According to the Bureau of Labor Statistics, we spend about 2,000 hours per year at work. This being the case, wouldn’t it be great if we could not only rely on our work as a source of income but also as a source of genuine happiness?  Sound improbable? Well, actually, it’s an achievable goal and many are attaining it. Here are some suggestions:

Change your thinking. As human beings, we very quickly become sensitized to things that annoy and bother us. Thus, we tend to go through life focusing on the negatives. This is certainly easy to do in the workplace where we are subjected to all sorts of people with different habits, outlooks and lifestyles. But Inc. Magazine contributor Geoffrey James suggests in the 1/30/12 issue that we ask ourselves two critical questions about our work: 1) What has to happen for me to be happy? and 2) What has to happen for me to be unhappy?  If your responses to the second question outnumber your responses to the first question, you’ve created a system in your head that guarantees unhappiness. Isn’t it far better to simply accept that there are going to be stressors and frustrations at work but that you are going to focus on the things at work from which you derive genuine pleasure? For example, genuine friendships and a sense of accomplishment. James recounts, “I once worked with a guy who was always angry at the people he worked with. The moment anything didn’t go the way he thought it should go, he’d be screaming in somebody’s face. He was making everyone around him miserable – but just as importantly, he was making himself miserable because just about anything set him off.”

Change your vocabulary: In the 2/13/12 issue of Inc. Magazine, James suggests that the words we use actually shape our perceptions:

1. Stop using negative phrases such as “I can’t,” It’s impossible,” or “This won’t work.” Such statements program your mind to look for negative results.

2. When asked “How are you?” respond with “Terrific!” rather than a depressing “OK” or “Getting by.”

3. Stop complaining about things over which you have no control. This only serves to depress you and those around you.

4. Stop griping about your personal problems and illnesses. What good does it do, other than further depress you and everyone else?

5. Substitute neutral words for emotionally loaded ones. Rather than saying, “I’m enraged!” say “I’ve got a real challenge!”

6. Expunge profanity and obscenity from your vocabulary. Such words incite and spread negative emotions.

Since nearly 30% of our lives are spent at work, why not make the workplace a happy place?

“By taking advantage of the error,” the report cites, “the attackers were able to bypass the perimeter-, network- and application-level security controls that IT administrators had put in place to protect the data on the server.”

It would seem this kind of mistake would be rare (and easily avoidable) for such an enterprise, but analysts continue to find that weak passwords are surprisingly common.

The report goes on to cite another large enterprise guilty of using weak or reusable passwords, mentioning the results of a recent information security audit at a power company that showed that 11 of its servers were at risk for such attacks.

Furthermore, “An attack on the U.S. Chamber of Commerce by Chinese hackers and a compromise of the open-source WineHQ database last year are also believed to have originated with compromised administrator accounts,” the report cites.

Knowledge-based authentication (KBA) mechanisms, which prompt an answer for an easy-to-guess security question—such as a first pet’s name or the name of a favorite movie—aren’t particularly helpful in preventing data breaches, either.

One of the most important measures companies can take to ramp up their security is to raise the bar for passwords and authentication mechanisms, the report finds, calling for “safety interlocks” in the process, similar to having to “shift gears” between “Park” and “Drive.”

Although the problem facing companies is a complex one, such as managing multiple passwords across different accounts or within various personnel, enterprises need to evaluate the ongoing risk they face.

The key takeaway: “At this stage of the IT game, there is really no excuse for using default passwords.”

Learn how LTI provides information security here, or contact us today.

When we hear the term “ethics” used in reference to the workplace, most of us think about behaviors made at the corporate level. But each of us makes little decisions from time to time—decisions that test our honesty and integrity even if they don’t seem to. If you agree that “character is determined by what you do when no one is watching,” then consider some examples from the fictitious XYZ Company and think about what you would do.

Use the company copy machine for a noble but non business purpose?
Joe is on the publicity committee of a local charity that is embarking on a fund raising project and uses the company’s copy machine and paper to reproduce fliers for this good cause. The company has a firm policy against using the copy machine for non business purposes. Yet, Joe figures that since the copies are for a worthy cause and not personal gain, it’s OK. What would you do?

