Deck 4: Global Human Resource Management

Question 1

Laws are fairly standard from nation to nation.

Answer 1

False

Question 2

Estimates suggest that ________ of U.S.expatriates are female

A) 10 percent
B) 20 percent
C) 50 percent
D) over half

Answer 2

B

Question 3

GHRM is an acronym for ________.

A) Gender based Human Resource Management
B) Global Human Resource Management
C) Globulin Human Resource Management
D) Guardant Human Resource Management

Answer 3

B

Question 4

"Global human resource management" refers to the policies and practices related to managing people in an internationally oriented organization.

Question 5

Which of the following was identified as a problem by the highest percentage of international corporations?

A) Employee retention
B) Partner dissatisfaction
C) Finding suitable candidates
D) Relocation reluctance

Question 6

An employee from Canada who is employed by an American firm to work in their plant in Mexico is called a host country national.

Question 7

Many international companies now include family members in training programs.

Question 8

Cultures that emphasize symbols of power,such as large offices,usually have a high power distance.

Question 9

Recruitment ads should be written in ways that are consistent with the language and customs of the company's home office.

Question 10

The external environment is one of the most important influences on HRM activities for an international organization.

Question 11

Self-awareness is an important aspect of successfully preparing for an international assignment.

Question 12

The final phase of an integrated expatriate training program occurs when the manager prepares to return to the parent country.

Question 13

Fascination refers to the frustration and confusion that result from being constantly subjected to strange and unfamiliar cues about what to do and how to get it done.

Question 14

External fit is concerned with making sure that HRM policies facilitate the work values and motivations of employees.

Question 15

In _______________ corporations,the concept of codetermination is common.

A) Canadian
B) German
C) United States
D) Asian

Question 16

Interest in and propensity for accepting an international assignment has become a routine part of recruitment.

Question 17

Maquiladoras are primarily owned by all of the following except:

A) American Companies
B) Japanese companies
C) Mexican companies
D) All of the above.

Question 18

Since the early 1960s,U.S.firms have produced an ever-increasing percentage of the world's output.

Question 19

Payments made to minor officials,if the payments are intended to get the official to provide normal clerical services in a more timely fashion,are not in violation of the Foreign Corrupt Practices Act of 1977.

Question 20

Hofstede's inclusion of long-term and short-term orientation was a result of studies involving South American values.

Question 21

While ___ of multinational firms provide cross-cultural training for their overseas assignees,only ___ make the training mandatory.

A) 15 percent;5 percent
B) 25 percent;15 percent
C) 74 percent;25 percent
D) 80 percent;37 percent

Question 22

A(n)_________ has operations in many different nations,but each is viewed as a relatively separate enterprise.

A) ICS
B) GNC
C) MNC
D) GC

Question 23

The key to finding a successful expatriate is finding someone who has all of the following characteristics except:

A) Has previously completed an overseas assignment
B) Has a supportive family situation
C) Is motivated to accept the overseas assignment
D) Is culturally flexible and adaptable

Question 24

A ______________ approach would most likely uses HRM policies from the home country with at best,minor adaptations,throughout all of its operations.

A) geocentric
B) polycentric
C) ethnocentric
D) Both A and B are correct.

Question 25

Which of the following dimensions was not included in Hofstede's original work?

A) Individualism versus collectivism
B) Power distance
C) Long-term versus short-term orientation
D) Masculinity

Question 26

_______ are structured so that national boundaries disappear leading to staffing practices in which the organization hires the best people for jobs irrespective of national origin.

A) ICSs
B) GNCs
C) MNCs
D) GCs

Question 27

There is evidence that national differences in _________________ can affect the total amount and way in which CEOs are compensated.

A) uncertainty avoidance
B) power distance
C) long-term versus short-term orientation
D) Both A and B

Question 28

Which of the following will lower an expatriate manager's probability of success?

A) Strong technical skills
B) Complete support of spouse
C) Behavioral rigidity
D) Good stress management skills

Question 29

Differences in ___________ can affect the overall success that a training program has on culturally diverse audiences.

A) individualism versus collectivism
B) power distance
C) long-term versus short-term orientation
D) Both A and B

Question 30

According to Hofstede,cultures differ in at least five ways (dimensions).Which of the following is not one of those dimensions?

