Deck 11: Strategic International HRM

Question 1

What type of strategy concentrates on the development of foreign markets by selling to foreign nationals?

A)multidomestic
B)domestic
C)multinational
D)global

Answer 1

A

Question 2

When an individual moves to a foreign country to work,the individual may experience an overwhelming sense of alienation from the new culture.What is this experience called?

A)depression
B)culture shock
C)ethnocentrism
D)post-traumatic stress

Answer 2

B

Question 3

What type of strategy deals with internationalization by exporting goods abroad as a means of seeking new markets?

A)multidomestic
B)domestic
C)multinational
D)global

Answer 3

B

Question 4

Which strategy has French lodging giant ACCOR followed for its U.S.subsidiaries in order to attract and retain local employees?

A)global IHRM strategy
B)integrative IHRM strategy
C)exportive IHRM strategy
D)adaptive IHRM strategy

Question 5

What best defines the capability of an international employee to substitute sources of reinforcement when necessary and deal with alienation and isolation?

A)perceptual competencies
B)relationship competencies
C)self-maintenance competencies
D)leadership competencies

Question 6

What is one benefit of cross-cultural training?

A)self-development
B)self-monitoring
C)self-sacrifice
D)self-adjustment

Question 7

What did Colgate-Palmolive Co.do to capitalize on its expatriate skills?

A)It created a global succession-planning database.
B)It developed cross-cultural training for critical incidents.
C)It committed funds to improve failed expatriate assignments.
D)It improved its pre-assignment and post-assignment communication.

Question 8

According to a Canadian survey,what is the greatest major challenge that management faces with international relocation?

A)family and tax issues
B)dual-income spouses
C)terrorism and security
D)hardship allowances

Question 9

What is the main reason that companies have NOT benefited from expatriate training?

A)Expatriates have had their training needs evaluated and assessed.
B)Expatriates have clarified their purpose and goals of training.
C)Expatriates are selected too quickly and receive little training.
D)Expatriates have had training programs designed to meet their needs.

Question 10

What expatriate training step clarifies the purpose and goals of training that are relevant and applicable to global managers' daily activities?

A)training contents
B)training approaches
C)training design
D)training planning

Question 11

What are the three international training approaches promoted by your textbook?

A)case studies,lecture-based briefings,vicarious learning
B)information giving,behavioural modelling,experiential forms of training
C)role-playing,field experiences,sensitivity training
D)culture assimilators,on-the-job,area studies

Question 12

What best defines the capability of an international employee to develop and maintain relationships with home-country nationals?

A)perceptual competencies
B)relationship competencies
C)self-maintenance competencies
D)problem solving competencies

Question 13

If a company is looking for a strategy that would create the highest internal fit,which International Human Resources Management ("IHRM")approach should be chosen?

A)exportive IHRM approach
B)adaptive IHRM approach
C)integrative IHRM approach
D)global IHRM approach

Question 14

Canada's workforce diversity produces a wide range of HR-related challenges for international placements.Which of the following is typical of those challenges?

A)increased number of younger workers
B)employees with disabilities
C)cultural assimilation in the new country
D)family and divorce issues for expatriates

Question 15

What do you call individuals from the subsidiary country who know the foreign cultural environment well?

A)home-country nationals
B)third-country nationals
C)parent-country nationals
D)host-country nationals

Question 16

If a company introduces culturally sensitive products in chosen countries with the least amount of cost,what type of strategy is the company adopting?

A)multinational
B)multidomestic
C)global
D)domestic

Question 17

Which class of workers is NOT involved in Canada's union structure?

A)industrial
B)craft
C)conglomerate
D)professional

Question 18

What are individuals called who are from headquarters and are highly familiar with the firm's products and services,as well as with its corporate culture?

A)host-country nationals
B)home-country nationals
C)third-country nationals
D)parent-country nationals

Question 19

When an individual returns to his or her home headquarters or home subsidiaries after working in a foreign country,what is this process called?

A)enculturation
B)repatriation
C)culture shock
D)alienation

Question 20

If an individual has an ability to acquire certain skills to a desired level of performance,what is this capability called?

A)pliability
B)flexibility
C)trainability
D)adaptability

Question 21

What do you call a company's employees who are natives of a country other than those in which the company's headquarters and its subsidiaries are situated?

