Firewalls can't protect very well against things like viruses or malicious software (malware). There are too many ways of encoding binary files for transfer over networks, and too many different architectures and viruses to try to search for them all. In other words, a firewall cannot replace security-consciousness on the part of your users. In general, a firewall cannot protect against a data-driven attack--attacks in which something is mailed or copied to an internal host where it is then executed.

Alternate Answer:
Properly configured firewalls can limit the propagation of worms - a form of malware.  Typically, firewalls are edge or parameter devices (separates network zones) and most viruses and malware targets end points (user workstations and servers).

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1."I am good at giving constructive criticism to my coworkers.
This    honesty is something I'm very proud of and have found
essential to    having open working relationships."
   
2."I consider myself to be very consistent. I have proven myself
to be    someone who can be counted upon to do what is
expected."
   
3."I would have to chose between two skills. I am very proud of
my    determination and ability to get things done. At the same
time, I am    very proud of my analytical abilities and problem
solving skills.  These skills combine to give me a unique
ability to solve problems and then implement the solutions."

When you, as a job seeker, are asked the most common, and toughest, interview question, "Tell me about yourself,"your answer can make or break you as a candidate. Usually job seekers will respond with their "30 second commercial," and then elaborate on their background. While almost every career book and career counselor will tell you that is the appropriate response, I totally disagree.

Many people fail in their job search because they are too often focused on what they want in a job including industry, type of position, location, income, benefits, and work environment. Their "30 second commercial" is centered around this premise. The commercial describes the job seeker's career history and what they are looking for. Too often, this is in direct contrast to what employers are looking for.

There are two dominant reasons why job seekers are successful in the job search. The first is focusing on the needs of the organization. The second is focusing on the needs of the people within that organization. In this article, we are going to examine how to focus on the needs of the people within organizations. This will assist in rethinking your response to that all-important question, "Tell me about yourself."

In order to learn how to respond to the needs of the interviewer, let's first learn more about ourselves. We can then apply that knowledge about ourselves to knowing how to understand and respond to the needs of others.

Most social psychologists recognize four basic personality styles: Analytical, Amiable, Expressive, and Driver. Usually, each of us exhibits personality characteristics unique to one of the styles. However, we also possess characteristics to a lesser degree in the other styles. To determine your unique style, you can take a Myers-Briggs assessment or go to the following site for a free Keirsey Temperament Sorter assessment test: www.keirsey.com

Here are the characteristics that are most commonly associated with each of the styles:

Analytical:
Positive Traits: Precise, Methodical, Organized, Rational, Detail Oriented
Negative Traits: Critical, Formal, Uncertain, Judgmental, Picky

Amiable:
Positive Traits: Cooperative, Dependable, Warm, Listener, Negotiator
Negative Traits: Undisciplined, Dependent, Submissive, Overly Cautious, Conforming

Expressive:
Positive Traits: Enthusiastic, Persuasive, Outgoing, Positive, Communicator
Negative Traits: Ego Centered, Emotional, Exploitive, Opinionated, Reacting

Driver:
Positive Traits: Persistent, Independent, Decision Maker, Effective, Strong Willed
Negative Traits: Aggressive, Strict, Intense, Relentless, Rigid

Gaining an in-depth understanding of your personality style has enormous value in your career as well as your personal life. However, our focus today is learning how to use this knowledge to make you more successful in your job search.

Once you have learned about your own style and have studied the other styles, I encourage you to have a little fun in trying to determine the styles of others. When you meet someone for the first time, try to identify his or her style within the first two minutes. You can often identify styles by observing a person's demeanor, conversation, body language, appearance, and possessions.

To demonstrate what I mean, let's take some examples from the business world. While there are always exceptions, generally speaking the styles fit the example.

Analytical Style: Financial Manager (or programmers, engineers, and accountants). They like systems and procedures. They are slow to make decisions because they will analyze things to death?but their decisions are usually very sound. They prefer working independently and are usually not very good in team environments, but they are also dependable. They buy cars with good resale value and great gas mileage. They are conservative dressers. At the party, they want to know why so much money was spent on Michelob when we could have purchased Busch. They come to the party with their laptops.

Amiable Style: Human Resources Manager. Very people-focused. They are dependable, loyal and easygoing; very compassionate. They will give you the shirt off their backs and the last nickel in their pockets. They are good listeners and value team players who don't "rock the boat." They are usually conformists and followers?rarely leaders. They avoid conflict and are not good decision makers. They drive four-door sedans or mini-vans to take the kids to sporting events. They usually clean up after the party is over.

Expressive Style: Sales Manager. Very outgoing and enthusiastic, with a high energy level. They are also great idea generators, but usually do not have the ability to see the idea through to completion. Very opinionated and egotistical. Money motivated. They can be good communicators. They prefer to direct and control rather then ask and listen. They drive red convertibles with great stereos; to heck with the gas mileage. They come up with the idea for a company party, but never help clean up. They are on their way to another party.

Driver: Corporate CEO. Intelligent, intense, focused, relentless. They thrive on the thrill of the challenge and the internal motivation to succeed. Money is only a measure of success; it is not the driving factor. They are results/performance oriented. They have compassion for the truly disadvantaged, but absolutely no patience or tolerance for the lazy or whiners. They drive prestige cars, not because the car attracts attention, but because it was a wise investment. They want to know why we had a party; what were the benefits of the party, and did we invite the banker?

Ok, now you are really getting some insight into your style and the style of others. It is time for the interviews. Throw out your 30-second commercial. Think on your feet.

You will be interviewing with the human resource m