Question 1

When sending employees abroad, employers must address practical issues such as

Accepted Answer

A) knowledge dissemination. 
B) developing talent on a global basis. 
C) deployment. 
D) naturalization. 
E) assignment letters. 
A) knowledge dissemination. 
B) developing talent on a global basis. 
C) deployment. 
D) naturalization. 
E) assignment letters.

Question 2

The type of corporation where there is a conscious belief that only host country managers can ever really understand the culture and behaviour of the host country market is known as a(n)

Accepted Answer

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

Question 3

Multinationals assign home-country nationals from their headquarter's staff abroad on the assumption that these managers are

Accepted Answer

A) eager to face a new challenge. 
B) familiar with customers abroad. 
C) motivated to adapt to a new culture. 
D) multilingual. 
E) more likely to implement instructions from headquarters. 
A) eager to face a new challenge. 
B) familiar with customers abroad. 
C) motivated to adapt to a new culture. 
D) multilingual. 
E) more likely to implement instructions from headquarters.

Question 4

The following are all reasons to rely on local, host country management for filling a foreign subsidiary's management ranks except

Accepted Answer

A) the multinational corporation may be seen as a "better citizen." 
B) lower costs incurred with expatriates. 
C) preference of government for the "nativization"of local management. 
D) preference of employees to not work in a foreign country. 
E) lower costs incurred with local management. 
A) the multinational corporation may be seen as a "better citizen." 
B) lower costs incurred with expatriates. 
C) preference of government for the "nativization"of local management. 
D) preference of employees to not work in a foreign country. 
E) lower costs incurred with local management.

Question 5

"Expatriate failure"is

Accepted Answer

A) failure to recover cost of investment on an expatriate. 
B) rare. 
C) repatriation. 
D) re-assimilating the expatriate. 
E) early return from an expatriate assignment. 
A) failure to recover cost of investment on an expatriate. 
B) rare. 
C) repatriation. 
D) re-assimilating the expatriate. 
E) early return from an expatriate assignment.

Question 6

Some organizations have moved away from full-scale relocation of an employee and his or her family to other alternatives including

Accepted Answer

A) job sharing on foreign assignments. 
B) short-term assignments of between six months and one year with frequent home leave. 
C) rotating foreign assignments. 
D) dual households in the destination country. 
E) frequent short-term business trips. 
A) job sharing on foreign assignments. 
B) short-term assignments of between six months and one year with frequent home leave. 
C) rotating foreign assignments. 
D) dual households in the destination country. 
E) frequent short-term business trips.

Question 7

A four-level approach to special training for expatriate candidates includes training in all of the following except

Accepted Answer

A) attitudes and how they influence behaviour. 
B) factual knowledge about the target country. 
C) awareness of cultural differences. 
D) family dynamics. 
E) language, adjustment, and adaptation. 
A) attitudes and how they influence behaviour. 
B) factual knowledge about the target country. 
C) awareness of cultural differences. 
D) family dynamics. 
E) language, adjustment, and adaptation.

Question 8

To improve the expatriate appraisal process, the evaluation should be weighted more toward the home-site manager's perceptions than toward the on-site manager's appraisal.

Accepted Answer

A) True 
 B)False

Question 9

A payment made to compensate a manager for cultural and physical adjustments that he or she will have to make is called a(n)

Accepted Answer

A) education allowance. 
B) overseas bonus. 
C) overseas incentive. 
D) housing allowance. 
E) mobility premium. 
A) education allowance. 
B) overseas bonus. 
C) overseas incentive. 
D) housing allowance. 
E) mobility premium.

Question 10

Management of the HR function in multinational companies is complicated enormously by the need to adapt HR policies and procedures to the differences among countries in which each subsidiary is based.

Accepted Answer

A) True 
 B)False

Question 11

The leading cause of expatriate "failures" is

Accepted Answer

A) the maturity level of the expatriate. 
B) the adaptability of the expatriate. 
C) the inability of the expatriate's spouse to adjust. 
D) compensation levels which do not adequately match the local living standards in the expatriate's assignment. 
E) unsuitability for the assignment. 
A) the maturity level of the expatriate. 
B) the adaptability of the expatriate. 
C) the inability of the expatriate's spouse to adjust. 
D) compensation levels which do not adequately match the local living standards in the expatriate's assignment. 
E) unsuitability for the assignment.

Question 12

It is suggested that HR staff members in a foreign subsidiary are best drawn from

Accepted Answer

A) parent country citizens. 
B) third-country nationals. 
C) locals. 
D) home country citizens. 
E) host-country citizens. 
A) parent country citizens. 
B) third-country nationals. 
C) locals. 
D) home country citizens. 
E) host-country citizens.

Question 13

Graciella is the new director of HR for a soft drink manufacturer with offices in 7 countries.After the last performance appraisal process, she heard from expatriate managers that questioned the fairness of the process.Discuss what steps Graciella should take to improve the expatriate performance appraisal process.

