Body and Performance Art Essay

Body art, which is to say, the use of the artist’s body as a medium, stage and avenue for the exhibition of a particular inspiration and ideology, is closely and mostly defined by feminist art. With tones of subversiveness which picks up after postmodernism, critics argue that the use of the body as an art medium, or all forms of body and performance art is a ‘naive essentialism’ which is necessarily exploited in the art world. Either through live performance art, or captured stills of the human body as a necessary canvass of inspiration and ideology splattered with an assortment of colors, of paint, piercings, tattoos, and similar instance of aesthetical decorations, body art is and should be considered a formidable, and at the very least, ‘real’ artform, because it reflects the idea and creative proclivities of one person, and translates it from the abstract to the concrete. Body and performance art may be considered by some as an act of subversion and a deviation from conventional and traditional forms of art, but for the most part, it evokes the complexity of humanity, in its purest, most raw and unedited form, and despite other issue which could lie therein, the aforementioned qualities encapsulates what art is essentially and fundamentally about.

Employee Relations †Trade Unions Essay

In the early days of capitalism employers, in their struggle for maximum profits, were able to act with almost complete ruthlessness in their treatment of workers. They could take advantage of every rise of unemployment or inflow of immigrant workers to reduce wages to a bare minimum, using the lock-out if necessary to starve workers into submission. They imposed excessive hours of labor and ordered temporary extensions of normal hours without giving overtime pay. They employed workers in overcrowded and unsanitary factories and workshops, and exposed them to frequent accidents from dangerous machinery. They introduced new working processes and machinery at will, often replacing men by lower-paid women and children. Factory discipline was like that of a military force, and workers who ‘mutinied’ could be sacked and, by arrangement with other employers, blacklisted, so that they could not get work elsewhere. Employers accepted no responsibility for payment of wages during sickness, and workers sacked or disabled had to rely on their own resources. Trade unions were formed to resist these pressures. The basic idea was that, by combining together, workers could get better terms, protect individuals against victimization and provide payments out of union funds during strikes or lockouts. As the immediate consequence of successful union action was to reduce the employers’ profits, their reaction was predictable and they did everything they could to crush the unions. They got the government and Parliament to declare the unions illegal for organizations under laws carrying savage penalties. They declared that British industry would be ruined by the unions and the workers would become unemployed. They had the backing of the church and of most economists in their anti-union campaign, yet so desperate was the condition of the workers that unions went on being formed and operating. Unable to suppress them the government finally, in 1824, made them legal. Employers have come to learn that trade unions can be useful to them. Now only a few employers and eccentric capitalists are anti-union. Most employers, especially the bigger ones, including the nationalized industries and the government, accept trade unions as â€Å"social partners† whose joint task it is to see that industry runs smoothly and with a minimum of industrial trouble. Employers have had to come to terms with trade unions and strikes. In return for recognition (sole bargaining rights, compulsory union membership and sometimes the deduction of dues from wages and representation on various joint committees) trade unions are expected to keep their members in order and, if necessary, discipline them: for example, if they interrupt production by going on unofficial strike. Most unions in Britain today are prepared to accept such a deal. The question arises to what extent modern trade unions can still be regarded as democratic organizations, in the sense of being run by and for the workers. That the unions do provide a service for their members cannot be denied. What is relevant in this context is the extent to which trade unions are run by their members. Most unions have formal democratic constitutions which provide for a wide degree of membership participation and democratic control. In practice however, these provisions are sometimes ineffective and actual control of many unions is in the hands of a well-entrenched full-time leadership. It is these leaders who frequently collaborate with the State and employers in the administration of capitalism; who get involved in supporting political parties and governments which act against the interest of the working class. But it would be wrong to write off the unions as anti-working-class organizations. The union has indeed tended to become an institution apart from its members; but the policy of a union is still influenced by the views of its members. A union is only as strong as its members. For without their participation at the place of work, and without their willingness to go on strike or take some other form of industrial action, a union would be in a weakened position with regard to the employer. Although the First International lasted for only a few years it left behind unions in many countries which appreciated the need for international organization, leading in 1901 to the formation of the International Federation of Trade Unions representing for each country national federations like the TUC. At the same time international organizations were formed representing unions in particular industries, such as the miners, the transport workers, engineering workers, etc. The statutory recognition rights provided by the Employment Relations Act 1999 appear to offer substantial new legal support for trade unions in Britain. It is, however, far from clear how substantial this support will prove to be in practice, or how far it will alter the extent and conduct of collective bargaining. There have already been some broad-ranging analyses in anticipation of the legislation (McCarthy, 1999; Wood & Godard, 1999; Towers, 1999). Although the law increasingly acknowledges alternative forms of employee representation, the promotion of collective bargaining through a recognized trade union is ‘still the favored means of advancing the interests of both unions and workers’ (McCarthy, 2000). There are inherent difficulties in using legal sanctions to bring parties to the bargaining table; the 1999 Act, accordingly, holds the threat of statutory recognition in reserve for situations where the parties have failed to make provision for voluntary recognition. This ‘procedural’ emphasis means that, on close inspection, what appears to be a statutory right to recognition is in fact nothing of the sort. The Act is therefore likely to disappoint those who see it as the harbinger of a new right to collective bargaining. The new recognition procedure arguably makes more sense as part of a wider package of measures aimed at advancing ‘partnership’ at work. However, this is not necessarily consistent with the priority given to the recognized trade union as the preferred model of employee representation. The problem is not simply that the new law will have little or no impact on workplaces where union influence, while significant, is nevertheless far below the membership thresholds set for statutory recognition. Even where the union can show majority support within the relevant bargaining unit, the new law does little to promote an active, continuing dialogue between the parties. This is in contrast to the alternative ‘information and consultation’ model of