Types Of Bluetooth Hacking Computer Science Essay

Types Of Bluetooth Hacking Computer Science Essay Bluetooth is a wireless technology which is used to exchange information over short range of distances by making use of short-wavelength radio transmissions. This technology is used in mobile as well as fixed devices. It enables the connection of several devices at the same time. Given that the Bluetooth has been used for a long time, there exist several flaws in the system. These flaws have been subject to different types of attacks over time, vulnerable to hacking. which makes the technology very Types of Bluetooth hacking: Bluejacking The first most popular attack on Bluetooth enables devices is Bluejacking. This type of attack enables unknown people to send unwanted messages or electronic business cards to Bluetooth enabled mobile phones. The attackers modify the procedure for card passing so as to make the message to be sent to appear as a business card and then send the business card to a nearby mobile phone which is Bluetooth enabled. Bluejacking tools are very easy to use and these messages can be shooted in crowdy places for examples in shopping malls. Some people even use the bluejacking technique to send commercial advertisement messages to people passing nearby. Bluesnarfing The Bluesnarfing attack is much more damaging to the bluejacking technique as it enables you to wirelessly connect to to Bluetooth enables mobile phones without any knowledge from the owner and copy their the mobile phones address book, their sms messages, their call logs and some more advanced features enable you to to update the directory of the mobile by adding new contacts in the mobile phones. Most bluesnarfing tools are downloaded as JAR files. The Bluesanrfing technique works like the Bluejacking technique by making use of the exchange of business cards. This exchange is done using the OBEX protocol and enables the Bluetooth machine to connect to the device which needs to be compromised but instead of exchanging a business card, it request for information (the phonebook file, the call logs etc) from the target. Bluebugging The Bluebugging attack is more powerful than the bluejacking and bluesnarfing attacks. It allows the attacker to take complete control of your mobile phone without the user knowing anything about it. They can make phone calls, listen to conversations where the phone is located. Bluesanrfing capabilities also exist in bluebugging tools like copying the phone book and the the phones call list. What factors make the Bluetooth technology vulnerable? Previous Bluetooth enabled devices contined many flaws. Users use pins which are short in length and easy to find out. Users accepting pairing blindly from unknows sources. Motivated hackers who want to gain valuable information. People leaving their Bluetooth permanently on. How to Bluejack 1. Find a busy place where lots of mobile phones might be, such as shopping centres, trains, bars or cinemas 2. Create a new entry in your phones address book like Hi youve been bluejacked. Attach a picture if you want to. 3. Search the area for other Bluetooth phones to contact and choose one. 4. Send your message. They then receive the message, Hi youve been bluejacked. 5. Keep a look out for when your victim gets the message and the puzzled look on their face. Comparison between Bluetooth Hacking Tools: Tool Source File Availability Complexity/Ease of Use Features Purpose Types of attack Constraint Super Bluetooth Hack 1.6 Jar File Free Medium Find Bluetooth enabled devices. Copy Phone Book, Copy SMS messages. Copy Logs (Dialled, Received calls). Make calls . Retrieve Mobile Information. For Hacking Bluesnarfing Pairing Required Blooover Jar File Free Easy Scan for Bluetooth enabled devices. Access logs. For proof of concept, educational, audit and testing purposes only. Bluejacking Pairing Required Works only on old version of mobile phones Blueshoot Jar file Free Easy Scan for Bluetooth enabled devices. Shoot messages. For marketing/commercial puposes Bluejacking Pairing Required Magic Blue Hack Jar File Free Medium Scan for Bluetooth enabled devices. Send Messages Read Phone Book. For Hacking Bluesnarfing Pairing Required INSERT INFO FOR TOOL ON LINUX COMPLEX For Hacking Bluesnarfing Security Tips to prevent attacks on mobile phones: Enable Passcode Lock on Your phone The most basic precaution you can take is to enable passcode lock and set it to automatically engage after a brief period of inactivity. By default, a passcode is not required to unlock the phone. Most people would put off this security measure for ease of use and convenience. However, the truth is that once you have it enabled, it becomes second nature and you would not notice any difference. It is recommended that you set a strong passcode. In the event of a physical theft, this will increase the effort required to compromise your phone. Disable Features That Could Be Accessed Without Entering the Passcode This would prevent the use of applications from your phone without your knowledge. Disable geotagging on the phone. This will prevent attackers find out where you are located. Erase All the Data Before Return, Repair, or Resale of Your phone. Erase all confidential information so that attackers cannt retrieve your personal information. Regularly Update the phones Firmware or Operating system. This will nebale you to get the latest security features for your mobile phones. Disable Bluetooth When Not in Use Disabling Bluetooth when not in use will prevent attackers from getting access to you phone when not in use.

