Question 1

Historically, most international businesses have been:

Accepted Answer

A)  more concerned with training than with management development. 
B)  focused on smoothly transitioning their home-country nationals back from foreign postings to home postings. 
C)  more concerned with management development than with training. 
D)  less focused on training their home-country nationals for foreign postings than with training home-country managers. 
A)  more concerned with training than with management development. 
B)  focused on smoothly transitioning their home-country nationals back from foreign postings to home postings. 
C)  more concerned with management development than with training. 
D)  less focused on training their home-country nationals for foreign postings than with training home-country managers. A

Question 2

A firm's performance appraisal systems are an important element of its control systems.

Accepted Answer

A) True 
 B)False  True

Question 3

What are the three types of staffing policies in international business? Briefly describe each one. Which is the most attractive approach and why?

Accepted Answer

There are three types of staffing approaches in international business. First, the ethnocentric approach is one in which all key management positions are filled by parent-country nationals. Second, the polycentric approach involves recruiting host-country nationals to manage subsidiaries while parent-country nationals occupy key positions at corporate headquarters. Third, the geocentric policy seeks the best people for key jobs throughout the organization, regardless of nationality. This approach is probably the most attractive because it enables the firm to make the best use of its human resources, and it allows the firm to build a cadre of international executives who feel at home working in a number of cultures.

Question 4

Discuss the concerns of organized labor.

Accepted Answer

A principal concern of domestic unions a

Question 5

Mendenhall and Oddou identified cultural toughness as one of the dimensions in their study on dimensions that predict success in foreign jobs postings. This dimension refers to the:

Accepted Answer

A)  expatriate's self-esteem, self-confidence, and mental well-being. 
B)  expatriate's ability to interact effectively with host-country nationals. 
C)  expatriate's ability to understand why people of other countries behave the way they do. 
D)  relationship between the country of the assignment and how well an expatriate adjusts to a particular posting. 
A)  expatriate's self-esteem, self-confidence, and mental well-being. 
B)  expatriate's ability to interact effectively with host-country nationals. 
C)  expatriate's ability to understand why people of other countries behave the way they do. 
D)  relationship between the country of the assignment and how well an expatriate adjusts to a particular posting.

Question 6

Which of the following issues was not addressed by Mendenhall and Oddou's study?

Accepted Answer

A)  Expatriate failure due to a spouse's inability to adjust. 
B)  Expatriate failure due to a manager's lack of self-esteem. 
C)  Expatriate failure due to lack of relationship development. 
D)  Expatriate failure due to a manager's inability to empathize. 
A)  Expatriate failure due to a spouse's inability to adjust. 
B)  Expatriate failure due to a manager's lack of self-esteem. 
C)  Expatriate failure due to lack of relationship development. 
D)  Expatriate failure due to a manager's inability to empathize.

Question 7

A firm that adopts a polycentric approach to staffing is likely to suffer from cultural myopia.

Accepted Answer

A) True 
 B)False

Question 8

When a reciprocal tax treaty is not in force, the firm typically:

Accepted Answer

A)  pays the difference the higher income tax rate makes on the expatriates take-home pay into a 401K plan. 
B)  pays the expatriate's income tax in the home country. 
C)  reduces the expatriates take-home pay to cover the difference in tax rates. 
D)  pays the expatriate's income tax in the host country. 
A)  pays the difference the higher income tax rate makes on the expatriates take-home pay into a 401K plan. 
B)  pays the expatriate's income tax in the home country. 
C)  reduces the expatriates take-home pay to cover the difference in tax rates. 
D)  pays the expatriate's income tax in the host country.

Question 9

Bringing managers together in one location for extended periods and rotating them through different jobs in several countries helps the firm build a(n) _____.

