Question 1

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

Accepted Answer

A) True 
 B)False

Question 2

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 3

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 instead of permanent relocations. 
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 instead of permanent relocations. 
C) rotating foreign assignments. 
D) dual households in the destination country. 
E) frequent short-term business trips.

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

The citizens of a country who have jobs in the home country are referred to as

Accepted Answer

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

Question 6

The type of organization where it is assumed that management candidates must be searched for on a global basis because the best manager for any specific position anywhere on the globe may be found in any of the countries in which the firm operates is known as a(n)

Accepted Answer

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

Question 7

Multinational firms' top executives are often categorized in which of the following classes?

Accepted Answer

A) geocentric and ecocentric 
B) homocentric and polycentric 
C) polycentric and biocentric 
D) ethnocentric,homocentric,and multicentric 
E) ethnocentric,polycentric,and geocentric 
A) geocentric and ecocentric 
B) homocentric and polycentric 
C) polycentric and biocentric 
D) ethnocentric,homocentric,and multicentric 
E) ethnocentric,polycentric,and geocentric

Question 8

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 9

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 10

Industrial relations and,specifically,the relationship between the worker,the union,and the employer,vary dramatically from country to country and have an enormous impact on HR management practices.

Accepted Answer

A) True 
 B)False

Question 11

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.

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 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 14

The training level that corresponds to a focus on attitudes and aims to get participants to understand how attitudes are formed and influence behaviour is

Accepted Answer

A) Level 1. 
B) Level 2. 
C) Level 3. 
D) Level 4. 
E) Level 5. 
A) Level 1. 
B) Level 2. 
C) Level 3. 
D) Level 4. 
E) Level 5.

Question 15

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 16

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.

Question 17

Expatriate assignments usually fail because the person cannot accommodate to the technical demands of the job.

Accepted Answer

A) True 
 B)False

Question 18

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 19

The balance sheet approach for formulating expatriate pay uses all of the following home-country groups of expenses EXCEPT

Accepted Answer

A) pay supplements. 
B) job evaluation. 
C) goods and services. 
D) income taxes. 
E) housing. 
A) pay supplements. 
B) job evaluation. 
C) goods and services. 
D) income taxes. 
E) housing.

Question 20

Upon repatriation,a former expatriate family may undergo a sort of reverse culture shock.

Accepted Answer

A) True 
 B)False

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

The most likely destination for a foreign assignment today is

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

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

The citizens of a country who have jobs in the home country are referred to as

The type of organization where it is assumed that management candidates must be searched for on a global basis because the best manager for any specific position anywhere on the globe may be found in any of the countries in which the firm operates is known as a(n)

Multinational firms' top executives are often categorized in which of the following classes?

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

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.

Industrial relations and,specifically,the relationship between the worker,the union,and the employer,vary dramatically from country to country and have an enormous impact on HR management practices.

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

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

The citizens of the host country are referred to as

The training level that corresponds to a focus on attitudes and aims to get participants to understand how attitudes are formed and influence behaviour 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

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

Expatriate assignments usually fail because the person cannot accommodate to the technical demands of the job.

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

The balance sheet approach for formulating expatriate pay uses all of the following home-country groups of expenses EXCEPT

Upon repatriation,a former expatriate family may undergo a sort of reverse culture shock.

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Designing and Analyzing Jobs

Human Resources Planning

Talent Acquisition

Onboarding 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

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

The most likely destination for a foreign assignment today is

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

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

The citizens of a country who have jobs in the home country are referred to as

The type of organization where it is assumed that management candidates must be searched for on a global basis because the best manager for any specific position anywhere on the globe may be found in any of the countries in which the firm operates is known as a(n)

Multinational firms' top executives are often categorized in which of the following classes?

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

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.

Industrial relations and,specifically,the relationship between the worker,the union,and the employer,vary dramatically from country to country and have an enormous impact on HR management practices.

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

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

The citizens of the host country are referred to as

The training level that corresponds to a focus on attitudes and aims to get participants to understand how attitudes are formed and influence behaviour 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

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

Expatriate assignments usually fail because the person cannot accommodate to the technical demands of the job.

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

The balance sheet approach for formulating expatriate pay uses all of the following home-country groups of expenses EXCEPT

Upon repatriation,a former expatriate family may undergo a sort of reverse culture shock.

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Designing and Analyzing Jobs

Human Resources Planning

Talent Acquisition

Onboarding 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