Deck 14: International Human Resource Management

Question 1

The worldwide management of talent from a staffing perspective,including HR support across many countries and the employment of different nationals is known as

A)International human resource management
B)World wide human resource management
C)Human resource management on a more broad scale
D)Global human resource management
E)Globally accepted human resource management practices

Answer 1

A

Question 2

Global human resource management is concerned with all of the following except

A)Organizational efficiency
B)Information exchange
C)Knowledge transfer
D)Staffing
E)Traditional values

Answer 2

E

Question 3

How assertive people are in society and the degree to which they are confrontational is known as

A)Assertiveness
B)Awareness
C)Intuition
D)Humane orientation
E)Human awareness

Answer 3

A

Question 4

A citizen of the country where the headquarters is located is known as

A)Parent country national (PCN)
B)Host country national (HCN)
C)Third country national (TCN)
D)Home country national (HCN)
E)Second country national (SCN)

Question 5

All of the following are external contextual factors except

A)Labour economy
B)Labour legislation
C)Corporate social responsibility (CSR)
D)Immigration policies
E)Country culture

Question 6

Global Leadership and Organizational Behaviour Effectiveness (GLOBE)identified 9 key dimensions that can be used to determine differences in cultures.All are part of the 9 except

A)Gender differentiation
B)Power distance
C)Past orientation
D)Future orientation
E)Uncertainty avoidance

Question 7

An IHRM process that views HRM in a global context as one that contributes to organizational capabilities is known as

A)International human resource management
B)World wide human resource management
C)Global human resource management
D)Employee human resource management
E)International business management

Question 8

The challenges for multinational enterprises are great as it grows through the establishment of subsidiaries and divisions in other countries.This greatly impacts HRM and the factors they have to consider during this process are

A)Outside and inside factors
B)Host country and home country differences
C)External contextual factors
D)Internal contextual factors
E)External and internal contextual factors

Question 9

A citizen of a country other than the parent country is known as

A)Parent country national (PCN)
B)Third country national (TCN)
C)Home country national (HCN)
D)Child country national (CCN)
E)Host country national (HCN)

Question 10

A citizen of a country of a foreign subsidiary located in their home country in known as

A)Parent country national (PCN)
B)Third country national (TCN)
C)Host country national (HCN)
D)Home country national (HCN)
E)Second country national (SCN)

Question 11

These firms focus on economies of scale and each of their subsidiaries operate independently

A)International firms
B)Domestic firms
C)Multinational firms
D)Global/transnational firms
E)World wide firms

Question 12

The degree to which people are separated by power and authority is known as

A)Authority distance
B)Power distance
C)Organizational distance
D)Managerial/employee distance
E)Power and Authority Distance

Question 13

An organization that has operations and subsidiaries around the globe is known as

A)International enterprise
B)Global enterprise
C)Multinational enterprise
D)Multi-country enterprise
E)World wide business enterprise

Question 14

Transnational firms are similar to global firms except that

A)They are more complex and tend to have a central headquarters,but they delegate decision making power,research and development,and marketing to individual foreign markets.
B)They are more complex and do not have a central headquarters,but delegate all decision making power,research and development,and marketing to individual foreign markets.
C)They are less complex,have a central headquarters and delegate only marketing power to foreign markets.
D)They are less complex,have a central headquarters and delegate only research and development efforts to individual foreign markets.
E)They both stay in domestic markets and operate solely there.

Question 15

For international firms,as they expand beyond national boundaries,the focus is on two national categories

A)The home country,referring to where the firm is headquartered,and the host country,referring to subsidiaries in another country
B)The country which the firm originates from and the destination country
C)The host country,referring to where the firm is headquartered,and the home country,referring to subsidiaries in another country
D)The parent country and the third country
E)It is usually host country and home country but may at time switch to parent or third country

Question 16

The four stages of corporate evolution are all of the following except

A)Domestic firms
B)International firms
C)Multinational firms
D)Global/transnational firms
E)Original firms

Question 17

New buzzwords about strategic planning have emerged.All of the following are used to describe how global firms capitalize on opportunities except