employee representation which is found in various forms in mainland Europe and which has enjoyed, from time to time, the support of the TUC. This approach arguably has the potential to promote partnership based on dialogue in many more workplaces than those which will be affected by the new recognition law, and, indirectly, to widen the range of matters over which bargaining takes place. A natural assumption might be that the act of trade union recognition is clear-cut. A reasonable starting point would be that it is comparable with other acts of legitimation or authorization of status such as the granting of citizenship, or the granting of diplomatic recognition to a foreign government. By such actions governments provide access to a range of rights which are in principle both defined and enforceable and, furthermore, relate to third parties. Employers, however, are very different from governments. The rights that they can grant to trade unions are solely with regard to transactions with themselves, and do not normally bind third parties. As a result, in the context of British labor law, the definition and enforcement of these rights is both more private and more problematic. This elusive character of recognition rights has increased with the decline of industrial agreements in Britain. Forty years ago, the granting of recognition to a union would, for the great majority of workplaces, imply at very least conformity with the appropriate industrial agreement. With this conformity would come not only substantive rights to such things as pay and hours minima, but also procedural rights to union representation, both in individual disciplinary procedures and in collective procedures to vary the agreements. Today, with a few exceptions (such as in the electrical contracting, construction, and knitwear industries) such agreements have largely disappeared. They now cover only a small proportion of the minority of British employees who are still covered by any sort of collective bargaining (Cully & Woodland, 1998). For nearly 70 per cent of all those covered by collective bargaining, and for over 80 per cent of all those covered within the private sector, bargaining is conducted not by sector or industry, but at the level of the individual enterprise, or of some subordinate part of it (Brown et al. 2000). Bargaining at the level of the enterprise does not necessarily precede on the basis of formally defined recognition rights. The law does not require a recognition agreement to be in writing. Formal acknowledgement of a union’s rights often amounts to little more than the specification of its role in a grievance or discipline procedure, or giving it a named role in consultation procedures. There may be no written document indicating that a union has negotiation rights on specified issues. Even where a union plays a substantial role of representation and bargaining within an enterprise, there may be few clues to such an entitlement from anything that has been written down. Whether or not anything is written down, the status granted to a union by an employer is not a black-and-white issue. It is, as we see further below, a matter of degree. The depth of trade union recognition granted by an employer depends, in part, upon the scope of bargaining, which is another way of describing the range of issues on which bargaining is permitted (Clegg, 1976). Other aspects of the depth of recognition include the employer’s predisposition to make concessions during collective bargaining, the facilities that are offered to trade unions, the extent to which the bargaining relationship is formalized, and the extent to which the employer communicates with employees other than through union channels. The mere fact that an employer has granted union recognition tells one little about the practical value of that to the trade union in terms of effective collective bargaining. There are various legal concepts of recognition, the meanings of which depend on the purpose they are meant to serve. Recognition may be a passport not just to collective bargaining but to certain statutory rights. If an employer voluntarily recognizes a union, it comes under a statutory obligation to consult representatives of that union before making certain redundancies; where there is a transfer of the undertaking; before contracting-out of the state earnings-related pension scheme; and in relation to health and safety matters (Deakin & Morris, 2001). Recognition also entitles the union to claim disclosure of information for collective bargaining purposes, and entitles union members to time off for certain activities. In these contexts, ‘recognition’ refers to ‘the recognition of the union by an employer, or two or more associated employers, to any extent, for the purposes of collective bargaining’. Collective bargaining is defined as ‘negotiations relating to or connected with’ a range of matters grouped under seven categories and including, inter alia, terms and conditions of employment; the physical conditions of work; engagement; termination; allocation of work; discipline; trade union membership; trade union facilities; and machinery for negotiation or consultation (Trade Union and Labour Relations (Consolidation) Act 1992, s. 78). It is sufficient that the employer negotiated with a union on any one of these matters for the union to be recognized in this sense. With the passage of the 1999 Act, an additional definition of recognition was needed, one which would identify those matters over which the employer would have a duty to bargain. Essentially, this means that the scope of matters over which statutory recognition arises are narrower than the range of matters which the law associates with the practice of voluntary recognition. Thus, the nature of the power relationship between the employer and the trade union will continue to be highly relevant in determining the scope and extent of bargaining, just as it was prior to the coming into force of the new procedure. There are several other respects in which the new statutory right to recognition is tightly circumscribed. In particular, an application for statutory recognition can only be lodged in respect of bargaining units over which there is not, already, a voluntary recognition agreement. More specifically, a union which is, itself, already recognized over any one of ‘pay, hours or holidays’ (emphasis added) (Trade Union and Labour Relations (Consolidation) Act 1992, Sched. A1, para. 35(2) (b)) is apparently barred from bringing a claim for statutory recognition in respect of the relevant bargaining unit. Nor can a union use the statutory procedures to challenge a rival, incumbent union, unless that union is non-independent, and even then, the procedure for statutory derecognition is highly complex (Trade Union and Labour Relations (Consolidation) Act 1992, Sched.  A1, Part VI). At first sight, the new procedure enshrines a right to recognition over pay, hours and holidays for unions which can show that they have majority support in the relevant bargaining unit. On closer inspection, this right is far from universal since it only arises in respect of bargaining units where either no union is recognized or where the matters over which recognition has been conceded do not cover any part of the statutory core of ‘pay, hours and holidays’. Moreover, it is in essence a right to invoke a procedure rather than a right to achieve a particular outcome. An employer can avoid the imposition of a statutory order by making a voluntary agreement at one of a number of stages within the recognition procedure. If this occurs, the union can hold out for bargaining over the statutory core, knowing that, if it can show majority support in a ballot or otherwise, the CAC must grant it a declaration of statutory recognition. However, the content of statutory recognition is then dependent on the remedies which are made available against a recalcitrant employer.

