Question 1

Identify and describe the three barriers confronting new immigrants to Canada upon attempting to enter the labour force.

Accepted Answer

Five points each for accurate

Question 2

Sheila is a regional HR manager for a large bank. One of her responsibilities is to hire co-op students ready to graduate. The students work on a variety of tasks ranging from marketing and finance functions mostly using their own computers linked to the bank's system. Based on each student's productivity, Sheila determines which students the bank will pursue for full time employment. What is the formal term for what Sheila is doing?

Accepted Answer

A)  Student recruitment program 
B)  HR employment program 
C)  Workforce mobility program 
D)  Remote student evaluation program 
E)  Human capital fulfillment program 
A)  Student recruitment program 
B)  HR employment program 
C)  Workforce mobility program 
D)  Remote student evaluation program 
E)  Human capital fulfillment program

Question 3

What reason do managers of European firms emphasize for the failure of overseas assignments?

Accepted Answer

A)  Changing business conditions 
B)  Inability of the relocated employee's spouse to adjust 
C)  Perceived higher costs of expatriation 
D)  Lack of desire to living abroad 
E)  Fear of losing one's position after the assignment 
A)  Changing business conditions 
B)  Inability of the relocated employee's spouse to adjust 
C)  Perceived higher costs of expatriation 
D)  Lack of desire to living abroad 
E)  Fear of losing one's position after the assignment

Question 4

What is the average cost of sending an employee and his or her family on an overseas assignment as it relates to the employee's pre-departure salary?

Accepted Answer

A)  1 to 3 times the pre-departure salary 
B)  3 to 5 times the pre-departure salary 
C)  2 to 6 times the pre-departure salary 
D)  1 to 2 times the pre-departure salary 
E)  3 to 4 times the pre-departure salary 
A)  1 to 3 times the pre-departure salary 
B)  3 to 5 times the pre-departure salary 
C)  2 to 6 times the pre-departure salary 
D)  1 to 2 times the pre-departure salary 
E)  3 to 4 times the pre-departure salary

Question 5

A company is sending an employee overseas for assignment. The employee fits the traditional characteristics of expatriates from this company. How would this employee most likely be described?

Accepted Answer

A)  Male with a working spouse 
B)  Male with a non-working spouse 
C)  Female with a working spouse 
D)  Female with a non-working spouse 
E)  Male or female with a working spouse 
A)  Male with a working spouse 
B)  Male with a non-working spouse 
C)  Female with a working spouse 
D)  Female with a non-working spouse 
E)  Male or female with a working spouse

Question 6

An international compensation trend focusing on individual performance differentiation used to reward managers is called which of the following?

Accepted Answer

A)  Commissions 
B)  Lump sum bonus 
C)  Incentives 
D)  Variable pay 
E)  Perquisites 
A)  Commissions 
B)  Lump sum bonus 
C)  Incentives 
D)  Variable pay 
E)  Perquisites

Question 7

Which country in particular do Canadian companies have a low failure rate in comparison?

Accepted Answer

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

Question 8

An employee feels her fellow workers are truly part of her family to the extent that she re-arranged her children's schedule so she could help a fellow worker in need. What country is this employee likely from?

Accepted Answer

A)  Canada or the United States 
B)  United States or China 
C)  China or Pakistan 
D)  Pakistan or Canada 
E)  Canada or China 
A)  Canada or the United States 
B)  United States or China 
C)  China or Pakistan 
D)  Pakistan or Canada 
E)  Canada or China

Question 9

According to research by Cartus, what reason did 63% of respondents identify for expatriate failure?

Accepted Answer

A)  Changing business conditions 
B)  Inability of the family to adjust 
C)  Unexpected high costs of expatriation 
D)  Difficulties with adjusting to living abroad 
E)  Feelings of lack of support from the home company 
A)  Changing business conditions 
B)  Inability of the family to adjust 
C)  Unexpected high costs of expatriation 
D)  Difficulties with adjusting to living abroad 
E)  Feelings of lack of support from the home company

Question 10

What describes the degree to which ties between persons are close or loose known as?

Accepted Answer

A)  Individualism vs. collectivism 
B)  Group vs. team 
C)  Socialism vs. Marxism 
D)  Communalism vs. egoism 
E)  Communism vs. capitalism 
A)  Individualism vs. collectivism 
B)  Group vs. team 
C)  Socialism vs. Marxism 
D)  Communalism vs. egoism 
E)  Communism vs. capitalism

Question 11

What is the number one concern when it comes to employee relocation?

Accepted Answer

A)  Cost projections 
B)  Candidate assessment 
C)  Relocation assistance 
D)  Family issues 
E)  Candidate selection 
A)  Cost projections 
B)  Candidate assessment 
C)  Relocation assistance 
D)  Family issues 
E)  Candidate selection

Question 12

What is the term that describes the extent to which the less influential members of institutions accept and expect that power will be distributed unequally?

Accepted Answer

A)  power distance 
B)  power difference 
C)  need for power 
D)  power suspicion 
E)  power distinction 
A)  power distance 
B)  power difference 
C)  need for power 
D)  power suspicion 
E)  power distinction

Question 13

What rate do U.S. multinational companies experience expatriate assignment failure?

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 14

Which employees do workforce mobility programs focus on?

Accepted Answer

A)  Employees outside the core or primary head office or region of the company 
B)  Managers working abroad and desiring to return to the company's home location 
C)  Management trainees learning the company's global business 
D)  Employees within the company that cannot be promoted but need new types of challenges 
E)  Potential employees actively sought by the company who live in other countries 
A)  Employees outside the core or primary head office or region of the company 
B)  Managers working abroad and desiring to return to the company's home location 
C)  Management trainees learning the company's global business 
D)  Employees within the company that cannot be promoted but need new types of challenges 
E)  Potential employees actively sought by the company who live in other countries

Question 15

Meng was born and raised in Hong Kong. His uncle lives in Toronto working in a Canadian company's warehouse. Meng's uncle was able to arrange for Meng to work with him for a summer. When Meng arrives in Toronto he will be considered an immigrant.

