Question 1

International HRM is virtually identical to domestic HRM.

Accepted Answer

International HRM is different from domestic HRM due to factors such as cultural differences, language barriers, legal requirements, and different economic and political systems. International HRM requires a greater understanding of global business environments and the ability to navigate cross-cultural communication and management strategies.

Question 2

North American managers tend to have highly autocratic decision-making styles.

Accepted Answer

North American managers are often more focused on collaboration and teamwork, and may use a more democratic or participative decision-making style. However, there may be exceptions to this depending on the individual manager and their organization's culture.

Question 3

Managers in Latin American countries can encourage performance by using personal influence and working through individual members of a group.

Accepted Answer

In Latin American cultures, there is a strong emphasis on personal relationships and individual connections. Therefore, managers can often be more effective in motivating employees by building personal connections and working through individual team members, rather than relying solely on formal authority and directives.

Question 4

The International Labour Organization enforces international labour standards.

Accepted Answer

The International Labour Organization (ILO) creates and promotes international labour standards but does not have the authority to enforce them; enforcement is up to the individual member states.

Question 5

In general,it is typically better to hire host-country nationals when operating abroad because it is less expensive,it pleases the local government,and it eliminates the problem of employees adjusting to the culture.

Accepted Answer

Hiring host-country nationals is often less expensive as they have local knowledge of the job market and can avoid the need for costly expatriate packages. Additionally, it pleases the local government by providing employment opportunities to locals and can help to eliminate the problem of employees adjusting to the culture, as local workers are already familiar with the local customs and traditions.

Question 6

Cultural differences have little impact on international compensation.

Accepted Answer

Cultural differences have a significant impact on international compensation. Factors such as cost of living, local labor laws, and cultural attitudes towards pay can all influence compensation packages in different countries. Employers must take these differences into consideration when setting compensation levels for their international employees.

Question 7

Subsidiaries of multidomestic corporations are usually run as independent companies.

Accepted Answer

Subsidiaries of multidomestic corporations are usually given a degree of autonomy and are allowed to operate independently in their respective markets. This allows them to adapt to local conditions, laws, and customs, without being constrained by centralized control from the parent company. However, they still remain under the ownership and overall direction of the parent company.

Question 8

In appraising the performance of an employee on an international assignment,many appraisers resort to using criteria that are easy to measure rather than criteria that capture all responsibilities.

Accepted Answer

This is true because some appraisers may prioritize easily measurable criteria such as sales numbers or attendance, rather than considering the full range of responsibilities that come with an international assignment, such as intercultural communication skills or adaptability to new environments.

Question 9

The source of overseas employees that provides the advantages of less cost and greater facility in the language is host-country nationals.

Accepted Answer

Host-country nationals refer to individuals who are citizens and physically reside in the country where a company operates. Hiring host-country nationals can potentially result in less cost than bringing in employees from a company's home country due to factors such as lower relocation expenses and local wage rates. Additionally, host-country nationals may already be fluent in the language and familiar with cultural norms, providing greater ease of communication and integration within the work environment.

Question 10

An advantage of home country nationals is that they have intimate knowledge of the environment and culture.

Accepted Answer

Home country nationals are employees from the headquarters or home country of the multinational company who are sent to work in foreign operations. They might not have an intimate knowledge of the local environment and culture of the host country.

Question 11

Culture shock refers to the disorientation people experience adjusting to a new culture.

Accepted Answer

Culture shock is a common experience for people who move to a new country or adopt a new cultural way of life, and it can cause feelings of confusion, disorientation, homesickness, and anxiety.

Question 12

Different cultural environments require different organizational behaviours.

Accepted Answer

Cultural differences can have a significant impact on the way organizations operate, communicate, and manage their employees, making it necessary to adapt organizational behaviours to fit each unique cultural context. Failure to do so can result in miscommunication, conflict, and reduced effectiveness in achieving organizational goals.

Question 13

Repatriation is usually a planned and positive experience for employees returning from an international assignment.

Accepted Answer

Repatriation can often be challenging and stressful for employees due to difficulties in readjusting to their home country's culture, changes in their professional roles, and potential lack of recognition for their international experience.

Question 14

The host country is the country in which an international business operates.

Accepted Answer

The host country is the country in which an international business operates.

Question 15

Expressions such as "tabling a subject" and "it is inconvenient" may have meanings in other cultures that are very different from their North American meanings.

Accepted Answer

Different cultures may interpret and understand language differently, so expressions that are commonly used in one culture may not have the same meaning or connotation in another culture.

Question 16

Performance evaluations of expatriates should occur in both the home and the host countries.

Accepted Answer

Evaluations in both the home and host countries provide a more comprehensive understanding of the expatriate's performance, as their job responsibilities and performance expectations may differ in each location. This also allows for a comparison of how the expatriate adapted and performed in each culture and work environment.

Question 17

Repatriation refers to the training a manager receives before taking an international assignment.

Accepted Answer

Repatriation is the process of reintegrating an individual back into their home country after a period of living abroad, typically after completing an international assignment. It is not related to training before the assignment.

Question 18

Production manager Jim McIntyre has been successful in his Canadian assignment using a participative management style.If he uses this same style in some other countries,he may be regarded as an incompetent manager.

Accepted Answer

Cultural differences between countries can greatly impact the effectiveness of different management styles. Participative management may be effective in some cultures but not in others, so using the same style in a different country without taking into account the cultural context could lead to negative outcomes.

Question 19

If an organization wanted to decrease the failure rate of its expatriates,one good strategy would be to give more women international assignments.

Accepted Answer

Research has shown that women often possess strong interpersonal skills and adaptability, which are critical for success in international assignments. These qualities can contribute to lower failure rates for expatriates.

Question 20

Expatriates should not be expected to evaluate their own performance.

Accepted Answer

Expatriates, like any other employee, should be expected to evaluate their own performance. Self-assessment can help individuals identify their strengths and weaknesses, set realistic goals, and improve their performance. It can also provide valuable insights for managers and HR professionals in assessing the performance of expatriates and making decisions about their development, compensation, and career advancement.

Quiz 15: International Human Resources Management

International HRM is virtually identical to domestic HRM.

North American managers tend to have highly autocratic decision-making styles.

Managers in Latin American countries can encourage performance by using personal influence and working through individual members of a group.

The International Labour Organization enforces international labour standards.

In general,it is typically better to hire host-country nationals when operating abroad because it is less expensive,it pleases the local government,and it eliminates the problem of employees adjusting to the culture.

Cultural differences have little impact on international compensation.

Subsidiaries of multidomestic corporations are usually run as independent companies.

In appraising the performance of an employee on an international assignment,many appraisers resort to using criteria that are easy to measure rather than criteria that capture all responsibilities.

The source of overseas employees that provides the advantages of less cost and greater facility in the language is host-country nationals.

An advantage of home country nationals is that they have intimate knowledge of the environment and culture.

Culture shock refers to the disorientation people experience adjusting to a new culture.

Different cultural environments require different organizational behaviours.

Repatriation is usually a planned and positive experience for employees returning from an international assignment.

The host country is the country in which an international business operates.

Expressions such as "tabling a subject" and "it is inconvenient" may have meanings in other cultures that are very different from their North American meanings.

Performance evaluations of expatriates should occur in both the home and the host countries.

Repatriation refers to the training a manager receives before taking an international assignment.

Production manager Jim McIntyre has been successful in his Canadian assignment using a participative management style.If he uses this same style in some other countries,he may be regarded as an incompetent manager.

If an organization wanted to decrease the failure rate of its expatriates,one good strategy would be to give more women international assignments.

Expatriates should not be expected to evaluate their own performance.