Technical Project Paper: Information Systems Security

You are the Information Security Officer for a little drug store that has as of late been opened in the nearby shopping center. The every day activity of a drug store is an interesting business that requires a blend of both physical and consistent access controls to ensure prescription and assets kept up situated on the premises and by and by recognizable data and secured wellbeing data of your clients. Your chief has requested that you distinguish innate dangers related with this drug store and setting up physical and consistent access control techniques that will alleviate the dangers identified.Firewall (1) Windows 2008 Active Directory Domain Controllers (DC) (1) File Server (1) Desktop PCs (4) Dedicated T1 Connection (1) Write a ten to fifteen (10-15) page paper in which you: Identify and dissect any possible physical vulnerabilities and dangers that require thought. Recognize and break down any likely intelligent vulnerabilities and dangers that require thought. Represent recor ded as a hard copy the possible effect of all distinguished physical vulnerabilities and dangers to the system and the drug store. Distinguish every potential defenselessness that may exist in the reported network.Illustrate recorded as a hard copy the possible effect of all recognized consistent vulnerabilities to the system and the drug store. For each physical defenselessness and danger recognized, pick a methodology for managing the hazard (I. e. , chance moderation, chance task, chance acknowledgment, or hazard evasion). For each legitimate helplessness and danger recognized, pick a methodology for managing the hazard (I. e. , chance relief, hazard task, chance acknowledgment, or hazard avoidance).For each physical helplessness and danger distinguished, create controls (I. e. regulatory, safeguard, investigator, and remedial) that will be utilized to alleviate each hazard. For each intelligent weakness and danger recognized, create controls (I. e. , authoritative, precaution, c riminologist, and restorative) that will be utilized to relieve each hazard. Your task must follow these organizing prerequisites: Be composed, twofold separated, utilizing Times New Roman text dimension (12), with one-inch edges on all sides; references and references must follow APA or school-explicit organization. Check with your teacher for any extra instructions.Include a spread page containing the title of the task, the student’s name, the professor’s name, the course title, and the date. The spread page and the reference page are excluded from the necessary task page length. The particular course learning results related with this task are: Explain the ideas of data frameworks security as applied to an IT foundation. Portray how malevolent assaults, dangers, and vulnerabilities sway an IT foundation. Clarify the methods assailants use to bargain frameworks and systems, and protections utilized by organizations.Explain the job of access controls in executing a se curity strategy. Clarify how organizations apply cryptography in keeping up data security. Break down the significance of system standards and design to security tasks. Use innovation and data assets to explore issues in data frameworks security. Compose obviously and briefly about system security subjects utilizing legitimate composing mechanics and specialized style shows. Reviewing for this task will be founded on answer quality, rationale/association of the paper, and language and composing aptitudes, utilizing the accompanying rubric.

Death of a Salesman Review

Passing of a Salesman Review Free Online Research Papers Willy Loman’s passing was brought about by his powerlessness to confront reality and could have been stayed away from on the off chance that he and his family had been straightforward with themselves in regards to their inadequacies. Rather, they lived in a universe of refusal, which brought forth extra lies. Willy’s character insufficiencies, moral thoughtless activities, and failure to separate past from present made about the entirety of the family’s issues and prompted his destruction. Willy Loman is a man with two particular characters. The principal character lives in the current where he is a messed up man in his mid sixties, who feels he is more important to his family dead than alive. Willy is almost unfit to come clean about any piece of his life. He is likewise a repulsive spouse, who has been unfaithful to his better half Linda and routinely reacts to her with outrage. Willy is insufficient as a sales rep who has been deprived of his compensation and inevitably he is terminated. Ultimately, Willy is a glad man, too pleased to even think about accepting an occupation working for Charley, however that doesn't shield him from obtaining his cash every week while disclosing to Linda that he earned it selling his products. The subsequent character is living fifteen years back, accepting that he and his family are destined for significance. One repeating flashback includes Willy’s child Biff when he was a secondary school football star. The vast majority of these flashbacks include his as of late expired sibling Ben, who made all the progress that Willy wants for himself. The impact of these two characters was amazingly clear and agonizing for Willy’s family. One second Willy would affectionately review Biff’s football profession and afterward censures him for his failure to hold an occupation, the following moment. In end, Biff started to comprehend his own issues and endeavored to clarify that he was a â€Å"phony.