A)home-country nationals
B)third-country nationals
C)parent-country nationals
D)host-country nationals

Question 22

In the multidomestic stage of internationalization,what single perspective is a trademark of this stage?

A)ethnocentric perspective
B)polycentric perspective
C)geocentric perspective
D)egocentric perspective

Question 23

What expatriate training step assesses and evaluates the needs of training for every selected potential global manager?

A)training contents
B)training approaches
C)training planning
D)training evaluation

Question 24

If a company looks for a strategy that combines home HR practices with local practices and selects the most qualified people for the appropriate positions,which international human resources management ("IHRM")approach should it choose?

A)integrative IHRM approach
B)adaptive IHRM approach
C)exportive IHRM approach
D)global IHRM approach

Question 25

Which of the following is a key challenge influencing HR practices within an international context?

A)domestic strategy
B)cultural assimilation in the new country
C)security
D)family and divorce issues for expatriates

Question 26

What is one disadvantage of increased use of third-country nationals?

A)lack of knowledge of the corporate culture
B)limited familiarity with the firm's own operations
C)potential unfamiliarity with the cultural norms of the host country
D)lack of understanding of the subsidiary's needs

Question 27

What is one disadvantage of increased use of parent-country nationals?

A)lack of knowledge of the corporate culture
B)potential unfamiliarity with the cultural norms of the host country
C)limited familiarity with the firm's own operations
D)limited cross-cultural preparation

Question 28

What is one of the internal factors with which international HR planning must fit?

A)local economy
B)host-country culture
C)competitors' strategies
D)existing HR system

Question 29

What is one disadvantage of increased use of home-country nationals?

A)lack of knowledge of the corporate culture
B)limited familiarity with the firm's own operations
C)potential unfamiliarity with the cultural norms of the host country
D)lack of knowledge of the parent-country's culture

Question 30

What is one advantage of increased use of parent-country nationals?

A)They are well versed in a company's needs and norms.
B)They are familiar with the host-country culture.
C)They have greater familiarity with the host-country's management practices.
D)They require lower relocation costs.

Question 31

What is one advantage of increased use of third-country nationals?

A)They are well versed in a company's needs and norms.
B)They are familiar with the parent-country culture.
C)They have greater familiarity with the host-country culture.
D)They are familiar with a company's corporate culture.

Question 32

What is one advantage of increased use of home-country nationals?

A)They are well versed in a company's needs and norms.
B)They are familiar with the parent-country culture.
C)They have greater familiarity with the host-country culture.
D)They require lower relocation costs.

Question 33

In general,why have levels of union density declined throughout the world?

A)Unions do not represent all interests in a global society.
B)Politicization of unions has been linked to local governments.
C)Union organizations have been decentralized and fragmented.
D)Union power has been eroded,and negative public sentiment towards unions has increased.

Question 34

Which type of training plays a crucial role in the pre-assignment process for an expatriate?

A)field experiences
B)behavioural modelling
C)management training
D)cross-cultural training

Question 35

In 2013,which country(s)had some of the highest unionization rates in the world?

A)Canada
B)Germany
C)Scandinavian countries
D)European countries

Question 36

What type of strategy results in the standardization around the world of an organization's products and services in order to gain efficiency?

A)multidomestic
B)domestic
C)global
D)multinational

Question 37

Which dimension of cross-cultural competencies refers to the ability to substitute sources of reinforcement when necessary and deal with alienation and isolation?

A)relationship competencies
B)self-maintenance competencies
C)perceptual competencies
D)stress management competencies

Question 38

Which of the following is a key challenge influencing HR practices within an international context?

A)increased number of younger workers
B)employment legislation
C)cultural assimilation in the new country
D)family and divorce issues for expatriates

Question 39

Which of the following is NOT considered to be a symptom of reverse culture shock?

A)increased levels of anxiety about the adjustment to returning home
B)increased satisfaction with the standard of living upon returning home
C)decreased interest from co-workers in hearing about the repatriate's experiences
D)decreased use of the repatriate's international knowledge,skills,and abilities (KSAs)upon returning home

Question 40

The many factors related to international employee cross-cultural adjustment can be categorized into three dimensions of cross-cultural competencies.Which of the following is one of these dimensions?

