Deck 15: Managing Human Resources Globally

Question 1

In general,the failure rates of expatriates are very low.

Answer 1

False

Question 2

In countries with a high context culture,younger expatriates may be ineffective.

Answer 2

True

Question 3

The best way to reduce expatriate turnover is a career development plan.

Answer 3

True

Question 4

Global standardization or transnational strategies often necessitate an ethnocentric approach,resulting in a mix of HCNs,PCNs,and TCNs.

Question 5

The majority of an MNE's employees are typically parent-country nationals.

Question 6

MNEs only hire host-country nationals to work at a local subsidiary.

Question 7

A psychological contract is a written contract signed by the employer and the expatriation candidate.

Question 8

Returning expatriates may experience a loss of status.

Question 9

The staffing choices in an MNE are always random.

Question 10

The term "HRM" indicates that people are key resources of the firm to be actively managed and developed.

Question 11

Ethnocentrism continues to characterize many MNEs: knowledge transfer is typically one way-from headquarters to subsidiaries via expatriates.

Question 12

The advantage of hiring employees who are parent-country nationals is that they bridge the gap between headquarters and the subsidiary.

Question 13

Expatriates act as daily managers to run operations and to build local capabilities.

Question 14

PCNs generally stay in their positions longer and thus provide more continuity of management.

Question 15

Staffing,training and development,compensation and performance appraisal,and labor relations are main areas of HRM.

Question 16

An MNE with transnational strategy typically staffs host-country nationals.

Question 17

Repatriation,if not managed well,can be traumatic for expatriates and their families,but not for the firm.

Question 18

Middle-aged expatriates are the most expensive,because the employer often has to provide a heavy allowance for children's education.

Question 19

The advantage of hiring employees who are host-country nationals is that it facilitates control by headquarters.

Question 20

Integrating individuals from two (parent and host)countries is a lot more complex than molding managers from a variety of nationalities.

Question 21

The going rate approach is the most widely used method in expatriate compensation.

Question 22

In the United States,unionized employees earn less than non-unionized employees.

Question 23

The "best fit" school argues that a firm needs to search for the best external and internal fit.

Question 24

Performance appraisal only entails the evaluation of employee performance for performance.

Question 25

_____ refers to HRM activities associated with hiring employees and filling positions.

A) Rostering
B) Sourcing
C) Staffing
D) Benchmarking

Question 26

Low-level host-country nationals,especially those in developing countries,have increasing bargaining power.

Question 27

In developed economies,a firm's key concern is to cut cost and enhance competitiveness to fight off low-cost rivals from emerging economies.

Question 28

Externally,HRM is shaped by national and industry contexts.

Question 29

Proponents of the "best practices" school argue that firms should adopt "best practices" with respect to certain contexts.

Question 30

The majority of a multinational enterprise's employees would typically comprise of _____.

A) host-country nationals
B) parent-country nationals
C) third-country nationals
D) multinationals

Question 31

European MNEs are more likely to appoint PCNs to lead subsidiaries.

Question 32

Inpatriation is sometimes used for filling skill shortages at headquarters.

Question 33

Non-native employees who work and reside in a foreign country are known as _____.

A) host-country nationals
B) expatriates
C) multinationals
D) repatriates

Question 34

Which of the following types of employees in MNEs are often known as locals?

A) Multinationals
B) Third-country nationals
C) Parent-country nationals
D) Host-country nationals

Question 35

MNEs intend to eventually replace even top-level expatriates with TCNs,in part to save cost.

Question 36

The process of selecting,managing,and motivating non-native employees to work abroad is called _____.

A) nepotism
B) onboarding
C) diasporization
D) expatriation

Question 37

To reach the top at most MNEs today,international experience is considered optional.

Question 38

In 2007,the (US)House of Representative passed a new Employee Free Choice Act,designed to make it easier to organize unions in the United States.

Question 39

Most inpatriates are expected to eventually return to their home country to replace expatriates.

Question 40

The initial compensation of an expatriate is determined by performance appraisal.

Question 41

In an MNE,a perceived lack of talent and skills of HCNs often necessitates a(n)_____ approach.

A) regiocentric
B) telocentric
C) ethnocentric
D) polycentric

Question 42

In HRM,_____ refers to the determination of salary and benefits.

A) negotiation
B) benchmarking
C) cost-per-hire
D) compensation

Question 43

MNEs pursuing localization strategy typically hire _____ as top managers at local subsidiaries.

A) parent-country nationals
B) multinationals
C) host-country nationals
D) third-country nationals

Question 44

A(n)_____ emphasizes the norms and practices of the parent company relying on parent-country nationals.

A) polycentric approach
B) geocentric approach
C) regiocentric approach
D) ethnocentric approach

Question 45

_____ refers to longer term,broader preparation to improve managerial skills for a better career.

A) Benchmarking
B) Nepotism
C) Outplacement
D) Development

Question 46

An informal understanding of expected delivery of benefits in the future for current services is referred to as a(n)_____.

