Question 1

A work permit or work certificate allows a foreign individual to seek employment in a government's country.

Accepted Answer

A) True 
 B)False

Question 2

The most active of the international union organizations has been the:

Accepted Answer

A)  European Labour Organization 
B)  International Labour Organization 
C)  European Trade Union Confederation 
D)  International Trade Union Confederation 
A)  European Labour Organization 
B)  International Labour Organization 
C)  European Trade Union Confederation 
D)  International Trade Union Confederation

Question 3

Codetermination refers to the training an expatriate manager receives before an international assignment.

Accepted Answer

A) True 
 B)False

Question 4

Describe helpful guidelines in repatriating employees from an overseas assignment.

Accepted Answer

Planning for repatriation should begin b

Question 5

Individuals working internationally need to know as much as possible about all of the following host-country characteristics except:

Accepted Answer

A)  social and business etiquette. 
B)  cultural values and priorities 
C)  political structure and current players. 
D)  popular fashion trends. 
A)  social and business etiquette. 
B)  cultural values and priorities 
C)  political structure and current players. 
D)  popular fashion trends.

Question 6

Hiring local citizens is generally less costly than relocating expatriates.

Accepted Answer

A) True 
 B)False

Question 7

When an American MNC hires an employee from Italy to work in its office in Bombay,this employee is referred to as a/an:

Accepted Answer

A)  expatriate. 
B)  international manager. 
C)  host-country national. 
D)  third-country national. 
A)  expatriate. 
B)  international manager. 
C)  host-country national. 
D)  third-country national.

Question 8

The source of overseas employees that provides the advantages of less cost and greater facility in the language is:

Accepted Answer

A)  host-country nationals. 
B)  home-country nationals. 
C)  third-country nationals. 
D)  expatriates. 
A)  host-country nationals. 
B)  home-country nationals. 
C)  third-country nationals. 
D)  expatriates.

Question 9

Poor cultural fit is a major reason why international job assignments fail

Accepted Answer

A) True 
 B)False

Question 10

Rolls-Royce,headquartered in the United Kingdom,hires over _____ of its 38,900 employees abroad.

Accepted Answer

A)  10 percent 
B)  25 percent 
C)  34 percent 
D)  51 percent 
A)  10 percent 
B)  25 percent 
C)  34 percent 
D)  51 percent

Question 11

Despite improved telecommunications and travel,it is more difficult than ever to match up employers and employees worldwide.

Accepted Answer

A) True 
 B)False

Question 12

When something is "inconvenient" to the ____,it is most likely downright impossible.

Accepted Answer

A)  Arabs 
B)  French 
C)  Chinese 
D)  Indians 
A)  Arabs 
B)  French 
C)  Chinese 
D)  Indians

Question 13

Disorientation that causes perpetual stress in people who settle overseas for lengthy periods of time is commonly referred to as:

Accepted Answer

A)  future shock. 
B)  culture shock. 
C)  international disorientation. 
D)  eustress. 
A)  future shock. 
B)  culture shock. 
C)  international disorientation. 
D)  eustress.

Question 14

Host-based pay is compensation that is equivalent to that earned by employees in the country where the expatriate is assigned.

Accepted Answer

A) True 
 B)False

Question 15

China has:

Accepted Answer

A)  one union 
B)  two unions 
C)  three unions 
D)  four unions 
A)  one union 
B)  two unions 
C)  three unions 
D)  four unions

Question 16

Tax incentives,tariffs,and quotas are frequently implemented by the host country to encourage local hiring.

Accepted Answer

A) True 
 B)False

Question 17

NAFTA has resulted in net job increases in the United States.

Accepted Answer

A) True 
 B)False

Question 18

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.