A)leadership competencies
B)organization competencies
C)perceptual competencies
D)time management competencies

Question 41

Which of the following is a type of international assignment where the employee is relocated for a period of time,usually in excess of a year?

A)international commuters
B)expatriate
C)short-term assignment
D)Moderate-term assignment

Question 42

An organization has implemented HRM systems for its foreign subsidiaries that are consistent with the local economic,political,and legal environment.What approach is the organization using?

A)exportive IHRM approach
B)integrative IHRM approach
C)strategic IHRM approach
D)adaptive IHRM approach

Question 43

The Conference Board of Canada has identified four major areas of focus for workforce planning in an international context.Which of the following is NOT one of these areas?

A)understanding local labour market data
B)issues relating to external human capital demand and supply
C)the existing market
D)flexible labour practices.

Question 44

Following an organization's multinational business strategy,it's HR systems are standardized across its subsidiaries all over the world.What approach is the organization adopting?

A)integrative IHRM approach
B)exportive IHRM approach
C)adaptive IHRM approach
D)functional IHRM approach

Question 45

Which of the following is NOT an HR support structure that seeks to ensure that employees and their families deployed in dangerous parts of the world always return home safely?

A)precautionary actions and procedures
B)environmental assessments
C)contingency planning
D)risk assessments

Question 46

An organization has reduced transaction costs,ensured the consistency of its corporate policies all over the world,and gained control over its subsidiaries.What approach has the organization adopted?

A)global IHRM approach
B)exportive IHRM approach
C)adaptive IHRM approach
D)integrative IHRM approach

Question 47

An organization is combining home HR practices with local practices and selecting the most qualified people for the appropriate positions no matter where these candidates come from.What approach has the organization adopted?

A)exportive IHRM approach
B)adaptive IHRM approach
C)integrative IHRM approach
D)broad IHRM approach

Question 48

Which of the following has been rated by multinational corporations as the most critical goal of international HRM?

A)compensating and rewarding managers who are competent to represent the company in a global arena
B)training and developing managers who are competent to represent the company in a global arena
C)attracting and retaining managers who are competent to represent the company in a global arena
D)orienting managers who are competent to represent the company in a global arena

Question 49

An organization is adopting a strategy that introduces culturally sensitive products with the least amount of cost.What strategy is the organization adopting?

A)domestic strategy
B)multidomestic strategy
C)global strategy
D)multinational strategy

Question 50

What is the first major challenge in forecasting the demand for labour in an international setting?

A)developing an understanding of the culture
B)developing an understanding of the labour market
C)developing an understanding of the people practices
D)developing an understanding of the HR policies

Question 51

An organization is projecting global competence supply,forecasting global competence needs,and developing a blueprint to establish global competence pools within companies.What is the organization undertaking?

A)international strategic management
B)strategic international HR planning
C)strategic HR management
D)international strategic planning

Question 52

Which of the following is a key challenge for managers in their overseas assignments,and a critical HR aspect in the internationalization of Canadian companies and their employees?

A)entering new markets
B)political challenges
C)struggling to fit in
D)financial challenges

Question 53

Expatriate employee security produces a wide range of HR-related challenges for international placements.Which of the following is a HR support structure in the area of international employee safety?

A)environmental assessments
B)organizational needs assessment
C)risk assessment processes
D)legislative reviews

Question 54

What best defines the human resources management issues,functions,policies,and practices that result from the strategic goals and activities of multinational enterprises?

A)international strategic planning
B)strategic international HR planning
C)strategic international HR management
D)international strategic management

Question 55

Which of the following is a type of international assignment where the employee may make frequent trips to the host country but does not relocate to that country?

A)short-term assignment
B)international commuters
C)frequent flyers
D)flexible assignment

Question 56

HR managers face a number of challenges related to employment legislation when their organizations expand across national borders.Which of the following is typical of those challenges?

A)diverse gender identities
B)employment policies and processes
C)ethnic and cultural differences among employees
D)conducting risk assessments

Question 57

An organization's strategy is to concentrate on the development of foreign markets by selling to foreign nationals.What strategy is the organization following?