Cultural Diversity in Nursing Essay

Introduction Cultural diversity in nursing is concept that is derived from nursing and other cross-cultural health-related disciplines such as psychology, sociology and anthropology. Culture is simply used to refer to the belief systems held by groups of people in the society. Therefore, cultural diversity is defined as, â€Å"the differences between people based on a shared ideology and valued set of beliefs, norms, customs, and meanings evidenced in a way of life† (Lowe & Archibald, 2009). Culture influences individual’s behavior, perceptions and also interpretations. Therefore, integrating culture in healthcare is critical. This is in efforts to create a healthcare system that is sensitive to the needs of patients. For that reason, this essay focuses on cultural diversity in nursing by looking at the background of the issue, current trends, significance to nursing profession, controversies and strategies for dealing with cultural diversity. Background and Historical Development of Cultural Diversity in Nursing As defined earlier, cultural diversity refers to, â€Å"the differences between people based on a shared ideology and valued set of beliefs, norms, customs, and meanings evidenced in a way of life† (Lowe & Archibald, 2009). In the healthcare system, there are people from different cultural groups. For instance, we have people from different racial groups, ethnicity, tribe, religion and so forth. This includes both the providers and the patients. To a great extent, our culture defines our practice. The concept of cultural diversity in nursing was first established in 1955 by Madeleine Leininger, one of the pioneers of transcultural nursing. As an area of knowledge, cultural diversity in nursing, also known as transcultural nursing, was aimed at equipping nurses with knowledge that  will help them in delivering culturally appropriate nursing care (Lowe & Archibald, 2009). Madeleine Leininger believed in the diversity and universality of cultural care. For that reason, he established transcultural nursing from the year 1955 to 1975. Madeleine refined the concept of transcultural nursing through the â€Å"sunrise model†. The expansion of the concept continued even after 1975 to present. In 1966, the University of Colorado started transcultural nursing courses. The concept was later established internationally in 1983 (Lowe & Archibald, 2009). Current Trends in Cultural Diversity Currently, there are several issues trending in regard to cultural diversity. Among them is the slow and episodic movement towards cultural diversity in nursing. According to Lowe and Archibald (2009) in the article entitled, â€Å"cultural diversity: The intention of nursing,† the nursing profession was since the introduction of cultural diversity in 1986 focused on provision of cultural-sensitive care. The authors express their concern that despite the continued cultural growth witnessed in the country, the same does not reciprocate inn nursing. The progress in nursing towards creating cultural diversity in nursing has been slow and episodic. Hence, there is need to put efforts in order to expand cultural-sensitive practices in nursing. Another trending issue in respect to creation of a cultural diversified healthcare system is promotion of diversity. According to Pilkington, Singh, Prescod and Buettgen (2013) youth mentorship provides an important avenue for promoting cultural diversity. Through mentoring the youth, they will be equipped with relevant knowledge regarding diversity which will result in creation of a society which embraces diversity. Significance of Cultural Diversity Cultural diversity is a crucial concept in healthcare. Our current society is made of people from different ethnic, racial, religious and tribal groups. All these groups have their own culture. It is worth to mention that our culture affects how we interpret information, our perceptions and even  behavior. These aspects of culture make it important in nursing practice. The patient is always the center focus of care. Hence, the nurse is required to be sensitive to the needs of the patient. It is only through consideration of patient needs that the nurse is capable of establishing a strong therapeutic relationship with the patient. Establishing a strong relationship of trust with patients is important in involving the patients fully in their care (Pilkington, Singh, Prescod & Buettgen, 2013). Among the needs of patients are the spiritual needs. Nurses in some cases will handle patients from different faiths. Under such cases, the nurse might not be aware of some of the spiritual needs of these