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350-021 | CCIE SP Cable Qualification

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350-021 - CCIE SP Cable Qualification - braindump

Vendor Cisco
Exam Number 350-021
Exam Name CCIE SP Cable Qualification
Questions 399 Q & A
Recent Update October 17, 2018
Free PDF Download 350-021 Brain Dump
Download Complete PDF Killexams 350-021 Complete Document


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350-021 exam Dumps Source : CCIE SP Cable Qualification

Test Code : 350-021
Test Name : CCIE SP Cable Qualification
Vendor Name : Cisco
Q&A : 399 Real Questions

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Cisco Cisco CCIE SP Cable

3 excellent tremendous-Cap stocks to buy in October | killexams.com Real Questions and Pass4sure dumps

The sell-off earlier this month may additionally or may also no longer be over. however buyers with lengthy-time period views shouldn't really care. so long as you buy good businesses for not pricey expenditures, every thing else is noise.

when you are looking for extraordinary tremendous-cap stocks so as to add to your portfolio this month, three of our Motley idiot contributors have some ideas. right here's why you should definitely consider Berkshire Hathaway (NYSE:BRK.B), Cisco techniques (NASDAQ:CSCO), and AT&T (NYSE:T).

A pumpkin patch under blue skies with clouds.

photograph supply: Getty photographs.

ready to reap rewards in a market decline

Tyler Crowe (Berkshire Hathaway): most likely one of the crucial ridiculous investment takes available presently is that Berkshire Hathaway's huge money pile is rarely an outstanding thing. certain, the cost of money deteriorates over time thanks to inflation, and Warren Buffett has admittedly mentioned that it is much more money than essential to run the enterprise conveniently. That mentioned, Berkshire Hathaway feels like an exceptionally fascinating massive-cap inventory at this time that has an enviable place. it's, arguably, the enterprise gold standard perfect to advantage from a market downturn. 

There are two factors that Berkshire's portfolio is flush with so tons money. One is that the enterprise generates a stupid amount of cash every quarter (enjoyable fact: A dull amount is the technical time period for $22 billion in free cash flow over the last 365 days) and, in this yr's letter to shareholders, Buffett lamented about how valuations made it hard to justify making too many deals nowadays. So Berkshire's money pile continues to grow due to this fact. 

If the market were to decline enormously, notwithstanding, it may open up lots of purchasing opportunities for Berkshire. You most effective need to element to its enormous purchase of Burlington Northern Santa Fe back in 2009 as an instance of Buffett taking talents of market conditions to enhance Berkshire's shareholders. The listing of individuals you could want to supply $a hundred billion to make investments is totally brief, and Buffett would probably be on the excellent. 

At a price-to-e-book price of 1.forty seven instances, Berkshire's stock will not be regarded low-cost or high priced. With a reasonably priced inventory nowadays and perhaps the greatest upside may still the market decline, Berkshire Hathaway looks to be one of the vital greatest large-cap shares to purchase presently. 

huge tech at a reduction

Tim green (Cisco systems): The inventory market promote-off in early October sent shares of Cisco down almost 10%. it's a pretty good time to take advantage of that markdown and prefer up shares of this dominant tech business.

Cisco is still the king of the commercial enterprise networking hardware market, regardless of steady power from within your budget alternatives. Cisco managed fifty four.9% of the marketplace for Ethernet switches and 36.7% of the marketplace for provider provider and enterprise routers within the fourth quarter of 2017, according to IDC. each numbers are trending down, but the competitors is much behind, in particular in the switching market.

a technique Cisco is retaining onto its market share is by using moving to a subscription enterprise model. The company's Catalyst 9000 switches are bought as a part of a subscription package, and they've been "the quickest ramping product that we now have ever built," in line with CEO Chuck Robbins. basically one-third of Cisco's earnings is now ordinary, and that quantity may still area up in the coming years.

Analysts predict Cisco to produce adjusted earnings of $2.ninety nine per share in fiscal 2019, which kicked off on the end of July. That places Cisco's fee-to-salary ratio at nearly 15. it is an inexpensive price to pay, specifically considering that a pretty good 2.9% dividend yield.

If tech stocks continue to get pummeled, Cisco stock might drop extra. but that could simply make it a stronger deal.

This Dow inventory is cheaper than it be been in (at the least) a decade

Sean Williams (AT&T): i know i am not going to win any bonus elements for originality right here, but has anyone really taken a glance at how reasonably priced AT&T is lately, specially following the completion of its Time Warner acquisition?

