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NEW QUESTION: 1
Azure WebJobsを開発しています。
シナリオごとにWebJobタイプを推奨する必要があります。
どのWebJobタイプをお勧めしますか？答えるには、適切なWebJobタイプを正しいシナリオにドラッグします。各WebJobタイプは、1回以上使用することも、まったく使用しないこともできます。コンテンツを表示するには、ペイン間で分割バーをドラッグするか、スクロールする必要がある場合があります。
注：各正しい選択には1ポイントの価値があります。

Answer:
Explanation:

Explanation

NEW QUESTION: 2
A systems administrator establishes a CIFS share on a UNIX device to share data to Windows systems. The security authentication on the Windows domain is set to the highest level. Windows users are stating that they cannot authenticate to the UNIX share. Which of the following settings on the UNIX server would correct this problem?
A. Accept only LM
B. Refuse NTLMv2 and accept LM
C. Refuse LM and only accept NTLMv2
D. Accept only NTLM
Answer: C
Explanation:
In a Windows network, NT LAN Manager (NTLM) is a suite of Microsoft security protocols that provides authentication, integrity, and confidentiality to users. NTLM is the successor to the authentication protocol in Microsoft LAN Manager (LANMAN or LM), an older Microsoft product, and attempts to provide backwards compatibility with LANMAN. NTLM version 2 (NTLMv2), which was introduced in Windows NT 4.0 SP4 (and natively supported in Windows 2000), enhances NTLM security by hardening the protocol against many spoofing attacks, and adding the ability for a server to authenticate to the client. This question states that the security authentication on the Windows domain is set to the highest level. This will be NTLMv2. Therefore, the answer to the question is to allow NTLMv2 which will enable the Windows users to connect to the UNIX server. To improve security, we should disable the old and insecure LM protocol as it is not used by the Windows computers.

NEW QUESTION: 3
The court case that identified adverse impact as an unlawful employment practice was which of the following?
A. Washington v. Davis
B. Taxman v. School Board of Piscataway
C. Albemarle Paper v. Moody
D. Griggs v. Duke Power Co.
Answer: D
Explanation:
Answer option C is correct.Griggs identified adverse impact to mean that discrimination need not be intentional to exist; Albemarle Paper (D) extended the concept to require that tests must be validated in accordance with the EEOC Uniform Guidelines for Employee Selection Procedures. Washington (A) determined that employment tests resulting in adverse impact are acceptable if they predict future success on the job. Taxman (B) found that employment decisions made on the basis of race are discriminatory. Chapter: Workforce Planning and Employment Objective: Review Questions