Exam 15: International Human Resources Management

A system whereby expatriates are given a portion of their pay in the local currency to cover their day-to-day expenses and a portion of their pay in their home currency to safeguard their earnings from changes in inflation or foreign exchange rates is known as:

The financial crisis beginning in 2008 only made international business matters worse,as companies were even less likely to offer jobs to foreigners who might be seen as taking jobs from national citizens.

Employee benefits in the United States are among the highest in the world.

European managers,especially those in France,Germany,and Italy,tend to be _____ in their decision-making style when compared with managers in the United States.

A global corporation has fully autonomous units operating in multiple countries.

A multidomestic corporation is essentially a domestic firm that builds on its existing capabilities to penetrate overseas markets.

What are the primary differences among international,multinational,global,and transnational corporations?

In collectivist societies such as Japan and Taiwan,pay plans focus on:

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

The failure of expatriate assignments is most often due to lack of technical and managerial ability.

At early stages of international expansion,many organizations prefer to use host-country nationals.

U.S.companies have been conducting business on an international basis longer than anyone else.

The International Labour Organization enforces international labor standards.

Essentially,the United States has a monopoly on international business.

Repatriation is a process designed to:

Apprenticeship training in the United States is far superior to that in Europe.

In some countries,night shifts are taboo.

Guest workers:

Subsidiaries of multidomestic corporations are run as independent companies.

Different cultural environments require different organizational behaviors.