Question 1

What are the five elements that differentiate countries in terms of their cultural environment for international business?

Accepted Answer

To define the culture of a country,Bohlander and Snell (2007)list the following elements that will differentiate countries in terms of their cultural environment for international business: (1)education/human capital,(2)values/ideologies,(3)social structure,(4)religious beliefs,and (5)communication.Information gathered in these five categories could be used to create a profile of the cultural environment of countries in which the MNE does business.

Question 2

During predeparture training for an expatriate and his or her family,the presence and operation of labor unions should be covered.

Accepted Answer

A) True 
 B)False  False

Question 3

A country that serves as the home for a corporation's headquarters is referred to as the ______.

Accepted Answer

A)  host country 
B)  third country 
C)  parent country 
D)  first country 
A)  host country 
B)  third country 
C)  parent country 
D)  first country C

Question 4

What are the different types of organizational forms corporations use for international operations?

Accepted Answer

1.Domestic Corporation: A domestic corpo

Question 5

The "best structure" that fits the distribution and marketing needs of a global MNE is a geographic division by product lines.

Accepted Answer

A) True 
 B)False

Question 6

An individual who was born in the United States and is currently working in Spain for a company headquartered in Germany would be considered a ______.

Accepted Answer

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

Question 7

The country in which an international business operates is a(n)______.

Accepted Answer

A)  receptive country 
B)  adaptive country 
C)  resource country 
D)  host country 
A)  receptive country 
B)  adaptive country 
C)  resource country 
D)  host country

Question 8

From an international HR perspective,the economic system is one determinant of the way in which HR programs and practices are used.

Accepted Answer

A) True 
 B)False

Question 9

What are the components of an HRIS in compensation administration in a MNE?

Accepted Answer

1.The components of an international com

Question 10

In regards to the selection criteria for expatriates,describe what is meant by is cross-culture suitability?

Accepted Answer

Cross-cultural suitability refers to an

Question 11

A ______ produces and distributes identical products and services worldwide while ______ emphasize flexibility and customization to meet the needs of differing customer groups worldwide.

Accepted Answer

A)  global corporations; multinational corporations 
B)  multinational corporations; international corporations 
C)  international corporations; global corporations 
D)  multinational corporations; global corporations 
A)  global corporations; multinational corporations 
B)  multinational corporations; international corporations 
C)  international corporations; global corporations 
D)  multinational corporations; global corporations

Question 12

Repatriation is a process designed to

Accepted Answer

A)  train expatriates prior to their first international assignment 
B)  help expatriate employees make the transition back home 
C)  adapt leadership and decision-making styles to the host country 
D)  reduce communication errors in foreign assignments 
A)  train expatriates prior to their first international assignment 
B)  help expatriate employees make the transition back home 
C)  adapt leadership and decision-making styles to the host country 
D)  reduce communication errors in foreign assignments

Question 13

Because cultural environments differ across the world,

Accepted Answer

A)  management styles must remain consistent 
B)  U.S. corporations have an advantage over firms from other nations 
C)  strategies, structures, and management styles that work in one area of the world may be inappropriate in another 
D)  the culture must adapt to the goods and services offered by transnational corporations 
A)  management styles must remain consistent 
B)  U.S. corporations have an advantage over firms from other nations 
C)  strategies, structures, and management styles that work in one area of the world may be inappropriate in another 
D)  the culture must adapt to the goods and services offered by transnational corporations

Question 14

A major use of an HRIS in an MNE is the collection and maintenance of labor market data.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following is true?

Accepted Answer

A)  The "going rate" and "balance sheet" approaches to international employee compensation are equally complex to administer. 
B)  The "going rate" approach to international employee compensation is more complex to administer than the "balance sheet" approach. 
C)  The "balance sheet" approach to international employee compensation is more complex to administer than the "going rate" approach. 
D)  Neither the "going rate" nor "balance sheet" approaches to international employee compensation are very complicated to administer. 
A)  The "going rate" and "balance sheet" approaches to international employee compensation are equally complex to administer. 
B)  The "going rate" approach to international employee compensation is more complex to administer than the "balance sheet" approach. 
C)  The "balance sheet" approach to international employee compensation is more complex to administer than the "going rate" approach. 
D)  Neither the "going rate" nor "balance sheet" approaches to international employee compensation are very complicated to administer.

Question 16

What are the objectives of an international compensation policy?

Accepted Answer

1.The first objective for an MNE is to a

Question 17

Having a workforce of PCNs,HCNs,and TCNs means the educational level of the workforce will be highly varied.

Accepted Answer

A) True 
 B)False

Question 18

One of the most important tasks of the international HR department is to gather information about the culture of countries where the MNE does business to try to estimate the cultural differences between the home countries of employees and the countries where they may be assigned.This can help to prevent ______.