A)Co-evolution
B)Business ecosystems
C)White space
D)Business evolution
E)Evolving enterprises

Question 18

The importance of domestic and international business is minimal for this type of firm

A)Domestic firms
B)International firms
C)Multinational firms
D)Global/transnational firms
E)Original firms

Question 19

In multinational enterprises,staff works together from different parts of the organization and across boundaries,therefore are required to develop

A)Cultural knowledge
B)Cross-cultural skills
C)Cross-organizational skills
D)Foreign knowledge
E)Cross-national skills

Question 20

A series of tightly knit intercompany relationships,allowing a business to attain a competitive advantage is known as

A)Business ecosystem
B)Managerial ecosystem
C)Human resources ecosystem
D)Employee and management relationship
E)Employee and management ecosystems

Question 21

Third country nationals are

A)Employees who are citizens of the country
B)Employees who are citizens of the host country
C)Neither citizens of the home or host country
D)Have dual citizenships in numerous countries
E)Employees of both the home and host country

Question 22

Corporate social responsibility (CSR)is a way to demonstrate,a company's commitment to

A)Economic,social,and environmental issues
B)Helping employees with personal issues affecting their work life
C)Economic,social,and organizational issues
D)Organizational,departmental,and individual employee issues
E)Specifically environmental needs

Question 23

The degree to which people are consistent and seek structure in their lives is known as

A)In-group collectivism
B)Uncertainty avoidance
C)Avoidance
D)Power distance
E)Uncertainty distance

Question 24

The degree to which society feels loyal toward their family or other collective groups is known as

A)Group collectivism
B)Social collectivism
C)Institutional collectivism
D)In-group collectivism
E)Outside collectivism

Question 25

The degree to which societies focus on altruistic behavior and generosity is known as

A)People orientation
B)Person orientation
C)Group collectivism
D)Humane orientation
E)In-group collectivism

Question 26

How society views differences in gender roles and affords higher status to certain roles is known as

A)Humane orientation
B)Gender differentiation
C)Institutional collectivism
D)Uncertainty avoidance
E)Gender collectivism

Question 27

Expatriates are individuals who

A)Are sent on short term assignments and engage in frequent travel without relocation
B)Are sent on assignments outside of their home country for a period of time,usually for more than one year
C)Are employees who are relocated from a foreign subsidiary or joint venture to the parent company
D)Are sent on long term assignments but are not actually relocated
E)Are sent on long term assignments but end up permanently living in the country they are sent to

Question 28

Ethnocentrism is a type of managerial preference and can be described as

A)Focusing on developing a global network - that the best person for the job can be found anywhere
B)Focusing on organizations in terms of the regions they operate in,choosing the best manager in the region
C)Focusing on managers that use home country standard as reference for managing activities
D)Focusing on decentralizing and creating autonomous operations with host country managers
E)Focusing on the number of different ethnicities in the organization

Question 29

All of the following are types of staffing alternatives except

A)Ethnocentrism
B)Polycentrism
C)Geocentrism
D)Regiocentrism
E)Nationalcentrism

Question 30

The degree to which institutions want individuals to integrate into the larger structure even at the cost of individual freedom is known as

A)Institutional collectivism
B)Group collectivism
C)Structural collectivism
D)Humane orientation
E)Social collectivism

Question 31

Some considerations that are important for organizations to look at when discussing global staffing are all of the following except

A)Looking at the advantages and disadvantages of staffing alternatives
B)Becoming knowledgeable of the country specific visa requirements and turn around times
C)Create a well structured repatriation program
D)Establish an inventory of core competencies expected of an international candidate
E)Not to assess competencies of the international candidate too carefully

Question 32

Local citizens employed in the host country by foreign-owned firms are called

A)third country nationals
B)host country nationals
C)landed immigrants
D)expatriates
E)foreign nationals

Question 33

Third culture kids (TKC)are children who accompany their parents

A)On global work assignments and become more familiar with more than one culture
B)only occasionally travel with their parents and have base home
C)on global work assignment but never become familiar with any culture other than their own
D)on domestic work assignment and never become familiar with any culture other than their own
E)on every third business trip

