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the new employee ELITE Technicians are taking over a much bigger function and commanding new recognize as the core personnel of the suggestions Age.

(FORTUNE journal) – chances are fairly decent that Beth Malloy will play an enormous position in making a scientific discovery that may additionally at some point shop your life. A laboratory technician on the cardiovascular analysis group at Genentech, the biotechnology business in South San Francisco, Malloy, 35, isolates and analyzes rare proteins found in plasma, the materials that when cloned form the constructing blocks of biotech drugs. A decade ago the mastery of such esoteric procedures changed into the province of Nobel laureates. Now, Malloy, a chemist with a master's diploma from San Francisco State college, and many of Genentech's 369 different science technologists function these miracles routinely. She and her colleagues are but a small part of the gigantic and abruptly becoming inhabitants of technicians -- a brand new employee elite who are reworking the American labor drive and potentially each organization that employs them. because the farm hand was to the agrarian economic climate of a century in the past and the computer operator changed into to the electromechanical industrial period of contemporary a long time, the technician is becoming the core worker of the digital suggestions Age. The trend reflects what Stephen R. Barley, an ethnographer at Stanford school's faculty of engineering, describes because the "technization" of yank labor. The sheer boom in the number of technicians and the variety of occupations they grasp bespeak a profound alternate in their importance to agencies that hope to survive and thrive in an period of epochal change. due to the fact 1950 the variety of technical people has increased well-nigh 300% -- triple the growth expense for the work drive as an entire -- to a couple 20 million. With one out of every four new jobs going to a technical employee, the Bureau of Labor records (BLS) forecasts that this military of techno-competents -- already the biggest wide occupational class within the U.S. -- will signify a fifth of total employment inside a decade (see chart). The convergence of two massive forces are giving technicians new importance. First, more and more potent, versatile, and person-friendly new applied sciences -- from the application that electronics technicians use to verify printed circuitboards to the automatic protein analyzers Beth Malloy classes to run experiments -- are doing away with the need for employees to perform many time- drinking hobbies tasks, the donkey work of the superior industrial age. hence they are freed to tackle extra challenging actions that require judgment and capabilities. 2nd, as more groups rely on technology to aid eliminate pleasant defects, speed up product construction, and enrich consumer service, technicians become the entrance-line worker's they depend on. So fully has expertise suffused the place of work that technical people are starting to emerge from the well-nigh invisible middling stratum they've historically occupied. no longer are they mere subordinates to managers and just a notch above the much less-skilled blue- and red-collar hundreds. As company hierarchies crumple and the boundaries between organizations dissolve, employers are starting to profit a brand new appreciation for the work technicians do -- and their insights into how it should still be accomplished. within the new financial system, says Michael Arthur, a administration professor at Suffolk school in Boston, it is competence rather than a spot in a hierarchical pecking order that defines an employee's price: "Technical occupations are becoming the brand new anchor for people's careers." Who more suitable for the wise agency to enlist within the effort to gain a aggressive area than people who truly man the equipment so that you can raise us into the long run? Technical employees help design, manufacture, and repair the wondrous medical instruments that allow medical institution technologists to look into the physique's tissue. Engineering technicians look at various the integrity of materials used within the development of bridges, structures, and dams. they are the builders and caretakers of the computer and telecommunications networks that retain your enterprise working, and that they produce the spectacular desktop-picture presentations that aid your revenue force land new consumers. Technicians carry varying degrees of formal education and credentials to their work. Many enter technical fields without a greater than a high college diploma and a splash of coaching acquired on the job. since the smaller military of nowadays not turn out technicians in the numbers they did right through the cold struggle years, extra aspiring technical laborers are coming to those careers from a exchange college or a group school. And an ever-increasing number of them have a 4-12 months tuition schooling or superior levels. in accordance with projections made by way of BLS economist Kristina J. Shelley, the number of college graduates who take jobs in technical fields will grow through seventy five%, to 2.2 million, over the arrival decade. To earnings thoroughly from the increased alternatives open to them in the new financial system requires that technical laborers -- and the agencies that employ them -- adopt a new attitude. because many technicians enter the labor drive as hourly personnel, they too commonly view the work they do as a job as an alternative of because the groundwork of a profession. The difference is starting to be greater critical. Jobholders, Suffolk institution's Arthur explains, function a confined range of projects within the context of a specific company. Careerists, in contrast, define themselves through the cluster of potential they bring to their work -- capabilities that are transferable from employer to organisation and which they can extend over the path of their working lives. they're ever on the prowl for the subsequent pleasing challenge to work on. And companies that would harness their abilities must learn new lessons of how to manage, inspire, and reward them hence.

