and our traditions in our villages and in our families. We know from a very young age what our duties and responsibilities are as women and it is the women who are responsible for caring for their husbands, children and the elderly. We as women are destine to marry only if there is a male within the same family available, such as a first cousin, as we would never bear children from other families that are not known to us. We will write a custom essay sample on Guests of the Sheik or any similar topic only for you Order Now It shocks me that you and your husband dated (courted) prior to the marriage being consummated. Dating is a term I am unfamiliar with but you say you have dated with other men and that you did this several times before you met and married your husband. This would not be tolerated in my village and in fact it may be a cause for one’s life to be taken, as it would be so shameful for our families’ reputation to have a daughter out with other men from other families. Men, in our village can have several wives but primarily it is only seen in wealthy families like the Sheik’s harem. There was a time when my little sister went with the school principal’s brother and his friend, none of whom my father knew, for a ride in the country without the permission of our father. Had my father found out that it was indeed my little sister (many people told lies to protect her from punishment) out joy riding with strange men then my sister would not just be punished but my father would be expected to end her life for she would have disgraced our families name (pg. 257). The type of value that we place on our family reputation is tremendous and it is easier to follow the rules then to break them as you do not get in trouble then. The behaviors you speak of would cause you death by your father if you were born and raised in El Nahra. In our village it is only a very few women who will ever leave the family for the City to obtain a higher education but it is rare. If we are chosen, by our fathers to marry, it is an arranged agreement, and a price is paid to the bride’s parents for their daughter. We are prohibited from marrying men other than first cousins or similar close relatives. (pg 159) I will never marry as the man whom I was suppose to marry disrespected his family and ran off with an outsider and so I am destine to be single. I do however have a purpose to fulfill and that is to care for my aging parents, it is a very prestigious role to be given. I will always have a roof over my head and food on the table. It is strange because I have heard through friends of mine that marriage and children are a lot of work and many envy me for I will never marry. I believe that our life in El Nahra is simplified and that the Western world complicates their lives with too much choice and freedom. The western way is quite confusing to me. What happens if you marry someone and have children who have a different color skin or hair? This would never be acceptable in El Nahra and that is why I believe our way is preferred. As you have learned in El Nahra, virginity at marriage is critical and to not be a virgin would create great disgrace to one’s family. When a groom goes to the brides chambers after they have signed the book of marriage there is a great celebration when we hear her cry with joyous pain or the groom emerges with a blood stained sheet, as this signifies that his bride was a virgin. It is then the bride’s parents are pleased to know that their daughter respected them and the marriage contract is valid. I can’t imagine how women could date many men and even have sexual relations with many men, how awful! Who would want you? Would you not be a disgrace to your family? It shocks me to hear that western women have relations and children with more than one man. In my family you would be dishonoring your family and it is likely that you would be punished or killed for this promiscuous and defiant behavior. Therefore my dear western friend do you not believe that in El Nahra it is easier to save yourself for marriage and to respect yourself for the man who is chosen for you to marry? And then we speak of the abayah and veil and you know that it is of great importance for you to wear yours when outside your home so you don’t show your body to any other men in a sensual manner which might be inviting to other men and it might create mixed emotions for them too. It would be horrible for your husband or father to learn that other men had witnessed your body. Wearing our abayah symbolizes many things but primarily it is a respect for your husband, family and religious belief. In my country it is said that, â€Å"an uncovered woman is an immoral woman† (24). When we are of age, developing as young women it is an honor to put on our first abayah and it is an exciting time of our lives. To wear our veil in public gives respect and it acknowledges that we honor our families and our God. We place an incredible amount of weight and importance on one’s reputation, a reality not foreign to you in the West, although I again state our way is much easier then all of the choices women have in the West. One’s reputation in El Nahra is contrasted to that of an ideal; to a perfect being when we abide by our rules and laws. When we speak of the abayah we can also speak of why we wear our veil, or hijab. Also, the abayah is worn for protection in the weather but also from other predators as you call them in the Western world. Do you remember when we went to the big city in celebration, that our hijab and abayahs afforded us the ability to not be seen as I would have been in big trouble if I had. It acts as a disguise so to say but it is also a source of comfort and pride for many of us in El Nahra. There are other cultures which I have heard of that share similarities in respect for their families such as the! Kung women, however they did not wear an abayah or veil because they worked in the fields and were the primary workers and providers for their sustenance. They too managed the family both inside and outside the home but it would have been very impractical to wear an abayah. Also the! Kung women went out gathering their foods and can you believe they frequently had their nursing children attached to them. These women stayed on their property not straying too far from their village, as we do during celebrations and it is not necessary for them to cover themselves as it is for us. An abayah would be too restrictive to the ! Kung. The two cultures do have their similarities when it comes to a women’s work and the respect they must show to their husbands, but their duties as women and as workers are greatly different then the tribe in El Nahra as are the areas and environments around them. You my western friends ask if there are the Brahmin problems in El Nahra and I will simplify my answer by saying that our religious leaders are held at the highest of authority on what is good and what is bad. However there does exist some possibility of revolution as there