Question 1

The training level that corresponds to raising awareness of cultural differences and their impact on business outcomes is

Accepted Answer

A) Level 1. 
B) Level 2. 
C) Level 3. 
D) Level 4. 
E) Level 5. 
A) Level 1. 
B) Level 2. 
C) Level 3. 
D) Level 4. 
E) Level 5.

Question 2

A polycentric staffing policy would be more expensive than sending expatriates abroad.

Accepted Answer

A) True 
 B)False

Question 3

International EAPs can treat common reactions to culture shock, including all the following except

Accepted Answer

A) chronic fatigue. 
B) depression. 
C) homesickness. 
D) irritability. 
E) marital stress. 
A) chronic fatigue. 
B) depression. 
C) homesickness. 
D) irritability. 
E) marital stress.

Question 4

In 2008, over 42 percent of new immigrants were working in occupations that required lower levels of education than what they had attained.

Accepted Answer

A) True 
 B)False

Question 5

As a result of globalization, companies based in Canada with international operations

Accepted Answer

A) must cut costs in Canada to remain profitable. 
B) tend to relocate the head office to a jurisdiction where they pay less tax. 
C) relocate employees overseas on a regular basis. 
D) have more than one "official" language. 
E) are often targets for companies wanting to merge and gain access to Canadian markets. 
A) must cut costs in Canada to remain profitable. 
B) tend to relocate the head office to a jurisdiction where they pay less tax. 
C) relocate employees overseas on a regular basis. 
D) have more than one "official" language. 
E) are often targets for companies wanting to merge and gain access to Canadian markets.

Question 6

Realtex, an international resort development company, has a staffing policy which seeks the best people for key jobs throughout the organization, regardless of nationality.Realtex has what type of staffing policy?

Accepted Answer

A) polycentric 
B) geocentric 
C) multicentric 
D) homocentric 
E) ethnocentric 
A) polycentric 
B) geocentric 
C) multicentric 
D) homocentric 
E) ethnocentric

Question 7

Codetermination, or mandatory worker representation on an enterprise's board of directors, is especially prevalent in

Accepted Answer

A) Japan. 
B) Mexico. 
C) Sweden. 
D) Italy. 
E) Germany. 
A) Japan. 
B) Mexico. 
C) Sweden. 
D) Italy. 
E) Germany.

Question 8

The process of moving back to the parent company and country from the foreign assignment and returning to one's family and familiar surroundings is known as

Accepted Answer

A) repatriation. 
B) expatriation. 
C) acclimatization. 
D) confiscation. 
E) reengineering. 
A) repatriation. 
B) expatriation. 
C) acclimatization. 
D) confiscation. 
E) reengineering.

Question 9

The most common method for formulating expatriate pay, to equalize purchasing power across countries, is a technique known as the

Accepted Answer

A) balance sheet approach. 
B) balance of payments approach. 
C) balanced pay approach. 
D) income statement approach. 
E) balance of trade method. 
A) balance sheet approach. 
B) balance of payments approach. 
C) balanced pay approach. 
D) income statement approach. 
E) balance of trade method.

Question 10

Multinational firms' top executives are often categorized in which of the following classes?

Accepted Answer

A) geocentric and ecocentric 
B) homocentric and polycentric 
C) polycentric and biocentric. 
D) ethnocentric, homocentric, and multicentric 
E) ethnocentric, polycentric, and geocentric 
A) geocentric and ecocentric 
B) homocentric and polycentric 
C) polycentric and biocentric. 
D) ethnocentric, homocentric, and multicentric 
E) ethnocentric, polycentric, and geocentric

Question 11

Expatriate assignments usually fail because the person cannot accommodate to the technical demands of the job.

Accepted Answer

A) True 
 B)False

Question 12

Industrial relations and, specifically, the relationship between the worker, the union, and the employer, vary dramatically from country to country and have an enormous impact on HR management practices.

Accepted Answer

A) True 
 B)False

Question 13

Upon repatriation, a former expatriate family may undergo a sort of reverse culture shock.

Accepted Answer

A) True 
 B)False

Question 14

Brian is the director of HR for a global software development company.He is advising the director of sales about which of the sales managers to send to lead the sales department in India.Which of the following are key traits Brian should consider in advising on the best candidate for the expatriate assignment?

Accepted Answer

A) agreeableness 
B) interpersonal skills and cultural sensitivity 
C) cultural sensitivity only 
D) interpersonal skills, cultural sensitivity, and flexibility 
E) There are no specific traits that are helpful to consider. 
A) agreeableness 
B) interpersonal skills and cultural sensitivity 
C) cultural sensitivity only 
D) interpersonal skills, cultural sensitivity, and flexibility 
E) There are no specific traits that are helpful to consider.

Question 15

The balance sheet approach for formulating expatriate pay uses all of the following home-country groups of expenses except

Accepted Answer

A) pay supplements. 
B) job evaluation. 
C) goods and services. 
D) income taxes. 
E) housing. 
A) pay supplements. 
B) job evaluation. 
C) goods and services. 
D) income taxes. 
E) housing.

