Deck 3: HRM Around the World

Question 1

What is being described here? A type of workplace culture common in some countries which is characterised by low power distance and low uncertainty avoidance.

A) Pyramid of people
B) Well-oiled machine
C) Village market
D) Family

Answer 1

C

Question 2

Which researcher published 'Cultures Consequences' in 1980 and has become, as a result, one of the most influential global figures in HRM thinking?

A) Trompenarrs
B) Hall and Hall
C) Hofstede
D) Strodbeck

Answer 2

C

Question 3

Which of the following statements about institutional variations is most accurate?

A) Dismissal laws vary very considerably from country to country
B) No serious attempts have yet been made to harmonise employment law across national boundaries
C) Culture better explains the differences in HR across the world than institutions
D) Collective bargaining structures have little impact on the way HRM is carried out internationally

Answer 3

A

Question 4

Which of the following statements about HRM around the world is most accurate?

A) HRM practices are converging over time
B) HRM practices are diverging over time
C) Neither convergence, nor divergence are happening
D) There is evidence to support both convergence and divergence

Question 5

Which national model of HRM is typically characterised by a strong preference for rules- and evidence-based decision making?

A) USA
B) Germany
C) Japan
D) China