Question 1

Heather is American and works for a U.S.-based company in Brazil.Heather is a __________.

Accepted Answer

A) Parent- (home-) country national 
B) Third-country national 
C) Host-country national 
D) Domestic national 
E) Double national 
A) Parent- (home-) country national 
B) Third-country national 
C) Host-country national 
D) Domestic national 
E) Double national

Question 2

During the _____ phase of culture shock, expatriates may avoid doing anything that requires getting involved in the culture of the country.

Accepted Answer

A) honeymoon 
B) adaptation 
C) culture shock 
D) depression or hostility 
E) exploration 
A) honeymoon 
B) adaptation 
C) culture shock 
D) depression or hostility 
E) exploration

Question 3

Amanda's organization seems to have rules for everything.The policy manual and employee handbook are very long and specific about what employees can and cannot do.It appears the ________ dimension of cultural diversity is high at Amanda's organization.

Accepted Answer

A) assertiveness 
B) power-distance 
C) future orientation 
D) uncertainty avoidance 
E) individualism 
A) assertiveness 
B) power-distance 
C) future orientation 
D) uncertainty avoidance 
E) individualism

Question 4

Companies prefer expatriates without previous international experience in order to help their employees learn more about the company.

Accepted Answer

A) True 
 B)False

Question 5

According to the Foreign Corrupt Practices Act, U.S.-based or U.S.-listed companies cannot bribe foreign officials in exchange for business.

Accepted Answer

A) True 
 B)False

Question 6

Amelia was given one check to cover her pay while on a 3-month expatriate assignment.This is an example of a lump sum approach to expatriate compensation.

Accepted Answer

A) True 
 B)False

Question 7

Describe the differences between a parent-country, host-country, and third-country nationals, and include advantages and disadvantages of each.

Accepted Answer

Parent-country nationals are individuals

Question 8

Describe the two types of training that should be provided to expatriates and why these trainings are critical to expatriate success.

Accepted Answer

Cultural a

Question 9

Along with the creation of an international presence, ____ major function(s) of HRM must become more complex.

Accepted Answer

A) two 
B) some 
C) every 
D) no 
E) one 
A) two 
B) some 
C) every 
D) no 
E) one

Heather is American and works for a U.S.-based company in Brazil.Heather is a __________.

During the _____ phase of culture shock, expatriates may avoid doing anything that requires getting involved in the culture of the country.

Amanda's organization seems to have rules for everything.The policy manual and employee handbook are very long and specific about what employees can and cannot do.It appears the ________ dimension of cultural diversity is high at Amanda's organization.

Companies prefer expatriates without previous international experience in order to help their employees learn more about the company.

According to the Foreign Corrupt Practices Act, U.S.-based or U.S.-listed companies cannot bribe foreign officials in exchange for business.

Amelia was given one check to cover her pay while on a 3-month expatriate assignment.This is an example of a lump sum approach to expatriate compensation.

Describe the differences between a parent-country, host-country, and third-country nationals, and include advantages and disadvantages of each.

Describe the two types of training that should be provided to expatriates and why these trainings are critical to expatriate success.

Along with the creation of an international presence, ____ major function(s) of HRM must become more complex.

The New Human Resource Management Process

Strategy-Driven Human Resource Management

The Legal Environment and Diversity Management

Matching Employees and Jobs

Recruiting Job Candidates

Selecting New Employees

Training, Learning, Talent Management, and Development

Performance Management and Appraisal

Employee Rights and Labor Relations

Compensation Management

Employee Incentives and Benefits

Protecting and Expanding Organizational Reach

Organizational Ethics, Sustainability, and Social Responsibility

Filters

Exam 14: Global Issues for Human Resource Managers

Heather is American and works for a U.S.-based company in Brazil.Heather is a __________.

During the _____ phase of culture shock, expatriates may avoid doing anything that requires getting involved in the culture of the country.

Amanda's organization seems to have rules for everything.The policy manual and employee handbook are very long and specific about what employees can and cannot do.It appears the ________ dimension of cultural diversity is high at Amanda's organization.

Companies prefer expatriates without previous international experience in order to help their employees learn more about the company.

According to the Foreign Corrupt Practices Act, U.S.-based or U.S.-listed companies cannot bribe foreign officials in exchange for business.

Amelia was given one check to cover her pay while on a 3-month expatriate assignment.This is an example of a lump sum approach to expatriate compensation.

Describe the differences between a parent-country, host-country, and third-country nationals, and include advantages and disadvantages of each.

Describe the two types of training that should be provided to expatriates and why these trainings are critical to expatriate success.

Along with the creation of an international presence, ____ major function(s) of HRM must become more complex.

The New Human Resource Management Process

Strategy-Driven Human Resource Management

The Legal Environment and Diversity Management

Matching Employees and Jobs

Recruiting Job Candidates

Selecting New Employees

Training, Learning, Talent Management, and Development

Performance Management and Appraisal

Employee Rights and Labor Relations

Compensation Management

Employee Incentives and Benefits

Protecting and Expanding Organizational Reach

Organizational Ethics, Sustainability, and Social Responsibility

Filters