-- supply your technical workers room to develop -- or a person else will. Richard Mixon, 41, is likely one of the new breed who is actively managing his profession. A senior electronics engineering technician within the seismic trying out division of the Western Atlas oil exploration enterprise in Houston, Mixon early on made it his mission to are seeking out jobs that could allow him to grow. "i needed to have a huge adequate spectrum of knowledge to be capable of healthy into any technical ambiance," he says. The son of a development employee, Richard studied electronics for 2 years on the university of Houston with the aim of working in the computer industry. lacking the cash to continue his stories, youngsters, he took a job with IBM ! repairing office equipment. The 5 years he spent as a service representative taught him helpful instructions in how to deal with shoppers, nevertheless it wasn't getting him any nearer to his purpose of working with engineers who design computing device circuitboards. He left IBM, in 1978, to be part of Texas devices, which employed him to restore built-in-circuit examine programs. inside a yr, Mixon realized that and not using a 4-yr engineering degree his options for advancement with TI have been constrained. but he might see that printed-circuit know-how was starting to unfold to many other industries anyway computer systems -- and with it, his opportunities to take on more challenging tasks. So when he discovered about a gap for an electronics lab technician at Halliburton, an oil-container features business that was booming in the energy-short years of the early Eighties, he jumped. The flow exposed Mixon to the sort of work he had been longing to do. Over the subsequent nine years at Halliburton and, later at Schlumberger, which offered him each greater funds and greater exciting assignments, Mixon assisted electronics design engineers in developing circuitboards that could go into the newest geologic facts-acquisition device. regardless of the challenge, after ages Mixon could see no extra profession advancement expecting him at Schlumberger, so he begun to search for alternatives outside the business. A recruiter sounded him out about moving to a much bigger job with Western Atlas, and he grabbed the offer. In his existing position, Mixon is helping to enhance an electronic sensing gadget that can be used to locate oil. moreover engaged on the design of latest circuitry, he is the factor man delegated to work with manufacturing to convey the brand new equipment instantly into production. And he's always looking out for brand spanking new projects to tackle. Says Mixon: "or not it's enhanced to apologize than for permission." Mixon's most suitable purpose is to construct on the large technical base through starting his own enterprise.

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-- Technical worker's are relocating from the returned workplace to the client interface. With the new corporate focus on consumer pride, organizations like TIE Communications, a telecommunications device agency with annual revenues of $a hundred and ten million, are relying more heavily on their technicians. TIE hopes to win market share from its rankings of smaller competitors and crack new markets that the massive regional cellphone agencies are leaving at the back of. however executives at TIE's headquarters in Overland Park, Kansas, realized that increase would now not come effortlessly by using pushing extra hardware. They additionally essential to differentiate their company with sophisticated client provider. Falling expenditures for telecom gear had been bringing items like videoteleconferencing machine and advanced multiplexers for information transmission within sight of the small and midsize organizations that TIE objectives. difficulty became, the brand new, built-in black-container telephony is intimidatingly advanced, a few of it a long way past the servicing capabilities of many of TIE's four hundred technicians. Says govt vp Eric Carter: "except they did a more robust job of coaching them, their technicians would power customers away." TIE got down to mould all of its technical provider reps into, as Carter puts it, "ambassadors to the purchasers." The company contracted with the corporate academic features division of DeVry Institute of know-how, a leading for- income technical practicing academy that operates 13 colleges during North the united states, to support design a curriculum. apart from proposing its technicians with a firm grounding in how the complex new circuitry and utility work, TIE desired the new lessons to improve their communications advantage so that they might support sell shoppers on new items and capabilities. The working towards, which started ultimate fall, brings organizations of some 20 service reps from TIE's fifty eight district workplaces to Overland Park right through the first two weeks of each month. TIE plans to cycle all of its technical employees through each and every of three progressively more superior tiers of coaching over the coming six years. An additional benefit of this guide: via mingling with colleagues from different offices, the customer service techs swap struggle reviews on complications they've encountered in the box and take palms-on options returned to work. Technicians who have been during the practicing's first section are enthusiastic: Steve Barbier, 32, an eight-12 months TIE veteran in the St. Louis office, says the program "grew to become on essential easy bulbs." Barbier is a high school graduate who had labored his way up from the lowly $four.25-per-hour job of pulling cables to a talented $sixteen-an-hour place supervising new installations and more refined machine fix. but his limited understanding of the programs' inner workings made him reluctant to suggest to clients that they improve their networks with apparatus he was unsure he may service. That insecurity is not any longer an issue. Says Barbier: "where i might once take 5 steps lower back to avoid an issue, I now take two steps forward with a new solution that helps the customer, TIE, and me."