† Willy couldn't perceive or get a handle on Biff’s acknowledgment, because of his failure to isolate the present from an earlier time. Further good and character qualities about Willy Loman remember his insatiable want to exceed expectations for business, at any expense. He sees business accomplishment as one of the critical gauges of for a man. Willy would gloat about his deals or his awesome children, as most everything else he stated, these accounts were manufactures. Finally, Willy was reluctant to confront reality and at long last, he demonstrated precisely how fearful he was, by ending it all. Willy Loman’s choices caused horrible torment in the lives of his family. The best model was when Biff was bombing science in secondary school. His educator, and Bernard the neighbor, continually helped Biff to remember how genuine this circumstance could be to his future. Biff didn't change his propensities and the instructor bombed him. Willy didn't drive Biff to take summer school and Biff didn't graduate. Willy didn't help Biff to comprehend the implications of his activities and Biff battled to look for some kind of employment as a grown-up. Research Papers on Death of a Salesman ReviewHonest Iagos Truth through DeceptionStandardized TestingCapital PunishmentArguments for Physician-Assisted Suicide (PAS)The Effects of Illegal ImmigrationPersonal Experience with Teen Pregnancy19 Century Society: A Deeply Divided EraRelationship between Media Coverage and Social andHip-Hop is ArtHarry Potter and the Deathly Hallows Essay

United Leadership model Boss Subordinate Relationship

Question: Examine about the United Leadership model for Boss Subordinate Relationship. Answer: Presentation In the present century, compelling administration of HR in any association is essential to the achievement of the association. Without a doubt, HR fill in as one of the most fundamental assets that assumes an imperative job in the accomplishment of an association. Be that as it may, the executives of HR has represented a hydra-made a beeline for the administration of most association due to the unpredictability of overseeing individuals from various societies, demeanor, abilities and experience, inspirations, objectives and goals, and various degrees of training. In spite of the fact that there exist a variety of initiative models that serve to give a rule to the administration of HR, none of the models is without its disadvantages attributable to the zones of takeoff that exist between various associations, condition, and the individuals themselves. It is obvious that the world has advanced to another corporate town described by globalization and cross-culture working. All things co nsidered, it has gotten important to amend the customary administration models to mirror the present improvements in the corporate world. The paper looks to give a concise rundown of an individual initiative model and how it would fit in a hierarchical set-up. Research have set up that the principle wellspring of contention and opposition among representative to change execution come from the absence of contribution of workers in dynamic (Yukl, 2012, p. 3). Thus, the representative feel looked down to and underestimated and may turn unfriendly against the association. As a pioneer, I would include the workers in the dynamic at various levels to tackle this issue. In any case, its certain that there exist a few choices which ought to be conscious of the top administration and representatives ought to have no entrance to such data. In this way, the inevitable end now drawn from the mental idea of representatives is settle on such choices without the workers; in any case, this would guarantee the association of disappointment brought about by representative obstruction (Peng, 2012, p. 6). It is at this basic point that I would embrace the well known initiative model by direct including the representatives in medium level and operational choic es and incomplete inclusion of workers in major and vital choices. Primary authoritative thoughts in fair initiative As a pioneer embracing a popularity based authority model, I would incline toward working in an assembling organization in which each representative is apportioned a particular obligation in a particular division with the end goal that he/she is responsible to the departmental head in that office . Further, in this framework, one worker or a gathering of representatives ought to be answerable for a particular level/phase of item preparing. I would leave representatives to settle on specific choices on issues influencing them. I would designate power to settle on choices, for example, when to break for a rest to the workers yet not without oversight. In the wake of settling on the choices, the representatives ought to impart the choice to me for the last endorsement. In the event that I neglects to concur on the representatives choice, I would haggle with the workers and agree. As per the human social hypothesis, however the choice I leave in the hands of the representatives include minor issues, the workers would have a sentiment of having a place and feel self-realized (Grint, 2000, p. 12). The initiative model would additionally empower a decent relational connection between the administration and the subordinates. The initiative model would serve to take out the manager subordinate relationship and make a colleague connection between the senior administration and the lesser representatives. Significant attributes and aptitudes of a successful pioneer As Adair (1973, p. 52) contends, somewhat the ability to viably lead is inborn. In any case, we can't ignore the way that being an increasingly powerful pioneer exists in ones handle. Given the distinction in culture, age, tastes and inclinations, levels of training, and monetary foundation just to make reference to a couple of variables, I accept that the most crucial characteristic of a compelling pioneer incorporate; The capacity to regard and comprehend the workers. As it is regularly stated, regard and understanding fill in as the mainstays of mankind. Respectability in driving the workers (Gronn, 1995, p.26). Phenomenal relational abilities Various investigations have built up that well known and viable pioneers have incredible relational abilities which hugely help them, especially while haggling with workers or outside gatherings, for example, the providers for the benefit of the association. Self-assurance and inspirational disposition. Self-evaluation