Sketchers Advertising :: Business and Management Studies

Sketchers Advertising Advertising is used to inform people about products for sale and to encourage people to buy them. It is a way of telling people about different products that companies are selling. Things are advertised differently depending on whether they are in the newspaper, on television, on the radio or in magazines. The purpose of advertising is to encourage people to buy that particular product rather than another product. There are different forms of advertising. These are: industry and commerce, to sell goods and services and to give information about a certain product. Organizer of event, this is to promote events such as the cinema, theatre, and charity events. Political party, this is to win support on votes, to lobby government. Educational establishments. Which are to advertise colleges and universities. There are also other forms of advertising such as: charity, media, government and private individual. There are also many pros and cons of advertising. The pros are that the advertisements bring the prices down because it encourages competition and increases sales. It gives people information about goods and services. The cons are that it persuades people to spend money on things they don’t really want or need, and they interrupt television programmes, and fill up page after page of magazines. I have looked at the ‘sketchers’ footwear advertisement that I found in a J-17 magazine. The ‘Sketchers’ advertisement is on a plain blue background and takes up a whole double page spread. They have used Britney Spears to advertise the footwear so that people are encouraged to buy them because they think that Britney wears them and they want to be like her. On the first half of the advert there are two pictures of Britney Spears, the ‘Sketchers’ logo, the website address and the words ‘Sketchers USA Footwear’. The website was put on the advert to make people go onto the site and look at more of their shoes. They include these pictures of Britney spears to make the trainers more appealing to the audience to make people try and buy their shoes. On the other half of the advertisement there are two more pictures of Britney Spears. The product is ‘Sketchers’ footwear, the brand name and company is ‘Sketchers’ and there is no slogan. The logo is the letter ‘S’ in a oval shape. The outline of the logo is white, the inside is red and the letter ‘S’ is white. The target audience is teenage girls and women up to the age of about thirty, possibly a bit older. The purpose of this advert is to encourage people to choose their product of

The Connections Between Artificial Intelligence and Other Fields Essay

The Connections Between Artificial Intelligence and Other Fields. Abstract Through examples from several fields, this paper will describe the connections between Artificial Intelligence and other areas. Some of these areas make great contributions to AI research, others gain knowledge and technique from that same AI research. This paper will further detail the incredible capacity of AI research to be applied elsewhere to solve similar problems. The goal of this paper is to describe to the reader the impact that AI can create on seemingly unrelated fields. Introduction While Ginsberg defines artificial intelligence as "the enterprise of constructing a physical-symbol system that can reliably pass the Turing test", it is about much more than that (Ginsberg 8). It is about creating a solution where one may not have existed, and eventually programming a machine to do the same. This incredible capacity to find solutions is what AI offers to so many other fields. Artificial intelligence research is not tied to the fields of engineering, psychology, or even computer science. The techniques used in AI have found uses within a large number of other fields. Within the course of this paper, the elements of AI will be outlined, and the way in which they benefit other fields will be explored. Several examples of these fields will be described, and the way in which they incorporate AI will be discussed. Two or three of these fields will be discussed in much greater depth in the second paper, to be completed before December 5th. The reason that artificial intelligence is such a popular field for use by others is that it does not cater to an incredibly specific audience. One of the principle goals of AI research is to help prepare a .. ...ork), and not on theoretical AI. As the technology advances, and more and more lives depend on computers, I can only predict that the reach of AI influences will widen, until it eventually benefits all of us. Bibliography- BotSpot "The Spot for All Bots on the Net", http://www.botspot.com/main.html, Visited Nov. 3 1997 Dankel, Dr. Douglas D. CAP6635 lectures and lecture notes. (Numbered by slide), Fall semester 1997 Ginsberg, Matt; Essentials of Artificial Intelligence, Morgan Kaufman Publishers, San Francisco; 1993 Interactive Systems Labs - JANUS project, http://www.is.cs.cmu.edu/ISL.speech.janus.html, Visited Nov. 3 1997 Interactive System Labs - Speech Recognition, http://www.is.cs.cmu.edu/ISL.speech.recog.html, Visited Nov. 3 1997 Pittsburgh Area Cognitive Tutoring (PACT), http://sands.psy.cmu.edu/ACT/awpt/algebra-home.html, Visited Nov. 1 1997

