[Name] (Please remove the instructions below before submitting) I am interested to know how long it took you to complete this lab. You are not required to provide this information, but it would be very helpful for me to understand the burden of labor I’m placing on students with this lab. I assure you that your time-to-complete will not have ANY impact on your grade—even if it took you 4 minutes or 4 hours, I just want an honest understanding of how long it takes. Time to complete this lab was:_______ Module 5 Lab 1. Analysis of a Telnet Session Hijack After reading the instructions for this lab, please compose a 300-word narrative here about your understanding of the telnet session hijack. No screen shot required for this one. Some students think this is the most boring lab in the class, but I disagree, I think the concepts that we explore here are really important even if the lab leaves a little something to be desired in the hands-on department. :-) As a reminder, your narrative is not intended to be a book report/article report. No quotation is allowed in your narrative and plagiarism is certainly not allowed. Please note that 300 words is the minimum, therefore, please do not submit work less than 300 words. I don’t like to be a stickler about this but requiring a minimum word count is one way I maintain the minimum expectation for depth of description/understanding of the subject matter. 2. Paros After reading the instructions for this lab, please compose a 300-word narrative here about your understanding of Paros and session hijacking. Include a screen shot that shows your sniffing as Appendix A below. Your screen shot needs to include the date/time and something in the shot that demonstrates you are using your own computer to complete the lab. This is seriously my favorite lab in the entire class--I hope you enjoy it too. As a reminder, your narrative is not intended to be a book report/article report. No quotation is allowed in your narrative and plagiarism is certainly not allowed. Please note that 300 words is the minimum, therefore, please do not submit work less than 300 words. I don’t like to be a stickler about this but requiring a minimum word count is one way I maintain the minimum expectation for depth of description/understanding of the subject matter. Appendix A Malallah Hashim Malallah Money as the Ultimate Motivator for Employees It is worth noting that motivation has numerous features that make employees uniquely different when performing their daily tasks in their respective organizations. Undeniably, motivation is a psychological phenomenon which converts abilities into performance. It can therefore be seen to be goal-oriented. Many times motivation is positive when it is monetary in nature. It is good to delve into the literature that dissects the topic money as the ultimate motivator for employees. The literature is drawn from various valid and credible sources that shed a lot of light i.

1. [Name]
(Please remove the instructions below before submitting)
I am interested to know how long it took you to complete this
lab. You are not required to provide this information, but it
would be very helpful for me to understand the burden of labor
I’m placing on students with this lab. I assure you that your
time-to-complete will not have ANY impact on your grade—
even if it took you 4 minutes or 4 hours, I just want an honest
understanding of how long it takes.
Time to complete this lab was:_______
Module 5 Lab
1. Analysis of a Telnet Session Hijack
After reading the instructions for this lab, please compose a
300-word narrative here about your understanding of the telnet
session hijack. No screen shot required for this one. Some
students think this is the most boring lab in the class, but I
disagree, I think the concepts that we explore here are really
important even if the lab leaves a little something to be desired
in the hands-on department. :-)
As a reminder, your narrative is not intended to be a book
report/article report. No quotation is allowed in your narrative
and plagiarism is certainly not allowed. Please note that 300
words is the minimum, therefore, please do not submit work less
than 300 words. I don’t like to be a stickler about this but
requiring a minimum word count is one way I maintain the
minimum expectation for depth of description/understanding of
the subject matter.

2. 2. Paros
After reading the instructions for this lab, please compose a
300-word narrative here about your understanding of Paros and
session hijacking. Include a screen shot that shows your sniffing
as Appendix A below. Your screen shot needs to include the
date/time and something in the shot that demonstrates you are
using your own computer to complete the lab. This is seriously
my favorite lab in the entire class--I hope you enjoy it too.
As a reminder, your narrative is not intended to be a book
report/article report. No quotation is allowed in your narrative
and plagiarism is certainly not allowed. Please note that 300
words is the minimum, therefore, please do not submit work less
than 300 words. I don’t like to be a stickler about this but
requiring a minimum word count is one way I maintain the
minimum expectation for depth of description/understanding of
the subject matter.
Appendix A
Malallah
Hashim Malallah
Money as the Ultimate Motivator for Employees
It is worth noting that motivation has numerous features that
make employees uniquely different when performing their daily
tasks in their respective organizations. Undeniably, motivation
is a psychological phenomenon which converts abilities into
performance. It can therefore be seen to be goal-oriented. Many
times motivation is positive when it is monetary in nature. It is
good to delve into the literature that dissects the topic money as