are differences of opinion in religion and culture. In El Nahra you have experienced our religious ceremonies and you have been invited to share in these, but if there ever is a revolution I will pray that El Nahra survives the turmoil and attempted upheaval. There are some people who are not satisfied with our lives here and they are tempting our youth into believing other customs. You know that Jabbar and Suheir would like to educate women of El Nahra away from the abayah and this is something that will cause many troubles in the village. It is an outrage and I wish they would stay in the City (pg 308). There are many people in very high positions who have over time been put there because of their knowledge and upbringing. They are the ones who read the Koran and preach its word. I see many possible troubles with the Brahmin in El Nahra conflicting with those in the City and I do pray that this will not end in a war, but they say it might as there are differences in opinion as to who is right and who is wrong. I repeat myself by saying that El Nahra today has a very balanced system that works and it would be a shame to give choices to the men and women of the village. The Brahmin are the upper class and wealthy, not only in material items but also in control and power of the community and here they are the respected by most. It is wise to keep things simple and the same and to respect our culture. It is not wise to disagree with the possible changes the Brahmin could lead to as it could cost you your life. In El Nahra our village is highly segregated to one’s social class and only â€Å"like† people associated with one another. Also, the women only associated with â€Å"like† women and the men were the same. Social classes are highly distinguished in Guest’s of the Sheik and the author and her husband were fortunate to be brought in and educated and somewhat accepted into the wealthy class as they were even given Mohammed to do their chores. When the author Elizabeth Warnock Fernea initially resisted the abayah she was shunned and it was prior to arriving in El Nahra that her acquaintance said you must respect the culture and you must wear this abayah when out in public as we as women do not reveal any part of our bodies to men other than our husbands. I enjoy my life in El Nahra and you have adjusted well my western friend and I will miss you when you’re gone. I do not wish to visit you in America as that scares me but I do hope you come back to visit me again as I like to hear your western ways but I would never wish to live them and I will hope that you will determine that our life is much easier then yours. How to cite Guests of the Sheik, Essay examples

Accounting for Human Capital

Question: Writing Letter To One Financial Analyst. Answer: To Mr. Tony Trainer, It is a universal fact that Human Resource is one of the major factors for the success of any business organization; and for this reason, they human resources have been regarded as a valuable asset for the business organizations. In spite of this fact, human resources are not considered as an asset for the business organizations in the balance sheets of the companies (Nyberg et al. 2014). A massive transformation can be seen in the society as the industrial age has become information age; but surprisingly, the principles and procedures have not been changed along with this transformation. It can be seen that the businesses consider human resources as one of their greatest assets, but they decline to value the human resources of the company in the balance sheet as the accounting principles do not allow them to do so. It can be said that twenty-first centuries is the era of technological as well as industrial development. Todays businesses have gone so far towards development with the help of technology. In this kind of situation, it is a fact the accounting system is holding the mindset of the old days. In todays era of high pace progress, it is the responsibility of the business organizations to change their various operations. Thus, there is a fare scope for accounting to change their various rules, regulations and principles. The business organizations need to understand that the human resources are one of the most crucial assets in the organization (Eisfeldt and Papanikolaou 2013). Employees or workers are responsible for the completion of the various jobs of the business organizations. In this process, they have to perform various kinds of jobs that need skills; on the other hand, they have to manipulate to achieve the goals and objective of the organizations (Kianto et al. 2014). Thus, it can be said that the human resources are the mean for the business organizations to achieve the organizational goals and objectives and they can be considered as the greatest assets of the organization. As per the recent development in the accounting knowledge and awareness, it has been considered that most of the assets in the business organizations are intangible. On the other hand, as per the traditional accounting principles, there is not any treatment of human resources of the organization in the balance sheet of the companies. In this situation, serious concerns have raised over the decision making process of the organization. How a business can take effective decision s by not considering the most important assets of the organization? The value of the human capital of an organization is an important aspect of the financial statement of the company; in addition, human resources help the organizations to increase the earning power and value of the businesses. In this regard, the human resources or the human capital of a business must be valued in the financial statements of the businesses. It has been seen that many people and organizations around the world is against the inclusion of human capital in the financial statements. On the contrary, many people and organizations want the inclusion of human capital min the financial statements (Khanna, Jones and Boivie 2014). Many reasons have been shown for the purpose of not inclusion of human capital in the balance sheet of the organization. Some variations in these reasons have been seen, but among all the reasons, some general reasons have been spotted. The main reason is the difficulty in the measurement of the value of human capital (Fulmer and Ployhart 2014). The reason is that in case of inconsistency in the performance of human capital, the value would be different and would affect the balance sheets of the organizations. Apart from these, the process of valuing the human capital is less practical as there cannot be any certain procedures to measure the value of human capital of any business organization. Apart from this, the lack of uniform laws and principles for the companies is another difficulty in the valuation of human capital. In case a way can be determined to value the information provided by the human capital of the organization, the mobility of human nature is a hurdle in this way (G amerschlag 2013). Switching off