Euthanasia Essay: Assisted Suicide and Killing Cripples :: Euthanasia Physician Assisted Suicide

Euthanasia/Assisted Suicide and Killing Cripples This desire to get rid of mentally and physically different people runs like a thread through human history. The Alaskan Inuits killed impaired kids at birth, as did the Masai of Africa and the Woggeo of New Guinea. Greeks in the fourth century BC used to expose (leave out in the weather to die) their disabled infants. China's rulers are soon to impose laws to "stop the prevalence of abnormal birth." This is not about stopping the birth of able-bodied people capable of performing massacres in Tiananmen Square. No, apparently that is quite OK. By "abnormal," they mean disabled people. "China," says the Xinhua News Agency in Beijing, now has "10 million disabled people who could have been prevented through better controls." The Bible doesn't help much either. In Leviticus 21:18 for example, some twelve impairments - from restricted growth to ruptured testicles, are listed as being unacceptable to God whilst in 2 Samuel 5:8 He orders that those who are blind and lame "shall not come into the home." Darwin's theory of evolution and the survival of the fittest gave these ancient attitudes a new lease on life. In the capitalist jungle of Victorian England, social Darwinism and eugenics were soon invented to scientifically prove that, if the weakest went to the wall, such was the inevitable price of progress. Why bother to change society for the better when you had a scientifically legitimate way of getting rid of those who couldn't keep up, who fell by the wayside? In 1907 Indiana was the first of 30 American states to legalize the sterilization of a variety of disabled people and other "undesirables," and similar laws were passed in Germany (1933-4), Canada (1928), Denmark and Sweden (1929), Finland (1930) and Iceland (1930). It was of course in Germany that the lust for our blood was taken to its logical conclusion. Under the National Socialist Party, the 1933 Law on the Prevention of Congenitally Impaired Progeny and the 1935 Marriage Health Law legalized involuntary sterilization and required doctors to report known disabled people to the Sterilization Courts. But it was Hitler who really set the ball rolling to sweep us off the face of the earth. On September 1, 1939, he issued a directive giving authority to "certain physicians to be designated by name in such a manner that persons who, according to human judgement, are incurable can, upon a most careful diagnosis of their condition of sickness, be accorded a mercy death.