Bergmann et.al, (1999, p. 87) contends that powerful pioneers occasionally stop to direct a self-evaluation. The continually stop to consider their desperate shortcomings and qualities. Such a demonstration permits the administrator to build up which obligations to delegate and which to deal with himself (Burns, 1978, p. 60). Fundamental beliefs that my model of authority (popularity based administration) would accentuation on Cooperation among the workers. Development and innovativeness in finding appropriate answers for the issues influencing the association. Trustworthiness and genuineness Reasonability Energy and eagerness to ingrain a sentiment of self-assurance in the representatives. Such a worth would help the workers in building their fantasies and utilizing their present understanding as a touchstone for greater success in their profession (Bass, 1990, p. 76). Great relational connection between the administration and the subordinates. What the initiative model rehearsed in joined administration is trying to accomplish Joined administration model basically tries to make a feeling of having a place with the workers. By leaving some operational choices in the hands of the representatives (yet not without oversight). As indicated by social hypothesis, the reality serves to build work fulfillment and self-complete the representatives. The model further tries to make cooperation and improve the relational relationship among the representatives to help the associations execution. As Blake and Mouton (1964, p.117) contends, such a model would inspire the representatives to connect with their brain as well as their central core to serve the association Advantages of joined administration to the association Because of including the subordinates in the everyday administration of the association, the last would profit gigantically in a few different ways. It would make a sentiment of significant worth in the partners; thus, they would raise their degree of duty, exertion, and devotion to meet authoritative goals. It would empower the representative improve their explanatory aptitudes and settle on better everyday choices just as make a solid obligation of duty in dynamic. By appointing a portion of the choice to the subordinates, I would let loose myself to concentrate on significant issues influencing the association (Belbin, 1993, p. 209). Authoritative culture that would exist in joined initiative The authority model would make an adhocracy arranged culture given its guiding principle of development and inventiveness. The adhocracy arranged culture advances to enterprise and innovativeness (James and Posner, 1987, p. 31) to taking care of the issues confronting the association in a way that helps accomplishing hierarchical goals. Contrasts between the unified initiative model and other administration models Not at all like the outdated models that simply included workers in dynamic, joined administration model tries to relegate explicit dynamic power to the representatives. Be that as it may, attributable to the constrained abilities of the workers and absence of legitimate mastery, the model promoters for oversight of the representatives choices. In that capacity, workers would create dynamic aptitudes and find inventive methods of taking care of the issues confronting the association. Further, not at all like in other authority models where a supervisor subordinate relationship exists, joined administration model backers for cooperative people initiative where the subordinates feel they assume an extraordinary job in the administration of the firm. They further feel they can haggle with the administration of the issues influencing them. Instructions to by and by execute the unified administration model To actualize the administration model I would make a workplace wherein the representatives share a gathering of joint dynamic with the senior administration especially the departmental heads. I would assign a portion of the dynamic power to my subordinates and leave them to talk about and arrive at a choice after which the previous I would survey the choice and either affirm it or connect with the subordinates in a conversation to modify the choice to reflect authoritative objectives. As Rowe (2007, p. 37) notes, such a demonstration would serve to help the subordinates certainty and make a demeanor of trust between the administration and the subordinates. End Human asset fills in as one of the primary determinants of authoritative achievement. In that capacity, they should be taken care of with due consideration and readiness attributable to their affectability. Be that as it may, overseeing/driving individuals is inarguably one of the most intricate procedures and no characteristics, gauges, or estimations of administration can flawlessly mirror the idea of authority that would make one association effective and another ineffective. Thusly, a successful pioneer ought to adjust his administrative and authority aptitudes to suit both the idea of the association and the idea of the circumstance. Administration essentially tries to create generosity among the representatives to such an extent that they can enthusiastically work with a great deal of responsibility with practically zero oversight. Such workers are regularly profoundly energetic, submitted, centered, and have a sense and sentiment of having a place. They believe they are workin g for their more noteworthy bit of leeway and not to exclusively profit the association. Given t

Communication Skills of Chocolate Mortality †MyAssignmenthelp.com