Accepted Answer

A)  expatriate community 
B)  formal management network 
C)  inpatriate community 
D)  informal management network 
A)  expatriate community 
B)  formal management network 
C)  inpatriate community 
D)  informal management network

Question 10

A hardship allowance is paid:

Accepted Answer

A)  when the expatriate is being sent to a location where such basic amenities are grossly deficient by the standards of the expatriate's home country. 
B)  to ensure that an expatriate's children receive adequate schooling (by home-country standards). 
C)  to ensure that the expatriate will enjoy the same standard of living in the foreign posting as at home. 
D)  to ensure that the expatriate can afford the same quality of housing in the foreign country as at home. 
A)  when the expatriate is being sent to a location where such basic amenities are grossly deficient by the standards of the expatriate's home country. 
B)  to ensure that an expatriate's children receive adequate schooling (by home-country standards). 
C)  to ensure that the expatriate will enjoy the same standard of living in the foreign posting as at home. 
D)  to ensure that the expatriate can afford the same quality of housing in the foreign country as at home.

Question 11

Expatriate failure refers to a manager's failure to understand host-country cultural norms and values, leading to ineffective work.

Accepted Answer

A) True 
 B)False

Question 12

Broadly speaking, a geocentric approach is compatible with:

Accepted Answer

A)  an international strategy. 
B)  both global standardization and transnational strategies. 
C)  a localization strategy. 
D)  both an international and a localization strategy. 
A)  an international strategy. 
B)  both global standardization and transnational strategies. 
C)  a localization strategy. 
D)  both an international and a localization strategy.

Question 13

From a strategic perspective, the key issue in international labor relations is the degree to which organized labor can limit the choices of an international business.

Accepted Answer

A) True 
 B)False

Question 14

A firm following a(n) _____ approach to staffing believes that the host-country nationals should be recruited to manage subsidiaries, while parent-country nationals occupy key positions at corporate headquarters.

Accepted Answer

A)  geocentric 
B)  eurocentric 
C)  polycentric 
D)  ethnocentric 
A)  geocentric 
B)  eurocentric 
C)  polycentric 
D)  ethnocentric

Question 15

_____ is the ability to understand why people of other countries behave the way they do.

Accepted Answer

A)  Others-orientation 
B)  Cultural myopia 
C)  Perceptual ability 
D)  Cultural toughness 
A)  Others-orientation 
B)  Cultural myopia 
C)  Perceptual ability 
D)  Cultural toughness

Question 16

Most expatriates believe that more weight should be given to an on-site manager's appraisal than to an off-site manager's appraisal.

Accepted Answer

A) True 
 B)False

Question 17

What is human resource management? Why is HRM an important strategic component?

Accepted Answer

Human resource management refers to the

Question 18

How can firms reduce the bias in performance appraisals of expatriate managers?

Accepted Answer

Unintentional bias makes it difficult to

Question 19

In a seminal study, R. L. Tung found that for American multinationals, the biggest impediment to expatriate success was the:

Accepted Answer

A)  inability of the spouse to adjust. 
B)  manager's inability to adjust. 
C)  manager's inability to cope with larger overseas responsibilities. 
D)  lack of adequate technical training. 
A)  inability of the spouse to adjust. 
B)  manager's inability to adjust. 
C)  manager's inability to cope with larger overseas responsibilities. 
D)  lack of adequate technical training.

Question 20

_____ makes it difficult to evaluate the performance of expatriate managers objectively.

Accepted Answer

A)  Cultural relativism 
B)  Internal documentation 
C)  Unintentional bias 
D)  Others-orientation 
A)  Cultural relativism 
B)  Internal documentation 
C)  Unintentional bias 
D)  Others-orientation

Historically, most international businesses have been:

A firm's performance appraisal systems are an important element of its control systems.

What are the three types of staffing policies in international business? Briefly describe each one. Which is the most attractive approach and why?

Discuss the concerns of organized labor.

Mendenhall and Oddou identified cultural toughness as one of the dimensions in their study on dimensions that predict success in foreign jobs postings. This dimension refers to the:

Which of the following issues was not addressed by Mendenhall and Oddou's study?

A firm that adopts a polycentric approach to staffing is likely to suffer from cultural myopia.