In contemporary years, telecom tremendous AT&T has vastly underperformed the broader market for one standard intent: It lacked increase. With the Federal Reserve protecting activity prices close historic lows for seven years, it gave growth businesses an opportunity to pile on the good points. but with the stock market beginning to seem toppy, cost stocks like AT&T may additionally start to return returned into focus.

On a nominal basis, AT&T is valued at simply 8.8 times Wall highway's consensus 2019 profits-per-share forecast. If the business meets or exceeds this projection, it should represent the bottom price-to-income ratio for AT&T in more than a decade. however in contrast to recent years when wireless subscriber increase and a trickle of video additions allowed the enterprise to grow revenue and salary via a low single-digit percent, AT&T has genuine growth up its sleeves.

For starters, the these days achieved acquisition of Time Warner gives the business entry to top class networks like CNN, TBS, and TNT. consider these the dangling carrots that AT&T can use to entice instant subscribers away from rivals and onto its network. adding these top class cable networks should still additionally aid with advertisement pricing power.

AT&T is additionally in the middle of rolling out 5G networks. Like video video game consoles, updates to instant technology do not turn up all that commonly, however when they do, it could actually spark a growth revolution as buyers consume up statistics and are looking for new devices to down load this records. though the 5G bump could take a number of quarters before or not it's truly mirrored in AT&T's consequences, i'm particularly satisfied it be going to be a growth accelerator for the enterprise over the subsequent three to 5 years.

Add on a at ease 6.three% dividend yield as icing on the cake and you've got what I believe is a tasty giant-cap inventory to consider purchasing in October.

Sean Williams has no place in any of the shares mentioned. Timothy green owns shares of AT&T, Berkshire Hathaway (B shares), and Cisco techniques. Tyler Crowe owns shares of Berkshire Hathaway (B shares). The Motley idiot recommends Berkshire Hathaway (B shares). The Motley fool has a disclosure coverage.


When the Cisco Networking Academy Dream crew Grows Up… | killexams.com Real Questions and Pass4sure dumps

…what do they wish to be?

Cisco reside 2016 was an exhilarating possibility for a handful of young guys and girls. As a part of the Cisco Networking Academy Dream team, 10 college students labored facet-with the aid of-facet with Cisco engineers in Las Vegas, establishing and holding a enormous network for greater than 28,000 attendees.

together, they wired over forty five miles of cable and provided instant coverage to 2.8 million rectangular ft of convention area via 650 entry points and 500 switches. It was per week that noticed the Dream crew follow their advantage in real-life instances, connect with business authorities, and construct relationships with a purpose to closing a lifetime.

for a lot of of the college students, Cisco are living opened their eyes to the IT industry; to pleasing careers made viable via NetAcad curriculum and classes. It inspired them to proceed their education and pursue considered one of thousands of jobs created by way of the digitization of our economic climate. here, in their own words, are the answers to the question asked in the beginning of this blog:

“After Cisco are living, i do know I are looking to continue on the direction I even have started to have a meaningful career with my Cisco certifications. no longer handiest do I think confident in having upgraded my competencies, but I might be able to use these potential in the future to aid others that would like to do the identical. i would like to inspire them to certainly not cease getting to know and starting to be. that there is all the time anything that you will love doing and somewhere you are going to love being, you simply have to discover it and go for it.” — Candice Darrohn

“After Cisco reside, i know I are looking to… to proceed to pursue an IT Networking career. i was impressed by means of speeches, govt chats and IT tendencies. My subsequent step is finished my diploma in IT network Administration.” — Olivia Averhart

“After Cisco are living, i do know I are looking to achieve my CCIE as well as my CCDE and at ease a job working for Cisco as a network Engineer. I want to be capable of design and put into effect networks for special pursuits and support increase rising applied sciences.” — Kyle Ramsey

“After Cisco reside, i know I want to become a CCIE protection, licensed Penetration trying out consultant (CPTC), and turn into the CIO of Cisco.” — Arodi Grullon Fernandez

“After Cisco reside i know I are looking to get a job with Cisco or with a Cisco companion enterprise and also get my certifications as much as the CCIE degree in Routing and Switching and safety and even beyond.” — Stephane Zi

“After Cisco reside, i know I are looking to develop into CCIE certified and pursue my dream of fitting a community architect.” — Andrew Mueller

many of the students share the equal dreams and aspirations; some need to alternate the world, some are looking to work for Cisco, and a few even want to run their own companies. growing up, they can also have dreamed of fitting firefighters, astronauts, or police officers, however after Cisco reside, they’ve found out new networking dreams.

