Question 1

Extra money paid to expatriates for particularly difficult posting due to issues such as high risk or poor living conditions is known as

Accepted Answer

A)  Foreign service premiums. 
B)  Hardship allowance. 
C)  Relocation allowances. 
D)  Home-leave allowances. 
A)  Foreign service premiums. 
B)  Hardship allowance. 
C)  Relocation allowances. 
D)  Home-leave allowances. B

Question 2

The process by which companies choose people to fill vacant position is

Accepted Answer

A)  Recruitment. 
B)  Compensation. 
C)  Selection. 
D)  Training and development. 
A)  Recruitment. 
B)  Compensation. 
C)  Selection. 
D)  Training and development. A

Question 3

Discuss and contrast the four IHRM orientations.Describe how each can support a multinational strategy.

Accepted Answer

Answers will vary but should demonstrate students' detailed understanding of costs and benefits of each of the four orientations: In an ethnocentric IHRM orientation,all aspects of HRM for managers and technical workers tend to follow the parent organization's home country HRM practices.Regiocentric or polycentric IHRM orientations are similar in that they emphasize adaptation to cultural and institutional differences among countries.They differ only in that the polycentric company adapts IHRM practices to countries while the regiocentric company adapts to regions.Organizations with truly global IHRM orientations assign their best managers to international assignments.In companies with global orientations,managers are selected and trained to manage cultural diversity inside and outside the company.Employees inside their organization have culturally diverse backgrounds.

Question 4

Difficulties that managers face in coming back to their home countries and reconnecting with their home organizations is known as the

Accepted Answer

A)  Repatriation problem. 
B)  Reverse culture shock. 
C)  Low home re-adaptation index. 
D)  Expatriation problem. 
A)  Repatriation problem. 
B)  Reverse culture shock. 
C)  Low home re-adaptation index. 
D)  Expatriation problem.

Question 5

Which of the following is NOT one of the issues that make expatriate performance appraisals difficult?

Accepted Answer

A)  Unreliable data 
B)  Refusal of host company to provide performance information regarding expatriate 
C)  Time differences and distance separation 
D)  Complex and volatile environments 
A)  Unreliable data 
B)  Refusal of host company to provide performance information regarding expatriate 
C)  Time differences and distance separation 
D)  Complex and volatile environments

Question 6

According to the text,which of the following is NOT one of the strategies used to allow successful repatriation of expatriates?

Accepted Answer

A)  Provide a strategic purpose for the repatriation 
B)  Allow the expatriate to return when he/she is ready to do so 
C)  Provide training and preparation for the return 
D)  Establish a team to aid the expatriate 
A)  Provide a strategic purpose for the repatriation 
B)  Allow the expatriate to return when he/she is ready to do so 
C)  Provide training and preparation for the return 
D)  Establish a team to aid the expatriate

Question 7

Identify the components of HRM and describe how they differ for IHRM.

Accepted Answer

Answers will vary but should reflect the

Question 8

Discuss any three of the key expatriate success factors and their implications for selection.

Accepted Answer

Answers will vary but should demonstrate

Question 9

All of the following explain why there may be more international assignments for women in the future EXCEPT

Accepted Answer

A)  Legal and social pressures for equal opportunity in North America. 
B)  Acute shortage of men willing to take international assignments. 
C)  Globalization creates opportunities to hire skilled women from any country. 
D)  More federal funds to train women for international assignments. 
A)  Legal and social pressures for equal opportunity in North America. 
B)  Acute shortage of men willing to take international assignments. 
C)  Globalization creates opportunities to hire skilled women from any country. 
D)  More federal funds to train women for international assignments.

Question 10

Studies of women expatriates suggest that all of the following statements are true about international assignments in traditional cultures EXCEPT

Accepted Answer

A)  Women typically do not succeed in expatriate assignments. 
B)  Women have some challenges in international assignments. 
C)  Women have some advantages in international assignments. 
D)  Opportunities for women expatriates are expected to grow in global companies. 
A)  Women typically do not succeed in expatriate assignments. 
B)  Women have some challenges in international assignments. 
C)  Women have some advantages in international assignments. 
D)  Opportunities for women expatriates are expected to grow in global companies.

