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200-301 - Cisco Certified Network Associate - CCNA 2021 - BrainDump Information

Vendor Name : Cisco
Exam Code : 200-301
Exam Name : Cisco Certified Network Associate - CCNA 2021
Questions and Answers : 382 Q & A
Updated On : Click to Check Update
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Cisco Certified Network Associate - CCNA 2021 Real Questions with Latest 200-301 Practice Tests | [HOSTED-SITE]

Cisco 200-301 : Cisco Certified Network Associate - CCNA 2021 Exam

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200-301 sample Question : Download 100% Free 200-301 Dumps PDF and VCE

Exam Number : 200-301
Exam Name : Cisco Certified Network Associate - CCNA 2021
Vendor Name : Cisco
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200-301 test Format | 200-301 Course Contents | 200-301 Course Outline | 200-301 test Syllabus | 200-301 test Objectives


200-301 CCNA
Certification: CCNA
Duration: 120 minutes

This test tests your knowledge and skills related to:

- Network fundamentals
- Network access
- IP connectivity
- IP services
- Security fundamentals
- Automation and programmability

The Cisco Certified Network Associate v1.0 (CCNA 200-301) test is a 120-minute test associated with the CCNA certification. This test tests a candidate's knowledge and skills related to network fundamentals, network access, IP connectivity, IP services, security fundamentals, and automation and programmability. The course, Implementing and Administering Cisco Solutions (CCNA), helps candidates prepare for this exam.

