Question 1

Which of the following staffing approaches will be most effective for a firm that is pursuing a transnational strategy?

Accepted Answer

A)  A polycentric staffing policy 
B)  An ethnocentric staffing policy 
C)  A geocentric staffing policy 
D)  An internal staffing policy 
A)  A polycentric staffing policy 
B)  An ethnocentric staffing policy 
C)  A geocentric staffing policy 
D)  An internal staffing policy

Question 2

A geocentric approach tends to weaken local responsiveness.

Accepted Answer

A) True 
 B)False

Question 3

If a firm is serious about building a(n) _____, it may have to pay its international executives the same basic salary irrespective of their country of origin or assignment.

Accepted Answer

A)  expatriate community 
B)  international cadre 
C)  inpatriate community 
D)  international corps 
A)  expatriate community 
B)  international cadre 
C)  inpatriate community 
D)  international corps

Question 4

A(n) _____ seeks the best people for key jobs throughout the organization, regardless of nationality.

Accepted Answer

A)  polycentric staffing policy 
B)  ethnocentric staffing policy 
C)  geocentric staffing policy 
D)  uniform staffing policy 
A)  polycentric staffing policy 
B)  ethnocentric staffing policy 
C)  geocentric staffing policy 
D)  uniform staffing policy

Question 5

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

Accepted Answer

A)  Unintentional bias 
B)  Lack of proximity 
C)  Intentional bias 
D)  Inadequate hard data 
A)  Unintentional bias 
B)  Lack of proximity 
C)  Intentional bias 
D)  Inadequate hard data

Question 6

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

Accepted Answer

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

Question 7

A geocentric staffing policy:

Accepted Answer

A)  requires host-country nationals to be recruited to manage subsidiaries, while parent-country nationals occupy key positions at corporate headquarters. 
B)  leads to ineffective use of human resources. 
C)  requires extensive documentation. 
D)  is compatible with both international and localization strategy. 
A)  requires host-country nationals to be recruited to manage subsidiaries, while parent-country nationals occupy key positions at corporate headquarters. 
B)  leads to ineffective use of human resources. 
C)  requires extensive documentation. 
D)  is compatible with both international and localization strategy.

Question 8

Which of the following is a drawback of the polycentric approach to staffing?

Accepted Answer

A)  Firms are likely to suffer from cultural myopia. 
B)  Host-country nationals are vulnerable to cultural misunderstandings. 
C)  This approach increases the cost of value creation. 
D)  Host-country nationals have limited opportunities for advancement beyond senior positions in their subsidiary. 
A)  Firms are likely to suffer from cultural myopia. 
B)  Host-country nationals are vulnerable to cultural misunderstandings. 
C)  This approach increases the cost of value creation. 
D)  Host-country nationals have limited opportunities for advancement beyond senior positions in their subsidiary.

Question 9

A citizen of Japan who moves to the United States to work at Microsoft would be classified as an inpatriate.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is true regarding approaches to labor relations?

Accepted Answer

A)  International businesses use mostly similar approaches to international labor relations. 
B)  The trend is toward greater decentralized control of international labor relations. 
C)  Historically, most international businesses have centralized the labor relations function. 
D)  Many firms are now using the threat to move production to another country in their negotiations with unions. 
A)  International businesses use mostly similar approaches to international labor relations. 
B)  The trend is toward greater decentralized control of international labor relations. 
C)  Historically, most international businesses have centralized the labor relations function. 
D)  Many firms are now using the threat to move production to another country in their negotiations with unions.

Question 11

The international trade secretariats (ITS) have had virtually no real success. Which of the following is a cause of the ITS's ineffectiveness?

Accepted Answer

A)  National unions compete with each other to attract investment from international businesses. 
B)  The structure and ideology of unions tend to be very similar from country to country. 
C)  Organized labor has had overwhelming success in its efforts to get national and international bodies to regulate multinationals. 
D)  The codes of conduct developed by International Labor Organization and the Organization for Economic Cooperation and Development prevented the ITSs from exercising absolute power. 
A)  National unions compete with each other to attract investment from international businesses. 
B)  The structure and ideology of unions tend to be very similar from country to country. 
C)  Organized labor has had overwhelming success in its efforts to get national and international bodies to regulate multinationals. 
D)  The codes of conduct developed by International Labor Organization and the Organization for Economic Cooperation and Development prevented the ITSs from exercising absolute power.

Question 12

Bringing managers together in one location for extended periods and rotating them through different jobs in several countries is a part of:

Accepted Answer

A)  the ethnocentric approach. 
B)  the global standardization strategy. 
C)  cultural toughness programs. 
D)  management development programs. 
A)  the ethnocentric approach. 
B)  the global standardization strategy. 
C)  cultural toughness programs. 
D)  management development programs.

Question 13

From a strategic perspective, the key issue in international labor relations is the degree to which organized labor can:

Accepted Answer

A)  improve the profitability of the company. 
B)  enhance the choices of an international business. 
C)  increase the integration and consolidation of global operations. 
D)  limit the choices of an international business. 
A)  improve the profitability of the company. 
B)  enhance the choices of an international business. 
C)  increase the integration and consolidation of global operations. 
D)  limit the choices of an international business.

Question 14

Describe the notion of management development programs as a tool for increasing the overall skill levels of managers. What is the goal of this type of program?