A) psychological contract
B) collective bargain
C) indorsement
D) social contract

Question 47

An MNE following a _____ strategy is more likely to hire a mix of parent-,host-,and third-country nationals as managers in their local subsidiary.

A) home replication
B) global standardization
C) regionalization
D) localization

Question 48

MNEs interested in a _____ strategy are typically polycentric in nature when staffing.

A) home replication
B) localization
C) global standardization
D) transnational

Question 49

_____ is specific preparation to do a particular job.

A) Appraisal
B) Onboarding
C) Tracking
D) Training

Question 50

MNEs with a _____ strategic orientation follow a geocentric staffing approach.

A) home replication
B) localization
C) transnational
D) regionalization

Question 51

Which of the following staffing approaches is said to be color blind (the "color" refers to the color of the manager's passport)?

A) Ethnocentric approach
B) Polycentric approach
C) Regiocentric approach
D) Geocentric approach

Question 52

Disregarding nationality,a(n)_____ approach focuses on finding the most suitable managers,who can be PCNs,HCNs,or TCNs.

A) polycentric
B) ethnocentric
C) geocentric
D) regiocentric

Question 53

Which of the following is an advantage of hiring parent-country nationals (PCNs)?

A) Increases opportunities for HCNs
B) Opportunities for host-country nationals will be abundant.
C) Adaptation will take lesser time.
D) Managers are given international experience.

Question 54

In staffing,elimination of language and cultural barriers is an advantage of hiring _____.

A) multinationals
B) third-country nationals
C) parent-country nationals
D) host-country nationals

Question 55

Returning expatriates are referred to as _____.

A) crossovers
B) inbounds
C) repatriates
D) inpatriates

Question 56

Which of the following staffing approaches focuses on the norms and practices of the host country?

A) Polycentric approach
B) Geocentric approach
C) Regiocentric approach
D) Ethnocentric approach

Question 57

MNEs with a _____ strategic orientation follow an ethnocentric staffing approach.

A) home replication
B) localization
C) global standardization
D) transnational

Question 58

Which of the following is an advantage of hiring parent-country nationals?

A) Lesser international exposure for managers
B) Eliminates cultural and language barriers
C) Bridges gap between headquarters and subsidiary
D) Facilitates control and coordination by headquarters

Question 59

A _____ approach is the opposite of an ethnocentric approach.

A) telocentric
B) polycentric
C) geocentric
D) regiocentric

Question 60

MNEs pursuing home replication strategy typically hire _____ as top managers at local subsidiaries.

A) third-country nationals
B) host-country nationals
C) multinationals
D) parent-country nationals

Question 61

Describe the different roles of expatriates.

Question 62

_____ is leading the world in managerial compensation.

A) United States
B) Japan
C) China
D) Germany

Question 63

Analyze managing labor relations at home and abroad.

Question 64

Compensation with a _____ makes locations,where pay is higher than in their home country,a more attractive place to work for PCNs and TCNs.

A) going rate approach
B) balance sheet approach
C) pay-per-impression
D) merit rate

Question 65

_____ entails the evaluation of employee's work for promotion,retention,or termination purposes.

A) Benchmarking
B) Replacement chart
C) Performance appraisal
D) Open-book management

Question 66

Which of the following is an advantage of using the balance sheet approach of compensation?

A) It does not create disparity in pay between expatriates and HCNs.
B) It creates less fluctuation between overseas and parent country pay during repatriation.
C) It is organizationally less complex to administer.
D) It is the cheapest method of managerial compensation for expatriation.

Question 67

What are the problems related with inpatriation?

Question 68

What are the potential issues that arise during repatriation?

Question 69

When expatriates evaluate HCNs,cultural difference may create problems.In ____ countries,performance appraisals based on subordinate expressions could potentially undermine the power and status of supervisors.

A) high individualism
B) high power-distance
C) high uncertainty avoidance
D) high masculinity

Question 70

How do institutions and resources affect human resource management?

Question 71

The most widely used method in expatriate compensation is _____.

A) going rate approach
B) balance sheet approach
C) pay-per-impression
D) employee's request approach

Question 72

Briefly describe going rate and balance sheet approach used to properly compensate,motivate,and retain expatriates.

Question 73

Identify different staffing approaches for subsidiaries.

Question 74

Identify the four Cs of the Human Resource Manager.

Question 75

Which country is now Manpower's largest market ahead of the United States?

A) France
B) Germany
C) China
D) India

Question 76

Bristall Inc.is a steel manufacturing company headquartered in the United States with subsidiaries in India,China,and the United States.To create a global mind-set for its subsidiary employees,Bristall Inc.relocated its employees in India to the United States.This employee relocation is an example of _____.

A) inpatriation
B) benchmarking
C) collusion
D) expatriation

Question 77

Relocating employees of a foreign subsidiary to the MNE's headquarters for the purposes of filling skill shortages at headquarters and developing a global mind-set for such employees is called _____.

A) onboarding
B) orientation
C) nepotism
D) inpatriation

Question 78

A compensation approach that pays expatriates the prevailing rate for comparable positions in a host country is called the _____ approach.

A) pay-per-impression
B) balance sheet
C) merit rate
D) going rate