Question 34

Global HR planning attempts to do all of the following except

A)Estimate employee needs
B)Develop plans for meeting employee needs
C)Determine global labour force
D)Align their workforce forecasts with the supply for global talent
E)Determine specific financial cost of employee needs

Question 35

The degree to which people are willing to delay rewards is known as

A)Delay rewards orientation
B)Past orientation
C)Wait orientation
D)Performance orientation
E)Future orientation

Question 36

Home country nationals who are sent by their organizations to foreign locations on temporary or extended stay are called

A)expatriates
B)host country nationals
C)third country nationals
D)landed visitors
E)foreign nationals

Question 37

When looking at labour legislation in different countries,it is common that each country has rules regarding all of the following except

A)Hours of work
B)Rest periods
C)Overtime
D)Parental leave
E)Vacation

Question 38

The extent to which society recognizes and rewards performance is known as

A)Knowledge criteria
B)Performance criteria
C)Performance orientation
D)Humane orientation
E)Institutional orientation

Question 39

Parent country nationals are

A)Neither citizens of the home or host country
B)Have dual citizenships in numerous countries
C)Employees of both the home and host country
D)Employees of the MNE who are citizens of the country where the MNE has head quarters
E)Employees of the MNE who are citizens of the host country

Question 40

Inpatriates are individuals who

A)Are sent on an assignment out of the home country for a period of time
B)Are third country national (TCN)employees who relocates from a foreign subsidiary or joint venture to the parent company
C)Go on short term assignments and engage in frequent travel without relocation
D)Are frequent travelers going on international business trips to accomplish specific tasks
E)Are relocated to an assignment in their country and stay a maximum for a month

Question 41

Some global compensation considerations organizations should consider are all of the following except

A)Communicate compensation policy
B)Balance local and global compensation considerations
C)Consider country specific cost of living,tax and social security systems
D)Take into account challenges and costs when leaving the country
E)Consider additional supplements

Question 42

Performance appraisals carried out by an expatriate's home office is known as

A)Home - country evaluations
B)Host - country evaluations
C)Home - nation evaluations
D)Host - nation evaluations
E)National evaluations

Question 43

Compensating expatriates so that their spending power is maintained as if they were in their home country is known as

A)Maintained spending approach
B)Balance sheet approach
C)Expatriates compensation approach
D)Maintained balance approach
E)Accounting approach

Question 44

The capacity to scan the world with a broad view to value diversity and to appreciate change is known as

A)World mindset
B)Global mindset
C)Broad view mindset
D)Open minded
E)Diversity view

Question 45

Reverse culture shock occurs when

A)Returning home after having been accustomed to another culture
B)Returning home and having missed ones own culture they develop a greater appreciation for it
C)A cultural barrier placed upon the expatriate when people from the host country begin to realize they do not originate from that country
D)A cultural barrier placed upon women when they enter a male-dominated society
E)A cultural barrier placed upon men when they enter a female-dominated society

Question 46

Pre-departure training provides information on all of the following policies except

A)Procedures
B)Place where the employee is going
C)People whom the new incumbent will encounter in the future
D)Places the incumbent should avoid when going to for meals with clients

Question 47

International human resource management (IHRM)is a process that views HRM in a global context as one that contributes to organizational capabilities.

Question 48

Strategic integration of resourcing and development at the international level,which involves proactive identification,development,and strategic deployment of high performing and high potential employees on a global scale is known as

A)World talent management
B)Global talent management
C)Talent management
D)Global wisdom and collaboration
E)Collaboration management

Question 49

Some HR policies that are relevant to the expatriate include all of the following except

A)Training
B)Development
C)Compensation
D)Location
E)Performance management

Question 50

Some of the emerging competencies that IHR manager,supporting global operations,expect include all of the following except:

A)Cultural literacy
B)High degree of flexibility
C)Politically and culturally astute
D)Knowledge of global training principles,learning styles,and practices
E)Culturally illiterate

Question 51

Multinational enterprises (MNEs)are those organizations that have operations and subsidiaries around a country.

