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NEW QUESTION: 1
Your organization is considered a leader in knowledge management and has a Chief Knowledge Officer reporting to the CEO. It also implemented portfolio management eight years ago. As the organization focuses on continuous improvement and transformational leadership, it had an external consultant review its portfolio artifacts and do some benchmarking. One of the consultant's recommendations was to update the portfolio risk management plan since the company is embracing new and complex technology in much of its work. In updating this plan, it was useful to:
A. Determine the time in which risks are likely to have the greatest impact
B. Review lessons learned
C. Determine relevant confidence limits of risk metrics
D. Prioritize how risks are identified and listed in the risk register
Answer: B

NEW QUESTION: 2


Which two statements about Signature 1104 are true? (Choose two.)
A. The severity level is High.
B. This signature is enabled, but inactive, as indicated bythe/0 to that follows the signature number.
C. Produce Alert is the only action defined.
D. This is a custom signature.
E. This signature has triggered as indicated by the red severity icon.
Answer: A,C
Explanation:
This can be seen here where signature 1004 is the 5thone down:

NEW QUESTION: 3
Job design involves not only the intentional planning of the characteristics of a job but also of the work environment. The purpose is to increase workers' intrinsic job motivation so as to improve performance. It is an approach that explicitly considers workers' ego and social needs. The aspect of job design that should have the greatest motivational effect is:
A. Job enrichment.
B. Job rotation.
C. Job simplification.
D. Job enlargement.
Answer: A
Explanation:
Job enrichment is an attempt to apply the findings of Herzberg two-factor theory of behavior), Maslow hierarchy of human needs), Likert participation), and McGregor Theories X and Y) by structuring the job so that each worker participates in the planning and controlling so as to maximize the satisfaction of both social and ego needs and avoid the disadvantages of routine, highly specialized work. Job enrichment includes allowing and encouraging more worker discretion in deciding work methods, work sequence, and work pace. It encourages interactions between workers, gives workers a feeling of personal responsibility for their tasks, makes sure workers understand how their tasks contribute to the finished product, provides feedback on job performance, and involves workers in changes in the physical aspects of the work environment.