Question: Talk about the Communication Skills of Chocolate Mortality. Answer: Presentation: Coordinated effort among the groups alongside compelling correspondence is noteworthy for any kind of achievement in business associations. Breaking of correspondence lines alongside non-collaboration among the groups could regularly pave the way to business disappointments. Now and again there exist such a large number of groups which lead to strife of choices, imperiling the general work process. Now and then the groups are excessively hesitant on imparting significant data to different groups. Organizations have begun utilizing advancements and achieving changes in their arrangements and approaches to increase the factor of efficiency, adjusting the offices together and accomplishing the business objectives (Beebe and Masterson 2014). This report would manage issues being looked by Chocolate Mortality in regards to decrease in its profitability for reasons like clashes in its virtual groups, the ramifications of the moral and intercultural correspondences in the organization alongside appropriate suggestions to better the circumstance. Foundation: Chocolate Mortality is expressed to be an Australian organization that is prone to sell 3D printed chocolates. The organization has numerous workplaces in a few Australian urban areas. In any case, this contextual investigation manages one of its workplaces in Tokyo, Japan that has been the aftereffect of its development. This office saw expanded deals upto 8 percent through employing of Japanese young people. The key crucial the organization is to offer excellent models of chocolate. The organization utilizes the geologically scattered virtual gatherings with the groups utilizing phones, messages and Zoom to speak with each other. Be that as it may, similar to each other association, Chocolate Mortality also is experiencing an intense stage, seeing decrease in efficiency. Staff turnover has increased with group battling in settling on choices showing towards character strife. Be that as it may, according to the organization HR administrator the answer for this is to ensure their representatives keep their mouth shut and their negative emotions ought not manifest at work environment. Correspondence setting: It has been expressed for the situation study that Chocolate Mortality utilizes geologically virtual groups. Virtual groups are commonly influenced by three structure of separation the physical, transient and passionate. In the physical front, virtual groups are commonly spread over the different topographical areas just associated through methods for innovation. If there should arise an occurrence of fleeting, virtual groups are commonly isolated as far as time zones, long periods of working and synchronization level existing between the open media (Larson, Leung and Mullane 2017). The third is the passionate piece or separation required inside the virtual groups. There is no vis-à-vis correspondence among groups and deficient access to the non-verbal prompts. If there should arise an occurrence of Chocolate Mortality, their correspondence relies upon video conferencing that is of restricted nature, driving the colleagues in depending on composed, in the event of email, or vocal, in the event of approaches phone. Inside the virtual groups message coding and disentangling are being made naturally without the huge message adjustment. In any case, one major weakness in this framework can be incomplete loss of message. This frequently prompts delays during the time spent correspondence and vulnerability among the individuals from the virtual group. The result of losing the message somewhat is expressed to be increasingly genuine as the correspondence is being acknowledged between extra senders on the grounds that, at one single time, it would be troublesome in recognizing the missing connection among the arrangement of messages between the different groups of Chocolate Mortality (Pinjani and Palvia 2013). The group would neglect to acknowledge in due time its goal. Every single group of Chocolate mortality has huge measure of individuals in every one of their groups where there is high likelihood of postponement in correspondence and missing out on clear discernment (Gilson et al. 2015). Another significant weakness of this model of correspondence is representative for the most part feels segregated infront of the PC and has no stronghold of his colleagues. This vibe of segregation related with need outline of the destinations of the gathering frequently prompts social clashes inside group. The wellspring of contention of the relations is commonly the distortion occurring in correspondence and in the manner in which the virtual colleagues think. Morals and Intercultural correspondence: Individuals have the propensity for carrying with them various arrangements of ethnically collected viewpoints towards the reasonable conduct. Remembering this, it is of nothing unexpected that questions and clashes exist while conveying over the way of life. Besides, inside the condition of contention, individuals do have different arrangements of discernments about the best possible routes in taking care of the contention. Worldwide virtual groups establish of enhanced colleagues having various qualities, practices and convictions. Chocolate mortality, an Australian organization can't work in Japan with a full pack of Australian representatives, they need Japanese workers at certain level to deal with the work procedures (Jang 2013). Trust is something that is fundamental in bunch affiliations, however harder in encouraging it in an online domain. Trust is expressed to be one of the key parts of virtual group. In any case, trust is something that is difficult to broaden when there is constrained up close and personal correspondence. Miscommunication and lethargy inside a virtual group for the most part adds to the absence of trust. On the off chance that a worker doesn't respond to a significant mail from other group there is this idea that the individual isn't so intrigued and untrustworthy (Bartelt and Dennis 2014). In virtual groups like that of Chocolate Mortalitys takes any longer to work in an online domain when contrasted with gatherings of eye to eye nature. Strife inside a virtual group may be because of inclinations, need trust, absence of compassion and postpones that are hard to control and resolve. Intercultural morals by and large advances the fitness level of intercultural