Accepted Answer

A) True 
 B)False

Question 16

Most managerial positions are filled by which of the following?

Accepted Answer

A)  Third-country nationals 
B)  Expatriates 
C)  Repatriates 
D)  Locals 
E)  Emigrants 
A)  Third-country nationals 
B)  Expatriates 
C)  Repatriates 
D)  Locals 
E)  Emigrants

Question 17

Keri is Canadian citizen working for a Canadian brewery. She has been relocated to Japan to expand the brewery's market. What is the formal term for Keri given her location of work and her citizenship?

Accepted Answer

A)  Deportee 
B)  Immigrant 
C)  Emigrant 
D)  Expatriate 
E)  Refugee 
A)  Deportee 
B)  Immigrant 
C)  Emigrant 
D)  Expatriate 
E)  Refugee

Question 18

International managers who are citizens of a country other than the parent or the host country are known as which of the following?

Accepted Answer

A)  Expatriate 
B)  Local 
C)  Repatriate 
D)  Third-country national 
E)  Emigrant 
A)  Expatriate 
B)  Local 
C)  Repatriate 
D)  Third-country national 
E)  Emigrant

Question 19

Third-country nationals are employees who have returned from multiple overseas assignments to the country in which they are citizens to work within a subsidiary of a foreign owned company.

Accepted Answer

A) True 
 B)False

Question 20

Discuss the challenges of international compensation and differentiate between the balance sheet and variable pay approaches to compensation.

Accepted Answer

Five points each for:
• Describing the c

Identify and describe the three barriers confronting new immigrants to Canada upon attempting to enter the labour force.

What reason do managers of European firms emphasize for the failure of overseas assignments?

What is the average cost of sending an employee and his or her family on an overseas assignment as it relates to the employee's pre-departure salary?

A company is sending an employee overseas for assignment. The employee fits the traditional characteristics of expatriates from this company. How would this employee most likely be described?

An international compensation trend focusing on individual performance differentiation used to reward managers is called which of the following?

Which country in particular do Canadian companies have a low failure rate in comparison?

An employee feels her fellow workers are truly part of her family to the extent that she re-arranged her children's schedule so she could help a fellow worker in need. What country is this employee likely from?

According to research by Cartus, what reason did 63% of respondents identify for expatriate failure?

What describes the degree to which ties between persons are close or loose known as?

What is the number one concern when it comes to employee relocation?

What is the term that describes the extent to which the less influential members of institutions accept and expect that power will be distributed unequally?

What rate do U.S. multinational companies experience expatriate assignment failure?

Which employees do workforce mobility programs focus on?

Meng was born and raised in Hong Kong. His uncle lives in Toronto working in a Canadian company's warehouse. Meng's uncle was able to arrange for Meng to work with him for a summer. When Meng arrives in Toronto he will be considered an immigrant.

Most managerial positions are filled by which of the following?

Keri is Canadian citizen working for a Canadian brewery. She has been relocated to Japan to expand the brewery's market. What is the formal term for Keri given her location of work and her citizenship?

International managers who are citizens of a country other than the parent or the host country are known as which of the following?

Third-country nationals are employees who have returned from multiple overseas assignments to the country in which they are citizens to work within a subsidiary of a foreign owned company.

Discuss the challenges of international compensation and differentiate between the balance sheet and variable pay approaches to compensation.

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

Onboarding and Training

Career and Management Deveopment

Performance Management

Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Turnover, Communication, and Employee Engagement

Labour Relations

Filters

Exam 17: Managing Human Resources in a Global Business

Identify and describe the three barriers confronting new immigrants to Canada upon attempting to enter the labour force.

What reason do managers of European firms emphasize for the failure of overseas assignments?

What is the average cost of sending an employee and his or her family on an overseas assignment as it relates to the employee's pre-departure salary?

A company is sending an employee overseas for assignment. The employee fits the traditional characteristics of expatriates from this company. How would this employee most likely be described?

An international compensation trend focusing on individual performance differentiation used to reward managers is called which of the following?

Which country in particular do Canadian companies have a low failure rate in comparison?

An employee feels her fellow workers are truly part of her family to the extent that she re-arranged her children's schedule so she could help a fellow worker in need. What country is this employee likely from?

According to research by Cartus, what reason did 63% of respondents identify for expatriate failure?

What describes the degree to which ties between persons are close or loose known as?

What is the number one concern when it comes to employee relocation?

What is the term that describes the extent to which the less influential members of institutions accept and expect that power will be distributed unequally?

What rate do U.S. multinational companies experience expatriate assignment failure?

Which employees do workforce mobility programs focus on?

Meng was born and raised in Hong Kong. His uncle lives in Toronto working in a Canadian company's warehouse. Meng's uncle was able to arrange for Meng to work with him for a summer. When Meng arrives in Toronto he will be considered an immigrant.

Most managerial positions are filled by which of the following?

Keri is Canadian citizen working for a Canadian brewery. She has been relocated to Japan to expand the brewery's market. What is the formal term for Keri given her location of work and her citizenship?

International managers who are citizens of a country other than the parent or the host country are known as which of the following?

Third-country nationals are employees who have returned from multiple overseas assignments to the country in which they are citizens to work within a subsidiary of a foreign owned company.

Discuss the challenges of international compensation and differentiate between the balance sheet and variable pay approaches to compensation.

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

Onboarding and Training

Career and Management Deveopment

Performance Management

Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Turnover, Communication, and Employee Engagement

Labour Relations

Filters