-- contemporary technicians are the next day's executives. Some companies are starting to make the mastery of a technical speciality the prerequisite for career boom. At Union Pacific, as an example, all new employees who aspire to a management place ought to first become a "information integrity analyst." Why the hurdle? Union Pacific consists of 13,000 shipments a day on seven hundred trains running on 19,000 miles of tune. Coordinating that massive site visitors movement poses a major facts administration challenge, one which required a new approach to the rail enterprise. Says national consumer services vice president Jim Damman: "We noticed that the company's future growth would rely greater on the ability of their managers to be masters of technical data as opposed to overseers of the hourly worker's." considering that 1986, Union Pacific has been changing the paper mountain of shipping orders, bills of lading, and invoices it as soon as swapped with its consumers and their shipping brokers with a computerized digital records interchange (EDI) equipment it has developed. Now, some two-thirds of all of the railroad's client communications -- up from just 3% eight years ago -- are managed by way of EDI from a single consumer-service middle in St. Louis in place of during the 40 places of work that formerly handled the unwieldy paper stream. Empowered via EDI, the data integrity analysts preserve tabs on the entire purchasers' contacts with the railroad. they invent certain digital profiles for each and every shipper that allow the consumer carrier representatives to facilitate order taking or get to the bottom of questions. They additionally supply the tips that dispatchers in Omaha use to song shipments and that clerks in accounting depend on for correct billing suggestions. just as effective because the massive development in effectivity that EDI has wrought (worker productivity at the St. Louis center is up 300% on account that 1986) are the fabulously wealthy strategic uses Union Pacific can make of the accumulated records. The railroad's purpose is to mine that treasure-trove to be capable of offer shoppers greater cost-introduced capabilities tailor-made to their needs. for that reason, veterans of the information integrity job, like Robyn Bohnert, are promoted to the greater advanced technical roles of discovering methods to arrange the facts for brand new business makes use of. employed as a customer carrier consultant in 1990, Bohnert, now 26, spent two years as a knowledge integrity analyst. remaining February she advanced to a position as mission manager for brand new systems construction, which can pay her some $35,000 a year. Her job attracts closely now not most effective on her technological advantage but additionally on her talents of marketing. She uses the EDI customer profiles to build new databases that might, say, support a group that works with grain commodity shippers discover evolving patterns of their utilization of the railroad's capabilities and sell them on new ones. She has additionally put her technical ability to use in helping Union Pacific increase its personal efficiency, extracting from the databases she's created the sources of customer complications and the way tons it cost the railroad to tackle them. Says Bohnert: "We're just starting to scratch the floor of the improvements that a technical analysis of the records will show."

