Question 1

Explain the meaning of the term codetermination and how it works in German companies.

Accepted Answer

Codetermination means that employees hav

Question 2

The Overseas Assignment Inventory is a test that identifies the characteristics and attitudes international assignment candidates should have.

Accepted Answer

A) True 
 B)False

Question 3

Call centers that service customers for firms like software and computer hardware companies are increasingly using employees in India to staff the telephones. This is an example of .

Accepted Answer

A) offshoring 
B) international staffing 
C) outsourcing 
D) downsizing 
E) deportment 
A) offshoring 
B) international staffing 
C) outsourcing 
D) downsizing 
E) deportment

Question 4

When the values of a firm's top executives are classified as geocentric, it means that there is a .

Accepted Answer

A) conscious belief that only host country managers can ever really understand the culture and behavior of the host country market 
B) the foreign subsidiary should be managed by locals 
C) the best managers are multi-lingual 
D) belief that the best manager for a specific position may be anywhere in the world 
E) prevailing attitude that the home country attitudes, management style, knowledge, evaluation criteria, and managers are superior to anything the host country has to offer 
A) conscious belief that only host country managers can ever really understand the culture and behavior of the host country market 
B) the foreign subsidiary should be managed by locals 
C) the best managers are multi-lingual 
D) belief that the best manager for a specific position may be anywhere in the world 
E) prevailing attitude that the home country attitudes, management style, knowledge, evaluation criteria, and managers are superior to anything the host country has to offer

Question 5

If equal employment opportunity laws conflict with the laws of the country in which the U.S. employer is operating, the laws of the U.S. generally take precedence.

Accepted Answer

A) True 
 B)False

Question 6

Mercedes sent a team of executives from Germany to oversee the start-up of its U.S. operations. Mercedes chose to manage this operation.

Accepted Answer

A) third country nationals 
B) host country nationals 
C) parent country nationals 
D) all of the above 
E) none of the above 
A) third country nationals 
B) host country nationals 
C) parent country nationals 
D) all of the above 
E) none of the above

Question 7

All of the following are work-related policies that vary from country to country within the EU except .

Accepted Answer

A) work week hours permitted 
B) number of annual holidays 
C) codetermination 
D) employment contracts 
E) minimum wages 
A) work week hours permitted 
B) number of annual holidays 
C) codetermination 
D) employment contracts 
E) minimum wages

Question 8

What are the advantages and disadvantages of using home country nationals in international assignments?

Accepted Answer

Home-country nationals typically share a

Question 9

Women are less inclined than male managers to move their families abroad.

Accepted Answer

A) True 
 B)False

Question 10

Locals are often times a better choice than expatriates for filling foreign subsidiary management positions because they are .

Accepted Answer

A) cheaper 
B) an effective means of illustrating a multinational's commitment to a country 
C) more comfortable with the language 
D) more knowledgeable regarding local customs 
E) all of the above 
A) cheaper 
B) an effective means of illustrating a multinational's commitment to a country 
C) more comfortable with the language 
D) more knowledgeable regarding local customs 
E) all of the above

Question 11

An advantage of using expatriates to fill foreign subsidiary management positions is that .

Accepted Answer

A) they are more likely to implement the instructions from headquarters 
B) they may not speak the local language 
C) they may not understand local customs 
D) they are more expensive than local managers 
E) all of the above 
A) they are more likely to implement the instructions from headquarters 
B) they may not speak the local language 
C) they may not understand local customs 
D) they are more expensive than local managers 
E) all of the above

Question 12

What are the five factors associated with success in international assignments? Is one more important than the others? Explain.

Accepted Answer

Job knowledge and motivation, relationsh

Question 13

Jason is a British executive working in the Tokyo branch of a multinational bank based in the United Kingdom. Jason is classified as a .

Accepted Answer

A) host-country national 
B) expatriate 
C) local 
D) third-country national 
E) home-country national 
A) host-country national 
B) expatriate 
C) local 
D) third-country national 
E) home-country national

Question 14

refers to bringing a manager back home after a foreign assignment has been completed.

Accepted Answer

A) expatriate failure 
B) acculturation 
C) repatriation 
D) expatriation 
E) culture shock 
A) expatriate failure 
B) acculturation 
C) repatriation 
D) expatriation 
E) culture shock

Question 15

Employers around the world tend to use similar methods for selecting employees.

Accepted Answer

A) True 
 B)False

Question 16

Having local employees abroad to jobs that the firm's domestic employees previously did in-house is called .

Accepted Answer

A) outsourcing 
B) international staffing 
C) offshoring 
D) downsizing 
E) deportment 
A) outsourcing 
B) international staffing 
C) offshoring 
D) downsizing 
E) deportment

Question 17

All of the following are characteristics of small Chinese firms except .

Accepted Answer

A) job descriptions accurately cover all job duties 
B) job descriptions are current 
C) jobs are broadly defined 
D) employees stick to assigned job duties 
E) work is heavily structured 
A) job descriptions accurately cover all job duties 
B) job descriptions are current 
C) jobs are broadly defined 
D) employees stick to assigned job duties 
E) work is heavily structured

Question 18

Describe the four levels of training recommended for managers preparing for an international assignment.

