Question 1

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 2

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 3

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

Accepted Answer

A) True 
 B)False

Question 4

Repatriation refers to the process of

Accepted Answer

A)  moving family back to the home country. 
B)  moving from one country to another. 
C)  moving home then back to the host country. 
D)  moving back to the parent company and country from the foreign assignment. 
E)  becoming a third-country national. 
A)  moving family back to the home country. 
B)  moving from one country to another. 
C)  moving home then back to the host country. 
D)  moving back to the parent company and country from the foreign assignment. 
E)  becoming a third-country national.

Question 5

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 6

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 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

The major reason for using expatriates for staffing subsidiary operations is

Accepted Answer

A)  greater understanding of the foreign laws. 
B)  better relationships with local customers. 
C)  lower costs incurred with expatriates. 
D)  greater familiarity with culture. 
E)  technical competence. 
A)  greater understanding of the foreign laws. 
B)  better relationships with local customers. 
C)  lower costs incurred with expatriates. 
D)  greater familiarity with culture. 
E)  technical competence.

Question 9

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 10

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 11

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 12

Third-country nationals are citizens of a country other than the parent or host country.

Accepted Answer

A) True 
 B)False

Question 13

The process whereby employees have a legal right to a voice in setting company policies is

Accepted Answer

A)  reengineering of work. 
B)  codetermination. 
C)  joint venturing. 
D)  career development. 
E)  strategic alliance. 
A)  reengineering of work. 
B)  codetermination. 
C)  joint venturing. 
D)  career development. 
E)  strategic alliance.

Question 14

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 15

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 16

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 17

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 18

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

Accepted Answer

A) True 
 B)False

Question 19

The primary reason for expatriate failure is not inadequate technical competence, but

Accepted Answer

A)  lack of skilled personnel. 
B)  inability to cope with overseas production. 
C)  language barriers. 
D)  personal or family problems. 
E)  difficulty of the new assignment. 
A)  lack of skilled personnel. 
B)  inability to cope with overseas production. 
C)  language barriers. 
D)  personal or family problems. 
E)  difficulty of the new assignment.

Question 20

Human resources managers must consider the impact of intercountry differences on human resource operations conducted

Accepted Answer

A)  across Canada. 
B)  intrafirm. 
C)  domestically. 
D)  globally. 
E)  locally. 
A)  across Canada. 
B)  intrafirm. 
C)  domestically. 
D)  globally. 
E)  locally.

The most likely destination for a foreign assignment today is

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

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

Repatriation refers to the process of

A process for ensuring success for managers in overseas assignments is

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

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

The major reason for using expatriates for staffing subsidiary operations is

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

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

An international compensation trend used to reward managers is

Third-country nationals are citizens of a country other than the parent or host country.

The process whereby employees have a legal right to a voice in setting company policies is

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.

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

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

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?

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

The primary reason for expatriate failure is not inadequate technical competence, but

Human resources managers must consider the impact of intercountry differences on human resource operations conducted

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Designing and Analyzing Jobs

Human Resources Planning and Recruitment

Selection

Orientation and Training

Performance Management

Strategic Pay Plans

Employee Benefits and Services

Occupational Health and Safety

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

Labour Relations

Filters

Exam 13: Managing Human Resources in a Global Business

The most likely destination for a foreign assignment today is

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

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

Repatriation refers to the process of

A process for ensuring success for managers in overseas assignments is

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

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

The major reason for using expatriates for staffing subsidiary operations is

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

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

An international compensation trend used to reward managers is

Third-country nationals are citizens of a country other than the parent or host country.

The process whereby employees have a legal right to a voice in setting company policies is

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.

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

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

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?

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

The primary reason for expatriate failure is not inadequate technical competence, but

Human resources managers must consider the impact of intercountry differences on human resource operations conducted

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Designing and Analyzing Jobs

Human Resources Planning and Recruitment

Selection

Orientation and Training

Performance Management

Strategic Pay Plans

Employee Benefits and Services

Occupational Health and Safety

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

Labour Relations

Filters