Accepted Answer

A)  more participatory 
B)  more likely to involve others 
C)  about the same 
D)  more autocratic 
A)  more participatory 
B)  more likely to involve others 
C)  about the same 
D)  more autocratic

Question 19

Pay based on an expatriate's home country's compensation practices is known as:

Accepted Answer

A)  home based pay 
B)  balance sheet scheduling 
C)  cost of living pay scaling 
D)  myopic earning 
A)  home based pay 
B)  balance sheet scheduling 
C)  cost of living pay scaling 
D)  myopic earning

Question 20

In using the balance-sheet approach to compensating expatriate managers,the term "differentials" refers to the concept of:

Accepted Answer

A)  paying essentially the same as to home-country counterparts in similar jobs. 
B)  compensating the person for separation from family and friends. 
C)  covering moving,storage,and educational expenses. 
D)  offsetting the higher costs of overseas goods,services,and housing. 
A)  paying essentially the same as to home-country counterparts in similar jobs. 
B)  compensating the person for separation from family and friends. 
C)  covering moving,storage,and educational expenses. 
D)  offsetting the higher costs of overseas goods,services,and housing.

A work permit or work certificate allows a foreign individual to seek employment in a government's country.

The most active of the international union organizations has been the:

Codetermination refers to the training an expatriate manager receives before an international assignment.

Describe helpful guidelines in repatriating employees from an overseas assignment.

Individuals working internationally need to know as much as possible about all of the following host-country characteristics except:

Hiring local citizens is generally less costly than relocating expatriates.

When an American MNC hires an employee from Italy to work in its office in Bombay,this employee is referred to as a/an:

The source of overseas employees that provides the advantages of less cost and greater facility in the language is:

Poor cultural fit is a major reason why international job assignments fail

Rolls-Royce,headquartered in the United Kingdom,hires over _____ of its 38,900 employees abroad.

Despite improved telecommunications and travel,it is more difficult than ever to match up employers and employees worldwide.

When something is "inconvenient" to the ____,it is most likely downright impossible.

Disorientation that causes perpetual stress in people who settle overseas for lengthy periods of time is commonly referred to as:

Host-based pay is compensation that is equivalent to that earned by employees in the country where the expatriate is assigned.

China has:

Tax incentives,tariffs,and quotas are frequently implemented by the host country to encourage local hiring.

NAFTA has resulted in net job increases in the United States.

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.

Pay based on an expatriate's home country's compensation practices is known as:

In using the balance-sheet approach to compensating expatriate managers,the term "differentials" refers to the concept of:

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management and the Employee Appraisal Process

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

Creating High Performance Work Systems

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Exam 15: International Human Resources Management

A work permit or work certificate allows a foreign individual to seek employment in a government's country.

The most active of the international union organizations has been the:

Codetermination refers to the training an expatriate manager receives before an international assignment.

Describe helpful guidelines in repatriating employees from an overseas assignment.

Individuals working internationally need to know as much as possible about all of the following host-country characteristics except:

Hiring local citizens is generally less costly than relocating expatriates.

When an American MNC hires an employee from Italy to work in its office in Bombay,this employee is referred to as a/an:

The source of overseas employees that provides the advantages of less cost and greater facility in the language is:

Poor cultural fit is a major reason why international job assignments fail

Rolls-Royce,headquartered in the United Kingdom,hires over _____ of its 38,900 employees abroad.

Despite improved telecommunications and travel,it is more difficult than ever to match up employers and employees worldwide.

When something is "inconvenient" to the ____,it is most likely downright impossible.

Disorientation that causes perpetual stress in people who settle overseas for lengthy periods of time is commonly referred to as:

Host-based pay is compensation that is equivalent to that earned by employees in the country where the expatriate is assigned.

China has:

Tax incentives,tariffs,and quotas are frequently implemented by the host country to encourage local hiring.

NAFTA has resulted in net job increases in the United States.

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.

Pay based on an expatriate's home country's compensation practices is known as:

In using the balance-sheet approach to compensating expatriate managers,the term "differentials" refers to the concept of:

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management and the Employee Appraisal Process

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

Creating High Performance Work Systems

Filters