Question 52

Unlike new employee orientation in a domestic firm,international orientations may begin weeks or even months before and last several weeks after an assignment.This is known as

A)Expatriate prep work
B)Pre-departure training
C)Expatriate orientation
D)Pre-departure development
E)Departure development process

Question 53

Performance appraisals carried out by an expatriate's local or host office is known as

A)Home - country evaluations
B)National evaluations
C)Host - country evaluations
D)Host - nation evaluations
E)Host evaluations

Question 54

IHR managers must take several things into consideration when facing the challenge of hiring globally.All of these are key elements IHRM considers except

A)Candidate selection criteria
B)Administrative processing
C)International commuter
D)Relocation policies
E)New location policies

Question 55

Concerns that a large international firm may have in the area of compensation management includes all of the following except

A)Developing an overseas compensation and benefit plan
B)Taking into account cost of living differences
C)Giving tax advice and financial counseling
D)Supervising the sometimes extensive paper work involved
E)Booking an airline ticket

Question 56

Fostering a global mindset into the fabric of the workforce is known as developing

A)World wisdom and a joint thought
B)Global wisdom and collaboration
C)Global talent management
D)Global organization wisdom
E)Global knowledge

Question 57

The worldwide management of talent from a staffing perspective,including HR support across many countries and the employment of different nationals is known as International human resource management.

Question 58

Core competencies of expatriate managers are all of the following except

A)negotiation skills
B)resourcefulness
C)change-agent skills
D)translation skills
E)cultural adaptability

Question 59

Buying the employee's home at market value or shipping household goods,cars,and other possessions abroad is known as

A)Location movement
B)Relocating
C)Relocation assistance
D)Moving assistance
E)Alternative moving method

Question 60

Some simple considerations in terms of the organization assisting the expatriate with administrative tasks include insuring that all of the following are done except

A)The assignment terms and conditions are documented and agreed upon
B)Payroll processing is managed according to the new agreement
C)Tax administration is managed according to the new agreement
D)Any spouse and/or dependant concerns have been taken care of
E)Seeking appropriate schooling if the employee has any children

Question 61

Multinational firms have no borders and they operate locally.

Question 62

People employed by organizations who are natives of a country other than either the home or the host country are referred to as expatriates.

Question 63

Host country nationals are also called third country nationals in some organizations.

Question 64

Corporate social responsibility (CSR)is a way to demonstrate,through proactive programs,a company's commitment to economic,social,and environmental issues which influence its operations and ethical approach to labour.

Question 65

Performance orientation is the extent to which society recognizes and rewards performance.

Question 66

It is often said that high-performing organizations "Think locally,but act globally."

Question 67

Staffing preferences relates to the degree of control an organization feels it should have over its subsidiary.

Question 68

The four external contextual factors are country culture,labour economy,labour legislation,and immigration policies.

Question 69

The four internal contextual factors are country culture,labour economy,labour legislation,and immigration policies.

Question 70

Corporate social responsibility (CSR)is a way to demonstrate,through proactive programs,a company's commitment to the economic well being of employees and their families.

Question 71

Polycentrism describes policies under which subsidiaries are staffed by host country managers and are characterized by decentralized and autonomous operations.

Question 72

International firms often form divisions which are responsible for all international operations.

Question 73

Domestic firms operate locally and the importance of international business is minimal.

Question 74

Ethnocentrism describes policies under which subsidiaries are staffed by host country managers and are characterized by decentralized and autonomous operations.

Question 75

Global/transnational firms have no borders and focus on economies of scale.

Question 76

It is important to understand the various cultural communication styles: direct-indirect,high-low context,non-verbal,avoiding conflict,and saving face.

Question 77

The two internal factors that can influence HRM decisions are a firm's commitment to corporate social responsibility and management's preference regarding staffing.

Question 78

It is often said that high-performing organizations "Think globally,but act locally."

Question 79

Domestic firms can have headquarters anywhere.

Question 80

The degree to which people are willing to delay rewards is known as performance orientation.