the jobs by the employees or workers is another reason for not including human capital in the balance sheet of the organizations. In this case, the change in jobs of the employees affects the valuation of human capital in the organization and this leads to the error in the balance sheet of the companies (Flamholtz 2012). Some people and institutions around the world consider human capital as a line item that needs a completely separate process of identification. The inclusion of line items in the balance sheet has an inverse effect on the balance sheet as they can be easily manipulated. It can be seen that many problems involve in the process of valuing the human capital of the organizations. There are employees are not certified but they are great workers. There are employees who are certified but they are not good workers. There are neither employees that are certified nor good workers. Hence, it is a tough process to value the human capital based on case by case (Gre en and Haines 2015). From the above discussion, it can be seen that there are many concrete and logical reasons behind not recognizing human capital as the assets of the organizations. These are some major reason that cannot be ignored by the companies. It has been a practice over the decades to consider human resources as the liability of the organization. The reason is that the employees have to be paid with salaries, future pensions and other benefits. However, the point of view has been changed drastically as most of the CEOs of the large corporations are considering the employees as the greatest assets of the organizations. There are many people and institutions all over the world that believes that human resources need to be treated as the assets of a business organization. There are many reasons behind considering human resources as the assets of the organizations. It can be seen that the companies that invest in the human resources of the organization creates a positive image in the business market (O'MAHONY 2012). Apart from this, these companies can get the necessary competitive advantage by performing better financially. These achievements can only be possible by the efforts of the employees of the organizations. Hence, i t is the right of the investors of the organizations to know all the facts about the employees. The only way to do this is to treat human capital as the assets of the organizations and to include them in the balance sheet of the companies. Human capital has a major significance in the process of managerial reporting and decision-making process of the organizations. There are instances where the organizational managers use human capital for making effective business decision for the long run development of the business organizations. The recognition of human capital as an asset of the organization helps to prove the fact the human resources are paramount in the development of any business organization (Dawson 2012). At the time of managing the human resources of the organizations, the human resource managers have to focus on the various factors of the development of the human resources. From the whole discussion, it can be observed that valid reasons are there for both recognizing human capital as assets and for not recognizing human capital as assets of the businesses. All the logics have strong points. The various traits of human nature make it difficult for the accountants to measure the value of the human capital of the organization. The lack of consistency in performance is one of those traits that make it almost impossible to measure the value of human capital (Bapna et al. 2013). There are many other reasons that support this fact. However, there are still many positive sides that are enough to support the argument that human capital of the business organizations must be recognized as the assets. The human resources of the organization are the most important factor form the success of the organizations. In addition, the human resources help the management in the decision making process. The human capital of the organizations can be measured by two methods; th ey are in terms of human resource cost and human resource value (jeper.org 2017). There are many subcategories in these two methods of valuation of human capital. However, Generally Accepted Accounting Principles do not approve these methods. This is the major reason in the valuation of human resources as there is not any approved uniform method for all the companies. Hence, it can be concluded that there are both negatives and positives in recognizing human capital as the assets. Right now, it is not possible to include human capital in balance sheet as the assets of the organization. However, there are sufficient future scopes to recognize this as assets. In this regard, GAAP and other accounting boards need to set up and they have to implement accounting policies and principles to support the recognition of human capital as the assets. Hence, there is a future scope for the companies to recognize the human capital as the assets of the organization. References Bapna, R., Langer, N., Mehra, A., Gopal, R. and Gupta, A., 2013. Human capital investments and employee performance: an analysis of IT services industry.Management Science,59(3), pp.641-658. Dawson, A., 2012. Human capital in family businesses: Focusing on the individual level.Journal of Family Business Strategy,3(1), pp.3-11. Eisfeldt, A.L. and Papanikolaou, D., 2013. Organization capital and the cross?section of expected returns.The Journal of Finance,68(4), pp.1365-1406. Flamholtz, E.G., 2012.Human resource accounting: Advances in concepts, methods and applications. Springer Science Business Media. Fulmer, I.S. and Ployhart, R.E., 2014. Our Most Important Asset A Multidisciplinary/Multilevel Review of Human Capital Valuation for Research and Practice.Journal of Management,40(1), pp.161-192. Gamerschlag, R., 2013. Value relevance of human capital information.Journal of Intellectual Capital,14(2), pp.325-345. Green, G.P. and Haines, A., 2015.Asset building community development. Sage publications. Jeper.org. (2017).Accounting for Human Capital: Is the Statement of Financial Position Missing Something?. [online] Available at: https://jeper.org/index.php/JEPER/article/viewFile/125/138 [Accessed 6 Apr. 2017]. Khanna, P., Jones, C.D. and Boivie, S., 2014. Director human capital, information processing demands, and board effectiveness.Journal of Management,40(2), pp.557-585. Kianto, A., Ritala, P., Spender, J.C. and Vanhala, M., 2014. The interaction of intellectual capital assets and knowledge management practices in organizational value creation.Journal of Intellectual Capital,15(3), pp.362-375. Nyberg, A.J., Moliterno, T.P., Hale Jr, D. and Lepak, D.P., 2014. Resource-based perspectives on unit-level human capital: A review and integration.Journal of Management,40(1), pp.316-346. O'MAHONY, M.A.R.Y., 2012. Human capital formation and continuous training: Evidence for EU countries.Review of income and wealth,58(3), pp.531-549.