Accepted Answer

Management development programs are desi

Question 15

Unions' bargaining power is:

Accepted Answer

A)  largely derived from their ability to threaten to disrupt production. 
B)  rooted in their government backing. 
C)  largely derived from their ability to control corporate managers. 
D)  rooted in their financial resources. 
A)  largely derived from their ability to threaten to disrupt production. 
B)  rooted in their government backing. 
C)  largely derived from their ability to control corporate managers. 
D)  rooted in their financial resources.

Question 16

A Japanese firm prefers expatriate Japanese managers to head its foreign operations because these managers have been socialized into the firm while employed in Japan. This indicates that the firm:

Accepted Answer

A)  believes that such managers cannot progress beyond middle-manager positions in their parent company. 
B)  follows an ethnocentric staffing policy to maintain a unified corporate culture. 
C)  is trying to create value by transferring core competencies to a foreign operation. 
D)  requires host-country nationals to be recruited to manage subsidiaries. 
A)  believes that such managers cannot progress beyond middle-manager positions in their parent company. 
B)  follows an ethnocentric staffing policy to maintain a unified corporate culture. 
C)  is trying to create value by transferring core competencies to a foreign operation. 
D)  requires host-country nationals to be recruited to manage subsidiaries.

Question 17

Explain how the wide variation in union structure around the world has been an impediment to cooperation between international companies and various unions.

Accepted Answer

The wide variation in union structure ar

Question 18

Practical training is:

Accepted Answer

A)  provided to foster an appreciation for the host country's culture. 
B)  aimed at helping expatriates improve their communication skills. 
C)  aimed at helping expatriate managers to build relationships in the host-country. 
D)  aimed at helping the expatriate manager and family ease themselves into day-to-day life in the host country. 
A)  provided to foster an appreciation for the host country's culture. 
B)  aimed at helping expatriates improve their communication skills. 
C)  aimed at helping expatriate managers to build relationships in the host-country. 
D)  aimed at helping the expatriate manager and family ease themselves into day-to-day life in the host country.

Question 19

An executive who performs well in a domestic setting may not be able to adapt to managing in a different cultural setting.

Accepted Answer

A) True 
 B)False

Question 20

A(n) _____ staffing policy can be expensive to implement because training an relocation costs increase when transferring managers from one country to another.

Accepted Answer

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

Which of the following staffing approaches will be most effective for a firm that is pursuing a transnational strategy?

A geocentric approach tends to weaken local responsiveness.

If a firm is serious about building a(n) _____, it may have to pay its international executives the same basic salary irrespective of their country of origin or assignment.

A(n) _____ seeks the best people for key jobs throughout the organization, regardless of nationality.

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

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

A geocentric staffing policy:

Which of the following is a drawback of the polycentric approach to staffing?

A citizen of Japan who moves to the United States to work at Microsoft would be classified as an inpatriate.

Which of the following is true regarding approaches to labor relations?

The international trade secretariats (ITS) have had virtually no real success. Which of the following is a cause of the ITS's ineffectiveness?

Bringing managers together in one location for extended periods and rotating them through different jobs in several countries is a part of:

From a strategic perspective, the key issue in international labor relations is the degree to which organized labor can:

Describe the notion of management development programs as a tool for increasing the overall skill levels of managers. What is the goal of this type of program?

Unions' bargaining power is:

A Japanese firm prefers expatriate Japanese managers to head its foreign operations because these managers have been socialized into the firm while employed in Japan. This indicates that the firm:

Explain how the wide variation in union structure around the world has been an impediment to cooperation between international companies and various unions.

Practical training is:

An executive who performs well in a domestic setting may not be able to adapt to managing in a different cultural setting.

A(n) _____ staffing policy can be expensive to implement because training an relocation costs increase when transferring managers from one country to another.

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

Which of the following staffing approaches will be most effective for a firm that is pursuing a transnational strategy?

A geocentric approach tends to weaken local responsiveness.

If a firm is serious about building a(n) _____, it may have to pay its international executives the same basic salary irrespective of their country of origin or assignment.

A(n) _____ seeks the best people for key jobs throughout the organization, regardless of nationality.

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

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

A geocentric staffing policy:

Which of the following is a drawback of the polycentric approach to staffing?

A citizen of Japan who moves to the United States to work at Microsoft would be classified as an inpatriate.

Which of the following is true regarding approaches to labor relations?

The international trade secretariats (ITS) have had virtually no real success. Which of the following is a cause of the ITS's ineffectiveness?

Bringing managers together in one location for extended periods and rotating them through different jobs in several countries is a part of:

From a strategic perspective, the key issue in international labor relations is the degree to which organized labor can:

Describe the notion of management development programs as a tool for increasing the overall skill levels of managers. What is the goal of this type of program?

Unions' bargaining power is:

A Japanese firm prefers expatriate Japanese managers to head its foreign operations because these managers have been socialized into the firm while employed in Japan. This indicates that the firm:

Explain how the wide variation in union structure around the world has been an impediment to cooperation between international companies and various unions.

Practical training is:

An executive who performs well in a domestic setting may not be able to adapt to managing in a different cultural setting.

A(n) _____ staffing policy can be expensive to implement because training an relocation costs increase when transferring managers from one country to another.

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