A) Individualism versus collectivism
B) Power distance
C) Adaptability
D) Long-term versus short-term orientation

Question 31

A true global corporation will tend to have more of a __________ to HRM.

A) ethnocentric approach
B) geocentric orientation
C) Hofstedian
D) Both A and C are correct.

Question 32

A ____________ HRM system is designed to recruit,develop,retain and utilize managers who can work successfully in many different capacities with people from different cultures.

A) transnational
B) ploynational
C) global
D) cross-cultural

Question 33

Jane is an US national working for the Italian operation of a US headquartered company.Jane is a ____________.

A) HCN
B) PCN
C) TCN
D) inpatriate

Question 34

An ethnocentric multinational organization generally believes that all key personnel should be _______________.

A) Host country nationals
B) Parent country nationals
C) Third country nationals
D) All of the choices are correct.

Question 35

Most executive-level position in Japanese-owned businesses in the U.S.is occupied by a(n)_______________.

A) third country national
B) American manager
C) host country national
D) Japanese national

Question 36

An expatriate can also be described as a _______.

A) HCN
B) PCN
C) TCN
D) ECN

Question 37

_______________ cultures are more likely to have rigid managerial control systems in their organizations.

A) Male
B) Feminine
C) Power distance
D) High-uncertainty avoidance

Question 38

Approximately _______________ of all middle- to large-size companies use expatriates.

A) 10 percent
B) 25 percent
C) 50 percent
D) 80 percent

Question 39

John is an Irish national working for the Italian operation of a US headquartered company.John is a ____________.

A) HCN
B) PCN
C) TCN
D) Expat

Question 40

James is a US national working in Canada.He may be classified as a ____________.

A) HCN
B) PCN
C) TCN
D) Either B or C

Question 41

The objective of the __________ is to ensure that the expatriate maintains "kept whole."

A) holistic approach
B) balance-sheet approach
C) home-match approach
D) COLA approach

Question 42

Expatriate manager selection should focus on all of the following skill categories except:

A) Self-image
B) Education level
C) Way of interacting with others
D) Perceptual orientation

Question 43

The cost of a traditional expatriate manager can easily be _______________ a domestic peer that doesn't relocate.

A) less than
B) the same as
C) two to three times that of
D) more than ten times that of

Question 44

A low probability of expatriate manager success is associated with all of the following except _________.

A) uncertain technical competency
B) poor rational ability
C) specific knowledge of overseas culture
D) weak language skills

Question 45

The need for in-depth intercultural training for foreign assignments increases with the _________________.

A) the level of contact with the host culture
B) the degree of dissimilarity between the host and home culture
C) decreasing contact with the home office
D) Both A and B are correct.

Question 46

What is the single most common factor in expatriates' failure?

A) Spouse's inability to adjust to the overseas assignment
B) Poor language skills
C) High local taxes
D) Low technical skills

Question 47

Which of the following is not one of the phases of culture shock?

A) Repatriation
B) Fascination
C) Culture shock
D) Adaptation

Question 48

The final stage of coping with a new culture is ________.

A) acceptance
B) return
C) adaptation
D) assimilation

Question 49

"Culture Shock" typically occurs ________.

A) only when working in radically different cultures
B) after an initial period of fascination
C) during the earliest days of a trip
D) Both A and B are correct.

Question 50

The first response to unfamiliar surrounds,like those encountered in an overseas assignment is:

A) Adaptation
B) Culture shock
C) Fascination
D) Reverse culture shock

Question 51

All of the following are among the five most expensive cities in the world except:

A) Luanda
B) Moscow
C) New York
D) Tokyo

Question 52

It is important to prepare the expatriate and his or her family for ___________,which can affect these individuals after they return to their home country and culture.

A) culture shock
B) reverse acculturation
C) reverse culture shock
D) reacclimation

Question 53

A popular international compensation method,which attempts to ensure that the expatriate maintains a standard of living similar to home,is known as the _______________ approach.

A) family-support
B) balance-sheet
C) fair-trade
D) social-adjustment

Question 54

Some experts suggest,that _____________ is the single most important aid the expatriate has for dealing with the multitude of business challenges that await.

A) prior international experience
B) inner awareness
C) technical skill
D) fluency in the host country's language

Question 55

As a result of cost pressures and the difficulty in recruiting individuals for long-term expatriate assignments,several alternatives have emerged,these include: +

A) short-term assignments
B) commuter assignments
C) virtual assignees
D) All of the above are correct.

