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NEW QUESTION: 1
Effective internal control for application development should provide for which of the following?
I A project steering committee to initiate and oversee the system
II A technical systems programmer to evaluate systems software
III Feasibility studies to evaluate existing systems
IV The establishment of standards for systems design and programming
A. I, II, and IV only
B. II, Ill, and IV only
C. I, Ill, and IV only.
D. I and Ill only.
Answer: C
Explanation:
Effective systems development requires participation by top management. This can be achieved through a steering committee composed of higher-level representatives of system users. The committee approves or recommends projects and reviews their progress.
Studies of the economic, operational, and technical feasibility of new applications necessarily entail evaluations of existing systems. Another necessary control is the establishment of standards for system design and programming. Standards represent user and system requirements determined during systems analysis.
NEW QUESTION: 2
You are installing Microsoft Windows Server 2008 R2 on a Cisco UCS C210 M2 server, and the installer does not see local storage on the LSI MegaRAID SAS 9260-4i controller that is installed.
Which statement explains the issue?
A. The installer DVD for Microsoft Windows Server 2008 R2 did not include the LSI driver until SP2.
B. The driver is not included in the installer DVD. Press F6 to load the LSI RAID driver from CD or virtual media.
C. The LSI 9260-4i is only supported by Red Hat Enterprise Linux and VMware vSphere 4.0 and later.
D. The virtual disk is not created and online.
Answer: D
NEW QUESTION: 3
As an HR Professional you should be familiar with the terminology, practices, and rules governing unions and management in the bargaining process. There are three primary types of bargaining that management and unions participate in. Which of the following bargaining types is considered to be the most combative?
A. Distributive bargaining
B. Good faith bargaining
C. Interest-based bargaining
D. Integrative bargaining
Answer: A
Explanation:
Explanation/Reference:
Answer option C is correct.
Distributive bargaining happens when each side sets their case and then does their best to stick to their objectives. Distributive bargaining is combative, adversarial, and can corrode the management-labor relationships.
Answer option B is incorrect. Interest-based bargaining focuses on interests rather than positions and it separates people from the problem. This type of bargaining is done in cooperation between the two parties.
Answer option D is incorrect. Integrative bargaining describes the process of examining issues as a whole, rather than one at a time. Integrative bargaining looks for a win-win for both sides of the disagreement.
Answer option A is incorrect. Good faith bargaining is not a bargaining type, but a description of the process both sides should go into the bargaining process with.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-
586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Union Organization