When a reciprocal tax treaty is not in force, the firm typically:

Bringing managers together in one location for extended periods and rotating them through different jobs in several countries helps the firm build a(n) _____.

A hardship allowance is paid:

Expatriate failure refers to a manager's failure to understand host-country cultural norms and values, leading to ineffective work.

Broadly speaking, a geocentric approach is compatible with:

From a strategic perspective, the key issue in international labor relations is the degree to which organized labor can limit the choices of an international business.

A firm following a(n) _____ approach to staffing believes that the host-country nationals should be recruited to manage subsidiaries, while parent-country nationals occupy key positions at corporate headquarters.

_____ is the ability to understand why people of other countries behave the way they do.

Most expatriates believe that more weight should be given to an on-site manager's appraisal than to an off-site manager's appraisal.

What is human resource management? Why is HRM an important strategic component?

How can firms reduce the bias in performance appraisals of expatriate managers?

In a seminal study, R. L. Tung found that for American multinationals, the biggest impediment to expatriate success was the:

_____ makes it difficult to evaluate the performance of expatriate managers objectively.

Globalization

National Differences in Political Economy, and Legal Systems

National Differences in Economic Development

Differences in Culture

Ethics, Corporate Social Responsibility, and Sustainability

International Trade Theory

Government Policy and International Trade

Foreign Direct Investment

Regional Trade Pacts Give the Mexican Auto Industry an Edge

The Foreign Exchange Market

The International Monetary System

The Global Capital Market

The Strategy of International Business

The Organization of International Business

Entry Strategy and Strategic Alliances

Exporting, Importing, and Countertrade

Global Production and Supply Chain Management

Global Marketing and RD

Accounting and Finance in the International Business

Filters

Exam 19: Global Human Resource Management

Historically, most international businesses have been:

A firm's performance appraisal systems are an important element of its control systems.

What are the three types of staffing policies in international business? Briefly describe each one. Which is the most attractive approach and why?

Discuss the concerns of organized labor.

Mendenhall and Oddou identified cultural toughness as one of the dimensions in their study on dimensions that predict success in foreign jobs postings. This dimension refers to the:

Which of the following issues was not addressed by Mendenhall and Oddou's study?

A firm that adopts a polycentric approach to staffing is likely to suffer from cultural myopia.

When a reciprocal tax treaty is not in force, the firm typically:

Bringing managers together in one location for extended periods and rotating them through different jobs in several countries helps the firm build a(n) _____.

A hardship allowance is paid:

Expatriate failure refers to a manager's failure to understand host-country cultural norms and values, leading to ineffective work.

Broadly speaking, a geocentric approach is compatible with:

From a strategic perspective, the key issue in international labor relations is the degree to which organized labor can limit the choices of an international business.

A firm following a(n) _____ approach to staffing believes that the host-country nationals should be recruited to manage subsidiaries, while parent-country nationals occupy key positions at corporate headquarters.

_____ is the ability to understand why people of other countries behave the way they do.

Most expatriates believe that more weight should be given to an on-site manager's appraisal than to an off-site manager's appraisal.

What is human resource management? Why is HRM an important strategic component?

How can firms reduce the bias in performance appraisals of expatriate managers?

In a seminal study, R. L. Tung found that for American multinationals, the biggest impediment to expatriate success was the:

_____ makes it difficult to evaluate the performance of expatriate managers objectively.

Globalization

National Differences in Political Economy, and Legal Systems

National Differences in Economic Development

Differences in Culture

Ethics, Corporate Social Responsibility, and Sustainability

International Trade Theory

Government Policy and International Trade

Foreign Direct Investment

Regional Trade Pacts Give the Mexican Auto Industry an Edge

The Foreign Exchange Market

The International Monetary System

The Global Capital Market

The Strategy of International Business

The Organization of International Business

Entry Strategy and Strategic Alliances

Exporting, Importing, and Countertrade

Global Production and Supply Chain Management

Global Marketing and RD

Accounting and Finance in the International Business

Filters