New Hire Orientation: A New Approach Essay

It is the first day of your new job. After arriving, suddenly you flashback to the last time you were in this situation. A dreadful feeling comes over as you recall how boring and useless that first week was. Five days of your life you will never get back. It was so awful; the thought of turning around and leaving crosses your mind. Is this job really worth it? Little do you know that this time it will be different because you are working for Peabody Energy. They have just launched an innovative New Hire Orientation program that will leave a positive impression. Never again will the words New Hire Orientation cause drowsiness! New research has proven that there are better ways to introduce new employees to a company than have been practiced in the past (Hemsley, 2012). Seeking out the most efficient and effective programs is becoming common practice with most Fortune 500 companies. It is important that they get the biggest return on investment possible in this economy (Hemsley, 2012) . While there is no easy answer, the process of changing and implementing any training program is no easy task. The following analysis of Peabody Energy’s New hire Orientation will describe the process in which it was developed, the content, the format in which is administered, and finally the evaluation. After consulting with Katie Schaller, Learning & Development Representative at Peabody Energy, there were many considerations that had to be assessed before they started. Taking into account all of the negative baggage that is associated with a New Hire Orientation, they started with reviewing past surveys. They also interviewed subject matter experts from each department to identify the scope of information the new employees should receive about their respective areas. These responses helped guide the new program development. Objectives are important in any project. Starting out with solid list of expectations increases your chances of success by 300% (Morris, 2009). The fi rst step in the process, before creating the objectives, is to perform a needs assessment. This is critical to determine if the training is even necessary (Noe, 2013). This first step should confirm that the need is not a performance issue, that it covers the correct content, and that the expectations are defined (Noe, 2013). In this assessment, it is presumed that the new employee could not have a performance issue, they need to know certain information in order to function at the company, and a timeline and  budget were established. History In the past, the New Hire Orientation at Peabody consisted of spending three full days in a conference room going over procedures, watching videos, and trying to keep your eyes open. It lacked engagement and consideration for different learning styles. This was a simple evolution of the company growing much bigger and faster than was planned. The old traditional training for a company of 50 employees needed to be restructured for a company of thousands located throughout the world. Not only did the physical locations grow, but the spectrum of talent matches. The company employs everyone from miners who work below the Earth, to Vice Presidents who hardly see the sun. Understanding that there is some common knowledge that they all need in order to be effective on the job is important. Fifty years ago, the company had less than 100 people and operated in three states. Technology was hardly a consideration. Most of the general company information was learning on the job. Having such a sm all pool of resources, it was fairly easy to navigate policies and procedures in different departments. In 2002, the company began expanding internationally. This brought with it many new challenges. Cultural difference, communication barriers, and logistics are just a few. It was during this time of growth that the Human Resource Department created a designated person to handle the training and development. That was not exactly a strategic goal; it just happened to fall on the person who took the most initiative. As things progressed, it was evident that a universal New Hire Training program should be established. Fast forward to 2008 when Katie Schaller joined the team with her work cut out for her. She brings with her a wealth of relevant knowledge in the training and development field. Objectives It is in this context that objectives were created based on the company’s business goals. The goal is to onboard new employees and acclimate them to our current systems as quickly as possible using minimal resources. Focusing on that, the program needed to streamline the information and use technology. The first objective was to modify the content and consider separating certain aspect of the training into more specified sections. For instance, if they were hired for Information Technology, learning about the  different types of coal mined was beside the point. Sure, it would be nice to the difference between sub-bituminous and metallurgical, but not necessary in the first days of work. Basically a list of every job description was created and the common key words became the core of what the orientation should cover. Topics, such as the example about coal types, could be studied later in follow up training and development courses, like Coal 101. The next priority considered was learning styles. According to the study done by Claxton and Murrell, there are four approaches to learning style. They are personality, information processing, social interactions, and instructional methods. Matching a student’s preferred method to their learning style can improve the learning experience (Claxton & Murrell, 1987). Who doesn’t want to do that? Trying to encompass all of those facets is tricky. They used the surveys to find out what matters most to the new hires and decided upon a mixed approach to appeal to the masses. It would be a computer-based training with the option of meeting in person for certain lessons. One way to implement the social interaction element is to host on-site meetings for the group of new hires in the relevant departments they will be interacting with. This will give them the opportunity to meet key contacts as well as get to know the layout of the office (Brown & Rusnak, 2011). Feeling a sense of belonging is vital to succes s (Brown & Rusnak, 2011). Format This self-paced course is designed to provide new employees with information that they need to know and also information that they might want to know as they begin their career with Peabody Energy. It is offered online to allow participates to work at their own pace, from their own computer, with optional face to face discussions. They are asked to complete the dull tax paperwork portion prior to arrival. This ensures they are not bogged down with mundane tasks right off the bat. The remainder of the course should be finished within 30 days of his or her hire date. A network lunch is offered quarterly at the St. Louis office to begin to build a network with new colleagues, team members, and other key stakeholders within our organization. As mentioned earlier, meetings will be scheduled according to schedules, in each relevant department. This will allow hands on experience with the people they will be interacting with and how the processes work.  