Deck 17: Global Human Resource Management

Question 1

Which of the following human resource problems can be expected in WOSs and IJVs?

A) staffing friction
B) exile syndrome and reentry difficulties
C) blocked promotion
D) all of the above

Answer 1

D

Question 2

In the honeymoon stage an expatriate, according to the "U-Theory Curve" is

A) disillusioned and frustrated.
B) adapting to the new culture.
C) fascinated by the new culture.
D) incrementally learning how to function.

Answer 2

C

Question 3

The "U-Curve Theory" suggests that individuals exposed to a new culture go through four stages of adjustment in this order

A) honeymoon, culture shock, adjustment, and mastery.
B) culture shock, adjustment, mastery, and honeymoon.
C) culture shock, adjustment, honeymoon, and mastery.
D) honeymoon, adjustment, culture shock, and mastery.

Answer 3

A

Question 4

A hybrid compensation system blends features from

A) hybrid and home approach.
B) hybrid and host approach.
C) home and host approach.
D) hybrid approach only.

Question 5

An individual going overseas for a period of two to twelve months and is expected to have some interaction with host nationals should train for a period of

A) one to four weeks.
B) one to two days.
C) one month.
D) one year.

Question 6

If the level of interaction and the cultural distance are low, the length of training should be

A) two weeks.
B) three weeks.
C) one day.
D) less than one week.

Question 7

If the expected interaction between expatriates and HCNS is low and the cultural distance is low, training should focus on

A) task-related issues.
B) culture-related issues.
C) task and culture related issues.
D) cross-cultural skills.

Question 8

This is the first adjustment phase for an expatriate entering a foreign country.

A) role clarity
B) role discretion
C) role conflict
D) anticipatory

Question 9

Successful expatriates need three sets of skills:

A) personal, people, and perception skills.
B) education, knowledge, and experience.
C) mobility, competence, and non-verbal skills.
D) They don't need any skills.

Question 10

This group of people remains underrepresented in the expatriate workforce.

A) Hispanics.
B) Asians.
C) women.
D) Caucasian males.

Question 11

The number of repatriated employees that leave their firm within one year of returning to the United States is

A) one quarter.
B) one third.
C) one half.
D) none.

Question 12

Expatriate compensation comprises the elements

A) salary and housing.
B) services allowance and premiums.
C) tax equalization.
D) all of the above

Question 13

For reasons of local knowledge and cost, host-country nationals constitute the bulk of the MNE workforce abroad.

Question 14

In polycentric staffing, PCNs are appointed to key positions regardless of the location of their assignment.

Question 15

The training model is based on which theory

A) social learning theory.
B) U-Curve theory.
C) work ethic theory.
D) job knowledge theory.

Question 16

The training model is based on social learning theory, with rigor defined as the degree of _____________________ involvement by the trainee.

A) physical
B) cognitive
C) intellectual
D) duration

Question 17

Culture shock, according to the "U-Curve Theory" is

A) having tremors due to a new environment.
B) gradually adapting to new culture.
C) infatuation with the new culture is replaced by disillusion and frustration of having to cope on a daily basis.
D) learning how to behave appropriately.

Question 18

Successful expatriates need some sets of skills. They are

A) personal and perception skills.
B) people skills.
C) both a and b
D) none of the above

Question 19

In _______________ staffing, managers are recruited worldwide based solely on their qualifications and regardless of their nationality.

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

Question 20

Wal-Mart is planning to open a store in France. The managers are appointed directly from headquarters, regardless of their location. This is an example of:

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

Question 21

In ________________ staffing, HCNs are hired to key positions in subsidiaries but not at corporate headquarters.

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

Question 22

As the MNE shifts from domestic to global strategy, the criteria by which is selects management and its general HR polices naturally

A) change.
B) remain the same.
C) standardize.
D) none of the above

Question 23

In SIHRM, what system emphasizes global integration while permitting some local variations?

A) integrative
B) exportive
C) adaptive
D) none of the above

Question 24

In certain countries it is legal to specify race, age and sex requirements in job advertisements. What countries do this and are later enforced by the American Equal Employment Opportunity?

A) Singapore and Hong Kong
B) America and Hong Kong
C) Asia and America
D) Canada and Singapore

Question 25

In ethnocentric staffing, PCNs are selected for key positions regardless of location. What country follows this mode more than others?

A) Japan
B) the United States
C) Europe
D) China

Question 26

The second stage of Harrison's proposal has two phases, which are

A) self-assessment of factors and propensity.
B) cultural awareness and differences.
C) retention and reproduction.
D) emotional and behavioral.

