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NEW QUESTION: 1

A. SAML
B. TACACS+
C. Kerberos
D. PAP
E. RADIUS
F. LDAP
Answer: B,E,F

NEW QUESTION: 2
Which of the following theories focuses on increasing employee loyalty to the company by providing a job for life with a strong focus on the well-being of the employee, both on and off the job?
A. McGregor's X and Y
B. Ouchi's Theory Z
C. Herzberg's theory
D. Expectancy theory
Answer: B
Explanation:
Explanation/Reference:
Explanation:
Answer option A is correct.
Ouchi's Theory Z, also known as the Japanese management style, believes in participative management.
The organization is more of a familiar environment, and the organization strives for lifelong employment.
Theory Z is the name applied to two competing management theories. In contrast to Theory X, which stated that workers inherently dislike and avoid work and must be driven to it, and Theory Y, which stated that work is natural and can be a source of satisfaction when aimed at higher order human psychological needs, Theory Z focused on increasing employee loyalty to the company by providing a job for life with a strong focus on the well-being of the employee, both on and off the job. According to Ouchi, Theory Z management tends to promote stable employment, high productivity, and high employee morale and satisfaction.
Answer option D is incorrect. McGregor's X and Y theory describes the project team members and their behavior on the project and how management responds.
Answer option C is incorrect. Expectancy theory is about choice. It explains the processes that an individual undergoes to make choices. In organizational behavior study, expectancy theory is a motivation theory first proposed by Victor Vroom of the Yale School of Management. Expectancy theory predicts that employees in an organization will be motivated when they believe that:
putting in more effort will yield better job performance

better job performance will lead to organizational rewards, such as an increase in salary or benefits

these predicted organizational rewards are valued by the employee in question.

In order to enhance the performance-outcome tie, managers should use systems that tie rewards very closely to performance. Managers also need to ensure that the rewards provided are deserved and wanted by the recipients. In order to improve the effort-performance tie, managers should engage in training to improve their capabilities and improve their belief that added effort will in fact lead to better performance.
Answer option B is incorrect. Herzberg's Motivation-Hygiene Theory, also known as Two Factor Theory, was developed by Frederick Herzberg, a psychologist who found that job satisfaction and job dissatisfaction acted independently of each other. Two Factor Theory states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction. Two Factor Theory distinguishes between the following:
Motivators (e.g. challenging work, recognition, responsibility) which give positive satisfaction, arising

from intrinsic conditions of the job itself, such as recognition, achievement, or personal growth.
Hygiene factors (e.g. status, job security, salary and fringe benefits) which do not give positive

satisfaction, although dissatisfaction results from their absence. These are extrinsic to the work itself, and include aspects, such as company policies, supervisory practices, or wages/salary.
Essentially, hygiene factors are needed to ensure an employee is not dissatisfied. Motivation factors are needed in order to motivate an employee to higher performance, Herzberg also further classified our actions and how and why we do them, for example, if you perform a work-related action because you have to, then that is classed as movement, but if you perform a work-related action because you want to, then that is classed as motivation.
Reference: "Project Management Body of Knowledge (PMBOK Guide), Fourth edition" Chapter: Communications and Human Resources Objective: Team Building

NEW QUESTION: 3
You work as a System Administrator for company Inc. You have deployed a workstation and roll it out to production, but you find some issues with the video display.
The display worked in the beginning when you first set up the system. The video has degraded to standard VGA 640x800 and its performance is badly affected after applying several system and driver updates.
What is the most likely cause of this issue?
A. The video adapter is not properly placed on the system board.
B. You have installed an unsigned video driver.
C. You need to upgrade RAM according to the video driver.
D. The video card is not enabled on the system.
Answer: B
Explanation:
Explanation/Reference:
Explanation:
In the given scenario, the video problem occurred because of the installation of an unsigned video driver.
For better performance, you should always use a device driver that is signed by Microsoft. Unsigned drivers are not compatible with all systems. They may be poorly written and may include viruses or malware.
Incorrect Answers:
A, B: If the video adapter is not properly placed on the system board or the video card is not enabled, you do not get the video clip in the beginning when you first set up the system.
C: It is not required to upgrade RAM.

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