The learning objectives for this or ientation training are to understand Peabody’s mission, strategy, and history. Employees will become familiar with the company’s Total Rewards’ philosophy. They should understand how to navigate and utilize Peabody’s performance evaluation process. Recognizing Peabody Energy’s Leadership Pillars and how they are demonstrated on the job will be discussed. They will understand the company policies and procedures in areas such as information technology, security, human resources, and travel. Finally, new employees will learn where to go for information and find answers to their questions. Content Upon receiving their invitation via email, they can click on the hyperlink and sign in to begin at their convenience. At any time they can stop the training program and begin again from that point. There are 15 required subjects they need to pass and over 25 additional resource folders. The entire training of the required fields takes approximately 120 minutes. Katie Schaller welcomes with verbal instructions on how to navigate the training program and what is expected of them. Next is a recorded PowerPoint listing the course description and learning objectives. Following is a two minute welcome video from Greg Boyce, our Chairman and CEO. New employees then watch a company video discussing the importance of energy and how Peabody plays a part in the global market. Steve Callahan, Vice President of Corporate and International Human Resources, delivers a presentation explaining how Francis Peabody started the company in 1883, a historic timeline, and maps showing where our offices and mines are located around the world. The presentations continue in areas such as inclusion and diversity, company credit card and out of pocket expense policies, security, information technology, talent management, total rewards, travel policies, community relations, and compliance training. Each area is presented by someone from the respective department. After completing each section, the new employee concludes with a quiz. Upon completion of the entire training, a confidential survey is sent to the participants. This is to gain feedback on how the program was received and any improvements or changes that should be considered. Learning Theories The design of this training program considers several learning theories, all  of which assist in the transfer of information. The main Learning Theory used for this program is the Need Theory. This theory is designed for those who need to know something (Noe, 2013). Anyone experiencing a deficiency in knowledge uses this. Because this targets new employees, they are a clean slate to absorb all the new information before them. They will feel a sense of satisfaction by completing this program. There are levels of satisfaction that have created some controversy between Alderfer and Maslow. Alderfer seems to believe that if the higher level needs of satisfaction is are not met, that employees refocus on lower level needs (Noe, 2013). Other theorists talk about achievement and standards of excellence (Noe, 2013). Reinforcement theory was actually used by the design team when they tailored the program to the results of the recent new hire surveys. They avoided certain topics and added mo re of what was truly needed. They used past outcomes to determine future results. The Adult learning theory, or andragogy, is another approach used because all of the new employees are, in fact, adults. There are definite attributes of adults that have an effect on how they interpret information. Adults need to understand why they are there, they need to be self-directed, and they have a problem-centered approach. Among other qualities, they bring great work experiences to the table. Most obviously, Information Processing theory was used to influence in the internal processes that happen when information is obtained (Noe, 2013). There is scientific evidence surrounding these concepts that prove how attention is affected, perceptions are created, and coding is utilized for best retention (Noe, 2013). Evaluation The Peabody Energy New Hire Training Program uses a level two evaluation (Noe, 2013). The primary goal for the training is to teach new employees information (Noe, 2013). Therefore, the criterion that is being measured is how much information is retained. This section will outline the stages of evaluation that Peabody used when creating this program. Finally, suggestions for improvement will follow. The first step Peabody’s training team had to determine was what, if anything needed to be measured and how they were going to do that. During the initial needs assessment, they created a list of objectives, all of which can be measured. However, because this is a new-hire training specific to general organizational  information, a thorough evaluation was deemed unnecessary. The next consideration was to address how the information can be found later, if needed. Paper books are expensive and difficult to update. They created a file on the network where all of the training materia l can be found at anytime. This is easy to update and reference as needed. Regarding measuring the objectives, following each section is a quiz which they are able to take twice. While this is not a pass/fail test, it gives them an opportunity to absorb the information. Another measurement of success is following up the training with a survey to find out how well received it was. Finally, the cost-benefit analysis cannot be measured accurately. The information covered in this training is essential for new employees to be successful. The evaluation level being used in the new hire training at Peabody is level two. The sole purpose is to give information to the employees. The nature of the training does not lend itself to a deep evaluation. Enhancements to the program could be creativity, and incentive, and group projects (Carvin, 2011). By working in small groups and staying in touch with a mentor has many benefits such as new ideas and behaviors (Carvin, 2011). Closing Statement In conclusion, if you are ever so lucky as to have the opportunity and experience a New Hire Training like this one, you will not forget it. The program considers individual learning styles and offering choices. The needs assessment identified requirements, created objectives, and applied learning theories. New hires are passing their quizzes and giving positive reviews. Overall, the process in which Peabody Energy follows in creating and implementing their new hire orientation is second to none. All things considered, the Peabody Energy New Hire Orientation training is a comprehensive approach for all learning styles. It utilizes Power Point presentations, auditory narration by different employees in the organization, and face to face discussion. The new hire is allowed complete it at their own pace and/or meet with SMEs within the first 30 days of employment. The information is consistent among all new employees. The only suggestion would be that current employees participate in th is training so that they are up to date with company facts, policies, and procedures. References Brown, M., & Rusnak, C. (2010). The power of coaching. Public Manager, 39(4), 15-17. Retrieved from http://search.proquest.com/docview/856127114?accountid=8065 Carvin, B. N. (2011). The hows and whys of group mentoring. Industrial and Commercial Training, 43(1), 49-52. doi: http://dx.doi.org/10.1108/00197851111098162 Claxton, Charles S. and Murrell, Patricia H. Learning Styles: Implica-tions for Improving Education Practices. ASHE-ERIC HigherEducation Report No. 4, Washington, D.C.: Association for the Studyof Hither Education, 1987. Hemsley, S. (2012). Academy rewards. Human Resources, , 50. Retrieved from http://search.proquest.com/docview/1172596169?accountid=8065 Morris, L. (2009). Getting your money’s worth from training & development. Journal of Applied Management and Entrepreneurship, 14(3), 105-107. Retrieved from http://search.proquest.com/docview/203905220?accountid=8065 Noe, R. (2013). Employee training and development. (6th ed.). New York, NY: McGraw-Hill. Rowold, J. (2008). Multiple effects of human resource development interventions. Journal of European Industrial Training, 32(1), 32-44. doi: http://dx.doi.org/10.1108/03090590810846557