open that expresses the capacity to execute proficiently and appropriately with others. Intercultural correspondence supports responsibility and activity in specific issues of improvement of people while associating with the different people (Pangil and Moi Chan 2014). Intercultural morals would in a manner help Chocolate Mortality in finding a path in helping individuals profitably interrelate with one another. Correspondence between the way of life is significant in associations like Chocolate Mortality, so it gets significant in understanding why societies work, accept and carry on in one specific way and distinguishing the assorted variety between societies is critical. Chocolate Mortality would do well in giving the opportunity of articulation to its workers, point of view decent variety and dispute resistance in achieving the responsible key of dynamic. Under current conditions that isn't the situation with Chocolate Mortality with the HR director advising the workers to keep shut and hush up about negative sentiments. This would not help the circumstance as workers would not have the option to communicate in the manner they like. Suggestions: Chocolate Mortality needs a few suggestions to better their circumstance and enhance their procedure of dynamic and profitability. Correspondence is significant and separate in that is causing significant issues for the organization in Japan. The correspondence ought to be done in powerful and proficient way. It is significant for Chocolate Mortality to assemble a correspondence plan including all the staff taking a shot at the task and the manners in which they can be reached. Time zones are to be overseen in savvy way. Time zones are a significant factor when planning the virtual group gatherings that require members from all the workplaces. Chocolate Mortality need to direct week by week interior gatherings. For making the correspondence skilled and viable, this would help the individuals from the group in feeling completely connected to the things that are going on alongside evident course on the activities in the coming weeks. Companion audits. This is state to be basic when the colleagues can't meet for vis-à-vis communication.Chocolate Mortality the board needs to make a situation where representatives of one group ought to get a chance to investigate crafted by others, tending to the holes in work or correspondence and make positive commitment to significant expectations. Utilizing of robotization: An electronic apparatus of amicableness is required that encourages the group in teaming up carefully on standard premise. This would help in fortifying the procedure of correspondence in the organization. The organization ought to do well in building between close to home connections. Virtual groups are differentiated in nature, found even in remote places geologically. The organization would do well in carrying some of them to the home office or certain other work areas. It is imperative to know the colleagues better in up close and personal circumstances, making them submitted enough alongside upgrading the ability to help once more. Yearly culmination: This would unite everybody. A yearly assembling offers an open door for the virtual colleagues cooperating, yet never meets eye to eye in getting the chance. End: It very well may be reasoned that due to having virtual groups, Chocolate Mortality is confronting sure issues that is diminishing its efficiency. The HR administrator as an answer has expressed not to communicate cynicism and keep their loud shut in the event that they don't care for anything. This would absolutely not help the organization over the long haul. Culture and correspondence poses a genuine risk to virtual groups however this organization needs to think past that for being fruitful like uniting the workers either quarterly or every year, making a

ETH Zürich

Fig. 5 Zimmer- und Wohnungsvermittlung Universität/ETH Zürich Hoi zäme! Im finally back in the US of A after 6 continuous months abroad, and its been refreshing to not have to rely on my broken A1.2  Schwiizerdütsch to get around on a daily basis. Random things Ive dearly missed:  In-N-Out, Asian food, sourdough bread, cheaper prices, and Home. The past few weeks, Ive been settling in to my summer studio apartment, interning the 9-to-5, cooking, and adulting (read: making sure I pay my bills on time). Oh, and studying. I finished and turned in one final paper for Human-Computer Interaction, but I still need to prepare for my Intro to ML and UbiComp finals in a few weeks. Im also half-way thru with my 12-week internship (time flies!), and am also preparing for the collegiate championships during the first weekend of August. In the meantime, Ive somehow taken over 138 GB of photos this year, and Ive been slowly going through all my pics and videos. I put together a short tour of my dorm and room in Zürich with the help of my fellow MIT exchangers. Student housing is run by an external company called WOKO  that owns several apartment complexes scattered throughout the greater Zürich area. I got really lucky to be placed in one just a few blocks away from the ETH main campus. All the rooms are singles, with additional common spaces in each dorm, suite-styles in others. Two of the five other MIT exchangers, Wings Y. 19 and Riley D. 19, were also placed at the one Im in, Culmannstrasse 26. Monthly rent is subsidized to a mere CHF 500-600.-, probably the only reasonably-priced expense during my stay. Most of the other residents are full-time students attending either ETH or the University of Zurich, from undergrads to PhDs coming from all throughout Switzerland, Europe, and the world. It was such a unique mix of nationalities, ethnic groups, and languages that were spoken, probably something that Ill never experience again. I even went on a trip to Barcelona with a bunch of my dormmates to watch my suitemate conquer the IRONMANjust incredible! Shoutout to everyone at Culmann for a great semester, and to Floor 1 for being the best floor too!