A)global strategy
B)multinational strategy
C)domestic strategy
D)multidomestic strategy

Question 58

HR managers face a number of challenges related to workforce diversity when their organizations expand across national borders.Which of the following is NOT typical of these challenges?

A)accommodation of an increased number of older workers
B)diverse gender identities
C)ethnic and cultural differences among employees
D)family and divorce issues for expatriates

Question 59

An organization's strategy is to standardize its products and services around the world to gain efficiency.What strategy is the organization adopting?

A)global strategy
B)multinational strategy
C)domestic strategy
D)multidomestic strategy

Question 60

An organization is internationalizing by exporting goods abroad as a means of seeking new markets.What strategy is the organization following?

A)domestic strategy
B)multidomestic strategy
C)global strategy
D)multinational strategy

Question 61

The Conference Board of Canada has identified four major areas of focus for workforce planning in an international context.Which of the following is one of these areas?

A)understanding the HR policies and practices
B)issues relating to external human capital demand and supply
C)the organization and industry
D)labour relations practices

Question 62

The Conference Board of Canada has identified four major areas of focus for workforce planning in an international context.Which of the following is one of these areas?

A)issues relating to internal human capital demand and supply
B)the workplace and workforce
C)understanding and interpreting local labour market data
D)HR policies and procedures

Question 63

A multinational strategy involves having unique products and services for each geographical area where the company has outlets across the globe.

Question 64

The many factors related to international employee cross-cultural adjustment can be categorized into three dimensions of cross-cultural competencies.Which of the following is one of these dimensions?

A)problem-solving competencies
B)decision-making competencies
C)change management competencies
D)self-maintenance competencies

Question 65

Parent-country nationals are individuals from the subsidiary country who know the foreign cultural environment well.

Question 66

What expatriate training step has been found to be the best way to help employees gain global competence?

A)off-the-job training
B)practical training
C)on-the-job training
D)project training

Question 67

The many factors related to international employee cross-cultural adjustment can be categorized into three dimensions of cross-cultural competencies.Which of the following is one of these dimensions?

A)organization competencies
B)relationship competencies
C)problem-solving competencies
D)change management competencies

Question 68

What best defines the capacity of an international employee to understand why foreigners behave the way they do,to make correct attributions about the reasons or causes of HCNs' behaviour,and to correct those attributions when they prove incorrect?

A)perceptual competencies
B)relationship competencies
C)self-maintenance competencies
D)problem-solving competencies

Question 69

Which of the following is a factor related to cross-cultural adjustment?

A)negotiation skills
B)leadership skills
C)cultural knowledge
D)intuitive skills

Question 70

If management wants to adopt a global strategy for the organization,this would involve introducing culturally sensitive products in chosen countries with the least amount of cost.

Question 71

A multidomestic strategy is a strategy that concentrates on the development of foreign markets by selling to foreign nationals.

Question 72

When entering new markets,organizations are confronted with a wide range of challenges mostly related to socioeconomic,political,and technological aspects.

Question 73

To maintain security in foreign countries,it is important for Canadian organizations to establish close relationships with embassies,consultants,chambers of commerce,and high commissions.

Question 74

An adaptive IHRM approach does not focus on local laws.

Question 75

An organization rotates potential global managers through its various foreign businesses,allowing the managers to gain experience in different cultures and acquire the skills,ability,and knowledge to lead anywhere in the world.What is this training called?

A)on-the-job training
B)off-the-job training
C)mentoring
D)project training

Question 76

Which of the following is a type of international assignment where the employee works in the host country,but continues to live in the home country?

A)international commuters
B)frequent flyers
C)short-term assignment
D)flexible assignment

Question 77

Which of the following is a factor related to cross-cultural adjustment?

A)negotiation skills
B)stress-management skills
C)change management skills
D)problem solving

Question 78

Which of the following HR practices will minimize the negative consequences of reverse cultural shock upon repatriation for global managers?

A)mentoring
B)coaching
C)career development
D)training

Question 79

Trainability refers to an individual's ability to acquire certain skills to a desired level of performance.

Question 80

Which of the following is NOT a skill related to cross-cultural adjustment?

A)leadership skills
B)stress-management skills
C)conflict resolution skills
D)communication skills