Question 16

Wide-ranging customs that vary from country to country demanding corresponding differences in HR practices among a company's foreign subsidiary are

Accepted Answer

A) cultural differences. 
B) trade deficits. 
C) balance of payments. 
D) trade surpluses. 
E) foreign trade. 
A) cultural differences. 
B) trade deficits. 
C) balance of payments. 
D) trade surpluses. 
E) foreign trade.

Question 17

The citizens of a country who have jobs in the home country are referred to as

Accepted Answer

A) expatriates. 
B) locals. 
C) illegal immigrants. 
D) home-country nationals. 
E) third-country nationals. 
A) expatriates. 
B) locals. 
C) illegal immigrants. 
D) home-country nationals. 
E) third-country nationals.

Question 18

Third-country nationals are citizens of a country other than the parent or host country.

Accepted Answer

A) True 
 B)False

Question 19

The process whereby employees have a legal right to a voice in setting company policies is

Accepted Answer

A) reengineering of work. 
B) codetermination. 
C) joint venturing. 
D) career development. 
E) strategic alliance. 
A) reengineering of work. 
B) codetermination. 
C) joint venturing. 
D) career development. 
E) strategic alliance.

Question 20

The primary reason for expatriate failure is not inadequate technical competence, but

Accepted Answer

A) lack of skilled personnel. 
B) inability to cope with overseas production. 
C) language barriers. 
D) personal or family problems. 
E) difficulty of the new assignment. 
A) lack of skilled personnel. 
B) inability to cope with overseas production. 
C) language barriers. 
D) personal or family problems. 
E) difficulty of the new assignment.

The training level that corresponds to raising awareness of cultural differences and their impact on business outcomes is

A polycentric staffing policy would be more expensive than sending expatriates abroad.

International EAPs can treat common reactions to culture shock, including all the following except

In 2008, over 42 percent of new immigrants were working in occupations that required lower levels of education than what they had attained.

As a result of globalization, companies based in Canada with international operations

Realtex, an international resort development company, has a staffing policy which seeks the best people for key jobs throughout the organization, regardless of nationality.Realtex has what type of staffing policy?

Codetermination, or mandatory worker representation on an enterprise's board of directors, is especially prevalent in

The process of moving back to the parent company and country from the foreign assignment and returning to one's family and familiar surroundings is known as

The most common method for formulating expatriate pay, to equalize purchasing power across countries, is a technique known as the

Multinational firms' top executives are often categorized in which of the following classes?

Expatriate assignments usually fail because the person cannot accommodate to the technical demands of the job.

Industrial relations and, specifically, the relationship between the worker, the union, and the employer, vary dramatically from country to country and have an enormous impact on HR management practices.

Upon repatriation, a former expatriate family may undergo a sort of reverse culture shock.

The balance sheet approach for formulating expatriate pay uses all of the following home-country groups of expenses except

Wide-ranging customs that vary from country to country demanding corresponding differences in HR practices among a company's foreign subsidiary are

The citizens of a country who have jobs in the home country are referred to as

Third-country nationals are citizens of a country other than the parent or host country.

The process whereby employees have a legal right to a voice in setting company policies is

The primary reason for expatriate failure is not inadequate technical competence, but

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Orientation and Training

Career Development

Performance Management

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Filters

Exam 17: Managing Human Resources in a Global Business

The training level that corresponds to raising awareness of cultural differences and their impact on business outcomes is

A polycentric staffing policy would be more expensive than sending expatriates abroad.

International EAPs can treat common reactions to culture shock, including all the following except

In 2008, over 42 percent of new immigrants were working in occupations that required lower levels of education than what they had attained.

As a result of globalization, companies based in Canada with international operations

Realtex, an international resort development company, has a staffing policy which seeks the best people for key jobs throughout the organization, regardless of nationality.Realtex has what type of staffing policy?

Codetermination, or mandatory worker representation on an enterprise's board of directors, is especially prevalent in

The process of moving back to the parent company and country from the foreign assignment and returning to one's family and familiar surroundings is known as

The most common method for formulating expatriate pay, to equalize purchasing power across countries, is a technique known as the

Multinational firms' top executives are often categorized in which of the following classes?

Expatriate assignments usually fail because the person cannot accommodate to the technical demands of the job.

Industrial relations and, specifically, the relationship between the worker, the union, and the employer, vary dramatically from country to country and have an enormous impact on HR management practices.

Upon repatriation, a former expatriate family may undergo a sort of reverse culture shock.

The balance sheet approach for formulating expatriate pay uses all of the following home-country groups of expenses except

Wide-ranging customs that vary from country to country demanding corresponding differences in HR practices among a company's foreign subsidiary are

The citizens of a country who have jobs in the home country are referred to as

Third-country nationals are citizens of a country other than the parent or host country.

The process whereby employees have a legal right to a voice in setting company policies is

The primary reason for expatriate failure is not inadequate technical competence, but

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Orientation and Training

Career Development

Performance Management

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Filters