Question 1

Which of the following accurately describes a difference between jobs in the home office versus those in a foreign subsidiary?

Accepted Answer

A) Cultural empathy is essential for employees in the home office, but is not necessary for employees in a foreign subsidiary. 
B) Employees in the home office do not need to be familiar with a second language, but employees in a foreign subsidiary must be proficient in the language of the subsidiary's host country. 
C) Expatriate executives in foreign subsidiaries are less expensive for a company to employ than executives in the home office. 
D) Employees in foreign subsidiaries typically have broader job responsibilities than employees in the home office. 
A) Cultural empathy is essential for employees in the home office, but is not necessary for employees in a foreign subsidiary. 
B) Employees in the home office do not need to be familiar with a second language, but employees in a foreign subsidiary must be proficient in the language of the subsidiary's host country. 
C) Expatriate executives in foreign subsidiaries are less expensive for a company to employ than executives in the home office. 
D) Employees in foreign subsidiaries typically have broader job responsibilities than employees in the home office.

Question 2

An advantage of the geocentric outlook to staffing is ________.

Accepted Answer

A) encouraging workers to appreciate the unique virtues of a particular country 
B) giving people a flexible perspective for fitting operations to different countries 
C) removing most behavioral barriers to fully adapting to the chosen local market 
D) tapping learning opportunities around the world to generate ideas that enhance core competencies 
A) encouraging workers to appreciate the unique virtues of a particular country 
B) giving people a flexible perspective for fitting operations to different countries 
C) removing most behavioral barriers to fully adapting to the chosen local market 
D) tapping learning opportunities around the world to generate ideas that enhance core competencies

Question 3

Which of the following trends has LEAST likely led to the increased demand for expatriate talent?

Accepted Answer

A) market developments 
B) technology changes 
C) globalization 
D) nationalism 
A) market developments 
B) technology changes 
C) globalization 
D) nationalism

Question 4

Studies indicate that the main cause of nearly half of failed expatriate assignments is the inability of the expatriate to ________.

Accepted Answer

A) meet performance expectations 
B) initiate a fair compensation package 
C) adapt to the host culture 
D) learn the local language 
A) meet performance expectations 
B) initiate a fair compensation package 
C) adapt to the host culture 
D) learn the local language

Question 5

The HRM requirements of a(n)________ strategy are well matched with a polycentric staffing policy.

Accepted Answer

A) transnational 
B) international 
C) multidomestic 
D) global 
A) transnational 
B) international 
C) multidomestic 
D) global

Question 6

Expatriate failure, defined in broad terms, refers to the ________.

Accepted Answer

A) manager's premature return home due to poor job performance 
B) manager's miscues, which give competitors a market advantage 
C) unintentional dilution of the company's core competency 
D) poor expatriate selection procedures of the MNE 
A) manager's premature return home due to poor job performance 
B) manager's miscues, which give competitors a market advantage 
C) unintentional dilution of the company's core competency 
D) poor expatriate selection procedures of the MNE

Question 7

The HRM requirements of a(n)________ strategy are well matched with a geocentric staffing policy.

Accepted Answer

A) multidomestic 
B) transnational 
C) domestic 
D) international 
A) multidomestic 
B) transnational 
C) domestic 
D) international

Question 8

An example of an expatriate would be a Canadian manager working for a Canadian firm in China.

Accepted Answer

A) True 
 B)False

Question 9

The ethnocentric and polycentric staffing policies, unlike the geocentric staffing policy, rely on extensive use of expatriate managers.

Accepted Answer

A) True 
 B)False

Question 10

Why is global HRM more difficult than domestic HRM? How can staffing a foreign facility with locals alleviate some of these HRM difficulties?

Accepted Answer

HRM is far more difficult for the MNE th

Question 11

Companies around the world typically find it easy to locate a number of executives able and willing to run foreign operations.

Accepted Answer

A) True 
 B)False

Which of the following accurately describes a difference between jobs in the home office versus those in a foreign subsidiary?

An advantage of the geocentric outlook to staffing is ________.

Which of the following trends has LEAST likely led to the increased demand for expatriate talent?

Studies indicate that the main cause of nearly half of failed expatriate assignments is the inability of the expatriate to ________.

The HRM requirements of a(n)________ strategy are well matched with a polycentric staffing policy.

Expatriate failure, defined in broad terms, refers to the ________.

The HRM requirements of a(n)________ strategy are well matched with a geocentric staffing policy.

An example of an expatriate would be a Canadian manager working for a Canadian firm in China.

The ethnocentric and polycentric staffing policies, unlike the geocentric staffing policy, rely on extensive use of expatriate managers.

Why is global HRM more difficult than domestic HRM? How can staffing a foreign facility with locals alleviate some of these HRM difficulties?

Companies around the world typically find it easy to locate a number of executives able and willing to run foreign operations.

Globalization and International Business

The Cultural Environments Facing Business

The Political and Legal Environments Facing Business

The Economic Environments Facing Businesses

Globalization and Society

International Trade and Factor-Mobility Theory

Governmental Influence on Trade

Cross-National Cooperation and Agreements

Global Foreign-Exchange Markets

The Determination of Exchange Rates

Global Capital Markets

The Strategy of International Business

Country Evaluation and Selection

Export and Import

Direct Investment and Collaborative Strategies

The Organization of International Business

Marketing Globally

Global Manufacturing and Supply Chain Management

International Accounting and Finance Issues

Filters

Exam 20: International Human Resource Management

Which of the following accurately describes a difference between jobs in the home office versus those in a foreign subsidiary?

An advantage of the geocentric outlook to staffing is ________.

Which of the following trends has LEAST likely led to the increased demand for expatriate talent?

Studies indicate that the main cause of nearly half of failed expatriate assignments is the inability of the expatriate to ________.

The HRM requirements of a(n)________ strategy are well matched with a polycentric staffing policy.

Expatriate failure, defined in broad terms, refers to the ________.

The HRM requirements of a(n)________ strategy are well matched with a geocentric staffing policy.

An example of an expatriate would be a Canadian manager working for a Canadian firm in China.

The ethnocentric and polycentric staffing policies, unlike the geocentric staffing policy, rely on extensive use of expatriate managers.

Why is global HRM more difficult than domestic HRM? How can staffing a foreign facility with locals alleviate some of these HRM difficulties?

Companies around the world typically find it easy to locate a number of executives able and willing to run foreign operations.

Globalization and International Business

The Cultural Environments Facing Business

The Political and Legal Environments Facing Business

The Economic Environments Facing Businesses

Globalization and Society

International Trade and Factor-Mobility Theory

Governmental Influence on Trade

Cross-National Cooperation and Agreements

Global Foreign-Exchange Markets

The Determination of Exchange Rates

Global Capital Markets

The Strategy of International Business

Country Evaluation and Selection

Export and Import

Direct Investment and Collaborative Strategies

The Organization of International Business

Marketing Globally

Global Manufacturing and Supply Chain Management

International Accounting and Finance Issues

Filters