Question 1

A(n)_____ approach to compensation involves designing a total pay system at headquarters and applying it globally.

Accepted Answer

A)  delayered 
B)  inpatriate 
C)  localizer 
D)  exporter 
A)  delayered 
B)  inpatriate 
C)  localizer 
D)  exporter

Question 2

Approximately 20 percent of expats leave their company within a year of their return to the U.S.

Accepted Answer

A) True 
 B)False

Question 3

An Indian citizen working for a Japanese company in India is a _____.

Accepted Answer

A)  foreign country national 
B)  third-country national 
C)  parent-country national 
D)  local country national 
A)  foreign country national 
B)  third-country national 
C)  parent-country national 
D)  local country national

Question 4

KYZ Inc. ,a U.S.firm,sends its manager,Ryan,to London to manage its operations there.Ryan's salary is still based on the U.S pay system,however KYZ offers him a lump-sum payment to offset the additional standards-of-living expense in London.In this case,which of the following approaches to expatriate compensation is used by KYZ?

Accepted Answer

A)  The cafeteria approach 
B)  The localization approach 
C)  The local plus approach 
D)  The balance sheet approach 
A)  The cafeteria approach 
B)  The localization approach 
C)  The local plus approach 
D)  The balance sheet approach

Question 5

MayFly Inc. ,a firm headquartered in Paris,France,sends one of its employees to Frankfurt,Germany and Barcelona,Spain to manage its operations in these cities.The employee would be required to alternate between the two cities every six months.Mayfly offers only a moving expense on top of the base pay as the employee would be moving only within the European Union countries.Which of the following approaches to expatriate compensation is exemplified in this situation?

Accepted Answer

A)  Modified balance sheet approach 
B)  Localization approach 
C)  Local plus approach 
D)  Lump-sum/cafeteria approach 
A)  Modified balance sheet approach 
B)  Localization approach 
C)  Local plus approach 
D)  Lump-sum/cafeteria approach

Question 6

Uncertainty avoidance is _____.

Accepted Answer

A)  the distribution of emotional roles between the genders 
B)  the extent to which a culture programs its members to accept delayed gratification of their material needs 
C)  the extent to which the less powerful members of organizations accept and expect that power is distributed unequally 
D)  the extent to which a culture programs its members to feel either uncomfortable or comfortable in unstructured situations 
A)  the distribution of emotional roles between the genders 
B)  the extent to which a culture programs its members to accept delayed gratification of their material needs 
C)  the extent to which the less powerful members of organizations accept and expect that power is distributed unequally 
D)  the extent to which a culture programs its members to feel either uncomfortable or comfortable in unstructured situations

Question 7

The degree of discretion managers have to make total compensation a strategic tool is referred to as _____.

Accepted Answer

A)  managerial accountability 
B)  democratic accountability 
C)  managerial autonomy 
D)  managerial liability 
A)  managerial accountability 
B)  democratic accountability 
C)  managerial autonomy 
D)  managerial liability

Question 8

According to Hofstede's cultural dimensions,in Malaysia and Mexico,where there is high power distance,_____ pay structures are appropriate.

Accepted Answer

A)  equitable 
B)  hierarchical 
C)  egalitarian 
D)  parallel 
A)  equitable 
B)  hierarchical 
C)  egalitarian 
D)  parallel

Question 9

Japanese pay systems typically emphasize pay based upon competitors' market rates rather than internal alignment.

Accepted Answer

A) True 
 B)False

Question 10

The base salary plus incentives for expatriates is usually determined by _____.

Accepted Answer

A)  job evaluation 
B)  market pay 
C)  competitors' pay level in the host country 
D)  international pay schedules 
A)  job evaluation 
B)  market pay 
C)  competitors' pay level in the host country 
D)  international pay schedules

Question 11

Which of the following is a factor determining base pay in the Japanese traditional national system?

Accepted Answer

A)  Job evaluation 
B)  Career category 
C)  Market pricing 
D)  Specific job title 
A)  Job evaluation 
B)  Career category 
C)  Market pricing 
D)  Specific job title

Question 12

Bonuses paid in Japan are _____.

Accepted Answer

A)  additional pay equivalent to two weeks of annual salary 
B)  typically paid once a year 
C)  not an expectable additional payment 
D)  not necessarily related to performance 
A)  additional pay equivalent to two weeks of annual salary 
B)  typically paid once a year 
C)  not an expectable additional payment 
D)  not necessarily related to performance

Question 13

The country with the highest unionization rate in Europe is France,where 90 percent of workers are union members.

Accepted Answer

A) True 
 B)False

Question 14

In Malaysia and Mexico,egalitarian pay structures fit best with the culture.

Accepted Answer

A) True 
 B)False

Question 15

In the comparison of the pay systems of two well-known Japanese companies Toyota and Toshiba,Toyota _____.