Punch in without coming in right away?
Employees are required to “punch in” at 7:00 a.m. each day. Eddie’s wife drives him to work and Eddie will occasionally punch the time clock at 7:00 a.m. then go back to sit in the car with his wife for a few minutes. Eddie believes that since he works harder than most other employees in his department, he is justified in what he does. What would you do?

Be silent in the face of misconduct by others?
New hires in Phil’s department are frequently subjected to humiliating treatment by their co-workers. Phil doesn’t participate in this hazing behavior, nor does he feel particularly compelled to intervene, since it’s a longtime “tradition.” What would you do?

Remain silent when a helpful manager is criticized?
After work, Sarah will sometimes socialize with her co-workers from the IT department. The topic of conversation is usually the IT manager, who the co-workers “bash and trash.” This manager has been very supportive of Sarah and demonstrated great patience when she was new to the job. While somewhat uncomfortable with the conversation, Sarah nonetheless does not defend her manager, figuring that what is being said constitutes “free speech.” What would you do?

In each of the fictitious examples above, the employees can present compelling defenses for their actions. The larger point is that all of us will inevitably arrive at an ethical “crossroads” in our workplaces. First, consider, “Does my employer address this behavior in an official policy statement?” If not, we must rely on an inner compass. The question will then be, “What should I do?” Author Lindsay Swinton suggests in her blog that we consider the following to determine which road to take: “Could you comfortably explain your decision to your mother? To the man on the street? On television? If not, you may have to re-think your decision before taking action.”

The new facility is reportedly more than five times the size of the U.S. Capitol and costs $2 billion. The site’s main focus is “collecting and analyzing data flowing from emails, phone calls, receipts, and other sources,” cites a recent report. The NSA will also now be able to store much more data than before, a necessary move given data’s recent growth. According to a 2007 DOD report, “the Pentagon is attempting to expand its worldwide communications network, known as the Global Information Grid, to handle yottabytes (1024 bytes) of data.”

According to a former NSA crypto-mathematician, the agency “has intercepted roughly between 15 to 20 trillion ‘communications’ since the 9/11 attacks.” These communications include anything and everything from financial transactions and travel plans to emails and phone calls. Of course, much of this data is encrypted, hence the need to extract the data with the use of supercomputing.

“To extract the information,” the report says, “the NSA had to employ brute force algorithms, and that require[s] a lot of computing power.”

Indeed, as data continues to grow, the need for high performance computing remains paramount. To learn more about LTI’s HPC capabilities, click here or contact us today.

Another important topic was the use of analyzing big data to help create new security models. “Sophisticated break-ins require data analysis at a level not previously seen in the security industry,” Lundquist wrote.

With the increase in sophisticated attacks, companies should be aware that hackers (which now include individual hackers, organized criminal groups, hackers with a political agenda and hackers financed and trained by nation states) are focusing on intellectual property.

Advanced persistent threats were also discussed, as “under the radar” APTs, which happen over time and don’t immediately set off alarms, need to be better dealt with.

As the level of sophistication increases, so too must the security, and tiered security was a big point in the conference. Lundquist suggested (though he recognized the grand scope of the undertaking) that companies carefully “scrutinize their assets and lock them down within security levels depending on value and need for access.”

The RSA Conference made it clear that information security needs to evolve to keep companies and their intellectual properties safe in the years to come. To find out how LTI does security, click here or contact us today.

We can choose our friends, but we really can’t choose our co-workers. So inevitably most of us will discover a co-worker whose attitude or personality is strikingly different from our own. It’s easy and enjoyable to work with individuals whom we like and can “connect with.” But it can be a real challenge to work side by side with someone whose outlook or values seem alien! Vivian Scott, a professional mediator and author of Conflict Resolution at Work for Dummies, suggests nine perspectives that will reduce the likelihood of an ugly blow-up at work:

Your future: Most of us value our jobs as the vital link to economic security and a better future. Remembering this will help you look beyond the current situation and resist workplace conflict that can jeopardize job security.

Your perspective: It’s easy to get so wrapped up in on-going workplace conflict that you lose all perspective of the situation. Maybe you can detach from the daily drama and try to neutralize your personal negativity.

Your responses: You can’t control another’s actions, thoughts or feelings. But you have the power to control your own responses. Can you monitor the way you react and try to keep calm realizing that an aggressive response will not solve the problem, only make you look silly?!

