Isaca Updated CGEIT Exam Questions and Answers by zackary

This is because employee engagement is a key factor for the success of any change initiative, especially one that involves governance. Employee engagement refers to the degree of commitment, involvement, and ownership that employees have toward the organization and its goals1. By designing the implementation plan to engage employees across the enterprise, the organization can:

Communicate the vision, purpose, and benefits of the new governance initiative to employees2

Solicit feedback and suggestions from employees on how to implement the new governance initiative effectively2

Address any concerns or resistance that employees may have toward the new governance initiative2

Empower and motivate employees to participate in and support the new governance initiative2

Foster a culture of collaboration, learning, and innovation among employees2

Designing the implementation plan to engage employees across the enterprise can help to ensure that the new governance initiative is understood, accepted, and adopted by all stakeholders, and that it delivers the desired outcomes and value.

The other options, staff have been trained on the new initiative, external consultants created the plan, and the plan assigns responsibility for completing milestones are not as indicative as the plan is designed to engage employees across the enterprise for the success of the implementation plan for a new governance initiative. They are more related to the execution and management of the implementation plan, rather than its design and alignment. They may also not be sufficient or effective for ensuring the success of the implementation plan, as they may not address the human and behavioral aspects of change, such as awareness, understanding, involvement, commitment, and ownership3. References := Employee Engagement: What Is It? | SHRM, How To Engage Employees In Organizational Change | Forbes, Change Management Best Practices: A Comprehensive Guide | Smartsheet

The first step for the IT steering committee to review proposals for projects that implement emerging technologies is to understand how the emerging technologies will influence risk across the enterprise. Emerging technologies are new or evolving technologies that have the potential to create significant value or disruption for the enterprise, such as artificial intelligence, blockchain, cloud computing, etc. Emerging technologies can also introduce new or increased risks, such as security, privacy, compliance, ethical, operational, strategic, etc. Therefore, the IT steering committee should understand the nature, scope, and impact of these risks, and how they affect the enterprise’s risk appetite, tolerance, and profile. By understanding the risk implications of emerging technologies, the IT steering committee can evaluate the proposals more effectively and objectively, and ensure that they align with the enterprise’s strategy, goals, and governance framework. According to ISACA’s CGEIT Domain 4: Risk Optimization1, “the enterprise should identify and assess the risks associated with emerging technologies and their potential impact on the enterprise’s objectives and performance.” Furthermore, according to ISACA’s article on Emerging Tech Risk2, “the IT steering committee should have a clear understanding of the risk landscape of emerging technologies and how they affect the enterprise’s risk posture and appetite.” Therefore, understanding how the emerging technologies will influence risk across the enterprise is the best first step for the IT steering committee to review proposals for projects that implement emerging technologies. References:

Emerging Tech Risk - ISACA

IT Governance: Definitions, Frameworks and Planning - ProjectManager

What is IT governance? A formal way to align IT & business strategy | CIO

CGEIT Domain 4: Risk Optimization

 The MOST effective way for the CIO to ensure that the new IT objectives are cascaded to IT personnel is to define individual performance measures related to the IT objectives. Cascading goals is a framework to get everyone in an organization aligned with the big picture organizational goal, and to make sure they know what to do by breaking strategy into clear tasks and deliverables1. By defining individual performance measures related to the IT objectives, the CIO can:

Communicate the expectations and priorities of the IT function to each IT staff member2

Link the individual goals and activities to the IT objectives and the organizational strategy3

Motivate and empower the IT staff to take ownership and responsibility for their work4

Monitor and evaluate the progress and performance of the IT staff and provide feedback and recognition5

The other options are not as effective as option B. While it is important to communicate the new IT objectives, establish IT management’s performance measures, and update the IT balanced scorecard, these are not sufficient to ensure that the IT objectives are cascaded to IT personnel. They are rather means to achieve the end goal of aligning and measuring the IT objectives at different levels of the organization. They do not necessarily translate into clear and specific actions and outcomes for each individual IT staff member.

The first consideration for an enterprise faced with a pandemic situation resulting in a mandatory remote work environment should be ensuring staff has the necessary technology to be productive, because this would enable the enterprise to maintain its business continuity and resilience, and to minimize the disruption and loss of the IT services and capabilities. The necessary technology may include hardware, software, network, security, and communication tools that support the remote work activities and requirements of the staff12. The enterprise should also provide guidance and training to the staff on how to use the technology effectively and securely12. The other options are not the first consideration, because they are either dependent on or secondary to the availability and functionality of the technology.