Accepted Answer

Level 1 training focuses on the impact o

Question 19

If a firm chooses to fill key management jobs in foreign subsidiaries with employees who are host country nationals and management jobs in the home office with parent-country nationals, the firm is following a(n)staffing policy.

Accepted Answer

A) polycentric 
B) ethnocentric 
C) francocentric 
D) geocentric 
E) monocentric 
A) polycentric 
B) ethnocentric 
C) francocentric 
D) geocentric 
E) monocentric

Question 20

The most common reason that an expatriate fails at an international assignment is .

Accepted Answer

A) expense 
B) incompetence 
C) family pressures 
D) technical demands of the job 
E) all of the above 
A) expense 
B) incompetence 
C) family pressures 
D) technical demands of the job 
E) all of the above

Explain the meaning of the term codetermination and how it works in German companies.

The Overseas Assignment Inventory is a test that identifies the characteristics and attitudes international assignment candidates should have.

Call centers that service customers for firms like software and computer hardware companies are increasingly using employees in India to staff the telephones. This is an example of .

When the values of a firm's top executives are classified as geocentric, it means that there is a .

If equal employment opportunity laws conflict with the laws of the country in which the U.S. employer is operating, the laws of the U.S. generally take precedence.

Mercedes sent a team of executives from Germany to oversee the start-up of its U.S. operations. Mercedes chose to manage this operation.

All of the following are work-related policies that vary from country to country within the EU except .

What are the advantages and disadvantages of using home country nationals in international assignments?

Women are less inclined than male managers to move their families abroad.

Locals are often times a better choice than expatriates for filling foreign subsidiary management positions because they are .

An advantage of using expatriates to fill foreign subsidiary management positions is that .

What are the five factors associated with success in international assignments? Is one more important than the others? Explain.

Jason is a British executive working in the Tokyo branch of a multinational bank based in the United Kingdom. Jason is classified as a .

refers to bringing a manager back home after a foreign assignment has been completed.

Employers around the world tend to use similar methods for selecting employees.

Having local employees abroad to jobs that the firm's domestic employees previously did in-house is called .

All of the following are characteristics of small Chinese firms except .

Describe the four levels of training recommended for managers preparing for an international assignment.

If a firm chooses to fill key management jobs in foreign subsidiaries with employees who are host country nationals and management jobs in the home office with parent-country nationals, the firm is following a(n)staffing policy.

The most common reason that an expatriate fails at an international assignment is .

Introduction to Human Resource Management

Equal Opportunity and the Law

Strategic Human Resource Management and the Hr Scorecard

Job Analysis

Personnel Planning and Recruiting

Employee Testing and Selection

Chaper 7 Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Managing Careers

Establishing Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in Hr Management

Labor Relations and Collective Bargaining

Employee Safety and Health

HR Management and Organizational Strategy: Key Concepts and Considerations

Filters

Exam 17: Managing Global Human Resources

Explain the meaning of the term codetermination and how it works in German companies.

The Overseas Assignment Inventory is a test that identifies the characteristics and attitudes international assignment candidates should have.

Call centers that service customers for firms like software and computer hardware companies are increasingly using employees in India to staff the telephones. This is an example of .

When the values of a firm's top executives are classified as geocentric, it means that there is a .

If equal employment opportunity laws conflict with the laws of the country in which the U.S. employer is operating, the laws of the U.S. generally take precedence.

Mercedes sent a team of executives from Germany to oversee the start-up of its U.S. operations. Mercedes chose to manage this operation.

All of the following are work-related policies that vary from country to country within the EU except .

What are the advantages and disadvantages of using home country nationals in international assignments?

Women are less inclined than male managers to move their families abroad.

Locals are often times a better choice than expatriates for filling foreign subsidiary management positions because they are .

An advantage of using expatriates to fill foreign subsidiary management positions is that .

What are the five factors associated with success in international assignments? Is one more important than the others? Explain.

Jason is a British executive working in the Tokyo branch of a multinational bank based in the United Kingdom. Jason is classified as a .

refers to bringing a manager back home after a foreign assignment has been completed.

Employers around the world tend to use similar methods for selecting employees.

Having local employees abroad to jobs that the firm's domestic employees previously did in-house is called .

All of the following are characteristics of small Chinese firms except .

Describe the four levels of training recommended for managers preparing for an international assignment.

If a firm chooses to fill key management jobs in foreign subsidiaries with employees who are host country nationals and management jobs in the home office with parent-country nationals, the firm is following a(n)staffing policy.

The most common reason that an expatriate fails at an international assignment is .

Introduction to Human Resource Management

Equal Opportunity and the Law

Strategic Human Resource Management and the Hr Scorecard

Job Analysis

Personnel Planning and Recruiting

Employee Testing and Selection

Chaper 7 Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Managing Careers

Establishing Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in Hr Management

Labor Relations and Collective Bargaining

Employee Safety and Health

HR Management and Organizational Strategy: Key Concepts and Considerations

Filters