Question 27

Which stage of Harrison's proposal is designed to focus trainees' attention and prepare them for cross-cultural encounters in general?

A) first stage
B) second stage
C) both stages
D) neither stage

Question 28

The first cultural training guideline that Yoshida and Brislin list is to Identify. What is their idea on this?

A) observe and consult people from the target culture
B) know why, where, when, to whom, and how the behavior is appropriate
C) find something you can relate yourself with
D) become aware of which skills you need to function well in the target culture

Question 29

Yoshida and Brislin list five cultural training guidelines. Which of the following is not one?

A) identify
B) understand
C) practice
D) role play

Question 30

Harrison proposes a two-stage cultural orientation. What are the two stages?

A) focus trainees' attention and develop trainees' ability to interact effectively within their new culture
B) knowledge acquisition and skill training
C) emotional reactions and cultural differences
D) family and spouse adjustment

Question 31

In regiocentric staffing, recruiting is conducted on a regional basis.

Question 32

Victoria Secret opened a new store in Turkey. The managers were recruited based on their qualifications and regardless of their nationality. This is an example of regiocentrism.

Question 33

Expatriate failure occurs when the assignee returns prematurely to the home country or when performance does not meet expectations.

Question 34

The "U-Curve Theory" suggests that individuals exposed to a new culture go through three stages of adjustment.

Question 35

Expatriates serve as a mechanism of control and a way to transmit corporate culture.

Question 36

An expatriate workforce consists of workers in their own country.

Question 37

Research suggests that an appropriate compensation package reduces expenses while enhancing commitment to employer, job satisfaction, and willingness to relocate internationally.

Question 38

There are several empirical studies that measure the effectiveness of practical information.

Question 39

Five determinants of cross-cultural adjustment have been identified.

Question 40

The relative success of Japanese expatriates may be attributed to the country-specific training they receive for six months prior to their assignment.

Question 41

The cost of expatriate failure is substantial in direct costs, but the real cost of expatriate failure is considerably higher.

Question 42

Failure rates for European and Japanese expatriates are reportedly higher than for U.S. expatriates.

Question 43

Japan and China show the lowest failure rates for U.S. expatriates.

Question 44

Expatriation occurs when the assignee returns prematurely to the home country or when performance does not meet expectations.

Question 45

The "virtual expatriate" takes on foreign assignments without physically relocating.

Question 46

Among the attributes MNEs are looking for in an expatriate are cultural empathy, adaptability and flexibility, language skills, education, leadership, maturity, and motivation.

Question 47

The first adjustment phase is organizational and takes place before departure.

Question 48

Expatriate failure was shown to correlate with absence of company training for the assignment.

Question 49

In ethnocentric staffing, PCNs are appointed to key positions regardless of the location of their assignment.

Question 50

In ethnocentric staffing, HCNs are hired to key positions in subsidiaries but not at corporate headquarters.

Question 51

In advanced phases of internationalization, growth opportunities for managers expand both vertically and geographically.

Question 52

An optimal SIHRM is capable of balancing the different forces in the firm's environment, in particular, the tension between local responsiveness and global integration.

Question 53

Factors that affect MNE staffing include strategy, organizational structure, and subsidiary-specific factors as its duration of operations, technology, production, and marketing technologies, and host country characteristics such as level of economic and technology development, political stability, regulation and culture.

Question 54

Searches for non-national directors result, on average, in nine to ten rejections for one accepted.

Question 55

Strategic IHRM (SIHRM) is defined as "human resources, management issues, functions and policies and practices that result from the strategic activities of MNEs and that impact the international concerns and goals of these enterprises."

Question 56

The distinct features of IHRM are multiculturalism and geographic dispersion as well as the need to address issues such as international taxation, relocation, and foreign-culture orientation.

Question 57

International human resource management (IHRM) is the procurement, allocation, utilization, and motivation of human resources in the international arena.

Question 58

In Singapore, high on power distance and masculinity, it is legal to specify race, age, and gender requirements in job advertisements.

Question 59

While Americans have had difficulty adjusting to a Japanese board that is seldom staffed by independent directors, Japanese directors serving on U.S. boards find them "frighteningly open" in terms of the information flow between management and board.

Question 60

Repatriation represents an adjustment equally if not more difficult than the overseas assignment, yet most returning employees are dissatisfied with the repatriation process.

Question 61

MNE compensation programs create inconsistency and equity in compensation.

Question 62

Expatriate numbers are relatively small relative to total MNE employment.