Describing The Characteristics Of A Gram Positive Bacteria - 275 Words

Describing The Characteristics Of A Gram Positive Bacteria (Term Paper Sample) Content: Gram-positive bacteriaA bacterium has been isolated from a patient and identified as a gram-positive rod. Knowing that is a human pathogen, what structures would it most likely have. Explain reasons for each choice.The pathogen has a thick multilayered organic polymer known as peptidoglycan. The macromolecule protects the bacterias cellular content from the external environment. It acts as an envelope surrounding the entire bacteria shielding it from a possible foreign attack. The compact structure also regulates and maintains osmotic pressure preventing osmotic lysis.It selectively allows entry of water and ions hence maintaining osmotic pressure. Thats why Penicillin has been designed to inhibit cross-linking process during peptidoglycan biosynthesis to make the bacteria susceptible to osmotic pressure . Murein also gives the bacteria its definite shape. Its rigidity defines the bacterias shape.The pathogen also has a periplasmic space thats not clearly defined. Gra m-positive bacteria have an indistinct space between the cell membrane and the cell wall filled with periplasm. The periplasm contains proteins but in low concentrations and exoenzymes. The proteins may help in translocation while exoenzymes aid in catabolism.Teichoic acid is another macromolecule found in gram-positive bacteria s cell wall. The glycopolymer gives the cell a net negative charge thus generating a proton motive force. The polymer also enhances the rigidity of the cell wall definin...

The Organization Development And Human Resources Business Essay - Free Essay Example

Sample details Pages: 8 Words: 2310 Downloads: 7 Date added: 2017/06/26 Category Business Essay Type Research paper Did you like this example? Staffs are always one of the most valuable assets of any organizations as they are the ones to work and contribute to the success of an organization. Now a day, an organization would like to exist and develop successfully it must be more proactive than ever to change continuously to keep pace with the world changing every single day. The existence and development of a company will not be taking place unless there is the agent of human resources which an organization takes a big challenge in terms of finding and preserving this asset with the interaction between Organization Development and Humane Resources that have recently become important roles in the development of an organization. Don’t waste time! Our writers will create an original "The Organization Development And Human Resources Business Essay" essay for you Create order With this in mind, the researcher outlines the role of Organization Development (OD) and Human Resources (HR) in Attracting and Retaining Staff in an organization. These two elements are linked together to achieve the goal of an organization The role of Organization Development and Human Resources Prior to discussing the role of organization development (OD) and Human Resources (HR),we need to understand what are organization development and Human Resources and its roles? In An Experiential Approach to Organization Development, it is defined as the long-range efforts and programs aimed at improving an organizations ability to survive by changing its problem solving and renewal processes. (Donald R. Brown Don Harvey. 2006.p.3) in another word, Organization development is a planned, organization-wide effort to increase an organizations effectiveness and viability. The organization needs to adapt the OD concept as it plays an important role in bringing about the change in organization and create an awareness of the changing environmental forces, and to provide the techniques, skills required for dealing with the change in organization. (Brown Harvey,2006 p.3).For example, in 2009, the whole world was facing the economic downturn and all organizations have been affected more o r less and to survive they needed to find ways to cut costs by downsizing, outsourcing or controlling on expenditures. In hotel industry, they closed some outlets or shifted full time staff from department to department so they could cut down the cost on casual staff . While Human Resources can be described as a process that focuses on attracting, selecting, orienting, training, coaching, counselling, disciplining and mentoring, developing, evaluating the performance, and supporting and retaining an organizations most important resources: the people. Human resources management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labours, and solving problems that arise(Cherrington, 1995,p. 5). In addition to recruiting, hiring, and training, several other functions are a part of human resources too such as creating job descriptions, developing job specifications, managing payroll and benefits, handling grievances, financial management, community involvement, and ensuring conformance to federal, state, and provincial legislation.