20% 1.0 Network Fundamentals
1.1 Explain the role and function of network components
1.1.a Routers
1.1.b L2 and L3 switches
1.1.c Next-generation firewalls and IPS
1.1.d Access points
1.1.e Controllers (Cisco DNA Center and WLC)
1.1.f Endpoints
1.1.g Servers
1.2 Describe characteristics of network topology architectures
1.2.a 2 tier
1.2.b 3 tier
1.2.c Spine-leaf
1.2.d WAN
1.2.e Small office/home office (SOHO)
1.2.f On-premises and cloud
1.3 Compare physical interface and cabling types
1.3.a Single-mode fiber, multimode fiber, copper
1.3.b Connections (Ethernet shared media and point-to-point)
1.3.c Concepts of PoE
1.4 Identify interface and cable issues (collisions, errors, mismatch duplex, and/or speed)
1.5 Compare TCP to UDP
1.6 Configure and verify IPv4 addressing and subnetting
1.7 Describe the need for private IPv4 addressing
1.8 Configure and verify IPv6 addressing and prefix
1.9 Compare IPv6 address types
1.9.a Global unicast
1.9.b Unique local
1.9.c Link local
1.9.d Anycast
1.9.e Multicast
1.9.f Modified EUI 64
1.10 Verify IP parameters for Client OS (Windows, Mac OS, Linux)
1.11 Describe wireless principles 1.11.a Nonoverlapping Wi-Fi channels 1.11.b SSID 1.11.c RF 1.11.d Encryption
1.12 Explain virtualization fundamentals (virtual machines)
1.13 Describe switching concepts
1.13.a MAC learning and aging
1.13.b Frame switching
1.13.c Frame flooding
1.13.d MAC address table
20% 2.0 Network Access
2.1 Configure and verify VLANs (normal range) spanning multiple switches
2.1.a Access ports (data and voice)
2.1.b Default VLAN
2.1.c Connectivity
2.2 Configure and verify interswitch connectivity
2.2.a Trunk ports
2.2.b 802.1Q
2.2.c Native VLAN
2.3 Configure and verify Layer 2 discovery protocols (Cisco Discovery Protocol and LLDP)
2.4 Configure and verify (Layer 2/Layer 3) EtherChannel (LACP)
2.5 Describe the need for and basic operations of Rapid PVST+ Spanning Tree Protocol and identify basic operations
2.5.a Root port, root bridge (primary/secondary), and other port names
2.5.b Port states (forwarding/blocking)
2.5.c PortFast benefits
2.6 Compare Cisco Wireless Architectures and AP modes
2.7 Describe physical infrastructure connections of WLAN components (AP, WLC, access/trunk ports, and LAG)
2.8 Describe AP and WLC management access connections (Telnet, SSH, HTTP, HTTPS, console, and TACACS+/RADIUS)
2.9 Configure the components of a wireless LAN access for client connectivity using GUI only such as WLAN creation, security settings, QoS profiles, and advanced WLAN settings
25% 3.0 IP Connectivity
3.1 Interpret the components of routing table
3.1.a Routing protocol code
3.1.b Prefix
3.1.c Network mask
3.1.d Next hop
3.1.e Administrative distance
3.1.f Metric
3.1.g Gateway of last resort
3.2 Determine how a router makes a forwarding decision by default
3.2.a Longest match
3.2.b Administrative distance
3.2.c Routing protocol metric
3.3 Configure and verify IPv4 and IPv6 static routing
3.3.a Default route
3.3.b Network route
3.3.c Host route
3.3.d Floating static
3.4 Configure and verify single area OSPFv2
3.4.a Neighbor adjacencies
3.4.b Point-to-point
3.4.c Broadcast (DR/BDR selection)
3.4.d Router ID
3.5 Describe the purpose of first hop redundancy protocol
10% 4.0 IP Services
4.1 Configure and verify inside source NAT using static and pools
4.2 Configure and verify NTP operating in a client and server mode
4.3 Explain the role of DHCP and DNS within the network
4.4 Explain the function of SNMP in network operations
4.5 Describe the use of syslog features including facilities and levels
4.6 Configure and verify DHCP client and relay
4.7 Explain the forwarding per-hop behavior (PHB) for QoS such as classification, marking, queuing, congestion, policing, shaping
4.8 Configure network devices for remote access using SSH
4.9 Describe the capabilities and function of TFTP/FTP in the network
15% 5.0 Security Fundamentals
5.1 Define key security concepts (threats, vulnerabilities, exploits, and mitigation techniques)
5.2 Describe security program elements (user awareness, training, and physical access control)
5.3 Configure device access control using local passwords
5.4 Describe security password policies elements, such as management, complexity, and password alternatives (multifactor authentication, certificates, and biometrics)
5.5 Describe remote access and site-to-site VPNs
5.6 Configure and verify access control lists
5.7 Configure Layer 2 security features (DHCP snooping, dynamic ARP inspection, and port security)
5.8 Differentiate authentication, authorization, and accounting concepts
5.9 Describe wireless security protocols (WPA, WPA2, and WPA3)
5.10 Configure WLAN using WPA2 PSK using the GUI
10% 6.0 Automation and Programmability
6.1 Explain how automation impacts network management
6.2 Compare traditional networks with controller-based networking
6.3 Describe controller-based and software defined architectures (overlay, underlay, and fabric)
6.3.a Separation of control plane and data plane
6.3.b North-bound and south-bound APIs
6.4 Compare traditional campus device management with Cisco DNA Center enabled device management
6.5 Describe characteristics of REST-based APIs (CRUD, HTTP verbs, and data encoding)
6.6 Recognize the capabilities of configuration management mechanisms Puppet, Chef, and Ansible
6.7 Interpret JSON encoded data



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Cisco - Study Guide

'9 Lies About Work': book challenges every thing from intention-atmosphere to comments | 200-301 Free test PDF and Practice Test

however sometimes I’ve puzzled why I felt compelled to depart certain positions. In some circumstances, a new person joined the group and gave the impression to alternate the total dynamic. as a minimum once, I felt like the incorrect “classification” — like I didn’t fit the tradition or mission of the workplace.

most likely this is why the booklet, “nine Lies About Work: A Freethinking chief’s e-book to the actual World,” caught my eye. posted through the Harvard enterprise assessment Press, the book turned into written via Marcus Buckingham, a strengths guru and writer, and Ashley Goodall, Cisco management and group Intelligence head.

At a time when lower than 20% of global workers file feeling completely engaged at work, I’ve questioned what the core situation is. Economists, scratching their heads whereas analyzing why productiveness has declined worldwide due to the fact the mid-Nineteen Seventies, argue that some long-held tenets about performance-enhancement are not any longer working.

The authors’ research into the course indicates that as the companies wherein we work have grown increasingly higher and more complex, its leaders have sought methods to make systems simpler and extra orderly.

but this desire to simplify administration tactics regularly results in conformity, which finally squelches the individuality of people, along with their enjoyable gifts.

