A Survey on Active Defense Honeypot Mechanism for Information Security

Information security is a rising concern today in this era of the internet because of the rapid development of the new attack techniques. The existing security mechanisms such as traditional intrusion detection systems, firewalls and encryption are the passive defense mechanisms. This has led to growing interest in the active defense technology like honeypots. Honeypots are fake computer Systems which appears vulnerable to attack though it actually prevents access to valuable sensitive data and administrative controls. A well designed and developed Honeypot provide data to the research community to study issues in network and information security. In this paper we examine different Types of Honeypots, Honeypot concepts and approaches in order to determine how we can intend measures to enhance security using these technologies. In this work a web application honeypot architecture is proposed

The Impact of Delayed Treatment of Uncomplicated \u3ci\u3eP. falciparum\u3c/i\u3e Malaria on Progression to Severe Malaria: A Systematic Review and a Pooled Multicentre Individual-Patient Meta-Analysis

BACKGROUND: Delay in receiving treatment for uncomplicated malaria (UM) is often reported to increase the risk of developing severe malaria (SM), but access to treatment remains low in most high-burden areas. Understanding the contribution of treatment delay on progression to severe disease is critical to determine how quickly patients need to receive treatment and to quantify the impact of widely implemented treatment interventions, such as \u27test-and-treat\u27 policies administered by community health workers (CHWs). We conducted a pooled individual-participant meta-analysis to estimate the association between treatment delay and presenting with SM. METHODS AND FINDINGS: A search using Ovid MEDLINE and Embase was initially conducted to identify studies on severe Plasmodium falciparum malaria that included information on treatment delay, such as fever duration (inception to 22nd September 2017). Studies identified included 5 case-control and 8 other observational clinical studies of SM and UM cases. Risk of bias was assessed using the Newcastle-Ottawa scale, and all studies were ranked as \u27Good\u27, scoring ≥7/10. Individual-patient data (IPD) were pooled from 13 studies of 3,989 (94.1% aged \u3c15 years) SM patients and 5,780 (79.6% aged \u3c15 years) UM cases in Benin, Malaysia, Mozambique, Tanzania, The Gambia, Uganda, Yemen, and Zambia. Definitions of SM were standardised across studies to compare treatment delay in patients with UM and different SM phenotypes using age-adjusted mixed-effects regression. The odds of any SM phenotype were significantly higher in children with longer delays between initial symptoms and arrival at the health facility (odds ratio [OR] = 1.33, 95% CI: 1.07-1.64 for a delay of \u3e24 hours versus ≤24 hours; p = 0.009). Reported illness duration was a strong predictor of presenting with severe malarial anaemia (SMA) in children, with an OR of 2.79 (95% CI:1.92-4.06; p \u3c 0.001) for a delay of 2-3 days and 5.46 (95% CI: 3.49-8.53; p \u3c 0.001) for a delay of \u3e7 days, compared with receiving treatment within 24 hours from symptom onset. We estimate that 42.8% of childhood SMA cases and 48.5% of adult SMA cases in the study areas would have been averted if all individuals were able to access treatment within the first day of symptom onset, if the association is fully causal. In studies specifically recording onset of nonsevere symptoms, long treatment delay was moderately associated with other SM phenotypes (OR [95% CI] \u3e3 to ≤4 days versus ≤24 hours: cerebral malaria [CM] = 2.42 [1.24-4.72], p = 0.01; respiratory distress syndrome [RDS] = 4.09 [1.70-9.82], p = 0.002). In addition to unmeasured confounding, which is commonly present in observational studies, a key limitation is that many severe cases and deaths occur outside healthcare facilities in endemic countries, where the effect of delayed or no treatment is difficult to quantify. CONCLUSIONS: Our results quantify the relationship between rapid access to treatment and reduced risk of severe disease, which was particularly strong for SMA. There was some evidence to suggest that progression to other severe phenotypes may also be prevented by prompt treatment, though the association was not as strong, which may be explained by potential selection bias, sample size issues, or a difference in underlying pathology. These findings may help assess the impact of interventions that improve access to treatment