(Walker, John R. 2004, p.586) To remain competitive in todays global marketplace, organizations must change. And the Change requires HR needs to attract great employees for the company by using one of the most effective tools to promote successful change is organization development (OD). As HR increasingly focuses on building organizational learning, skills and workforce productivity, the effective use of OD to help achieve company business goals in getting good employees and keep the staff turnover at lowest level as possible. As the basic purpose of organization development is to increase an organizations effectiveness through managing the human resources effectively and efficiently in the human resources management environment, OD and human resources may be viewed by some as competing discipl ines, in fact, the goal of these two fields is complementary: to promote and sustain organizational success, the link between OD and HR is the fact that organizational assessments typically is under the responsibility of HR and the principles and value of OD correspond with many aspects of the HR mission Human Resources plays an important role in attracting and retaining staff in an organization, to operate a business they need people, and attracting great employees is the first challenge for Human Resources. This process will cut down on expensive turnover and hiring the right person for the right job initially is properly the most effective step Human resources Managers can take when it comes to creating a motivated, dynamic work place (Sommerville, 2006 p. 16) Attracting and retaining employees As Human resources system is defined as a set of distinct but interrelated activities, functions and processes that are directed at attracting, developing and maintaining human resources of an organization. It is possible and essential to join the Human Resources and Organization Development processes into strategy of attracting people as we know OD helps developing the approaches for change to ensure the proper human resources are available in order to achieve the goals. So how OD/HR attracts people for the company? To attract people to come to the organization, the first step that should be taken is to create or improve the image of the organization there fore the change is a must. and be honest about the job. Nothing will annoy an employee faster than finding that his or her job is something much different than what was advertised. Most wont stay long once thats happened to them.(Sangers, Tom 2009) HR can send information package for applicants to help applicants focus on the job requirement, and to match the best person for the job. These also helps to promote the organization that may attract applicants (Banister Harding, 2004.p.101). In relation with attracting and retaining issues, Sheraton Perth Hotel for example, has attracted people from outside through their existing employees. If an employee of the hotel has friends or knows some one who is within industry experience, and recommend them to the organization, once they are successfully employed then the employee will get three hundred dollars as a reward for helping Human Resources Department to attract people. it is not difficult to get people to work for but it is not always easy to attract the right and the talent employees for the company. The challenge of finding great employees has increased with in organizations. To overcome this challenge, OD/HR need to be more proactive and flexible in recruitment advertising. In this competitive environment for attracting good talent, co mpanies need to pay particular attention to the perception of the company on the part of candidates and new hires. A well thought out and extensive assimilation process often makes new employees more likely to stay. This process should start before the offer is made, and many companies have assimilation plans for at least the initial six months on the job. This is especially important in group and relationship cultures as it helps the new employees feel welcomed into the group and gives them time and structure to establish relationships that will be important to the employee as well as anchor their loyalty to the company. After attracting people to work for an organization successfully, OD/HR s responsibility also is to keep them stay with the company, as they are fully aware of how much it costs to attract one staff to work for an organization. In an email message to the author on March 5th 2010, Ms. Lea Pedelty-Human Resources Manager of Sheraton Perth Hotel-shown the figure of financial cost that Sheraton Perth Hotel needs to spend on one employee as below: Advertising e.g. posting the position on SEEK (approx. $100 per ad) = $100.00 Orientation 6 hours x casual hourly rate 6 x 19.26 = $115.56 On-the-job training- 7.5 hours x casual hourly rate x training days 7.5 x 19.26 x 5 = $722.25 Classroom training (e.g. Service Culture Training) 6 hours x 19.26 = $115.56 Total cost = $1053.37 Bear the cost in mind, OD/HR understands that an employee is a really valuable asset and their responsibilities are to keep the asset as long as possible. So how to retain the employees for a company? Why do HR/OD need to retain employees, specially the good ones? Because if one staff quit, the company will lose the profit in term of the cost of labour turnover increases and related to other cost such as: costs associated with leaving-personnel administration, payroll administration, costs associated with replacement- direct costs such as ad vertising and recruitment, selection processes including administration of applications, short listing and interviewing , agency commission if applicable, costs associated with Transition- direct and indirect costs such as relief cover and overtime payment, training costs, low productivity during training, possible wastage during training, induction time, selection and induction acitivities, and the potential loss in customer satisfaction and repeat business. (Bella. Goss-Turner, 2005 p.187) HR/OD need to understand this more than any body else and see motivation is as one of the tools to retain the employees. As employees are motivated by needs and most basic needs are inborn, having evolved over many years. Abraham Maslows Hierarchy of Needs helps to explain how these needs motivate people. By motivation What motivates people to work? Many managers still believe that money, because of what it can buy (including security and status), is a major motivator. Others tend to t he more complex views of Maslow and Herzberg, arguing that people work for a composite package, including money, security, self-esteem, esteem of others, job satisfaction, etc. (Michael Bella. Steven Goss-Turner 2005,p.158) Maslows Hierarchy of Needs shows that people must satisfy each need in turn, starting with the first, which deals with the most obvious needs for survival itself. 