3. the ultimate motivator for employees. The literature is drawn
from various valid and credible sources that shed a lot of light
in light of the topic drawn from various search engines like
google scholar being but an example.
Motivation in the workplace can be defined as the processes
that account for employees’ intensity, direction, and persistence
of effort toward attaining individual and organizational goals.
Motivation stimulates, inspires, encourages and impels
employees to take the required action. This therefore means that
motivation is the “dynamic of behavior”. In this regard, money
has been identified as an effective, powerful and simple
motivator. Imperatively, money talks, it talks loudly and even
clearly. Theoretically, most if not all workers are motivated
primarily by the need for money. Therefore, if organizations
want to get the most out of their workforce, money whether as
salaries, wages or bonuses must be involved to motivate them as
noted by Lyons (2007).
In this regard, Tthere are numerous studies that have been asked
byconducted by researchers and business people alike, regarding
money as a motivator of employees. Some have asked how
important salary/wages is in motivating employees. Others have
sought to know to what extent money is a primary motivator in
the workplace. Moreover, questions have also been asked on
whether money make jobs more enjoyable and makes worker
engaged or not. There is also a theoretical underpinning by
Herzberg and Taylor's that money is among the great motivators
for employees and workers.
According to Stunkel, and Grady (2011), motivated individuals
stay with a task long enough to achieve their goal. They also
assert that the objective of motivation is to create conditions in
which workers are willing to work with zeal, initiative, interest,
and enthusiasm. Monetary motivation creates conditions in
which workers work with a sense of responsibility, loyalty,
discipline and with pride and confidence so that the goals of an
organization are achieved effectively. There are numerous
arguments that have been put forward alluding that money is not

4. enough to motivate employees as noted by Meudell, and
Rodham (1998). Fischer, Malycha, and Schafmann (2019) on
their part are of the opinion that, while many people argue
nevertheless that money is a primary motivator, others think
that money is not a motivator as they believe that there are
bigger more sustaining motivators than money
Mitchell, and Mickel, (1999) however believe that this a double
standard argument given that those who argue so do not realize
that they have bills to pay. They query the essence of people
seeking employment in the first place if they are not motivated
by the pull factor of money in the form of bonuses, salaries and
wages to settle their bills. It is worth noting that money cannot
be overlooked as a motivator. It is a representative of many
things including status and power. Well remunerated with
money one gains an achieved status of being the highest paid
and this comes with power. It is therefore justified to assert that
money is the ultimate motivator in the workplace.
Mitchell, and Mickel go further to defend their argument noting
that there are numerous reasons that money is important to
employees. It is the only urgent means of achieving a minimum
standard of living. It is the same money from remuneration
salaries or wages that can get employees higher in standards of
living as they become more affluent. It is also imperative that
employees can be motivated if money is used to add more staff
in areas where there are additional responsibilities. It does not
necessarily mean that people must be given the money to be
motivated. When money is used by most kinds of businesses and
enterprises as a means of keeping the businesses adequately
staffed there is an overall increase in motivation among the
employees (Mitchell, & Mickel, 1999).
According to Mitchell, and Mickel, there is no doubt
that money is not only a motivator but a great motivator. It
cannot be taken away from the equation of work and
remuneration. It must be part of the equation. Otherwise, why
else would people wake up or move from their comfort to go to
work and be strained and exhausted. This therefore justifies that

