Question 1

In 2008, over 42 percent of new immigrants were working in occupations that required lower levels of education than what they had attained.

Accepted Answer

According to data from the Migration Policy Institute, in 2008, 42 percent of new immigrants were working in occupations that required lower levels of education than what they had attained.

Question 2

Identify and describe the three barriers confronting new immigrants to Canada upon attempting to enter the labour force.

Accepted Answer

The answer of Identify and describe the three barriers confronting...

Question 3

To improve the expatriate appraisal process, the evaluation should be weighted more toward the home-site manager's perceptions than toward the on-site manager's appraisal.

Accepted Answer

The on-site manager is more familiar with the expatriate's performance in the local context and can provide a more accurate and relevant evaluation.

Question 4

Industrial relations and, specifically, the relationship between the worker, the union, and the employer, vary dramatically from country to country and have an enormous impact on HR management practices.

Accepted Answer

Industrial relations and the roles of workers, unions, and employers can vary significantly across different countries and have a significant impact on HR management practices. Factors such as labor laws, cultural norms, and economic conditions all contribute to these differences. For example, countries with a strong tradition of unionization may have more collective bargaining agreements in place, while countries with weaker labor laws may have fewer protections for workers. These variations must be taken into account when developing HR strategies in different countries or regions.

Question 5

Management of the HR function in multinational companies is complicated enormously by the need to adapt HR policies and procedures to the differences among countries in which each subsidiary is based.

Accepted Answer

Managing the HR function in multinational companies requires adapting policies and procedures to the unique cultural, legal, and economic environments in which each subsidiary operates, making it a complex task.

Question 6

Determining equitable wage rates in many countries is a simple matter.

Accepted Answer

Determining equitable wage rates in many countries is a complex and often controversial issue, as it involves factors such as cost of living, industry standards, geographical location, and labor market conditions.

Question 7

To reduce problems associated with repatriation, any of the following steps can be taken except

Accepted Answer

Assigning the employee to another international position may not necessarily reduce problems associated with repatriation, as they may still face personal and cultural adjustment issues when returning home. Providing career counselling, writing a repatriation agreement, offering financial support, and assigning a sponsor are all steps that can help ease the transition back home for the employee.

Question 8

Expatriates are noncitizens of the countries in which they are working.

Accepted Answer

Expatriates are individuals who live and work outside of their home country, and thus are not citizens of the country where they are working.

Question 9

Geocentrism, rarely seen, assumes that management candidates must be searched for domestically.

Accepted Answer

Geocentrism actually assumes that management candidates can be found globally and that the best candidate should be chosen regardless of their nationality or location.

Question 10

Differences in culture explain why incentive plans in Pakistan tend to focus on the work group, while in the United States, the focus is usually on individual worker incentives.

Accepted Answer

This statement is true as culture plays a significant role in shaping the attitudes and behaviors of individuals, organizations, and societies. In Pakistan, where collectivism and group harmony are highly valued, incentive plans tend to focus on the work group as a way to foster teamwork and cooperation. In contrast, the United States, which values individualism and personal achievement, tends to emphasize individual worker incentives as a way to motivate employees and encourage competition.

Question 11

Expatriate assignments usually fail because the person cannot accommodate to the technical demands of the job.

Accepted Answer

Expatriate assignments can fail for various reasons such as cultural differences, isolation, family issues, unexpected challenges, lack of support, etc. While technical demands may be a factor, they are not the sole reason for failure.

Question 12

A polycentric staffing policy would be more expensive than sending expatriates abroad.

Accepted Answer

A polycentric staffing policy involves hiring and training local employees in foreign subsidiaries, which may be less expensive than sending expatriates abroad who require additional benefits and compensation.

Question 13

Third-country nationals are citizens of a country other than the parent or host country.

Accepted Answer

This is the definition of third-country nationals.

Question 14

Discuss steps that can be taken to assist in the repatriation process.

Accepted Answer

The answer of Discuss steps that can be taken to...

Question 15

Upon repatriation, a former expatriate family may undergo a sort of reverse culture shock.

Accepted Answer

Repatriation can be a challenging experience as individuals and families readjust to their home country and cultural norms, often resulting in a reverse culture shock.

Question 16

Graciella is the new director of HR for a soft drink manufacturer with offices in 7 countries.After the last performance appraisal process, she heard from expatriate managers that questioned the fairness of the process.Discuss what steps Graciella should take to improve the expatriate performance appraisal process.

Accepted Answer

The answer of Graciella is the new director of HR...

Question 17

International EAPs can help expatriates with mental health, which is often affected by the stressful relocation process.

Accepted Answer

International EAPs (Employee Assistance Programs) provide mental health support for employees who are working outside of their home country. Expatriates often experience stress related to the relocation process, such as culture shock, homesickness, and language barriers, which can impact their mental health. International EAPs can provide counseling and other support services to help expatriates cope with these challenges and improve their overall well-being.

Question 18

For recent immigrants to Canada, work experience outside of Canada contributes a great deal to their ability to find a job and their overall income.

Accepted Answer

Research indicates that Canadian employers often do not recognize foreign work experience, which can limit job opportunities and income for recent immigrants.

Question 19

Recent research indicates that workforce mobility programs and how efficiently they are managed has a direct impact on company profits.

Accepted Answer

Recent research has shown that effective workforce mobility programs can improve employee satisfaction, reduce turnover, increase productivity, and ultimately lead to higher profits for a company. Therefore, the statement is true.

Question 20

A high degree of sensitivity and empathy for the cultural and attitudinal demands of coworkers has very little importance when selecting employees to staff overseas operations.

Accepted Answer

A high degree of sensitivity and empathy for the cultural and attitudinal demands of coworkers is very important when selecting employees to staff overseas operations. This helps to avoid misunderstandings, build relationships, and promote effective communication in a cross-cultural environment.

Quiz 17: Managing Human Resources in a Global Business