The CYB5R3c.350C>G and G6PD A alleles modify severity of anemia in malaria and sickle cell disease

Genetic modifiers of anemia in Plasmodium falciparum infection and sickle cell disease (SCD) are not fully known. Both conditions are associated with oxidative stress, hemolysis and anemia. The CYB5R3 gene encodes cytochrome b5 reductase 3, which converts methemoglobin to hemoglobin through oxidation of NADH. CYB5R3c.350C > G encoding CYB5R3T117S , the most frequent recognized African-specific polymorphism, does not have known functional significance, but its high allele frequency (23% in African Americans) suggests a selection advantage. Glucose-6-phosphate dehydrogenase (G6PD) is essential for protection from oxidants; its African-polymorphic X-linked A+ and A- alleles, and other variants with reduced activity, coincide with endemic malaria distribution, suggesting protection from lethal infection. We examined the association of CYB5R3c.350C > G with severe anemia (hemoglobin G offered protection against severe malarial anemia in children without G6PD deficiency (G6PD wild type or A+/A- heterozygotes) (odds ratio 0.29, P = .022) but not in G6PD A+ or A- hemizygotes/homozygotes. We also examined the relationship of CYB5R3c.350C > G with hemoglobin concentration among 267 children and 321 adults and adolescents with SCD in the US and UK and found higher hemoglobin in SCD patients without G6PD deficiency (β = 0.29, P = .022 children; β = 0.33, P = .004 adults). Functional studies in SCD erythrocytes revealed mildly lower activity of native CYB5R3T117S compared to wildtype CYB5R3 and higher NADH/NAD+ ratios. In conclusion, CYB5R3c.350C > G appears to ameliorate anemia severity in malaria and SCD patients without G6PD deficiency, possibly accounting for CYB5R3c.350C > G selection and its high prevalence

Workplace flexiblity to improve organizational performance

Workplace flexibility is recognized as the application of collective interventions in an organization. It is also known as various supportive technologies and strategies of the Human Resources Department. The purpose of this study is to design workplace flexibility strategies that are essential for organizational leaders and HR managers to sustain and improve organization competitiveness (improved productivity and improved financial performance) along with aging employees' performance. Data collection from a large-scale survey of 2000 aging employees from a different organization in India. Participants in the survey study were based on employees 'experience within the organization. The research interviews coded by focusing on the level of flexibility given to aging employees, focusing on managers' influence on the performance of aging employees, examining internal and external sources that impede performance. The study results organization and HR managers ' may increase the performance of aging employees by enhancing flexibility strategies that provide a positive assortment of motivational tools and opportunities. In addition, the findings suggest collaborative decision making between HR managers and aging employees has a positive relationship with work attitudes and the engagement of employees. The results of the study can make organizations more competitive that could improve aging employees ' retention rates. © 2019 University of Pardubice

Retention of aging employees and organizational performance: Comparative study EU countries and US