Accepted Answer

Up to 10 points for an answer that descr

Question 14

U.S.multinational companies experience expatriate assignment failure rates of

Accepted Answer

A) 40%-50%. 
B) 5% and under. 
C) 30%-40%. 
D) 15%-25%. 
E) 10%-20%. 
A) 40%-50%. 
B) 5% and under. 
C) 30%-40%. 
D) 15%-25%. 
E) 10%-20%.

Question 15

An international compensation trend used to reward managers is

Accepted Answer

A) an annual bonus. 
B) a lump sum bonus. 
C) a piece wage incentive. 
D) variable pay. 
E) perquisites. 
A) an annual bonus. 
B) a lump sum bonus. 
C) a piece wage incentive. 
D) variable pay. 
E) perquisites.

Question 16

The most likely destination for a foreign assignment today is

Accepted Answer

A) Brazil. 
B) Mexico. 
C) Singapore. 
D) Russia. 
E) the People's Republic of China. 
A) Brazil. 
B) Mexico. 
C) Singapore. 
D) Russia. 
E) the People's Republic of China.

Question 17

A process for ensuring success for managers in overseas assignments is

Accepted Answer

A) occupational health and safety training. 
B) cross-cultural training. 
C) job analysis. 
D) performance appraisal. 
E) job enrichment. 
A) occupational health and safety training. 
B) cross-cultural training. 
C) job analysis. 
D) performance appraisal. 
E) job enrichment.

Question 18

Determining equitable wage rates in many countries is a simple matter.

Accepted Answer

A) True 
 B)False

Question 19

The type of corporation where the prevailing attitude is that the home country attitudes, management style, knowledge, evaluation criteria, and managers are superior to anything the host country may have to offer is known as a(n)

Accepted Answer

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

Question 20

Level 3 of the training of employees for global assignments is focused on

Accepted Answer

A) the impact of cultural differences. 
B) understanding how attitudes are formed. 
C) factual knowledge of the target country. 
D) language acquisition and adaptation skills. 
E) non-verbal communication awareness. 
A) the impact of cultural differences. 
B) understanding how attitudes are formed. 
C) factual knowledge of the target country. 
D) language acquisition and adaptation skills. 
E) non-verbal communication awareness.

When sending employees abroad, employers must address practical issues such as

The type of corporation where there is a conscious belief that only host country managers can ever really understand the culture and behaviour of the host country market is known as a(n)

Multinationals assign home-country nationals from their headquarter's staff abroad on the assumption that these managers are

The following are all reasons to rely on local, host country management for filling a foreign subsidiary's management ranks except

"Expatriate failure"is

Some organizations have moved away from full-scale relocation of an employee and his or her family to other alternatives including

A four-level approach to special training for expatriate candidates includes training in all of the following except

To improve the expatriate appraisal process, the evaluation should be weighted more toward the home-site manager's perceptions than toward the on-site manager's appraisal.

A payment made to compensate a manager for cultural and physical adjustments that he or she will have to make is called a(n)

Management of the HR function in multinational companies is complicated enormously by the need to adapt HR policies and procedures to the differences among countries in which each subsidiary is based.

The leading cause of expatriate "failures" is

It is suggested that HR staff members in a foreign subsidiary are best drawn from

U.S.multinational companies experience expatriate assignment failure rates of

An international compensation trend used to reward managers is

The most likely destination for a foreign assignment today is

A process for ensuring success for managers in overseas assignments is

Determining equitable wage rates in many countries is a simple matter.

The type of corporation where the prevailing attitude is that the home country attitudes, management style, knowledge, evaluation criteria, and managers are superior to anything the host country may have to offer is known as a(n)

Level 3 of the training of employees for global assignments is focused on

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

Exam 17: Managing Human Resources in a Global Business

When sending employees abroad, employers must address practical issues such as

The type of corporation where there is a conscious belief that only host country managers can ever really understand the culture and behaviour of the host country market is known as a(n)

Multinationals assign home-country nationals from their headquarter's staff abroad on the assumption that these managers are

The following are all reasons to rely on local, host country management for filling a foreign subsidiary's management ranks except

"Expatriate failure"is

Some organizations have moved away from full-scale relocation of an employee and his or her family to other alternatives including

A four-level approach to special training for expatriate candidates includes training in all of the following except

To improve the expatriate appraisal process, the evaluation should be weighted more toward the home-site manager's perceptions than toward the on-site manager's appraisal.

A payment made to compensate a manager for cultural and physical adjustments that he or she will have to make is called a(n)

Management of the HR function in multinational companies is complicated enormously by the need to adapt HR policies and procedures to the differences among countries in which each subsidiary is based.

The leading cause of expatriate "failures" is

It is suggested that HR staff members in a foreign subsidiary are best drawn from

U.S.multinational companies experience expatriate assignment failure rates of

An international compensation trend used to reward managers is

The most likely destination for a foreign assignment today is

A process for ensuring success for managers in overseas assignments is

Determining equitable wage rates in many countries is a simple matter.

The type of corporation where the prevailing attitude is that the home country attitudes, management style, knowledge, evaluation criteria, and managers are superior to anything the host country may have to offer is known as a(n)

Level 3 of the training of employees for global assignments is focused on

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