Accepted Answer

A)  places greater emphasis on external market rates 
B)  places lesser emphasis on individual-based merit pay 
C)  uses far more levels in its structure 
D)  places lesser emphasis on individual-based performance pay 
A)  places greater emphasis on external market rates 
B)  places lesser emphasis on individual-based merit pay 
C)  uses far more levels in its structure 
D)  places lesser emphasis on individual-based performance pay

Question 16

Explain the dimensions of national cultural attributes proposed by Hofstede.

Accepted Answer

The five national culture dimensions pro

Question 17

Which of the following countries has the highest number of people in the workforce belonging to unions?

Accepted Answer

A)  Japan 
B)  Sweden 
C)  Italy 
D)  South Korea 
A)  Japan 
B)  Sweden 
C)  Italy 
D)  South Korea

Question 18

Since the Japanese system is so seniority-based,labor costs decrease as the average age of the workforce increases.

Accepted Answer

A) True 
 B)False

Question 19

Which of the following is NOT true of expatriates?

Accepted Answer

A)  68 percent of expatriates do not know what their jobs will be when they return home. 
B)  Only five percent of expatriates believe their company values their overseas experience. 
C)  11 percent are promoted when they return. 
D)  49 percent of U.S.expatriates are women. 
A)  68 percent of expatriates do not know what their jobs will be when they return home. 
B)  Only five percent of expatriates believe their company values their overseas experience. 
C)  11 percent are promoted when they return. 
D)  49 percent of U.S.expatriates are women.

Question 20

A Korean citizen working for Toshiba,a Japanese company,in Canada is a _____.

Accepted Answer

A)  host-country national 
B)  third-country national 
C)  parent-country national 
D)  local country national 
A)  host-country national 
B)  third-country national 
C)  parent-country national 
D)  local country national

A(n)_____ approach to compensation involves designing a total pay system at headquarters and applying it globally.

Approximately 20 percent of expats leave their company within a year of their return to the U.S.

An Indian citizen working for a Japanese company in India is a _____.

Uncertainty avoidance is _____.

The degree of discretion managers have to make total compensation a strategic tool is referred to as _____.

According to Hofstede's cultural dimensions,in Malaysia and Mexico,where there is high power distance,_____ pay structures are appropriate.

Japanese pay systems typically emphasize pay based upon competitors' market rates rather than internal alignment.

The base salary plus incentives for expatriates is usually determined by _____.

Which of the following is a factor determining base pay in the Japanese traditional national system?

Bonuses paid in Japan are _____.

The country with the highest unionization rate in Europe is France,where 90 percent of workers are union members.

In Malaysia and Mexico,egalitarian pay structures fit best with the culture.

In the comparison of the pay systems of two well-known Japanese companies Toyota and Toshiba,Toyota _____.

Explain the dimensions of national cultural attributes proposed by Hofstede.

Which of the following countries has the highest number of people in the workforce belonging to unions?

Since the Japanese system is so seniority-based,labor costs decrease as the average age of the workforce increases.

Which of the following is NOT true of expatriates?

A Korean citizen working for Toshiba,a Japanese company,in Canada is a _____.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, Mix, and Pay

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

Government and Legal Issues in Compensation

Management: Making It Work

Filters

Exam 16: International Pay Systems

A(n)_____ approach to compensation involves designing a total pay system at headquarters and applying it globally.

Approximately 20 percent of expats leave their company within a year of their return to the U.S.

An Indian citizen working for a Japanese company in India is a _____.

Uncertainty avoidance is _____.

The degree of discretion managers have to make total compensation a strategic tool is referred to as _____.

According to Hofstede's cultural dimensions,in Malaysia and Mexico,where there is high power distance,_____ pay structures are appropriate.

Japanese pay systems typically emphasize pay based upon competitors' market rates rather than internal alignment.

The base salary plus incentives for expatriates is usually determined by _____.

Which of the following is a factor determining base pay in the Japanese traditional national system?

Bonuses paid in Japan are _____.

The country with the highest unionization rate in Europe is France,where 90 percent of workers are union members.

In Malaysia and Mexico,egalitarian pay structures fit best with the culture.

In the comparison of the pay systems of two well-known Japanese companies Toyota and Toshiba,Toyota _____.

Explain the dimensions of national cultural attributes proposed by Hofstede.

Which of the following countries has the highest number of people in the workforce belonging to unions?

Since the Japanese system is so seniority-based,labor costs decrease as the average age of the workforce increases.

Which of the following is NOT true of expatriates?

A Korean citizen working for Toshiba,a Japanese company,in Canada is a _____.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, Mix, and Pay

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

Government and Legal Issues in Compensation

Management: Making It Work

Filters