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The labor market is changing yet again. Increasingly, American business is turning to interim staffing to cover a greater number of its employment vacancies. Once interim (or temporary) staffing was reserved for the lower-level positions requiring little training, such as an envelope stuffer, receptionist, day laborer, and the like. Today, however, a more highly trained professional is being sought for interim work. It is not uncommon to find computer programmers, writers, marketing professionals, CPAs, and even chief financial officers working in an interim capacity. The reasons for these changes in staffing norms are generated at both the employer and employee level. Employers are pushing the drive toward interim staffing in order to maintain maximum flexibility.
Companies can be more innovative and flexible in their planning cycles if they have the option to hire employees on an as-needed basis. Additionally, employers save money using interim staffers, as they are not required to provide health insurance to temporary workers and they are not obligated to pay severance when the job terminates. Employees, too, are pushing the trend toward interim staffing. Increasingly, professionals are seeking more flexibility in their work schedules-often in response to family obligations.
No longer does the permanent 9 to 5, Monday through Friday schedule work for everyone. By working interim, employees can work when it fits their schedules. However, interim staffing is not for everyone.
Organizations whose workflow requires continuity of personnel may find interim staffing an impediment to productivity. Likewise, employees who need a steady source of income or who require the health insurance and other benefits provided by permanent employers may find the unpredictability in interim work problematic.
From the passage, it can be inferred that
A. interim employees are often less qualified than permanent employees.
B. interim staffing is itself a temporary solution to fluctuations in the labor market.
C. interim employment is appealing to many segments of the labor market.
D. because of cost savings, interim employees will eventually overtake most permanent positions.
E. because of scheduling flexibility, more permanent employees will opt for interim positions.
Answer: C
The passage gives a wide range of examples of interim positions - from receptionists to CFOs - so this is the most logical conclusion. Nothing suggests that interim employees are less qualified (indeed, the passage states that "a more highly trained professional is being sought for interim work"), so choice b is incorrect. The passage does not attempt to predict whether the trend toward interim staffing is already at its peak or whether it will continue to gain momentum, so choices c and d are incorrect. The passage focuses on interim staffing as a solution to the personal needs of employees and the flexibility and budgeting needs of employers, so choice e is incorrect.

You administer a Microsoft Azure SQL Database database used for data warehouse operations.
The database contains a table named OrdersHistory, defined as follows:

A weekly ETL (extract-transform-load) runs a large INSERT statement to add data into the OrdersHistory table. The process is taking a long time to complete. You discover that the bulk of the process is performing non-clustered index updates on the OrdersHistory table.
You need to improve the performance of the ETL process faster. You need to meet the following requirements:
* Use minimal administrative effort.
* Avoid losing existing permissions on existing objects.
What should you do? (To answer, move the appropriate actions from the list of actions to the answer area and arrange them in the correct order.)


Step 1: Run the following statement:ALTER INDEX ALL on OrdersHistory DISABLE.
Step 2: Run the INSERT statement.
Step 3: Run the following statement:
The ALTER INDEX ALL REBUILD statement rebuilds and enables all disabled indexes on the table.

A user named Debbie has the Azure app installed on her mobile device.
You need to ensure that [email protected] is alerted when a resource lock is deleted.
To complete this task, sign in to the Azure portal.
See the explanation below.
You need to configure an alert rule in Azure Monitor.
Type Monitor into the search box and select
Click on Alerts.
Click on +New Alert Rule.
In the Scope section, click on the
In the Filter by resource type box, type Management locks (locks) from the filtered results.
Select the subscription then click the
In the Condition section, click on the
Select the Delete management locks condition the click the Done button.
In the Action group section, click on the Select action group link.
Click the Create action group button to create a new action group.
Give the group a name such as Debbie Mobile App (it doesn't matter what name you enter for the exam) then click the Next: Notifications > button.
In the Notification type box, select the Email/SMS message/Push/Voice option.
In the Email/SMS message/Push/Voice window, tick the Azure app Push Notifications checkbox and enter [email protected] in the Azure account email field.
Click the OK button to close the window.
Enter a name such as Debbie Mobile App in the notification name box.
Click the Review & Create button then click the Create button to create the action group.
Back in the Create alert rule window, in the Alert rule details section, enter a name such as Management lock deletion in the Alert rule name field.
Click the Create alert rule button to create the alert rule.