patients. For instance, let us take a Christian nurse and a Muslim patient. Muslims are supposed to pray five times in a day, and cleanse themselves with water every time they visit a washroom. The failure of the nurse to identify such things may hinder creation of trust between the nurse and the patient. In other words, the nurse will fail to deliver culturally-competent care (Lowe & Archibald, 2009). Therefore, providing culturally competent care is important in efforts to increase patient satisfaction, which translates to improved patient outcomes which signify improvement in quality of nursing care. Impact of Cultural Diversity in Nursing Profession The issue of cultural diversity greatly influences nursing profession and professional nursing practice. Nursing as a profession has for many years struggled to be seen as a field which is aimed at providing optimal care to the public. The profession is determined to be viewed in the light of universality, meaning it embraces people from all cultures. Therefore, by integrating cultural diversity, nursing profession will be recognized and respected in all parts of the world (Lowe & Archibald, 2009). In the nursing practice, cultural diversity is paramount. Every healthcare facility and provider is determined to provide patient-centered care. This is due to the fact that among the six goals of healthcare is provision of  patient-centered care. In order to provide patient-centered care, it is important to understand all the needs of the patient. This includes the culture. The nurse should understand what food the patient takes or does not take his or her beliefs and dressing style, among others. By doing so, the nurse will gain the trust from the patient which is important in the care. Eventually, the patient is satisfied with the quality of care which results in improved patient outcomes (Pilkington, Singh, Prescod & Buettgen, 2013). Controversies Related to Nursing Despite the benefits associated with integration of cultural diversity in healthcare, there are some areas of this concept that have brought about some controversies. Some cultural beliefs or practice are in contrary with the goals of healthcare. For instance, there are some people based on their faith who refuse to take any medication or seek conventional treatment. Hence, under such cases there is a controversy on which way to handle the situation (Pilkington, Singh, Prescod & Buettgen, 2013). The other area of controversy is extreme faiths held by some people. In some cultures, some behaviors such as undressing before someone of opposite sex are considered immoral. Hence, when a nurse from an opposite gender s handling such a patient, there is always some controversy. Enhancing Cultural Diversity in Nursing As noted, cultural diversity is critical in nursing practice. Therefore, there is need to embrace this concept. In order to improve the progress towards establishing cultural competence in nursing, it is important to introduce courses on cultural diversity in nurse training curriculum (Pilkington, Singh, Prescod & Buettgen, 2013). Another way of promoting cultural diversity in nursing is through training nurses on the importance having diversity at workplace. In addition, recruitment of nurses from different cultures will help in enhancing diversity in nursing. My Position Personally, I support the establishment of cultural diversity in nursing. My  position is based on the benefits associated with establishment of this concept. Hence, enhancing cultural diversity is crucial in improving the quality of care (Pilkington, Singh, Prescod & Buettgen, 2013). Conclusion In conclusion, cultural diversity refers to â€Å"the differences between people based on a shared ideology and valued set of beliefs, norms, customs, and meanings evidenced in a way of life (Lowe & Archibald, 2009).† Cultural diversity in nursing is important in improving the quality of care. The concept of transcultural nursing was established in 1955 by Madeleine Leininger (Lowe & Archibald, 2009). American Nurses Association adopted the concept of cultural diversity in 1986. Currently, the progress of nursing profession towards establishment of culturally competent care is trending. Establishing a culturally competent nursing care is an important milestone in improving quality of care. References Lowe, J. & Archibald C. (2009).Cultural diversity: The intention of nursing. Nursing Forum Volume 44, No. 1. Pilkington, F., Singh, D., Prescod C. & Buettgen, A. (2013). Inclusive Mosaic: Promoting Diversity in Nursing through Youth Mentorship. International Journal of Nursing Education Scholarship Vol. 10(1): 1–10