-- Technical employees flip black-box technology into productiveness positive aspects. lengthy the jealously guarded privilege of management, access to tips basically described energy and standing in the traditional corporate forms. but with the introduction of networked computing, it is quickly fitting the ordinary wealth of every employee. Stephen Kellogg, the computer device administrator for an Atlanta engineering and architecture company known as Armour Cape & Pond (AC&P), performs midwife to that innovative trade. hired into the newly created position final October, Kellogg, 26, is liable for the hardware and utility that together make up AC&P's electronic umbilical wire to the 60 architects, drafters, and sales and administrative aid workforce in Atlanta and Washington. The job demands full use of the programming, methods-analysis, and electronics-upkeep knowledge he obtained in the Coast guard and later developed at a technical institute. conserving the gadget working and handholding the company's neophyte computer users would be job ample to earn Kellogg his $30,000 annual compensation. but he must also keep information relocating easily among the AC&P's computing device workstations, enabling drafters to translate architect's concepts into full-scale renderings and maintaining tune of their familiar design changes. The community have to additionally accommodate the earnings force and permit the individuals in accounting to tune invoices, funds, and payrolls. Says Kellogg: "The payoff from the brand new expertise comes when the complete company applies its vigour to work in dramatically new approaches." Kellogg is the one who makes certain that AC&P capitalizes entirely on technological advances. To that conclusion, he has shaped a power-clients' community, a | committee made up of staffers who're masters of the intricacies of the gadget. He calls on them to lead month-to-month practising classes open to all personnel to quicken the unfold of the most beneficial practices during the enterprise. Kellogg is additionally busily scouting out the latest hardware and purposes software with a purpose to maintain his company on the innovative of expertise. So critical do AC&P partners see that assignment that they now include Kellogg in all their weekly meetings. "I see no restrict to the knowledge boom of my function," he says.

-- The payoff from technical practicing is big. Automation of manufacturing has been a job killer for tens of thousands of semi-expert industrial worker's. but for manufacturing facility technicians who recognize the way to operate the brand new, computing device- managed production device, career alternatives have seldom been enhanced. it's as a result of, as Tom Blunt, a manufacturing consultant from Louisville, puts it: "Employers who automate but take people out of the system are lobotomizing their factories. A human is the cheapest, lightest, absolutely bendy and reprogrammable desktop money can buy." Rockwell overseas's Allen-Bradley unit, a maker of commercial automation device on the grounds that 1903, is getting more than its cash's worth from the 140 technicians who operate its new digital Manufacturing method (EMS) construction strains. during the late Nineteen Eighties, many of the computer equipment the business built lacked the smart inside controls that purchasers desired. until it might leapfrog the competition by way of building in-apartment the really good circuitboards its items lacked, the business would continue to lose market share to nimbler international companies. The challenge Allen-Bradley set for itself in establishing EMS become bold. The enterprise presents 50 distinct product traces, and every would require a couple of distinct boards of varying measurement and configuration. No company had ever produced so significant a mixture of such elaborate componentry within the low volumes essential to personalize each entire product to consumer requisites. EMS, which went on-line in 1990, met the exacting standards. however what new form of employee would it take to go mano a machino with the fearsomely effective device? answer: one with technical skills not like any Allen-Bradley had required of its factory palms during the past. most of the company's hourly creation laborers assembled fundamental electrical switches and relays, a repetitive job that required an iron butt to sit at a workbench for eight hours a day however little pondering. Working in EMS would be yet another story totally. It calls for that the professional consider how the process operates in its entirety and be in a position to intervene every time predicament arises. "Technicians are the docs of the gadget," says Larry Yost, the senior vice chairman for the operations neighborhood that developed EMS. "They ought to be capable of reply to the numerous ways the device can misalign components or stumble upon programming system defects." in preference to recruit these consultants from outside, Allen-Bradley determined to retrain volunteers from within its creation ranks within the new technical skills. For Larry Hanson, fifty one, who joined the company out of high school in 1961 as an assembler, the new opportunity changed into a godsend. For years Hanson hungered to get away the tedium of his manufacturing facility job, but with a starting to be family to aid he couldn't come up with the money for to give up the job he had and flow to an additional company. Hanson had applied for different technical manufacturing openings inside Allen- Bradley however changed into passed up as a result of he lacked the requisite advantage. To remedy this deficiency and enhance his probabilities of being accepted into EMS, he enrolled in computing device programming lessons at a native school. "There changed into nothing I favored about my job aside from my paycheck. I wasn't going to let anything else stand in my way of joining this mission," he says. along with the other volunteers chosen for EMS, Hanson realized on the job how to sequence the flow of circuitboards throughout the system, spot competencies defects in the spacing of components packed as shut as 0.02-inch apart, and get rid of the bottlenecks that could sluggish production. They also spent two days per week after- hours for two years studying school-degree algebra and trigonometry, desktop programming, and principles of solid-state electronics manufacturing -- a curriculum developed and taught by means of the local Milwaukee school of Engineering and paid for with the aid of Allen-Bradley. The training is now continuing in a 2nd two-year program with classes in can charge accounting, business method, and group-constructing skills. Says technician Hanson of his new role: "My job is charming. there may be no longer a day that would not fly by means of."