Both the developed and the developing countries face problem due to the aging employees (i.e. those aged 50 and above). It is expected that by 2020, people in the 50-64 age group in the U. S. labour force will be 25.2% and in European Union countries the number of people in the 50-64 age group will increase by 25%, while those in the 20-29 year age group will decrease by 20%. A further factor contributing to an aging workforce is the fact that employment rates among older workers are increasing. The reason for these changes is due to two demographic trends: decreasing fertility levels and higher life expectancy. This development will affect the performance of organization next decades. The aging employees will mainly affect the organizations ability to be productive. Although growing number of older workers are willing to extend their working career, but the evidence suggests that employers favour early retirement rather than retention of older workers. This paper address a comparative study of European Union countries and United States on the importance of aging employees to current and future labour markets, relatively about the ways in which employers' attitudes, policies and practices influence their recruitment and retention. It is essential to retain the aging workforce in an organization in order to avoid the labour shortages and also to retain the knowledge and expertise of the employees. When older experts leave the workforce, they take with them significant experience and critical knowledge essential for the smooth management of organizations. Employers, however, are often unaware of who possesses expertise, or the nature of that expertise. Strategies such as workforce development, altered workforce policies and practices can be implemented to retain the senior employees in an organization. The policies should be changed in order to manage the aged workforce like increasing the retirement age, altering the retirement incentives to meet the expectations of greater longevity, flexibility and old-age pension agreements. Also, cultural and legal efforts should be taken to avoid age discrimination issues between the aged and the youth. Moreover, training can be provided to meet the labour shortage and to ensure professional development among the senior employees. Approaches to recover or recreate knowledge after it is lost are not sustainable in terms of prudent knowledge management. Organizations need to develop a deeper understanding of where expertise resides and how it is retained. This paper present the retention processes of an individual expert

HR professionals' views on work motivation and retention of older workers

This article addresses the particular risks and challenges that HR professionals are facing due to loss of the valuable knowledge that older workers possess before they retire and to identify demographic and work-related antecedents of the motives that influence the decision of older workers to remain in the workforce. The study adopts a qualitative approach, using focus groups in India. A total of 15 participants were purposefully selected from different organisational settings (e.g. private and public organisations, various sectors, various organisational sizes, HR departments and HR consultants) and from different areas of HR practice (e.g. recruitment, selection, training, evaluation, diversity management, industrial relations). Several procedures are applied to carry out a rigorous qualitative analysis (i.e. interview guide, video recording and field notes, prompt transcripts, double coding, direct quotes and rich data slices when presenting findings). The paper reveals that focus groups generate rich interaction and their content analysis results are the demographic variables (age, gender, marital status) predicted the financial motive for continuing to work whereas the work-related variables (work centrality, career satisfaction, and perceived contribution/perceived reward of owning one's own business) predicted the work fulfillment and generativity motives

Workplace flexiblity to improve organizational performance

Workplace flexibility is recognized as the application of collective interventions in an organization. It is also known as various supportive technologies and strategies of the Human Resources Department. The purpose of this study is to design workplace flexibility strategies that are essential for organizational leaders and HR managers to sustain and improve organization competitiveness (improved productivity and improved financial performance) along with aging employees' performance. Data collection from a large-scale survey of 2000 aging employees from a different organization in India. Participants in the survey study were based on employees 'experience within the organization. The research interviews coded by focusing on the level of flexibility given to aging employees, focusing on managers' influence on the performance of aging employees, examining internal and external sources that impede performance. The study results organization and HR managers ' may increase the performance of aging employees by enhancing flexibility strategies that provide a positive assortment of motivational tools and opportunities. In addition, the findings suggest collaborative decision making between HR managers and aging employees has a positive relationship with work attitudes and the engagement of employees. The results of the study can make organizations more competitive that could improve aging employees ' retention rates. © 2019 University of Pardubice

Synthesis and antimycobacterial activity of 7-O-substituted-4-methyl-2H-2-chromenone derivativesvsMycobacterium tuberculosis

A series of 7-O-alkoxy-4-methylumbelliferone derivatives were prepared using a convenient one step synthesis. Additionally the bromo- and azido derivatives 7-O-(4-bromobutoxy)-, 7-O-(6-bromohexyloxy)- and 7-O-(6-azidohexyloxy)-4-methylumbelliferone derivatives were prepared. In vitro evaluation of antimycobacterial activity determined % inhibition and MIC vs M. tuberculosis H37Rv with toxicity (IC50) assessed in VERO cells. The coumarins with longer alkyl chains (nonyl and decyl) showed the optimum inhibitory activity in this series (MIC 3.13 μg/mL) and IC50>10 μg/mL