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ARRIS and Cisco show off Cable business Readiness for remote PHY with Interoperability Demos at SCTE Cable-Tec Expo | killexams.com Real Questions and Pass4sure dumps

SUWANEE, Ga., and SAN JOSE, Calif., Oct. 18, 2017 /PRNewswire/ -- global cable operators were lab-testing and field-trialing new methods to operate and increase capability for their hybrid fiber coax (HFC) access networks. here's a shift from the natural centralized structure to a disbursed entry structure, described via CableLabs®, where more services are carried out within the community. One choice that has taken hold is faraway PHY.

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ARRIS and charter to Collaborate on WorldBox 2.0 construction and Deployment

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PHY is the 'actual layer' that transmits and receives facts between the access terminal or router and the access community. faraway PHY refers back to the approach of relocating the PHY circuit layer out of a device like a converged cable access platform (CCAP), and placing it into the fiber node on the conclusion of the community. 

far flung PHY allows for a reduction of vigour, cooling and hub web page sizing, providing giant complete can charge of possession (TCO) advantages to cable operators. Silicon manufacturers, technology carriers and global cable operators have counseled the far off PHY structure and are working toward a typical purpose for allotted entry structure (DAA).

on the annual SCTE Cable-Tec Expo this week, ARRIS and Cisco will show interoperability with each different's far off PHY (RPHY) options, together with CCAP core technology and PHY nodes. Demos will encompass:

  • The ARRIS E6000® CCAP Core helping Cisco® sensible PHY Node
  • The Cisco cBR-eight CCAP Core aiding the ARRIS RPHY Node
  • "far flung PHY supplies on the distributed access structure (DAA) promise to supply subsequent-era broadband functions with stronger performance and efficiency whereas featuring a course to virtualization," stated Dan Whalen, President, community & Cloud, ARRIS. "ARRIS and Cisco's far off PHY interoperability capacity that our carrier company shoppers can extra right away realize the benefits of the newest IP architecture."

    "The international enthusiasm for DAA is overwhelming," spoke of Sean Welch, vp and customary manager, Cable access, carrier provider enterprise, Cisco. "DAA supports the rising needs of our shoppers to obtain scale, efficiency, and adaptability. With Cisco and ARRIS interoperability and an open ecosystem of node carriers for remote PHY, we're marking a milestone in achieving our dreams to support cable operators evolve their cable access networks to an IP-primarily based architecture that scales to help new leisure experiences at multi-Gig speeds."

    "far flung PHY suggests wonderful promise for a standardized dispensed entry structure that may help modern-day potential wants and assist create the automatic and virtualized entry networks of the long run," observed Dr. Jorge Salinger, vp, entry architecture, Comcast Cable.

    visit ARRIS at sales space #1595 and Cisco at booth #987 for faraway PHY interoperability demonstrations on the Denver convention center, October 18-20.

    About ARRISARRIS foreign plc. (ARRS) is an international chief in entertainment and communications expertise. Our innovations mix hardware, software, and features throughout the cloud, network, and residential to power tv and web for tens of millions of individuals around the globe. The americans of ARRIS collaborate with the realm's right provider suppliers, content material providers, and sellers to improve the state of our business and pioneer tomorrow's related world. For more assistance, seek advice from www.arris.com.

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    Sunteck Realty COO quits, will join an NBFC | killexams.com real questions and Pass4sure dumps

    Sunteck Realty, a Mumbai based real estate listed entity has informed the stock exchanges that Sumesh Mishra, its Chief Operating Officer has resigned.

    Mishra, has been with the company for eight years and was looking after the Investor Relations of the company apart from the finance, sales and other functions at the company.

    A chartered accountant and MBA by qualification is set to join an NBFC on the real estate lending side. Exact details of his future assignment are not known yet. Calls to the company and him went unanswered.

    Sunteck has emerged to be a premier real estate company in the recent years and is known for its flagship Bandra-Kurla residential projects.

    The recent market conditions with high level of unsold inventory and the tightening of norms through RERA have resulted in financial crunch or low availability of capital for a lot mid-level or second-tier developers.

    As a result, the NBFC space has attracted a lot of attention. Recently Ashish Khandelia, director, capital markets, KKR also quit to set up his own NBFC.

    Edelweiss, one of the leading real estate financing company has seen a lot of senior people quitting to either set up their own funds or take bigger roles in the news funds being set up in the space.


    Simple Ways to Take Gender Bias Out of Your Job Ads | killexams.com real questions and Pass4sure dumps

    Here’s a hint for employers wondering why mostly men (or mostly women) are applying for your company’s open positions. Look at the language in your job listings. Chances are, the wording is more biased toward one gender than you realize.