5. money rises above every other motivation of working.
It is undeniable that the topic of “money as a motivator” has
drawn attention from numerous quarters of workers. There is a
self-evidence and fact that money motivates and extra money
motivates people to work extra hard as Stajkovic, and Luthans
(2001) note in their journal. They allude that it is natural for
workers to compete in the workplace something also noted by
Singh (2016). Undeniably, when workers are rewarded with
money for better work, then productivity and standards are
raised. While it has not always been wise or possible to promote
all workers, money has been used as an equitable and very
acceptable way to reward them. Importantly, money being a
motivator is also viewed as a generalized reinforce. It is always
acceptable to all people everywhere and at all times.
All these authors save for Meudell and Rodham are in support
that what leads to pay satisfaction among workers is
comparative salary in monetary terms as opposed to mere
absolute salary. When workers pay or salary goes up
dramatically, and that of their comparison group, does not
change, there is change in workers’ behavior regarding work.
Moreover, in regards to performance-related pay, when workers
are paid what they believe is equitable and fair, they become
highly motivated. Money however with the smallest differential
can have a great effect in motivating workers.
Further, Singh (2016) in the journal “The impact of intrinsic
and extrinsic motivators on employee engagement in
information organizations” asserts that, it would be naïve and
detrimental for an organization to motivate employees
differently with some being given other non-monetary
incentives while others are given more monetary incentives. For
the employees to feel that they are treated equally and fairly,
they must see comparable levels or nearly the same
compensation being given to them as noted by. Undeniably,
many employees usually evaluate their compensation in light of
what the others in equal positions or with the same
responsibilities receive.

6. Singh goes on to say that it would not augur well if money is
not taken or viewed as an effective motivator. Employees in
various positions, even though at a similar level can only be
motivated if they are given salaries and bonuses that reflect
their individual performance. Doing otherwise will not buy
motivation from the employees. It is therefore evident that
money is the ultimate employees’ motivator in organizations
and businesses as most of these authors allude.
It is no doubt that the problem related to organizational
behavior of performance-related pay has seen fights by workers
to get more compensation. As noted earlier, with or without
evidence, when workers are not being paid equitably and fairly,
they become demotivated. In this regard, money in the form of
wages and salaries would help motivate employees as it will
eliminate the unfairness of the wage system within
organizations.
In concluding this literature review, money has been noted by
many authors to be a motivator that makes the employees to
perform effectively for their employers. This therefore supports
the Herzberg and Taylor's Theory of money as a motivator for
employees and workers in different businesses or organizations.
Hashim,
Overall this is a great start. However, you are missing two
pieces of information: 1) a discussion of how you completed
your literature review research and 2) a discussion about how
(or if) you would study this issue further. If you include these
two pieces of information, you should do well on this
assignment. Additionally, please see the file posted on Canvas
called “Proper Paper Formatting” to ensure that you are meeting
formatting requirements.

7. References
Fischer, C., Malycha, C. P., & Schafmann, E. (2019). The
Influence of Intrinsic Motivation and Synergistic Extrinsic
Motivators on Creativity and Innovation. Frontiers in
Psychology, 10.
Lyons, R. G. (2007). Towards a theory of work satisfaction: An
examination of Karl Marx and Frederick Herzberg. Journal of
Thought, 42(3-4), 105-113.
Meudell, K., & Rodham, K. (1998). Money isn’t everything… or
is it? A preliminary research study into money as a motivator
in the licensed house sector. International Journal of
Contemporary Hospitality Management, 10(4), 128-132.
Mitchell, T. R., & Mickel, A. E. (1999). The meaning of money:
An individual-difference perspective. Academy of management
review, 24(3), 568-578.
Singh, R. (2016). The impact of intrinsic and extrinsic
motivators on employee engagement in information
organizations. Journal of Education for Library and Information
Science, 57(2), 197-206.
Stajkovic, A. D., & Luthans, F. (2001). Differential effects of
incentive motivators on work performance. Academy of
management journal, 44(3), 580-590.
Stunkel, L., & Grady, C. (2011). More than the money: a review
of the literature examining healthy volunteer
motivations. Contemporary clinical trials, 32(3), 342-352.

8. Malallah 1
Hashim Malallah
Money as the Ultimate Motivator for Employees
It is worth noting that motivation has numerous features that
make employees uniquely
different when performing their daily tasks in their respective
organizations. Undeniably,
motivation is a psychological phenomenon which converts
abilities into performance. It can
therefore be seen to be goal-oriented. Many times motivation is
positive when it is monetary in
nature. It is good to delve into the literature that dissects the
topic money as the ultimate motivator
for employees. The literature is drawn from various valid and
credible sources that shed a lot of
light in light of the topic drawn from various search engines
like google scholar being but an
example.
Motivation in the workplace can be defined as the processes

