Question 1

Canadian companies have reported low failure rates for employees on foreign assignments relative to other countries, particularly

Accepted Answer

A) Sweden. 
B) Germany. 
C) the United States. 
D) Japan. 
E) Britain. 
A) Sweden. 
B) Germany. 
C) the United States. 
D) Japan. 
E) Britain. C

Question 2

In the balance sheet approach, base salary will normally be in the same range as the manager's

Accepted Answer

A) performance appraisal. 
B) foreign country salary. 
C) home-country salary. 
D) peers. 
E) annual bonus. 
A) performance appraisal. 
B) foreign country salary. 
C) home-country salary. 
D) peers. 
E) annual bonus. C

Question 3

Expatriates represent a minority of managers; thus, most managerial positions are filled by

Accepted Answer

A) third-country nationals. 
B) illegal aliens. 
C) second-country nationals. 
D) locals. 
E) home-county nationals. 
A) third-country nationals. 
B) illegal aliens. 
C) second-country nationals. 
D) locals. 
E) home-county nationals. D

Question 4

High labour costs can require a focus on efficiency and on human resource practices aimed at improving

Accepted Answer

A) absenteeism rates. 
B) selection practices. 
C) employee turnover. 
D) grievance procedures. 
E) employee performance. 
A) absenteeism rates. 
B) selection practices. 
C) employee turnover. 
D) grievance procedures. 
E) employee performance.

Question 5

A high degree of sensitivity and empathy for the cultural and attitudinal demands of coworkers has very little importance when selecting employees to staff overseas operations.

Accepted Answer

A) True 
 B)False

Question 6

Discuss steps that can be taken to assist in the repatriation process.

Accepted Answer

Up to 10 points for an answer that descr

Question 7

The relationship between the worker, the employer, and the labour union is referred to as

Accepted Answer

A) reengineering of work. 
B) empowerment of employees. 
C) human resources management. 
D) production management. 
E) industrial relations. 
A) reengineering of work. 
B) empowerment of employees. 
C) human resources management. 
D) production management. 
E) industrial relations.

Question 8

The following are all traits that managers should possess when assigned domestically and overseas in order to be successful except

Accepted Answer

A) adaptability. 
B) relational skills. 
C) technical skills. 
D) exploitive skills. 
E) motivation. 
A) adaptability. 
B) relational skills. 
C) technical skills. 
D) exploitive skills. 
E) motivation.

Question 9

Brian is the director of HR for a car manufacturer.He must advise the VP of operations as to whether the plant manager in India should be a local employee or an expatriate manager.Which of the following includes the advantages of hiring local talent for this role?

Accepted Answer

A) It is generally less expensive. 
B) It is generally less expensive and expatriates may emphasize short term projects. 
C) Expatriates may emphasize short term projects. 
D) It is generally less expensive and the corporation may be viewed locally as a "better citizen." 
E) Local talent is likely to have greater management experience. 
A) It is generally less expensive. 
B) It is generally less expensive and expatriates may emphasize short term projects. 
C) Expatriates may emphasize short term projects. 
D) It is generally less expensive and the corporation may be viewed locally as a "better citizen." 
E) Local talent is likely to have greater management experience.

Question 10

Recent research indicates that workforce mobility programs and how efficiently they are managed has a direct impact on company profits.

Accepted Answer

A) True 
 B)False

Question 11

The staffing policy in which all key management positions are filled by parent-country nationals is known as

Accepted Answer

A) homocentric. 
B) ethnocentric. 
C) polycentric. 
D) geocentric. 
E) multicentric. 
A) homocentric. 
B) ethnocentric. 
C) polycentric. 
D) geocentric. 
E) multicentric.

Question 12

The citizens of the host country are referred to as

Accepted Answer

A) third-country nationals. 
B) home-country nationals. 
C) locals. 
D) illegal immigrants. 
E) expatriates. 
A) third-country nationals. 
B) home-country nationals. 
C) locals. 
D) illegal immigrants. 
E) expatriates.

Question 13

Geocentrism, rarely seen, assumes that management candidates must be searched for domestically.

Accepted Answer

A) True 
 B)False

Question 14

For recent immigrants to Canada, work experience outside of Canada contributes a great deal to their ability to find a job and their overall income.

Accepted Answer

A) True 
 B)False

Question 15

The following are all reasons for using ethnocentric policies in staffing subsidiaries except

Accepted Answer

A) lack of qualified host-country senior management talent. 
B) tighter control. 
C) transferring the parent firm's core competencies to a foreign subsidiary more expeditiously. 
D) maintaining a diverse corporate culture. 
E) maintaining a unified corporate culture. 
A) lack of qualified host-country senior management talent. 
B) tighter control. 
C) transferring the parent firm's core competencies to a foreign subsidiary more expeditiously. 
D) maintaining a diverse corporate culture. 
E) maintaining a unified corporate culture.