    While the Civil Rights Act of 1964 prohibits employers from overtly soliciting a preferred gender in their job listings, research shows that the language of job descriptions often subtly adheres to gender stereotypes. And that deters members of the opposite gender from applying to those jobs.

    For example, a few years ago, social scientists at the University of Waterloo and Duke University coded a long list of adjectives and verbs as masculine or feminine then scanned a popular job site to look for those words. They found that job ads in male-dominated fields (like software programming) tended to use masculine-coded words such as “competitive” and “dominate” much more than job ads in female-dominated fields. Follow-up research confirmed such words made those job listings less appealing to women.

    Yet so-called “gendered language” continues to run rampant in online employment listings. Consider the word “ninja,” which increasingly appears in job descriptions in high tech. Among the listings on the employment-related search engine Indeed.com, usage of “ninja” increased nearly 400 percent between January 2012 and October 2016, according to the company’s Job Trends database tool. While the word may make the job sound exciting, it may also dissuade women from applying, as society tends to regard “ninja” as masculine. The word “dominant” rose by 65 percent in the same time period.

    It’s unlikely that the world will stop associating certain words with certain genders any time soon. Fortunately for employers looking to narrow the applicant-pool gender gap, there is a simple way to take the gender bias out of job listings: Simply rewrite them.

    “Our minds are stubborn beasts that are hard to change, but it’s not hard to de-bias the application process,” says behavioral economist Iris Bohnet, a visiting professor at Harvard Business School, co-chair of Harvard’s Behavioral Insights Group, and director of the Women and Public Policy Program at Harvard Kennedy School. She is the author of the book What Works: Gender Equality by Design, which discusses how organizations can leverage findings of behavioral science research to fight gender bias in the workplace.

    “The idea of the book and of my research is to say that it’s easier to de-bias organizations’ practices and procedures than to de-bias mindsets,” she says. “To start with, job ads are super-low-hanging fruit.”

    Purging the gendered language

    There are two easy key ways to take the gender bias out of job ads, Bohnet says: One, purge the gendered language. Two, limit the number of mandatory qualifications to apply for the job.

    In What Works, she cites the example of an elementary school advertising for “a committed teacher with exceptional pedagogical and interpersonal skills to work in a supportive, collaborative work environment.” The potential problem is that “supportive,” “collaborative” and even “committed” are widely associated with femininity, which may detract men from applying.

    “Maybe elementary schools want to add still more women to their roughly 80 to 90 percent female faculty,” she writes. “But, I doubt it. Most schools want to benefit from 100 percent of the talent pool and not deter skilled male applicants simply because the gendered adjectives in their advertisements signal to men that they do not belong.”

    The easy fix: Nix “supportive” and “collaborative” from the job description. “With a few simple word-choice changes—‘they look for an excellent teacher with exceptional pedagogical skills’—you have expanded the potential talent pool,” she writes.

    Bohnet does not mean to imply that men lack the ability to be supportive or collaborative, a point she stresses when discussing the book during a recent interview in her HBS office. “Of course men can be supportive and collaborative, caring and warm,” she says. “But, based on data analytics on the kinds of jobs men and women apply for, research shows that the adjectives matter.”

    Limiting the number of qualifications in a job description is another important way to mitigate job-listing gender bias. Bohnet recommends listing only the skills that are absolutely necessary for the role. Often, job descriptions are designed by a committee of opinionated individuals, resulting in a long laundry list of qualifications, some of which are vital, but many of which are just nice-to-haves. Here’s the problem with that list of nice-to-haves: “Many women won’t apply for a job unless they meet almost all of the listed requirements,” Bohnet says. “Men tend to have a lower threshold for applying.”

    Lessons from the classroom and tools for the real world

    During the past semester, Bohnet taught a graduate-level course called “Behavioral Economics for Organizations,” jointly listed at HBS and the Harvard Kennedy School. Like her book, the course uses social science research and tools, in this case to promote overall organizational health. In one of the lessons, students were tasked with using behavioral design to de-bias talent management; in another, to promote ethics and compliance in organizations.

    Guest speakers in her class included Aniela Unguresan, co-founder of the EDGE Certified Foundation, which developed an assessment methodology and business certification standard for gender equality, and Anka Wittenberg, chief diversity officer of technology giant SAP. In addition to becoming one of the first companies to receive EDGE certification, SAP recently announced plans to add de-biasing capabilities to its Success Factors line of human resources software, including the ability to flag job descriptions for potentially biased language.