“before we realize it, the specific knowledge and pursuits of each grownup are seen as inconveniences, and the firm comes to deal with its people as just about interchangeable,” the authors write.

here are just a few of the “lies” that principally resonated with me.

individuals care which enterprise they work for

Judging by way of the number of jobseekers who feverishly scan websites like Glassdoor, most of us do care lots about a corporation’s work way of life.

subculture is important, the writers say, in that it helps verify the place a corporation wishes to move.

however once we see a corporation from the outside, we’re actually responding to its “cultural plumage” — the undeniable fact that the team of workers looks younger and funky, the variety of huge-identify attorneys who have received excessive-profile cases. That plumage is intentional, as it’s designed to appeal to the sort of personnel that will align with that tradition.

When it comes all the way down to the nitty gritty of daily work, it isn’t so tons the culture, and even the common enterprise, that matters to the employee because the teams they work for.

“When americans choose no longer to work someplace, the someplace isn’t a company, it’s a group,” they write. “If we put you in a superb team at a bad enterprise, you’ll are inclined to dangle around, but if we put you on a bad team at an outstanding company, you gained’t be there for lengthy."

The unhealthy information is that companies tend to underestimate the fact that groups are the genuine engine to their success.

The respectable news is that what most individuals care about most at work — their groups — are some thing that group leaders can have an effect on and control.

probably the most most effective ways team leaders can maintain worker's engaged is by constructing have confidence. A 19-country study on the character of engagement at work found that personnel who felt their group leaders had their backs have been 12 times extra prone to be wholly engaged at work.

"9 Lies About Work: A Freethinking chief’s e book to the true World” became written by using Marcus Buckingham, a strengths guru and writer, and Ashley Goodall, Cisco management and crew Intelligence head. Contributed / Harvard business evaluate Press

We’ve all worked at places the place it was all about “The Plan,” a major, complicated strategic initiative that bandied about phrases like “synergy” and “notion leadership” while predicting every step we would take for the subsequent 10 years.

more regularly than now not, these particularly ambitious plans fill underlings with nervousness, confusion and a way of complete overwhelm.

We’ve been taught to agree with that an bold, overarching plan — hammered out through the suitable individuals in the company — is the key to imaginative and prescient and success.

The issue, these authors argue, is that these “huge plans” within enormous groups are too often overly generalized, at once out of date and frustrating to these anticipated to lift them out.

“Plans are often made with the aid of bigger-u.s.a.who don’t take into account the day-to-day, precise-world realities their frontline americans face,” the authors write. “in consequence, leaders every so often resort to creating an assumptive plan with very widely wide-spread particulars, which doesn’t prove to be constructive.”

as a substitute, the authors advocate that leaders “coordinate your team’s efforts in actual time, relying heavily on the suggested, unique intelligence of each and every entertaining crew member.”

“Their underlying assumption is that true americans are clever, and that if you can current them with accurate, precise-time, legit data in regards to the actual world in entrance of them, they’ll perpetually make sensible choices,” they write.

how to do that? They suggest a few procedures:

  • as an alternative of big, inflexible plans, count on precise, true-time inputs out of your crew members.

  • The “intelligence” in an clever system lies now not in a select few, but as a substitute within the “emergent interpretive powers” of all entrance-line group members.

  • Don’t avert records to a need-to-recognize groundwork. Liberate data: Share as a lot records as viable, as quick as possible. be certain your group is swimming in true-time tips, all of the time.

  • Use brief, usual verify-ins (as a minimum as soon as a week) to take care of real-time considerations. The authors discovered that weekly verify-ins extended common engagement through 13%, while month-to-month determine-ins weren’t practically as positive.

  • The top-quality americans are smartly-rounded

    unhealthy hires can charge agencies some huge cash. So it makes sense that they’ve come to count on tools equivalent to “competency fashions” to outline the qualities for an awesome candidate.

