Deck 11: Strategic International HRM

Question 1

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

Answer 1

True

Question 2

A multidomestic strategy promotes a price-sensitive perspective with limited emphasis
on cultural differences.

Answer 2

False

Question 3

Compensation to expatriates for goods and services,housing,and taxes,are the three outlay categories where the least discrepancies can arise for an organization.

Answer 3

False

Question 4

An integrative IHRM approach combines home HR practices with local practices.

Question 5

Cross-cultural training for global managers and their accompanying relatives plays a crucial role in the post-assignment process common to IHRM.

Question 6

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

Question 7

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 8

In the article entitled "The Would-be Pioneer," the main issue for HR professional Linda Myers was that she was that she was not a Korean man.

Question 9

The adaptive IHRM approach has the highest internal fit.

Question 10

An adaptive IHRM approach does not focus on local laws.

Question 11

The five-factor personality model has been demonstrated as irrelevant to expatriate adjustment because it is based on North American research.

Question 12

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

Question 13

Antecedent factors of cross-cultural adjustment include items such as cultural knowledge,stress-management skills,and psychological flexibility.

Question 14

Many authors believe that there are three areas of competencies that are necessary for cross-cultural adjustment: self-maintenance,relationship,and perceptual.

Question 15

Perceptual competencies refer to the capacity to understand why foreigners behave the way they do and to make correct attributions about the reasons for their behavior.

Question 16

The exportive IHRM approach transfers home HRM systems to foreign subsidiaries without modifying or adapting to the local environment.

Question 17

There is a global trend of union density decrease.

Question 18

If the needs and goals of one component are consistent with the needs and goals of another component,then the two components are said to fit.

Question 19

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 20

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

Question 21

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 22

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 23

The Four Seasons' "Golden Rule" was not successfully implemented in its other locations outside North America because it was culturally sensitive and value-laden.

Question 24

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 25

Most organizations involved in international operations do not have well-developed repatriation processes for their expatriate employees.

Question 26

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

Question 27

A key disadvantage of home-based compensation policies is that international staff may be paid different salaries than expatriate staff performing the same function.

Question 28

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 29

Which of the following is NOT one of the factors outlined in the five-factor model of personality,which is used to demonstrate the probability of expatriate adjustment in overseas assignments?

A) introversion
B) openness
C) agreeableness
D) conscientiousness

Question 30

Companies adopting a global strategy strive to adopt HRM systems for foreign subsidiaries that are consistent with the local economic,political,and legal environment.

Question 31

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 32

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 33

When an individual leaves his or her home country to work in a foreign country,this individual is considered a repatriate.

Question 34

Which of the following is typically excluded from an expatriate's compensation package?

A) goods and services
B) shipment and storage
C) food and clothing
D) taxes and insurance

Question 35

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 36

What was the major finding that the 2011 Global Relocation Trends Survey reported?

A) There is an increasing wage gap between home-country and third-country nationals.
B) Reverse culture shock upon repatriation leads to several serious consequences for the employee and organization.
C) Most companies do not have repatriation strategies linked to career management and retention.
D) Many global managers are remaining as international employees for the duration of their careers.

Question 37

A multinational strategy concentrates on the development of foreign markets by selling to foreign nationals.

Question 38

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 39

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 40

When an individual moves to a foreign country to work,the individual may experience repatriation,which refers to the overwhelming sense of alienation with the new culture.

Question 41

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 42

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 43

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 44

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 45

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 46

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

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

Question 47

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

Question 48

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 49

In 2010,which country had the highest unionization rate in the world?

A) Canada
B) Germany
C) Finland
D) Sweden

Question 50

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

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

Question 51

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 52

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 53

What is one benefit of cross-cultural training?

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

Question 54

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 55

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 56

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

A) field experiences
B) behavioural modelling
C) on-the-job training
D) cross-cultural training

Question 57

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 58

What are the three international training approaches promoted by the 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 59

Which of the following is NOT typically found in an organization's approach to international compensation?

A) region-based policy
B) global-based policy
C) host-based policy
D) home-based policy

Question 60

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 61

What is cross-cultural training ("CCT")? What are the benefits of CCT? What are the five steps that must be planned and implemented to ensure successful training?

Question 62

Discuss three factors that enhance cross-cultural adjustment.

Question 63

Identify and briefly explain the three different approaches to SIHRM.

Question 64

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 65

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 66

What is the host-based policy approach for international compensation?

A) policy that links the base salary to the salary structure of the home country but retains the host-country salary structure for other international supplements
B) policy that links the base salary to the salary structure of the local country but retains the global-country salary structure for other international supplements
C) policy that links the base salary to the salary structure of the home country but retains the parent-country salary structure for other international supplements
D) policy that links the base salary to the salary structure of the host country but retains the home-country salary structure for other international supplements

Question 67

Define strategic international human resources planning and strategic international human resources management.

Question 68

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 69

What is repatriation? What are some of the issues facing repatriates?

Question 70

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 71

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 72

What are three of the key challenges facing strategic international HRM?

Question 73

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