-- Technical people demand attention. As with most americans who take pride in their work, technical experts cost attention virtually as much as good pay. And nowadays they've more alternate options to get each. office device fix technicians, nurses who give home fitness care services, and laptop-aided image artists and drafters, among many others, are discovering new retailers of profession satisfaction by taking jobs in smaller groups whose predominant enterprise is to deliver technical services. instead of toil unappreciated for employers who fail to renowned the contribution they make, they're having fun with each the chance to stretch their abilities and the rewards that include it in specialized corporations. Dixie Williams, a paralegal by means of training, has accelerated her profession from a stall to the quickly music through making this kind of movement to a litigation help features firm in Houston known as Looney & Co. A 29-12 months-ancient Dallas native with the power of a Texas tornado, Williams is a university graduate who earned her paralegal certification through attending college five hours a night, 5 nights a week, for seven months while keeping a full-time day job. Like most paralegals, she hired on with a legislations enterprise, in her case an $18,500 a yr place -- the going expense in 1987 -- with a sought after Dallas follow. now not lengthy into the job, although, Williams found out the frustrations that include being a junior knowledgeable in an outfit run by way of temperamental, huge- ego attorneys. She anticipated to do research, interviewing witnesses, drafting pleadings, or assisting at trial as she become educated to do. as an alternative, her supervisor, whom Williams calls the "dungeon master," assigned her to a senior companion who gave her stultifying projects like summarizing depositions and indexing files. more grating for her become observing the choicer assignments -- ones she felt certified for -- go to the company's a ways-stronger-paid junior associates, the freshly minted law faculty graduates whom she derisively refers to as "child attorneys." Williams's workload and morale superior dramatically after she successfully lobbied to be transferred to a job assisting a further associate, who trusted her to take on a much bigger position. She became given daily oversight for one of the most bigger cases the accomplice supervised however which required handiest occasional direct involvement through an lawyer. She additionally took it upon herself to find out how to research circumstances the use of the new computers the firm began to purchase within the late Nineteen Eighties. Her new abilities helped win a major lawsuit in 1991, and made her probably the most enterprise's most sought-after paralegals. however by then she recognized her career ceiling at the company would be too low to contain her tall ambitions. although she had doubled her initial profits, she noticed that pay for essentially the most senior $ paralegals topped out at some $60,000 a 12 months by the time they retired -- about what the "baby attorneys" made to start. Williams's big damage got here when, for the duration of helping at a deposition, she met Richard Looney, then a courtroom reporter. Looney, too, had viewed the competencies for applying to legal apply the vigor of computer systems and the optical scanner expertise that converts textual content on paper files into digital form the computers can "examine." Few legislations organizations could be able to make ample use of the laptop expertise to warrant the cost of paying for it. through acquiring the latest machine and hiring paralegals to use it to do the research that helps the litigation of predominant circumstances, he figured that he would be capable of sell his company's capabilities directly to assurance agencies and other principal firms eager to cut their felony bills. Impressed with Dixie's laptop information and paralegal talents, Looney hired her. once aboard with Looney & Co. in 1992, nothing became going to grasp Dixie returned. She began in the Houston workplace, practicing other paralegals in the use of the machine and within the criminal procedures to which it would be applied. inside a 12 months, Looney made her the office supervisor and put her in can charge of hiring all of the paralegals -- who now complete 30 -- to group of workers three other offices he had opened all over Texas. Williams's career change has not simply freed her from the frustrations of dealing with curmudgeonly "dungeon masters." With Looney & Co. revenues transforming into by some 20% a yr to $7.7 million in 1993, she expects that her profits will quickly go away those of the "child attorneys" within the dirt. the new power of the technical work force is not best freeing personnel from the monotony of the commercial age, but it surely is additionally offering groups with the be aware of-how to alter their destiny -- to make aggressive leaps, to ruin into new markets, and to offer their personnel wider horizons and far greater chance than any generation of laborers has encountered before.

CHART: now not purchasable credit: FORTUNE table/source: BUREAU OF LABOR statistics CAPTION: HOW they're becoming Job increase for technicians will far outpace that for different laborers over the arrival decade, with paralegals and scientific technicians setting the pace.


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