Is418 Lab8

IS 418 LAB 8 1. Explain the following command: rpm –qf/bin/ls -RPM command is used for installing, uninstalling, upgrading, querying, listing, and checking RPM packages on your Linux system. 2. Discuss the purpose of a software repository as it relates to YUM. -The yum system does not require any routine maintenance. It is useful to disable or remove repository definitions that are no longer required, as each repository that is defined and enabled is checked for every operation. You may also wish to periodically remove files relating to unwanted packages, in order to save disk space 3.How can one ensure a download tar ball is legitimate and hasn’t been tampered with? -Run a checksum test 4. List and explain at least 3 switches available with the tar command that can be useful in extracting and installing a tarball -ark 5. List and explain at least 3 switches associated with the rpm command that can be leveraged to verify, list and install rpm packages? tar zxvf makefile . tar. gz cd make file ./install/ 6. What security countermeasure can you enable to verify the integrity of download application or tar balls before you perform the installation? -used Ark to extract the tar ball . Explain what hashing is and how does this differ from encryption? -Hashing is just line of code and it not encrypted 8. If you wanted to know which package a certain program belonged to, what command would you run? -tar xvzf PACKAGENAME. tar. gz 9. Once you have downloaded an RPM package, what command would you run if you want to extract the files to a directory of your choice -tar xzvf file. tar. gz 10. Where would you find checksum hashes for all install program in a Fedora Core Linux Server? -Verification code called a hash computed from the original ISO files.