Your investment: Consider how long you’ve lived with this conflict and how much effort you are putting into it. In order to reduce your stress and emotional pain, reduce your investment in the conflict. Spend less time thinking about it, talking about it and engaging in it.

Your role in the conflict: As tough as it is to admit, you probably have some responsibility in the conflict. Ask yourself, “What have I said or done—or not said or done—that has kept this conflict going?”

Your energy: Changing where you focus your energy can greatly diminish the conflict. Instead of putting 110% into “winning” the conflict, let it go and shift the focus to your work, your health and your family.

Your own story: When you read a good book, you create a movie in your head. With workplace conflict, you can do the same by choosing how to depict the scene to yourself or others. You don’t have to be the angry victim. You can be the cool-headed adult!

Your emotions: You can allow negative emotions to escalate—and make you increasingly miserable—or you can find a way to purge them. Calling your Employee Assistance Program to ventilate and examine your emotions with a professional counselor is a great way of reducing emotional pain.

Your character: When you find yourself saying, “He makes me so angry that I react like a jerk,” you are surrendering control of your moral fiber to that other person. Better to take personal responsibility and not give the other person the power to make you behave in a way that is unbecoming, embarrassing or dishonorable.

Receiving prime billing will be NAND flash, the report finds. “From data centers, where solid state drives (SSDs) sit alongside SAS and SATA hard drives, to NAND flash-based handheld devices, flash memory is proliferating in both corporate and consumer industries,” it explains.

According to new data from a research firm, worldwide solid-state storage industry revenue hit $5 billion in 2011, up 105% from the $2.4 billion mark in 2010. This trend is expected to expand further in 2012, and beyond.

From storage to security (of the cyber variety), 2012 might just mark a turning point in how information technology affects not just corporations, but consumers as well.

The President Takes on Cybersecurity
During the President’s State of the Union address, President Obama spoke of ramping up cybersecurity laws “to stay one step ahead of our adversaries.” Now the Obama administration is pressing for Congress to pass cybersecurity legislation in 2012 which would give officials the authority they need to combat “growing and increasingly sophisticated cyberthreats,” a recent report cites. Of concern are the outdated laws surrounding cybersecurity, which congress has “dragged its feet” in modernizing.

“Laws authorizing collaboration with the private sector—which the feds already are engaged in—are a key part of the proposal,” the report notes. Other parts of the plan place cybersecurity authority in the hands of the Department of Homeland Security and address data breaches and privacy protections. Companies would share cyberthreat information with the DHS, and they’d have the option of receiving critical needs from the federal agency, if necessary.

Many employees have a vague or murky awareness of what constitutes sexual harassment in the workplace. Others worry that they might inadvertently say or do something that will trigger a formal charge against them. But in reality, it is not difficult to steer clear of charges of sexual harassment by dispelling some major myths:

• Sexual harassment is always about how men treat women – NOT TRUE! In addition to how men treat women, the rules also apply to how women treat men; how men treat other men and how women treat other women.

• Charges of sexual harassment cannot be made toward an individual whose intentions were just to be “funny” – NOT TRUE! It is the perception of the behavior that counts. Since we cannot control another’s perceptions, it makes good sense to avoid making statements or gestures which could be perceived as offensive and unwelcome. Even though the goal may be to entertain, it is impossible to predict how another employee might react. Many have painful memories or personal values that can trigger an extremely negative reaction when confronted by such “humor.”

• Allegations of workplace sexual harassment always stem from verbal statements or physical actions – NOT TRUE! In addition to these, workplace harassment can involve obscene or provocative gestures, staring, leering or mimicking behaviors. It can include graphic and written items such as pictures, text, e-mail or instant messages that could be potentially perceived as offensive.

• As long as everyone is laughing, one can assume that no harassment is taking place – NOT TRUE! Smiling faces are definitely not the litmus test for determining if a behavior or joke constitutes sexual harassment. Some co-workers may be laughing “on the outside” while truly experiencing disgust “on the inside.”

• Once an employee has “slipped” and said or done something potentially offensive, there is nothing he/she can do except wait and see if someone lodges a complaint -Definitely NOT TRUE! A sincere, heartfelt and timely apology can very often undo any harm that has been done.

