Question 1

Persons with a global mindset cannot see events in the context of the bigger,broader picture.

Accepted Answer

Persons with a global mindset are able to see events in the context of the bigger, broader picture.

Question 2

An international commuter refers to employees who frequently commute from their home country to a place of work in another country,typically on a monthly basis.

Accepted Answer

The answer of An international commuter refers to employees who...

Question 3

Training and development,compensation,and performance management are not relevant to have in HR policies for expatriates.

Accepted Answer

These areas are important for HR policies for expatriates as they can impact their job satisfaction, motivation and retention, as well as the success of their assignments. Training and development can help expatriates adapt to new cultures and work environments, while compensation can incentivize them to take on the challenges of international assignments. Performance management can ensure that expatriates receive feedback and support for their work, and can contribute to their career growth.

Question 4

Lack of attention to detail and potential errors in administrative processes can create a positive experience for individuals and has been cited as one of the least frustrating issues that expatriates can experience.

Accepted Answer

This statement is incorrect. Lack of attention to detail and potential errors in administrative processes can cause significant frustration and inconvenience for expatriates. It is important for administrative processes to be accurate and efficient in order to provide a positive experience for individuals.

Question 5

Relocation of an employee is a cost effective way to move good employees to new locations and offer them new opportunities in other countries.

Accepted Answer

Relocation can be costly due to expenses such as moving costs, housing allowances, and potential disruptions, making it not always cost-effective.

Question 6

Third culture kids (TCK)are comfortable with many different cultures.

Accepted Answer

Third culture kids (TCK) are individuals who have spent a significant part of their developmental years outside their parents' culture. As a result, they develop an ability to understand and appreciate different cultures. Therefore, TCKs are often comfortable with many different cultures.

Question 7

Globalization requires IHR to develop effective co-ordination but not control mechanisms.

Accepted Answer

The answer of Globalization requires IHR to develop effective co-ordination...

Question 8

Globalization requires IHR to develop effective co-ordination and control mechanisms.

Accepted Answer

Globalization increases the complexity and diversity of international human resource management (IHR). To ensure the success of IHR, effective coordination and control mechanisms are necessary to manage the various HR functions such as recruitment, training, compensation, and performance management across different countries and cultures. Without effective coordination and control, IHR practices may not be standardized, and the organization may face challenges in managing its global workforce. Therefore, globalization requires IHR to develop effective coordination and control mechanisms.

Question 9

Employees that know the culture,local politics,and economic conditions of a country are known as home country nationals.

Accepted Answer

Employees that know the culture, local politics, and economic conditions of a country are typically referred to as "host country nationals," not "home country nationals."

Question 10

Persons with a global mindset are able to recognize the diversity and inherent contradictory forces that exist in a situation.

Accepted Answer

Persons with a global mindset have the ability to embrace and navigate the complexities and nuances of diverse cultural, economic, and political situations, and are able to recognize and reconcile the contradictions and tensions that may arise.

Question 11

An international commuter refers to employees who frequently commute from their home country to a place of work in another country,typically on a week to bi-weekly basis.

Accepted Answer

An international commuter is defined as an employee who frequently commutes from their home country to a place of work in another country, typically on a week to bi-weekly basis. This statement is true.

Question 12

Payroll processing and tax administration managed according to the new agreement is one of the considerations an expatriate has of HR administration.

Accepted Answer

Expatriates often have specific tax and payroll considerations, and it is important for HR administration to manage these properly according to any agreements in place.

Question 13

___________ is not only concerned with staffing,but also with organizational efficiency,information exchange,and knowledge transfer.

Accepted Answer

The answer of ___________ is not only concerned with staffing,but...

Question 14

Some possible disadvantages of using parent country nationals (PCNs)is that they can be expensive and there may be perceived reward inequities between how the host country nationals (HCNs)and the PCNs are compensated.

Accepted Answer

Using PCNs can be expensive and there may be perceived reward inequities between how the HCNs and PCNs are compensated, making option A true.

Question 15

The focus of a formal relocation policy is to transport an employee,the family,and the household goods to the new site with minimal disruption.

Accepted Answer

A formal relocation policy is designed to ensure a smooth and efficient relocation process for an employee and their family, with the primary goal being minimal disruption to their personal and professional lives. This includes the transportation of their household goods and any other necessary arrangements to facilitate the move.

Question 16

There is evidence to suggest that when expatriates return from an extended assignment,it is often not that difficult for them to adjust back to the parent company or home country.

Accepted Answer

Research has shown that re-entry or reverse culture shock can be a difficult and challenging process for returning expatriates, as they may experience feelings of disorientation, identity confusion, and readjustment stress as they try to reintegrate into their home culture after being away for an extended period of time.

Question 17

Inpatriates are individuals who are sent on an assignment outside of their home country for a period of time,usually for more than one year.

Accepted Answer

Inpatriates are individuals who are brought into a country from a foreign subsidiary to work at the company's headquarters, not sent outside their home country.

Question 18

A(n)________ is a series of tightly knit intercompany relationships that allow the business to attain a competitive advantage.

Accepted Answer

The answer of A(n)________ is a series of tightly knit...

Question 19

Relocation assistance is something an organization will do to assist the move for an employee.It ranges from buying the employee's home at market value to shipping household goods,cars,and possessions abroad.

Accepted Answer

Relocation assistance includes a range of services aimed at helping employees move, including buying homes, shipping household items, and more.

Question 20

In terms of training and development policies,with regards to the expatriate,firms must consider the types of cultural and language training and cultural sensitivity experiences needed to sensitize the individual and whether there are any special country conditions that much be understood.

Accepted Answer

Firms must consider the types of cultural and language training and cultural sensitivity experiences needed to sensitize expatriates and whether there are any special country conditions that much be understood.

Quiz 14: International Human Resource Management