Question 56

The "out of sight,out of mind" syndrome means:

A) Expatriates believe they lose ground to domestic peers when it comes to promotions
B) Expatriates believe they will lose their domestic contacts while on the global assignment
C) Repatriates fear they will not be able to readjust to home office norms
D) Expatriates are forgotten,and therefore not closely monitored,by home office managers

Question 57

In addition,expatriates are often provided with a variety of "extras" as incentives for relocation and to make sure they are able to maintain their home country standard of living.According to Milkovich and Newman,categories of allowances include which of the following?

A) Financial
B) Social adjustment
C) Family support
D) All of the above are correct.

Question 58

Managers returning home after an overseas assignment are ________ to leave the parent organization than their domestic counterparts.

A) much less likely
B) less likely
C) equally likely
D) more likely

Question 59

The process of being reintegrated into domestic operations is referred to as:

A) Repatriation
B) Inpatriation
C) Citizenship renewal
D) Expatriation

Question 60

Expatriate training can involve three phases,second of these phases occurs _________.

A) in the home country
B) in the host country
C) as an independent self-assessment
D) at headquarters

Question 61

________ refers to payments made to minor officials if the payments are intended to get the official to provide "routine governmental actions" (e.g. ,processing paperwork at a customs office)in a more timely fashion.

A) Expediting
B) Bribing
C) Greasing
D) Lubing

Question 62

Why should organizations consider how employees will be repatriated?

Question 63

Host country nationals have distinct advantages over expatriates in terms of: the following except:

A) Cultural sensitivity
B) Understanding local employees' motivations
C) Understanding local employees' needs
D) Adaptability

Question 64

What is the biggest HRM mistake that unsuccessful global organizations make?

Question 65

What are the three sources of employees for an international organization?

Question 66

When all of the costs incurred with an expatriate are added together,a company is faced with spending as much as ______ times the manager's domestic salary to maintain him or her and the family overseas for just one year.

A) one point five
B) two
C) five
D) seven

Question 67

The Civil Rights Act of 1991 ___________ overseas operations.

A) applies only to domestic and not
B) applies to American corporations'
C) applies to all Americans working overseas
D) does not apply to third country nationals working in the US.

Question 68

What is the single greatest HR challenge facing any globally oriented corporation?

Question 69

Failure rates among expatriate managers are very high in many American corporations.This is due to all of the following reasons except:

A) Selection processes that focus too heavily on technical skills
B) Lack of systematic training for overseas assignments
C) Family members too involved in the selection decision
D) Lack of clarity about how the overseas assignment fits into the manager's career plans

Question 70

Relocation incentives fall into three broad categories of allowances.What are they?

Question 71

When an organization begins to operate as a global rather than a multinational corporation,the use of expatriate managers will _______________.

A) increase
B) decrease
C) remain the same
D) no longer exist

Question 72

What is an expatriate manager?

Question 73

Expatriate manager selection should focus on at least three other major categories of skills,what are they?

Question 74

John Pepper,former chairman of the board of Procter and Gamble,believes that international assignments _______________________.

A) slowed his career progression
B) were a poor investment as they cost the company five times his base salary
C) were one of the most powerful development experiences in shaping him as an effective global leader
D) Both A and C are correct.

Question 75

There are two primary determinants of how much and what kind of training expatriate manager should receive.What are they?

Question 76

Reasons most frequently mentioned for not using locals include all of the following except:

A) Concern about lower education levels
B) Concern that locals will not adapt the parent company's management system
C) Concern about effective communication between the host country and home office
D) Concern that locals will not have the expertise that expatriates have

Question 77

The basic tenets of the _________ were designed to eliminate oppressive racism in South African business.

A) FCPA
B) Civil Rights Act of 1991
C) Sullivan Principles
D) Global Leadership Summit

Question 78

How can HR help the expatriate to deal effectively with the inevitable frustrations of culture shock?

Question 79

The purpose of the ________ was to make it illegal for employees of American corporations to induce foreign officials,by offering monetary or other payments,to use their influence to gain an unfair competitive advantage for the organization.

A) Corrupt Practices Act
B) Foreign Corrupt Practices Act
C) International Influence Act
D) Fair Trade Act

Question 80

What does using a geocentric orientation to HRM mean?