Question 16

The first step in ensuring the foreign assignee's success is

Accepted Answer

A) screening. 
B) job enrichment. 
C) human resource planning. 
D) succession planning. 
E) job previews. 
A) screening. 
B) job enrichment. 
C) human resource planning. 
D) succession planning. 
E) job previews.

Question 17

The policy in which the foreign subsidiary is staffed with host-country nationals and its home-office headquarters with parent-country nationals is known as

Accepted Answer

A) geocentric. 
B) polycentric. 
C) ethnocentric. 
D) multicentric. 
E) homocentric. 
A) geocentric. 
B) polycentric. 
C) ethnocentric. 
D) multicentric. 
E) homocentric.

Question 18

Some important differences between labour relations practices in Europe and North America include all of the following except

Accepted Answer

A) employer organization. 
B) centralization. 
C) labour-management contracts. 
D) union recognition. 
E) time horizon. 
A) employer organization. 
B) centralization. 
C) labour-management contracts. 
D) union recognition. 
E) time horizon.

Question 19

Expatriates are noncitizens of the countries in which they are working.

Accepted Answer

A) True 
 B)False

Question 20

The degree to which ties between persons are normally loose rather than close is known as

Accepted Answer

A) individualism vs.collectivism. 
B) religious vs.sacrimonious practices. 
C) legal practices vs.bribery. 
D) loose-tight tension. 
E) mercantilism vs.trade isolation. 
A) individualism vs.collectivism. 
B) religious vs.sacrimonious practices. 
C) legal practices vs.bribery. 
D) loose-tight tension. 
E) mercantilism vs.trade isolation.

Canadian companies have reported low failure rates for employees on foreign assignments relative to other countries, particularly

In the balance sheet approach, base salary will normally be in the same range as the manager's

Expatriates represent a minority of managers; thus, most managerial positions are filled by

High labour costs can require a focus on efficiency and on human resource practices aimed at improving

A high degree of sensitivity and empathy for the cultural and attitudinal demands of coworkers has very little importance when selecting employees to staff overseas operations.

Discuss steps that can be taken to assist in the repatriation process.

The relationship between the worker, the employer, and the labour union is referred to as

The following are all traits that managers should possess when assigned domestically and overseas in order to be successful except

Brian is the director of HR for a car manufacturer.He must advise the VP of operations as to whether the plant manager in India should be a local employee or an expatriate manager.Which of the following includes the advantages of hiring local talent for this role?

Recent research indicates that workforce mobility programs and how efficiently they are managed has a direct impact on company profits.

The staffing policy in which all key management positions are filled by parent-country nationals is known as

The citizens of the host country are referred to as

Geocentrism, rarely seen, assumes that management candidates must be searched for domestically.

For recent immigrants to Canada, work experience outside of Canada contributes a great deal to their ability to find a job and their overall income.

The following are all reasons for using ethnocentric policies in staffing subsidiaries except

The first step in ensuring the foreign assignee's success is

The policy in which the foreign subsidiary is staffed with host-country nationals and its home-office headquarters with parent-country nationals is known as

Some important differences between labour relations practices in Europe and North America include all of the following except

Expatriates are noncitizens of the countries in which they are working.

The degree to which ties between persons are normally loose rather than close is known as

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Orientation and Training

Career Development

Performance Management

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

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Exam 17: Managing Human Resources in a Global Business

Canadian companies have reported low failure rates for employees on foreign assignments relative to other countries, particularly

In the balance sheet approach, base salary will normally be in the same range as the manager's

Expatriates represent a minority of managers; thus, most managerial positions are filled by

High labour costs can require a focus on efficiency and on human resource practices aimed at improving

A high degree of sensitivity and empathy for the cultural and attitudinal demands of coworkers has very little importance when selecting employees to staff overseas operations.

Discuss steps that can be taken to assist in the repatriation process.

The relationship between the worker, the employer, and the labour union is referred to as

The following are all traits that managers should possess when assigned domestically and overseas in order to be successful except

Brian is the director of HR for a car manufacturer.He must advise the VP of operations as to whether the plant manager in India should be a local employee or an expatriate manager.Which of the following includes the advantages of hiring local talent for this role?

Recent research indicates that workforce mobility programs and how efficiently they are managed has a direct impact on company profits.

The staffing policy in which all key management positions are filled by parent-country nationals is known as

The citizens of the host country are referred to as

Geocentrism, rarely seen, assumes that management candidates must be searched for domestically.

For recent immigrants to Canada, work experience outside of Canada contributes a great deal to their ability to find a job and their overall income.

The following are all reasons for using ethnocentric policies in staffing subsidiaries except

The first step in ensuring the foreign assignee's success is

The policy in which the foreign subsidiary is staffed with host-country nationals and its home-office headquarters with parent-country nationals is known as

Some important differences between labour relations practices in Europe and North America include all of the following except

Expatriates are noncitizens of the countries in which they are working.

The degree to which ties between persons are normally loose rather than close is known as

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Orientation and Training

Career Development

Performance Management

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Filters