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NEW QUESTION: 1
DRAG DROP
Answer:
Explanation:
Explanation:
poison reverse: A router learns from its neighbor that a route is down and the router sends an update back to the neighbor with an infinite metric to that routeLSA: The packets flooded when a topology change occurs, causing network routers to update their topological databases and recalculate routes split horizon: This prevents sending information about a routeback out the same interface that originally learned about the routeholddown timer: For a given period, this causes the router to ignore any updates with poorer metrics to a lost network
NEW QUESTION: 2
You have a Microsoft Exchange Server 2019 organization.
Ten days ago, a user named User1 sent an email message to a user named User2.
User2 never received the message.
You need to identify whether the message was delivered to User2.
What should you do first?
A. From the Exchange Management Shell, run the Get-MessageTraceDetail cmdlet.
B. From the Exchange Management Shell, run the Get-HistoricalSearch cmdlet.
C. From the Exchange Management Shell, run the Get-MessageTrace cmdlet.
D. From the Exchange Management Shell, run the Search-MessageTrackingReport cmdlet.
Answer: D
Explanation:
The Get-MessageTrackingReport cmdlet requires the ID for the message tracking report that you want to view. Therefore, first you need to use the Search-MessageTrackingReport cmdlet to find the message tracking report ID for a specific message, and then pass the results to the Get-MessageTrackingReport cmdlet.
Reference:
https://docs.microsoft.com/en-us/powershell/module/exchange/mail-flow/get-messagetrackingreport?view=exchange-ps
NEW QUESTION: 3
Which of the following statements is most true about rater bias?
A. Rater bias nullifies the positive outcomes of providing meaningful performance feedback.
B. Performance feedback bias is similar to interview bias.
C. Rater bias exists in all exchanges of performance feedback.
D. Rater bias is illegal.
Answer: B
Explanation:
Answer option C is correct.Performance feedback bias such as the halo/horn effect, leniency, and central tendency can (but don't always) exist whenever managers are asked to make a discriminatory judgment, including in rating performance and selecting new hires. Note that not all discrimination is unlawful; it is in fact necessary to make distinguishing decisions on the job. Discrimination becomes unlawful when the performance is not rated according to neutral, job-related standards. Chapter: Human Resource Development Objective: Review Questions