• We as bystanders can do nothing to stop sexual harassment when we see it occurring – Again, NOT TRUE! If you receive a suggestive e-mail from a co-worker, you can diplomatically inform him or her that the message could be offensive to others. Or if you “catch” a co-worker in the act of telling an off-color, sexually charged joke or story, you might think about a way to discourage or dissuade him or her from continuing. Example: “Joe, can I interrupt and ask you to help me with something?” While this may seem somewhat intrusive, you are actually saving your co-worker as well as his “audience” from a world of serious grief!

When an allegation of workplace sexual harassment occurs, it is extremely important not to publicly comment, theorize or discuss the situation with your co-workers. You could be ensnared into a charge of defamation or retaliation for making comments that are derogatory toward the alleged perpetrator or the victim. If you feel you have personally been harassed, consult your employee handbook or company policy to determine where to report your experience.

In the past two years alone, government agencies, Fortune 500 companies and other institutions have all had sensitive data stolen from them due to the increased malware-based attacks. Security professionals are warning more attacks are highly likely in 2012 and the years ahead.

Experts point to two recent, shockingly sophisticated (and possibly related) malware threats, Stuxnet and Duqu, as possible harbingers of things to come. Stuxnet’s “multipronged approach” and its use of vulnerabilities are believed to have set back Iran’s nuclear program by a few years, while Duqu acts as a Trojan that gathers information useful in attacking industrial control systems.

Despite the possibility of escalating cyberconflicts and retaliation, the report advices that companies and governments “should be more worried about cyber-espionage attacks that use simpler data exfiltration tools,” essentially “unsophisticated, yet effective, pieces of malware” known in the security industry as Advanced Persistent Threats (APTs).

The number of APT threats is also expected to increase in 2012, prompting industry professionals to recommend better employee training and more effective protection technologies. Regarding the more sophisticated malware like Stuxnet and Duqu, the report calls for more vigilance and a plan of action once a significantly sophisticated threat is recognized.

To learn more about LTI’s Information Security services, click here, or contact us today.

In the months following the sudden death of singer Amy Winehouse, speculation focused on the likelihood of a drug overdose. However, a coroner’s inquest revealed that the 27-year-old died from an acute alcohol overdose. Her BAC at autopsy was over five times the legal limit for driving in the U.K. —well into the danger zone where fatal alcohol poisoning can occur. The toxicology report indicated no illegal substances were found in her system; however, police noted the presence of two empty vodka bottles near her body.

The take-away lesson from this tragic event is that alcohol is a legal beverage that poses no imminent danger to millions whose use can be characterized as moderate and responsible. However, alcohol overuse can have severe consequences. For example, the Centers for Disease Control cites the following research:

• Genetic mutations
  The membranes of cells are easily penetrated by alcohol and mutations can occur within the DNA of gene cells with prolonged alcohol use. In addition, heavy alcohol consumption can contribute to the spread of internal cancer because it promotes accelerated cell division and growth.
• Weakened immune systems
  Excessive alcohol intake significantly reduces the body’s ability to ward off disease by hindering the production of healthy white blood cells, while limiting the capacity of lymphocytes to kill bacteria. In addition, high alcohol intake depletes the nutrients necessary to strengthen and maintain the immune system.
• Hormone related cancers
  According to CDC research, a woman’s risk for the development of breast cancer tumors increases with excessive alcohol ingestion. Cancerous cells in the breast feed off estrogen and alcohol triggers increased estrogen levels.
• Enhancing carcinogens
  Researchers believe that abusive drinking tends to amplify the growth and strength of cancerous cells especially in the esophagus, mouth and larynx.
• Birth defects
  The CDC has stated that fetal exposure to alcohol is one of the main preventable causes of birth defects and developmental abnormalities. According to CDC statistics, as many as one in thirty pregnant women drink excessively or binge drink during pregnancy.

Apart from the physical destruction to one’s body resulting from alcohol overuse, writer Christopher Solomon in MSN Money (3/22/11) refers to DUI as “the $10,000 ride home” by tallying the average cost of bail, fines, penalties, court costs, towing fees and increased insurance premiums on a state by state basis.

If you are concerned about your alcohol consumption and would like to discuss it with a professional counselor in a dignified and nonjudgmental manner, please give some thought to contacting your EAP today! Remember that all conversations with the EAP are protected under federal HIPAA regulations.