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.&#10;A) Pyramid of people&#10;B) Well-oiled machine&#10;C) Village market&#10;D) Family

Accepted Answer

The "village market" culture is characterized by low power distance and low uncertainty avoidance, indicating a more egalitarian and flexible work environment.

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?&#10;A) Trompenarrs&#10;B) Hall and Hall&#10;C) Hofstede&#10;D) Strodbeck

Accepted Answer

Geert Hofstede published 'Cultures Consequences' in 1980, which introduced the concept of cultural dimensions and became a seminal piece in the field of cross-cultural management and HRM. Hofstede's work has had a significant impact on HRM thinking and practice globally.

Question 3

Which of the following statements about institutional variations is most accurate?&#10;A) Dismissal laws vary very considerably from country to country&#10;B) No serious attempts have yet been made to harmonise employment law across national boundaries&#10;C) Culture better explains the differences in HR across the world than institutions&#10;D) Collective bargaining structures have little impact on the way HRM is carried out internationally

Accepted Answer

Dismissal laws do vary considerably from country to country, with some countries making it difficult to terminate an employee and others allowing for more flexibility in dismissal procedures.

Question 4

Which of the following statements about HRM around the world is most accurate?&#10;A) HRM practices are converging over time&#10;B) HRM practices are diverging over time&#10;C) Neither convergence, nor divergence are happening&#10;D) There is evidence to support both convergence and divergence

Accepted Answer

There is evidence to support both convergence and divergence in HRM practices around the world. While some practices such as performance appraisal and training have become standardized across countries, other practices such as compensation and labor relations remain highly contextual and country-specific. Additionally, organizations operating in multiple countries often have to adapt their HR practices to local laws, cultures and labor markets, leading to divergence.

Question 5

Which national model of HRM is typically characterised by a strong preference for rules- and evidence-based decision making?&#10;A) USA&#10;B) Germany&#10;C) Japan&#10;D) China

Accepted Answer

The answer of Which national model of HRM is typically...

Deck 3: HRM Around the World