1.Biological and Physiological needs air, food, drink, shelter, warmthÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ 2. Safety needs protection from elements, security, order, law, limits, stability. 3. Belongingness and Love needs work group, family, affection, relationships. 4. Esteem needs self-esteem, achievement, mastery, independence, status, dominance, prestige, managerial responsibility, etc. 5. Self-Actualization needs realising personal potential, self-fulfillment, seeking personal growth and peak experiences.( Chapman, Alan ,2009), if all the needs are met, HR/OD could motivate them and lead to the decrease of staff turnover . By using humour Retention of excellent employees is one of the most important challenges in organizations today. It is not only the responsibility of HR/OD , but also the responsibility of every individual working in its departments of an organization specially the managers or supervisors. In todays uncertain work environment, and stressful, so try to maintain team spirit high by with the effort to make work place a relaxed and fun , make people laugh, that may be the way to keep up morale.( David Granirer,2009 ) By training. The researcher finds that the success of an organization will be achieved through the contribution of well trained staff as they can provide quality products, or amazing services, it is can be seen clearly in hospitality industry setting. Professional managers and supervisors are obligated to train their staff, help them become productive, and make them a key representative of the organization. This pr ocess will cut down on expensive turnover in return as staff feel more confident in what they are doing, and master in their trade, basically their esteem need has been met. (KerrL. Sommerville, 2006,p.16) Similarly, in an email message to the author on March 5th 2010, Ms. Lea Pedelty -Human Resources Manager of Sheraton Perth Hotel- said that to retain staff, it is necessary to provide a good start through orientation and induction, provide ongoing learning development opportunities, Reward, recognition and benefits programs and provide regular opportunities for giving and receiving feedback. In general, as a goal of an organization is to retain employees as long as possible, some points that can lead to increased employee retention as below: 1. Develop an employee retention program, and implement it. That will show the staff how much an organization appreciates and value them, and their contributions. 2. Have an interaction with employees frequently through a meeting to obtain updates, discuss job-related issues and concerns, and review performance goals and objectives. 4. Challenge the skills, and talents of employees by assigning them duties that are in their strengths and capacity. 5. Provide training opportunities for staff. Investing in them and they will recognize and appreciate it. 6. If salaries are low, it can be made up by providing other benefits, such as flexible working hours, or working from home. 7.Acknowledge the accomplishments of staff members ,outstanding performance.(e.g., completion of an important project, a promotion). Via announcements in newsletter, at events, or write to them personally. Like the FB manager in Sheraton hotel, he would practise and when customers had several positive feedbacks and comments on the performance and services of his staff, he wrote email to the researcher with a thank you note for being a great brand ambassador of the organization. That made staff feel good not because of the grea t comments but the recognition came from the management. 8. Celebrate the milestones in the lives of staff members, their birthday . 9. Develop an annual employee recognition event (e.g. staff annual party) where the organization could present awards, such as Employee of the Year, Outstanding leadership, Caring for business, caring for employee awards.( Mikrut, Sharo) And last but not least, empowerment is also a tool to motivate and that can help retain staff because it makes them feel proud and important in workplace. Conclusion Overall, Organizational change impacts not only the business but also its employees. In order to maximize organizational effectiveness, Human resource management works to attract the right person for the right position so that employees are able to meet the organizations goals. Developing and maintaining an employee retention program demonstrates that organization value the contribution of staff and want them to succeed. They will be happier, look forward to coming to work, and want to remain with the organization. Satisfied employees are more committed and loyal, resulting in a productive work environment that reflects on the organization effectiveness through the roles of OD/HR have been fulfilled. That would be more effective when every member has been trained how to behave each other, trained not to bully or discriminate in work place.