Question 1

Multinational firms have no borders and they operate locally.

Accepted Answer

Multinational firms operate in multiple countries, but they are subject to the laws and regulations of each country they operate in, meaning they do have borders in terms of legal and operational constraints.

Question 2

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

Accepted Answer

Expatriates are individuals who live and work outside their native country, typically in the host country, not a third country.

Question 3

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

Accepted Answer

Host country nationals are employees who are citizens of the country where a company's branch or subsidiary is located, while third country nationals are employees who are citizens of a country different from both the host country and the country where the company is headquartered.

Question 4

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.

Accepted Answer

This statement accurately describes the definition of corporate social responsibility (CSR).

Question 5

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

Accepted Answer

Performance orientation refers to the degree to which a society values and rewards performance, achievement, and success. Therefore, the statement is true.

Question 6

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

Accepted Answer

The common phrase is "Think globally, act locally," which suggests considering the broader global context while taking actions that are locally appropriate.

Question 7

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

Accepted Answer

Staffing preferences do indeed relate to the level of control an organization desires over its subsidiary. The staffing approach an organization chooses reflects its level of involvement with and control over the subsidiary's activities. For example, a parent company may opt for ethnocentric staffing, in which all key positions are held by employees from the parent company, to ensure greater control over the subsidiary's operations. Alternatively, a company may favor a polycentric staffing approach, in which local personnel are appointed to key positions, to increase the subsidiary's autonomy and responsiveness to local market conditions.

Question 8

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

Accepted Answer

The statement is true. The four external contextual factors in the context of labour management are country culture, labour economy, labour legislation, and immigration policies. These factors have a significant impact on the way organizations hire, manage and retain employees. Understanding these factors is crucial for effective human resource management.

Question 9

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

Accepted Answer

The answer of The four internal contextual factors are country...

Question 10

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.

Accepted Answer

CSR encompasses a company's commitment to ethical practices, social equity, and environmental sustainability, not just the economic well-being of employees and their families.

Question 11

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

Accepted Answer

Polycentrism is a management philosophy where subsidiaries are given a high degree of autonomy and are staffed by host country managers. Decisions are made locally and not centrally controlled.

Question 12

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

Accepted Answer

This is true. Many international firms create a separate division or department specifically for their international operations to ensure they have a dedicated team focused on global strategy and operations.

Question 13

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

Accepted Answer

The answer of Domestic firms operate locally and the importance...

Question 14

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

Accepted Answer

Ethnocentrism refers to a tendency to judge other cultures based on the standards and practices of one's own culture. It is not related to staffing policies or decentralized operations. Staffing subsidiaries with host country managers and allowing them autonomy is called localization or polycentrism.

Question 15

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

Accepted Answer

Global/transnational firms operate across multiple countries and do not prioritize borders. Their focus is on achieving economies of scale by maximizing efficiency across all their operations.

Question 16

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

Accepted Answer

Understanding the various cultural communication styles can help in effectively communicating with individuals from different cultures and avoiding misunderstandings. Direct-indirect communication refers to how straightforward or indirect the communication style is, high-low context communication refers to how much context or background information is provided, non-verbal communication refers to the use of body language and facial expressions, avoiding conflict refers to how open or indirect individuals are about addressing conflicts, and saving face refers to the importance of maintaining dignity and avoiding embarrassment in communication.

Question 17

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

Accepted Answer

A firm's commitment to corporate social responsibility and management's preference regarding staffing are both internal factors that can influence HRM decisions. A firm's commitment to corporate social responsibility can impact HRM decisions related to hiring practices, employee benefits, and workplace policies. Management's preference regarding staffing can impact HRM decisions related to recruiting, training, and performance management.

Question 18

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

Accepted Answer

Thinking globally refers to considering the global market and trends, while acting locally means adapting to local cultures, regulations, and customer needs. This approach allows organizations to balance global and local priorities and be successful in both arenas.

Question 19

Domestic firms can have headquarters anywhere.

Accepted Answer

The answer of Domestic firms can have headquarters anywhere....

Question 20

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

Accepted Answer

Performance orientation refers to the degree to which individuals are focused on achieving specific outcomes or goals. Delaying rewards is more closely related to delayed gratification or impulsivity.

Quiz 14: International Human Resource Management