Kansas city History museum Research Paper Example | Topics and Well Written Essays - 1500 words - 1

Kansas city History museum - Research Paper Example what was formerly the Conservatory, the Carriage House where the previous owner’s daughter Loula Long Combs displayed her trophies from being a famous equestrienne, and the Corinthian Hall, which is a four-story residence housing seventy rooms. At present, both the Carriage House and Corinthian Hall are closed to the public for renovation (Leathem nd Smith 8). Still, even if there are active renovations going on, the site is still open daily to accept visitors. Visitors need only go to the Museum Visitor Center so the museum can provide guides for visitors who are knowledgeable in the history of Kansas City and the family background of the previous owners of the land. At the StoryTarium, there is frequent showing of films with historical value, like Bad Blood, which is a classic pre-Civil war film.  Around the museum property, there are colorful informational sections showing the expected outcome of the renovations being done at the Carriage House and the Corinthian Hall. There are regular picnickers who frequent the place to stay at the open areas and just enjoy the sight of Kansas City’s cityscape. The long’s residence was completed in 1910 and the family lived there for 24 years. Robert Long’s two daughters were already married and living in separate homes, while his wife died in 1928. When Robert Long passed away in 1934, a two-day auction was held. After that, nobody occupied the house until five years later when the Kansas City Museum Association formed the museum in 1939 and held its grand opening in May 1940. Kansas City earned the property’s title in 1948, and in 1967, tax collection was established to fund the museum’s operations. In 1980, the property was listed under the National Register of Historic Places. The museum’s staff is comprised mostly of dedicated individual volunteers of the Musettes and the Women’s Division. They worked tirelessly in education, fundraising, exhibits, and collection development either on-site or within the

Globalisation and Identity Crisis Essay Example | Topics and Well Written Essays - 2750 words