English Texts in Time Speech Manuscript Essay

As times change and transition into new eras and periods, one aspect remains constant, which are societal values due to the linearity of human nature. Similarities in the influences of the respective contexts of authors can be examined in texts that explore identical thematic concerns. Two authors and texts that can be used to demonstrate this include Mary Shelley’s didactic novel Frankenstein written in the early 19th century and, Ridley Scott’s film noir, Blade Runner (Directors Cut 1982). As though these two texts have been constructed in distinctive time periods, they share similar or juxtaposed content that convey parallel social values in both their cautionary tales.  By analyzing the congruent components embedded in characters or warnings in texts, it can be proven that societal norms are sustained even through the influence of distinctive time periods. In Frankenstein, Mary Shelley uses the protagonist Victor as a representation of how society values individuality. She creates the didactic element in the text by Victor’s interaction with Walton. â€Å"Learn from me, if not by my precepts, at least by my example how dangerous is the acquirement of knowledge† exhibits how Victor realizes that his ulterior motive was ethically wrong and wishes to demonstrate to his fellow companion that shares the same â€Å"madness†. Walton’s character is created for the purpose of being compared to Victor. As Victor is the only one who experiences these consequences of blind and obsessive ambition develops him into a unique character, which can be reflected upon Mary Shelley’s context of the enlightenment. The enlightenment is a romantic era in the 19th century, which emphasizes reason and individuality, which is exploited in the character of Victor. Similarly, Eldon Tyrell in Blade Runner produces artificial human beings, the â€Å"Replicants† all for the purpose of his dominance in a scientific based commerce. Because of this Tyrell is represented as a dominant and wealthy character despite his stature. This by far demonstrating his individuality, which is further emphasized in his contrast to every other character in the film. Filmic devices such as lighting support this; such as when Tyrell is brought to the scene, natural light illuminates his body, which juxtaposes every other character of the film. Low angle camera shots of Tyrell also represent his superiority. By his creation of artificial life along with the motto of â€Å"more human than human†, he has embellished an ironic element to the text. This ironic element is how these artificial human beings begin to behave in a more humane way than actual humans depicted in the text. Blade Runner’s comment on this is influenced by Ridley Scott’s context of globalization, which is a concept that leads to the eradication of individuality which is shown in the depiction of humans as a globalized society that has been identically merged.  Both texts utilize their characters to portray how society values individuality. The creature in Frankenstein has an obsession for vengeance and acceptance due to his constant alienation. Throughout the text he never finds a true sense of acceptance. Roy, as well as the other replicants however shares an obsession for attaining a prolonged life span. These desires and experiences that transpire in the two creations of selfish ambitions reflect the nature of humanity. The creature is a pure being as he enters the world space that Mary Shelley materializes. â€Å"I was benevolent and good, misery made me a fiend, make me happy and I shall again be virtuous† this use of alliteration conveys the monsters cause of maliciousness as his own misery. This misery is caused by his treatment by society and how prejudice they are based on appearance. This portrays how society judges based on aesthetics. This can be reflected upon Mary Shelley’s context of Aestheticism, which is a period of emphasis on aesthetical value. As the monster is continually called loathsome and hideous, we muster sympathy towards him in his desire for acceptance in which he is continually denied. Which reflects societies value of difference. Conversely in Blade Runner Roy Batty, is â€Å"perfect† but yet audiences still manifest sympathy towards him. This is because of his final state of agony before his death. Roy asks a rhetorical question in eloquent manner, â€Å"Quite an experience to live in fear isn’t it? That’s what it’s like to be a slave† which is the point of when the audience begin to pity him even with his disoriented state. As Roy’s last fellow being Pris is â€Å"retired† he expresses his emotions, another factor that humans lack in film. His emotions are expressed through a howl simulating a wolf, which acts as a symbol of isolation. The term â€Å"retired† instead of more appropriate words like murder or kill in terms of the replicants shows clear distinction of treatment based on difference. This further hyperbolizes the presence of the societies value of judgment and difference in both texts. The treatment of the ideas of denaturalization that is present in texts from different times can juxtapose each other but still reflect the same social value. Both Mary Shelley and Ridley Scott capture a sense of nature through the world space they create in their texts. Mary Shelley shows more of a realization to the importance and beauty of nature and how it can act as a place of tranquility. This is done by the characters interactions with nature and how it nurtures the individual. â€Å"My spirits were elevated by the enchanting appearance of nature; the past was blotted from my memory, the present was tranquil,† depicts the creatures encounter with nature and its benefits. It reflects how society values nature, in her context of the beginning of the industrial revolution. In contrast Ridley Scott presents the full pessimistic perspective of denaturalization by creating a dystopian world space. With a landscape that is completely devoid of nature, it implies how society values nature.  The treatments of nature by these two composers are complete inverse but they still both reflect the same societal value of denaturalization. Even with the disconnection between Mary Shelley and Ridley Scott, they both produce texts with reflections to different contexts but similar social values. Through the comparison of characters and warnings intertwined in both texts it can be demonstrated that as times change, societal values are sustained. Both composers’ representations of social values both are demonstrated through the characters, cautions and world spaces they convey in their texts.