    The course’s guest speakers also included the CEOs of startups Applied Ltd. and Unitive, both of which use behavioral science research to help organizations take the gender bias out of all steps of the employee recruitment process—including writing a job description, evaluating applications, and interviewing applicants.

    Bohnet notes that there are also free online tools that automatically scan job descriptions for biased language, such as Gender Decoder for Job Ads. Simply paste the text of a job listing into the decoder, and it scans the text for the list of gender-coded words from the Duke/Waterloo study. In less than a second, the decoder reports whether there are more masculine-coded or feminine-coded words in the ad. It’s not all encompassing—it doesn’t include “ninja,” for example. But, it’s a good start, it’s free, and easy to use.

    “There’s a cool story going on,” Bohnet says. “It says, here’s the research, and here are the tools you can use to apply it at work.”

    Note to readers: Bohnet and colleagues are currently conducting experimental field research in which they post and track different versions of the same job listing, adjusting the language to gauge how and whether it affects who applies for the job. If your company might be a good fit for this line of research, please reach out to Bohnet at ibohnet@hbs.edu or iris_bohnet@harvard.edu


    Why don’t fans support players who want more? | killexams.com real questions and Pass4sure dumps

    Getty Images

    Plenty of players skipped mandatory minicamps this year in an effort to get more money. And plenty of fans don’t like it.

    Why, given all that is now known about the risks of a career in professional football, do fans continue to complain when a player hopes to receive greater compensation for the risks he assumes and the sacrifices he makes? When the billionaire owners make shrewd business moves, they receive the perfunctory slow-clap from admiring fans. When players (many of whom aren’t millionaires in the sense that they don’t have a net worth of more than $1 million — and they definitely don’t have liquid assets to that degree) try to use the system to their advantage, they’re described as selfish, not team-oriented, and worried about the wrong things.

    Hyperbolic curmudgeon Bill Polian recently ranted on ESPN’s NFL Live about the disingenuous notion that players have an obligation to honor their contracts. That’s easy for folks on the league’s side of the ledger to say, since teams can rip up the contracts whenever they want. Players can’t just walk away, so at times they must take advantage of the tools available to them under the Collective Bargaining Agreement.

    Despite Polian’s position that players have no real alternatives, they do. The system allows them to not show up, as long as they’re willing to risk incurring the associated fines. For mandatory minicamp, the potential price is $84,435. For training camp, it’s $40,000 per day.

    And if the players choose to push it even farther, they can give up game checks and show up as late as Week 10, getting credit for the contract year and moving another step closer to free agency.

    The notion that a player who consciously takes advantage of these options is “violating his contract” ignores the broader contract that dictates the team-player relationship. The overriding document is the CBA, and the CBA allows players to withhold services (at a price), if they choose to do so.

    Even then, fans still routinely side with the billionaires over the mostly-not-millionaires. It likely happens for a variety of reasons.

    First, fans just want the players to play. During a holdout, it’s the player who is the one directly responsible for keeping the player from playing. So the fans pressure the player to “honor his contract,” not the team to give him a new one.

    Second, the fans don’t care about the massive wealth differential between owners and players. From the perspective of the fans, they’re all rich. However, the owners are dramatically richer, earning billions collectively every year while also holding 100 percent of the equity in the teams. And the owners can do it indefinitely. The players have a limited window to make what they can before the exit the game with bodies and brains that may eventually betray them.

    Third, it’s would be foolish to not consider the racial component, especially against the backdrop of the ongoing anthem debate. Some (many) white fans surely resent (consciously or not) the fact that African-American men parlay God-given physical skills into the kind of money and fame that the average white person never will enjoy, no matter how hard he or she works. So when African-American players try to get more money that some (many) white fans think they don’t really deserve, those fans get even more upset, reasoning that the players who already have more than they should should simply be happy with what they’re getting.

    Regardless of the reason(s), fans are playing right into the hands of the billionaires, making it even harder for players who have one or two chances in their football lifetimes to maximize their earnings. Meanwhile, the billionaires continue to sit back and watch the money roll in, year after year, decade after decade, generation after generation, without ever taking a single physical risk.

    That will continue even if fans change their perspective, but it will at least be a little harder for the billionaires to consistently get their way if fans are willing to rise up and demand that the revenue generated by the sport be more fairly distributed to those who make the sport what it is.



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    Issu : https://issuu.com/trutrainers/docs/350-021
    weSRCH : https://www.wesrch.com/business/prpdfBU1HWO000NNUV
    Dropmark-Text : http://killexams.dropmark.com/367904/12080083
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    Calameo : http://en.calameo.com/account/book#
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