Question 1

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

Accepted Answer

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Question 2

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 crucial when selecting employees to staff overseas operations. Failure to consider cultural differences and the importance of relationships in different societies can lead to misunderstandings, conflict, and reduced productivity. It is essential to choose employees who can adapt to a new cultural context, build relationships with local colleagues, and respect local norms and values.

Question 3

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

Accepted Answer

Third-country nationals (TCNs) are individuals who are citizens of a country other than the parent or host country. They may be living in a country temporarily or permanently, and may have migrated for work, study, family reasons, or as refugees or asylum seekers.

Question 4

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 expatriate appraisal process should be balanced and take into account both the home-site manager's and the on-site manager's appraisals to ensure a comprehensive evaluation of the expatriate's performance, considering both the home office standards and the local operation's context.

Question 5

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

Accepted Answer

Repatriation can be challenging for expatriates as they may have adapted to a new culture and way of life, and returning to their home country can result in feelings of disorientation, frustration, and confusion, commonly referred to as reverse culture shock.

Question 6

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

Accepted Answer

International EAPs (Employee Assistance Programs) can provide support to expatriates who are facing mental health challenges, including those related to the stressful relocation process. These programs can offer resources such as counseling, therapy, and psychiatric services to help individuals manage their emotional well-being while living and working in a foreign country.

Question 7

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

Accepted Answer

A polycentric staffing policy involves hiring local employees to staff positions in foreign locations, which can often be less expensive than sending expatriates abroad who may require additional compensation and benefits.

Question 8

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

Cultural values and beliefs play a significant role in shaping the design and implementation of incentive plans. Pakistan is a collectivist culture that emphasizes team harmony and group cooperation, while the United States is an individualistic culture that values personal achievement and competition. Hence, incentive plans in Pakistan tend to focus on the work group, while in the United States, the focus is usually on individual worker incentives.

Question 9

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

This statement is true as the HR policies and procedures that work in one country may not work in another, and there may be legal, cultural, and language barriers to consider. Therefore, multinational companies face a complex challenge in managing their HR function across borders.

Question 10

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

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Question 11

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

Accepted Answer

Determining equitable wage rates in many countries can be a complex matter due to factors such as supply and demand for specific skills, labor market regulations, socio-economic factors, and cultural norms.

Question 12

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

Accepted Answer

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Question 13

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

Accepted Answer

Expatriate assignments usually fail due to a variety of factors, including cultural differences, homesickness, family issues, and lack of support from the organization. Technical demands of the job are often only one aspect of the overall challenges faced by expatriates.

Question 14

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

Accepted Answer

Geocentrism actually assumes that management candidates should be sourced globally and not necessarily domestically.

Question 15

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 U.S. Census Bureau, in 2008, 42 percent of new immigrants were working in occupations that required lower levels of education than what they had attained.

Question 16

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

Accepted Answer

Expatriates are individuals who have left their native country to live and work in a foreign country. They are not citizens of the country in which they are working.

Question 17

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 relationship between workers, unions, and employers are influenced by the cultural, legal, and historical context of each country, leading to significant variations between countries. These variations can impact HR management practices, such as labor laws, collective bargaining, and employee representation.

Quiz 13: Managing Human Resources in a Global Business