Question 1

According to Perlmutter (1979), there are four4 main approaches used by multi-national companies towards internationalization and International HRM: ethnocentric, polycentric regiocentric, and ______.&#10;A) globalcentric&#10;B) geocentric&#10;C) macrocentric&#10;D) none of these

Accepted Answer

Perlmutter (1979) identifies ethnocentric, polycentric, regiocentric, and geocentric as the four main approaches used by multi-national companies towards internationalization and International HRM.

Question 2

According to Jansenns (2001), there are four key approaches to IHR - synergistic, integrative, adaptive and ______.&#10;A) exclusive&#10;B) inclusive&#10;C) exportive&#10;D) importive

Accepted Answer

The four key approaches to International Human Resource Management (IHR) according to Jansenns (2001) are synergistic, integrative, adaptive, and exportive.

Question 3

International enterprises need to exploit the differences and similarities in their multiple host locations, thereby balancing ______ with ______ within the international enterprise's structure (Bartlett and Ghoshal 1989).

A) global responsiveness; global integration
B) local responsiveness; global integration
C) global responsiveness; local integration
D) local responsiveness; local integration

B

Accepted Answer

Bartlett and Ghoshal's model emphasizes the importance of balancing local responsiveness with global integration in international business strategy. This approach allows companies to adapt to local markets while leveraging global efficiencies.

Question 4

What promotes the view that HR practices are closely linked to either an organizational or product life cycle?&#10;A) contingency models&#10;B) strategic life-cycle models&#10;C) hard HRM models&#10;D) soft HRM models

Accepted Answer

Strategic life-cycle models suggest that HR practices should align with the different stages of an organization's or product's life cycle to effectively support its changing needs and objectives.

Question 5

According to Adler and Ghadar (1989), what are the various stages in the development in the international organization?&#10;A) embryonic, speculative, domestic and international&#10;B) speculative, domestic, international and multinational&#10;C) domestic, international, multinational and global&#10;D) international, multinational, global and pan global

Accepted Answer

Adler and Ghadar (1989) describe the stages in the development of an international organization as domestic, international, multinational, and global. This progression reflects the expanding scope and complexity of an organization's operations, from focusing solely on the domestic market to engaging in international trade, then operating in multiple countries, and finally integrating operations globally.

Question 6

According to Evans and Lorange (1989), when operating in differing product markets, the different phases in the product life cycle each require ______.&#10;A) a very different type of manager&#10;B) a very different type of strategy&#10;C) a very different price mechanism&#10;D) a very different operating process

Accepted Answer

The answer of According to Evans and Lorange (1989), when...

Question 7

Di Cieri and Dowling (1989) focus on the international concerns of the multi-national company, and argue that there are four key components, namely ______ factors, ______ factors, strategic HRM and International enterprise concerns and goals.

A) domestic; international
B) macro; micro
C) exogenous; endogenous
D) none of these

Accepted Answer

Di Cieri and Dowling (1989) identified exogenous and endogenous factors as key components in the international concerns of multinational companies.

Question 8

Who argues that there is not one particular HR policy which aligns to provide a benefit to HRM, but rather a bundle of internally consistent HR practices?&#10;A) Dess and Davies (1994)&#10;B) Barney (1995)&#10;C) Huselid (1995)&#10;D) Guest (1996)

Accepted Answer

Huselid (1995) argues that a system or bundle of internally consistent HR practices is more effective in improving performance than the adoption of individual or isolated HR practices. This approach emphasizes the importance of aligning HR practices with each other and with the organization's strategic goals to maximize their impact on organizational performance.

Question 9

Whitley 1999 identifies three ideal types of National Business Systems. They are ______.&#10;A) opportunistic, collaborative and hierarchical&#10;B) particularistic, collaborative and hierarchical&#10;C) particularistic, collaborative and arm's length&#10;D) none of these

Accepted Answer

Whitley (1999) identifies three ideal types of National Business Systems as particularistic, collaborative, and arm's length, which describe how businesses within different national contexts tend to organize and interact.

Question 10

VET stands for:&#10;A) voluntary education training.&#10;B) vocational education training.&#10;C) vocational education teachers.&#10;D) none of these.

Accepted Answer

VET stands for vocational education training, which is designed to deliver workplace-specific skills and knowledge.

Question 11

Which of the following IS NOT an example of alternatives to typical expatriation assignments?&#10;A) short-term assignments&#10;B) international commuting&#10;C) frequent flying or business trips for irregular specific tasks&#10;D) transfer to headquarters

Accepted Answer

The answer of Which of the following IS NOT an...

Question 12

Black and Mendenhall (2007) refer to three modes of training and development for cross-cultural development. They are factual, analytical and ______.&#10;A) virtual&#10;B) experiential&#10;C) experimental&#10;D) simulation

Accepted Answer

The answer of Black and Mendenhall (2007) refer to three...

Deck 12: Managing in a Global Context