Question 11

All of the following are possible steps that can be taken by multinationals to remove barriers faced by female expatriates EXCEPT

Accepted Answer

A)  Provide opportunities for interpersonal networks with other female expatriates. 
B)  Provide mentors. 
C)  Identify and remove sources of barriers. 
D)  Provide more appropriate performance appraisal systems for female expatriates. 
A)  Provide opportunities for interpersonal networks with other female expatriates. 
B)  Provide mentors. 
C)  Identify and remove sources of barriers. 
D)  Provide more appropriate performance appraisal systems for female expatriates.

Question 12

International Human Resource Management

Accepted Answer

A)  Is no different from domestic HRM. 
B)  Is the application of HRM to international settings. 
C)  Is the orientation to hiring international employees. 
D)  Is the selection and compensation of expatriates. 
A)  Is no different from domestic HRM. 
B)  Is the application of HRM to international settings. 
C)  Is the orientation to hiring international employees. 
D)  Is the selection and compensation of expatriates.

Question 13

What are some advantages women have in expatriate positions? Discuss some challenges that are faced by women in international assignments.

Accepted Answer

Answers will vary but should mention at

Question 14

Companies with a global HRM orientation

Accepted Answer

A)  Usually provide significant extra pay for expatriate assignments. 
B)  Evaluate their managers by headquarters' country standards. 
C)  Focus primarily on language training as preparation for expatriate assignments. 
D)  Use similar pay and benefit packages for all international assignments. 
A)  Usually provide significant extra pay for expatriate assignments. 
B)  Evaluate their managers by headquarters' country standards. 
C)  Focus primarily on language training as preparation for expatriate assignments. 
D)  Use similar pay and benefit packages for all international assignments.

Question 15

The use of worldwide job evaluations,performance appraisals methods,and salary scales to determine pay is the

Accepted Answer

A)  The global pay system. 
B)  The balance sheet approach. 
C)  The multi-local pay system. 
D)  The headquarters-based system. 
A)  The global pay system. 
B)  The balance sheet approach. 
C)  The multi-local pay system. 
D)  The headquarters-based system.

Question 16

International cadre are

Accepted Answer

A)  A group of managers who specialize in international careers. 
B)  Managers who are hired on a temporary basis to solve international problems. 
C)  Experts on international operations who work as part of the headquarters staff. 
D)  A group in charge of training managers for expatriate assignments. 
A)  A group of managers who specialize in international careers. 
B)  Managers who are hired on a temporary basis to solve international problems. 
C)  Experts on international operations who work as part of the headquarters staff. 
D)  A group in charge of training managers for expatriate assignments.

Question 17

Discuss how multinational companies can deal with the repatriation problem.Why is it necessary to deal with this issue?

Accepted Answer

Answers will vary but should reflect stu

Question 18

All of the following are benefits of international assignments EXCEPT

Accepted Answer

A)  International assignments help managers acquire skills necessary to develop successful strategies in a global context. 
B)  Expatriate assignments help a company coordinate and control operations dispersed geographically and culturally. 
C)  International assignments provide companies access to preferential quotas and duties. 
D)  Global assignments provide important strategic information. 
A)  International assignments help managers acquire skills necessary to develop successful strategies in a global context. 
B)  Expatriate assignments help a company coordinate and control operations dispersed geographically and culturally. 
C)  International assignments provide companies access to preferential quotas and duties. 
D)  Global assignments provide important strategic information.

Question 19

Experts on repatriation suggest

Accepted Answer

A)  That managers will experience no problems if they return to their home cultures. 
B)  Reverse culture shock can occur regarding national and organizational culture. 
C)  There are difficult problems with repatriation but few solutions at this time. 
D)  People may feel uncomfortable for a while but work performance will not suffer. 
A)  That managers will experience no problems if they return to their home cultures. 
B)  Reverse culture shock can occur regarding national and organizational culture. 
C)  There are difficult problems with repatriation but few solutions at this time. 
D)  People may feel uncomfortable for a while but work performance will not suffer.

Question 20

The main objective of the balance sheet approach to international compensation is

Accepted Answer

A)  To match home and host county purchasing power. 
B)  To make sure you reward international managers for their hardship. 
C)  To save costs in inexpensive countries. 
D)  To provide headquarters' accountants with consistent information on salaries. 
A)  To match home and host county purchasing power. 
B)  To make sure you reward international managers for their hardship. 
C)  To save costs in inexpensive countries. 
D)  To provide headquarters' accountants with consistent information on salaries.