Accepted Answer

A)  future shock 
B)  culture shock 
C)  international disorientation 
D)  expatriate stress 
A)  future shock 
B)  culture shock 
C)  international disorientation 
D)  expatriate stress

Question 19

Global corporations,due to their integrative international focus,must manage their human capital through a transnational HRM system.What are the three attributes of this HRM system?

Accepted Answer

This type of system is characterized by

Question 20

When a multinational corporation (MNE)sends employees from its home country,these employees are referred to as ______.

Accepted Answer

A)  host country nationals 
B)  third-country nationals 
C)  international managers 
D)  expatriates 
A)  host country nationals 
B)  third-country nationals 
C)  international managers 
D)  expatriates

What are the five elements that differentiate countries in terms of their cultural environment for international business?

During predeparture training for an expatriate and his or her family,the presence and operation of labor unions should be covered.

A country that serves as the home for a corporation's headquarters is referred to as the ______.

What are the different types of organizational forms corporations use for international operations?

The "best structure" that fits the distribution and marketing needs of a global MNE is a geographic division by product lines.

An individual who was born in the United States and is currently working in Spain for a company headquartered in Germany would be considered a ______.

The country in which an international business operates is a(n)______.

From an international HR perspective,the economic system is one determinant of the way in which HR programs and practices are used.

What are the components of an HRIS in compensation administration in a MNE?

In regards to the selection criteria for expatriates,describe what is meant by is cross-culture suitability?

A produces and distributes identical products and services worldwide while emphasize flexibility and customization to meet the needs of differing customer groups worldwide.

Repatriation is a process designed to

Because cultural environments differ across the world,

A major use of an HRIS in an MNE is the collection and maintenance of labor market data.

Which of the following is true?

What are the objectives of an international compensation policy?

Having a workforce of PCNs,HCNs,and TCNs means the educational level of the workforce will be highly varied.

Global corporations,due to their integrative international focus,must manage their human capital through a transnational HRM system.What are the three attributes of this HRM system?

When a multinational corporation (MNE)sends employees from its home country,these employees are referred to as ______.

A Brief History and Overview of Technology in HR

Database Concepts and Applications in HRIS

Systems Considerations in the Design of an HRIS: Planning for Implementations

The Systems Development Life Cycle and HRIS Needs Analysis

System Design and Acquisition

Change Management and Implementation

Cost Justifying HRIS Investments

HR Administration and HRIS

Talent Management

Recruitment and Selection in an Internet Context

Training and Development: Issues and HRIS Applications

Performance Management, Compensation, Benefits, Payroll, and HRIS

HR Metrics and Workforce Analytics

HRIS Privacy and Security

HRIS and Social Media

The Future of HRIS: Emerging Trends in HRM and IT

Filters

Exam 13: HRIS and International HRM

What are the five elements that differentiate countries in terms of their cultural environment for international business?

During predeparture training for an expatriate and his or her family,the presence and operation of labor unions should be covered.

A country that serves as the home for a corporation's headquarters is referred to as the ______.

What are the different types of organizational forms corporations use for international operations?

The "best structure" that fits the distribution and marketing needs of a global MNE is a geographic division by product lines.

An individual who was born in the United States and is currently working in Spain for a company headquartered in Germany would be considered a ______.

The country in which an international business operates is a(n)______.

From an international HR perspective,the economic system is one determinant of the way in which HR programs and practices are used.

What are the components of an HRIS in compensation administration in a MNE?

In regards to the selection criteria for expatriates,describe what is meant by is cross-culture suitability?

A ______ produces and distributes identical products and services worldwide while ______ emphasize flexibility and customization to meet the needs of differing customer groups worldwide.

Repatriation is a process designed to

Because cultural environments differ across the world,

A major use of an HRIS in an MNE is the collection and maintenance of labor market data.

Which of the following is true?

What are the objectives of an international compensation policy?

Having a workforce of PCNs,HCNs,and TCNs means the educational level of the workforce will be highly varied.

Global corporations,due to their integrative international focus,must manage their human capital through a transnational HRM system.What are the three attributes of this HRM system?

When a multinational corporation (MNE)sends employees from its home country,these employees are referred to as ______.

A Brief History and Overview of Technology in HR

Database Concepts and Applications in HRIS

Systems Considerations in the Design of an HRIS: Planning for Implementations

The Systems Development Life Cycle and HRIS Needs Analysis

System Design and Acquisition

Change Management and Implementation

Cost Justifying HRIS Investments

HR Administration and HRIS

Talent Management

Recruitment and Selection in an Internet Context

Training and Development: Issues and HRIS Applications

Performance Management, Compensation, Benefits, Payroll, and HRIS

HR Metrics and Workforce Analytics

HRIS Privacy and Security

HRIS and Social Media

The Future of HRIS: Emerging Trends in HRM and IT

Filters

A produces and distributes identical products and services worldwide while emphasize flexibility and customization to meet the needs of differing customer groups worldwide.