9. that account for employees’
intensity, direction, and persistence of effort toward attaining
individual and organizational goals.
Motivation stimulates, inspires, encourages and impels
employees to take the required action. This
therefore means that motivation is the “dynamic of behavior”.
In this regard, money has been
identified as an effective, powerful and simple motivator.
Imperatively, money talks, it talks loudly
and even clearly. Theoretically, most if not all workers are
motivated primarily by the need
for money. Therefore, if organizations want to get the most out
of their workforce, money whether
as salaries, wages or bonuses must be involved to motivate them
as noted by Lyons (2007).
In this regard, Tthere are numerous studies that have been asked
byconducted by
researchers and business people alike, regarding money as a
motivator of employees. Some have
asked how important salary/wages is in motivating employees.
Others have sought to know to
what extent money is a primary motivator in the workplace.
Moreover, questions have also been
Formatted: Not Different first page header

10. Malallah 2
asked on whether money make jobs more enjoyable and makes
worker engaged or not. There is
also a theoretical underpinning by Herzberg and Taylor's that
money is among the great motivators
for employees and workers.
According to Stunkel, and Grady (2011), motivated individuals
stay with a task long
enough to achieve their goal. They also assert that the objective
of motivation is to create
conditions in which workers are willing to work with zeal,
initiative, interest, and enthusiasm.
Monetary motivation creates conditions in which workers work
with a sense of responsibility,
loyalty, discipline and with pride and confidence so that the
goals of an organization are achieved
effectively. There are numerous arguments that have been put
forward alluding that money is not
enough to motivate employees as noted by Meudell, and
Rodham (1998). Fischer, Malycha, and
Schafmann (2019) on their part are of the opinion that, while

11. many people argue nevertheless that
money is a primary motivator, others think that money is not a
motivator as they believe that there
are bigger more sustaining motivators than money
Mitchell, and Mickel, (1999) however believe that this a double
standard argument given
that those who argue so do not realize that they have bills to
pay. They query the essence of people
seeking employment in the first place if they are not motivated
by the pull factor of money in the
form of bonuses, salaries and wages to settle their bills. It is
worth noting that money cannot be
overlooked as a motivator. It is a representative of many things
including status and power. Well
remunerated with money one gains an achieved status of being
the highest paid and this comes
with power. It is therefore justified to assert that money is the
ultimate motivator in the workplace.
Mitchell, and Mickel go further to defend their argument noting
that there are numerous
reasons that money is important to employees. It is the only
urgent means of achieving a minimum
standard of living. It is the same money from remuneration
salaries or wages that can get

12. Malallah 3
employees higher in standards of living as they become more
affluent. It is also imperative that
employees can be motivated if money is used to add more staff
in areas where there are additional
responsibilities. It does not necessarily mean that people must
be given the money to be motivated.
When money is used by most kinds of businesses and
enterprises as a means of keeping the
businesses adequately staffed there is an overall increase in
motivation among the employees
(Mitchell, & Mickel, 1999).
According to Mitchell, and Mickel, there is no doubt that money
is not only a motivator
but a great motivator. It cannot be taken away from the equation
of work and remuneration. It must
be part of the equation. Otherwise, why else would people wake
up or move from their comfort to
go to work and be strained and exhausted. This therefore
justifies that money rises above every
other motivation of working.

13. It is undeniable that the topic of “money as a motivator” has
drawn attention from numerous
quarters of workers. There is a self-evidence and fact that
money motivates and extra money
motivates people to work extra hard as Stajkovic, and Luthans
(2001) note in their journal. They
allude that it is natural for workers to compete in the workplace
something also noted by Singh
(2016). Undeniably, when workers are rewarded with money for
better work, then productivity
and standards are raised. While it has not always been wise or
possible to promote all workers,
money has been used as an equitable and very acceptable way to
reward them. Importantly, money
being a motivator is also viewed as a generalized reinforce. It is
always acceptable to all people
everywhere and at all times.
All these authors save for Meudell and Rodham are in support
that what leads to pay
satisfaction among workers is comparative salary in monetary
terms as opposed to mere absolute
salary. When workers pay or salary goes up dramatically, and
that of their comparison group, does

14. Malallah 4
not change, there is change in workers’ behavior regarding
work. Moreover, in regards to
performance-related pay, when workers are paid what they
believe is equitable and fair, they
become highly motivated. Money however with the smallest
differential can have a great effect in
motivating workers.
Further, Singh (2016) in the journal “The impact of intrinsic
and extrinsic motivators on
employee engagement in information organizations” asserts
that, it would be naïve and detrimental
for an organization to motivate employees differently with some
being given other non-monetary
incentives while others are given more monetary incentives. For
the employees to feel that they
are treated equally and fairly, they must see comparable levels
or nearly the same compensation
being given to them as noted by. Undeniably, many employees
usually evaluate their compensation
in light of what the others in equal positions or with the same
responsibilities receive.