Extra money paid to expatriates for particularly difficult posting due to issues such as high risk or poor living conditions is known as

The process by which companies choose people to fill vacant position is

Discuss and contrast the four IHRM orientations.Describe how each can support a multinational strategy.

Difficulties that managers face in coming back to their home countries and reconnecting with their home organizations is known as the

Which of the following is NOT one of the issues that make expatriate performance appraisals difficult?

According to the text,which of the following is NOT one of the strategies used to allow successful repatriation of expatriates?

Identify the components of HRM and describe how they differ for IHRM.

Discuss any three of the key expatriate success factors and their implications for selection.

All of the following explain why there may be more international assignments for women in the future EXCEPT

Studies of women expatriates suggest that all of the following statements are true about international assignments in traditional cultures EXCEPT

All of the following are possible steps that can be taken by multinationals to remove barriers faced by female expatriates EXCEPT

International Human Resource Management

What are some advantages women have in expatriate positions? Discuss some challenges that are faced by women in international assignments.

Companies with a global HRM orientation

The use of worldwide job evaluations,performance appraisals methods,and salary scales to determine pay is the

International cadre are

Discuss how multinational companies can deal with the repatriation problem.Why is it necessary to deal with this issue?

All of the following are benefits of international assignments EXCEPT

Experts on repatriation suggest

The main objective of the balance sheet approach to international compensation is

Multinational Management in a Changing World

Culture and Multinational Management

The Institutional Context of Multinational Management

Managing Ethical and Social Responsibility Challenges in Multinational Companies

Strategic Management in the Multinational Company: Content and Formulation

Multinational and Entry-Mode Strategies: Content and Formulation

Small Businesses and International Entrepreneurship:

Organizational Design for Multinational Companies

International Strategic Alliances: Management and Design

Multinational E-Commerce: Strategies and Structures

Hrm in the Local Context: Knowing When and How to Adapt

International Negotiation and Cross-Cultural Communication

Motivation in Multinational Companies

Leadership and Management Behavior in Multinational Companies

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Exam 11: International Human Resource Management

Extra money paid to expatriates for particularly difficult posting due to issues such as high risk or poor living conditions is known as

The process by which companies choose people to fill vacant position is

Discuss and contrast the four IHRM orientations.Describe how each can support a multinational strategy.

Difficulties that managers face in coming back to their home countries and reconnecting with their home organizations is known as the

Which of the following is NOT one of the issues that make expatriate performance appraisals difficult?

According to the text,which of the following is NOT one of the strategies used to allow successful repatriation of expatriates?

Identify the components of HRM and describe how they differ for IHRM.

Discuss any three of the key expatriate success factors and their implications for selection.

All of the following explain why there may be more international assignments for women in the future EXCEPT

Studies of women expatriates suggest that all of the following statements are true about international assignments in traditional cultures EXCEPT

All of the following are possible steps that can be taken by multinationals to remove barriers faced by female expatriates EXCEPT

International Human Resource Management

What are some advantages women have in expatriate positions? Discuss some challenges that are faced by women in international assignments.

Companies with a global HRM orientation

The use of worldwide job evaluations,performance appraisals methods,and salary scales to determine pay is the

International cadre are

Discuss how multinational companies can deal with the repatriation problem.Why is it necessary to deal with this issue?

All of the following are benefits of international assignments EXCEPT

Experts on repatriation suggest

The main objective of the balance sheet approach to international compensation is

Multinational Management in a Changing World

Culture and Multinational Management

The Institutional Context of Multinational Management

Managing Ethical and Social Responsibility Challenges in Multinational Companies

Strategic Management in the Multinational Company: Content and Formulation

Multinational and Entry-Mode Strategies: Content and Formulation

Small Businesses and International Entrepreneurship:

Organizational Design for Multinational Companies

International Strategic Alliances: Management and Design

Multinational E-Commerce: Strategies and Structures

Hrm in the Local Context: Knowing When and How to Adapt

International Negotiation and Cross-Cultural Communication

Motivation in Multinational Companies

Leadership and Management Behavior in Multinational Companies

Filters