    These competency fashions customarily examine diverse attributes — corresponding to business acumen, teamwork, strategic considering, and so on. — and measure how an individual’s competency in those different areas align with the preferred competency attributes for a undeniable job. These are then used as a groundwork for hiring, training and evaluating efficiency.

    sadly, Buckingham and Goodall say, this strategy is essentially flawed. Their research says an worker’s performance actually depends on a complex mix of traits (like our character) and states (our temper and instances). They add that it’s very intricate to investigate how one’s mind set at the time could affect how they respond to a competency-measuring query. They additionally say that terms like “strategic pondering” are tremendously subjective and difficult to measure accurately.

    Their argument is that high scores across-the-board in a competency mannequin can’t at all times predict “winners” anyway. as a substitute, some personnel excel as a result of they're “spiky,” they write. “They nurture and apply their pleasing strengths to their work.”

    These high achievers would probably fail on at the least just a few dimensions in a competency mannequin. in its place, they be aware of their power — that undertaking that makes them consider amazing and which brings them pleasure. And the greater frequently they're called upon to use those interesting strengths, the happier and more productive they will be.

    “So in its place of forcing americans into ordinary templates or making an attempt to repair their weaknesses, we should focal point on assisting them to establish and leverage their exciting strengths,” they write.

    individuals need comments

    we all should be seen and heard — and a few generations, equivalent to millennials and technology Y — reportedly crave this even more than others.

    but earlier than assuming consistent, brutally honest feedback is the important thing to office happiness, the authors suggest protecting just a few issues in mind.

    Why millennials file to select Snapchat is revealing. in contrast to facebook, it doesn’t rely on “likes” or remarks. It permits them to participate, join and be seen with out feeling judged. Even improved, their snap disappears after 24 hours, so there’s no permanent listing of judgment.

    in all probability millennials aren’t so much looking for feedback as they are trying to find an viewers, they write. “every person — no longer just millennials — appear drawn to areas that provide us with a means to satisfy our audience and benefit its approval.”

    yet another truth is that humans tend to base their feedback on a incorrect filter of notion known as the “basic Attribution Error.” This ingrained habits reflects our natural tendency to attribute yet another grownup’s mistake to shortcomings in their personality (“she’s late as a result of she’s just lazy”), whereas justifying our personal shortcomings to situational elements (“There changed into so tons site visitors!”).

    Too frequently, we finally end up focusing our cures on others in its place of looking at how we might have done better, the authors say.

    every other guidelines:

    sadly, bad remarks blocks discovering. When americans feel criticized or judged, their defenses kick in and their problem-fixing competencies freeze up. but when an worker is given a chance to function in their enviornment of strength — and additionally receives superb feedback for it — their capability to be taught soars.

  • americans should be considered. The human animal needs consideration. Likewise, your personnel fare most excellent in the event that they are given consideration in a safe, non-judgmental atmosphere. Gallup analysis shows that managers who unnoticed their americans created a deadly disease of disengagement. bad comments changed into forty instances more advantageous than ignoring americans, but high-quality feedback was 30 instances more powerful than terrible criticism in maximizing efficiency.

  • The base line: engage your crew

    group leaders regularly locate that they can’t have an effect on the huge-image items, like no matter if an company presents child care or if there’s a beneficiant household-depart coverage.

    Yet Buckingham and Goodall insist that there are still many the right way to consider how your team is doing, and no matter if alterations should be made.

    As part of their analysis, the authors interviewed the desirable and bottom performers in hundreds of businesses. They discovered eight conditions linked to probably the most engaged and productive group individuals:

    This checklist of circumstances represented the engaged group contributors’ connection to their company, and blanketed components like:

  • i'm really enthusiastic concerning the mission of my company.

  • In my team, i am surrounded by way of individuals who share my values.

  • My teammates have my returned.

  • I believe in my enterprise’s future.

  • This also protected the worker’s perceptions of their particular person journey at work:

  • I certainly have in mind what's expected of me.

  • I actually have the possibility to make use of my strengths each day.

  • i know I’ll be diagnosed for astonishing work.

  • i am all the time challenged to develop.

  • “What we, as crew individuals, want from you, our group chief, is at the start that you make us consider a part of something larger,” they write, “that you just show us how what we're doing together is important and significant; and secondly, that you make us believe so that you can see us, and fix to us, and care about us, and problem us, in a way that recognizes who we're individuals.”


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