15. Singh goes on to say that it would not augur well if money is
not taken or viewed as an
effective motivator. Employees in various positions, even
though at a similar level can only be
motivated if they are given salaries and bonuses that reflect
their individual performance. Doing
otherwise will not buy motivation from the employees. It is
therefore evident that money is the
ultimate employees’ motivator in organizations and businesses
as most of these authors allude.
It is no doubt that the problem related to organizational
behavior of performance-related
pay has seen fights by workers to get more compensation. As
noted earlier, with or without
evidence, when workers are not being paid equitably and fairly,
they become demotivated. In this
regard, money in the form of wages and salaries would help
motivate employees as it will eliminate
the unfairness of the wage system within organizations.
Malallah 5
In concluding this literature review, money has been noted by

16. many authors to be a
motivator that makes the employees to perform effectively for
their employers. This therefore
supports the Herzberg and Taylor's Theory of money as a
motivator for employees and workers in
different businesses or organizations.
Hashim,
Overall this is a great start. However, you are missing two
pieces of information: 1) a discussion
of how you completed your literature review research and 2) a
discussion about how (or if) you
would study this issue further. If you include these two pieces
of information, you should do well
on this assignment. Additionally, please see the file posted on
Canvas called “Proper Paper
Formatting” to ensure that you are meeting formatting
requirements.

17. Malallah 6
References
Fischer, C., Malycha, C. P., & Schafmann, E. (2019). The
Influence of Intrinsic Motivation and
Synergistic Extrinsic Motivators on Creativity and Innovation.
Frontiers in
Psychology, 10.
Lyons, R. G. (2007). Towards a theory of work satisfaction: An
examination of Karl Marx and
Frederick Herzberg. Journal of Thought, 42(3-4), 105-113.
Meudell, K., & Rodham, K. (1998). Money isn’t everything… or
is it? A preliminary research
study into money as a motivator in the licensed house sector.
International Journal of
Contemporary Hospitality Management, 10(4), 128-132.

18. Mitchell, T. R., & Mickel, A. E. (1999). The meaning of money:
An individual-difference
perspective. Academy of management review, 24(3), 568-578.
Malallah 7
Singh, R. (2016). The impact of intrinsic and extrinsic
motivators on employee engagement in
information organizations. Journal of Education for Library and
Information
Science, 57(2), 197-206.
Stajkovic, A. D., & Luthans, F. (2001). Differential effects of
incentive motivators on work
performance. Academy of management journal, 44(3), 580-590.
Stunkel, L., & Grady, C. (2011). More than the money: a review
of the literature examining healthy
volunteer motivations. Contemporary clinical trials, 32(3), 342-
352.

19. Ec_Council_Press Ch01-1
Hands-On Projects
1. Perform the following steps:
to Chapter 1 of the Student
Resource Center.
ument titled “Analysis of a Telnet Session
Hijack via Spoofed MAC Addresse.htm”
and read the content.
2. Use Paros to hijack a session:
to Chapter 1 of the Student
Resource Center.
owse the Paros directory.
-3.2.10-win.exe.
Environment (JRE) installed. If not:
ser such as IE, and configure the proxy with
proxy name localhost and
proxy port 8080 for both HTTP and HTTPS. Note that port 8443
is used by Paros itself and
not for the use of the Web browser.

20. -9 about trapping requests and responses.
-10).
Ec_Council_Press Ch01-2
www.eccouncil.org/certification.htm. The Paros screen should
return
information similar to that in Figure 1-11.
the captured GET request.
HTTP/1.1 to GET
http://www.eccouncil.org/404.htm HTTP/1.1.
he browser (Figure 1-12).
Ec_Council_Press Ch01-3

21. 3. Perform the following steps:
to Chapter 1 of the Student
Resource Center.
read
the “What Is Web-Based Session
Management?” topic.