Globalisation and Identity Crisis - Essay Example However, according to me it has gained momentum in the past couple of decades due to the advancement of technology and evolution of the ways of communication especially the role of the media. Since its mere existence, it has provoked controversies and debates all across the world. Some people are true proponents of this philosophy and they have various reasons for their beliefs, for instance, they believe that it has accelerated the sharing of information and transfer of knowledge from one pole of the world to the other. On the other hand, there are people who view this phenomenon with suspicion and see it as a method by which the developed countries are reaping the poor ones of their valuable resources. Some claim that this is the modern form of barbarism that the British practiced in the subcontinent and many other parts of the world in the 19th century. This essay is written to discuss both sides of the coin and to evaluate the effects of globalization with facts and figures. We w ill separate on this work into three parts to see the holistic picture and be able to evaluate it in a better way. These three divisions will be as follows: Individual, micro level and macro level. Examples will also be given at each level to support the point of view presented. In the end, there will be a brief conclusion to sum up our finding and to express my own opinion this particular topic. Individual Level Under this heading, we will discuss both the advantages and disadvantages that are there for a simple citizen from the advance of globalization. I will also share some of my personal opinions and view points with regards to globalization and its influence on students such as me. The aspects of globalization are important to touch base with because these bring to surface the necessary pointers which will mean success for the sake of the business. My viewpoints are based on the understanding that customers need to move ahead with the passage of time, and for that their expans ion is a must (Harvey, 2005). This will ensure that they grow and develop their own selves and thus the organizations that they are reporting to, be it an institution of global repute or simply a street business that they have come to be a part of. 1. Individuals as Customers: Globalization has tremendously increased the options that an individual has. He can obtain any good from any part of the world. Online shopping is just an example of this aspect of globalization. Also as discussed later in this essay globalization also results in healthy competition which in turn provides the customers with improved product and services. For instance, when I go online I even have the option of purchasing from Monsoon which is a Bangladeshi brand. It is a wonderful opportunity for me to view what new products and brands are available online and how I am able to make the best use of these brands for my own benefit. 2. Knowledge Workers: All the universities’ curricula now include a course on global management and cultural diversity. This is due to the global challenges that the current workforce has to face inevitably. This is an interesting challenge for the global savvy individuals and a hurdle for ethnocentric ones. The outlook is made more global with each passing day which helps the people to grow beyond their means and gives them an opportunity to look at areas where they have still not paid any heed as such. The knowledge workers help the

Reading Respond#3 Essay Example | Topics and Well Written Essays - 250 words

Reading Respond#3 - Essay Example U.S, and of the armed forces of the numerous states, when given the actual service of America and commission all the service personnel of the United States (The Founders Constitution 1). The separation of war powers within the U.S Constitution does not appear so uncertain. While the President is given some exclusive authorities (Straub 1-2), the immensity of the authority to take the country to war depends on Congress (Kinkopf 2). According to U.S. Constitution, there is separation of powers of war. With Congress having the power to proclaim war, select and sustain the armed forces, and manage war funding (Article I, Section 8). At the time the Constitution was outlined (Kinkopf 2), the framers evaluated the singular willpower of the Executive against the Legislature’s consultative function, whose components would ultimately carry the cost of battle (The Founders Constitution 1). The ultimate responsibility for any military engagement is held by the congress. This is clear as it is supported by the Supreme Court. The Supreme Court has been fast to remind the people that, where overlaps in the authorities given by the Constitution prevail, reverence goes to Congress. This is a clear declaration of Supreme Court that when Congress, acting in the vast aspects of overlapping authority, tells the President no, the President ought to comply (Kinkopf 2). Straub, Steve. Alexander Hamilton, Federalist Paper #69, On Command of the Army and Navy. On March 21, 2011. Accessed from

The Importance of Safety and Security in Private Business Research Paper

The Importance of Safety and Security in Private Business - Research Paper Example Security concerns associated to criminalities and terrorism must be dealt in coordination and collaboration with police authorities and with the local government where a company is operating (Krieger & Meierrieks, 2008). Open collaboration with the police enforcement will augment business internal security problem by being updated on domestic security threats and by installing security cameras within the establishment to monitor the movement of customers within the company (Krieger & Meierrieks, 2008). Hiring security personnel will also help manage, monitor and prevent the potential security risks that may come in. Part of the corporate contingency would be to equip its human resources of knowledge on how to respond in case of terrorism or in the case of criminal intrusion within the vicinity (Krieger & Meierrieks, 2008). They should also be educated on how to be resilient and to be able to provide first aid medication in cases when staff is wounded or become the subject of a sad cr itical condition. As most companies use information technology for business competitive leveraging and to interact with customers or potential business partners, it’s essential that the management must have deep knowledge of the asymmetrical threat posed by cyber-attacks and the inherent vulnerabilities of cyberspace (from security risk) (Petrescu & Popescu, 2011). The company must have high-security measures for its web-based database and its IT experts must at all times be kept updated of threats posed by unscrupulous hackers. Considering the seriousness of cyber threats, imperative security measures and solutions must be comprehensively optimized in the use of information technology and be embedded also in a broad and sophisticated cyber security culture (Petrescu et.al., 2011). Companies must have contingent measures too for coherent information security policies in cooperation or collaboration with skilled public and private cyber security agents as a corporate