Question 1

The degree of discretion managers have to make total compensation a strategic tool is referred to as _____.

Accepted Answer

A) managerial accountability 
B) democratic accountability 
C) managerial autonomy 
D) managerial liability 
A) managerial accountability 
B) democratic accountability 
C) managerial autonomy 
D) managerial liability

Question 2

Which of the following approaches seeks to ensure that employees on overseas assignments have the same spending power as they would in their home country?

Accepted Answer

A) The assets-liability approach 
B) The balance sheet approach 
C) The compensatory tax approach 
D) The income statement approach 
A) The assets-liability approach 
B) The balance sheet approach 
C) The compensatory tax approach 
D) The income statement approach

Question 3

When taxes are deducted from employees' earnings up to the same amount of taxes they would pay had they remained in their home country, it is known as _____.

Accepted Answer

A) expat tax 
B) tax equalization 
C) compensatory tax 
D) tax protection 
A) expat tax 
B) tax equalization 
C) compensatory tax 
D) tax protection

Question 4

_____ is an example of a country with a highly decentralized approach to pay setting with higher wage felxibility.

Accepted Answer

A) Sweden 
B) Germany 
C) Belgium 
D) The United States of America 
A) Sweden 
B) Germany 
C) Belgium 
D) The United States of America

Question 5

In Japan, internal alignment based on _____ is far more important than other factors.

Accepted Answer

A) skills 
B) jobs 
C) accountabilities 
D) seniority 
A) skills 
B) jobs 
C) accountabilities 
D) seniority

Question 6

Explain the dimensions of national cultural attributes proposed by Hofstede.

Accepted Answer

The five national culture dimensions pro

Question 7

Which of the following is NOT true of expatriates?

Accepted Answer

A) 68 percent of expatriates do not know what their jobs will be when they return home. 
B) Only five percent of expatriates believe their company values their overseas experience. 
C) 11 percent are promoted when they return. 
D) 49 percent of U.S.expatriates are women. 
A) 68 percent of expatriates do not know what their jobs will be when they return home. 
B) Only five percent of expatriates believe their company values their overseas experience. 
C) 11 percent are promoted when they return. 
D) 49 percent of U.S.expatriates are women.

Question 8

Which of the following is NOT true of the tariff agreements in Germany?

Accepted Answer

A) Small organizations use them as guidelines. 
B) Managerial jobs are covered by the agreements. 
C) Job evaluation methods are part of the agreements. 
D) Tariff agreements are different for each industrial sector. 
A) Small organizations use them as guidelines. 
B) Managerial jobs are covered by the agreements. 
C) Job evaluation methods are part of the agreements. 
D) Tariff agreements are different for each industrial sector.

Question 9

Slow growth and competition has led Japanese companies to

Accepted Answer

A) use more performance-based pay. 
B) focus on maintaining lifetime employment rather than long-time employment. 
C) switch over to seniority-based pay. 
D) offer benefits such as gyms, dating services, and exotic vacations. 
A) use more performance-based pay. 
B) focus on maintaining lifetime employment rather than long-time employment. 
C) switch over to seniority-based pay. 
D) offer benefits such as gyms, dating services, and exotic vacations.

Question 10

What is the balance sheet approach? What is its objective?

Accepted Answer

Most North American, European, and Japan

Question 11

Japanese pay systems are more person-based than job-based.

Accepted Answer

A) True 
 B)False

Question 12

Which of the following countries has the highest number of people in the workforce belonging to unions?

Accepted Answer

A) Japan 
B) Sweden 
C) Italy 
D) South Korea 
A) Japan 
B) Sweden 
C) Italy 
D) South Korea

Question 13

Which of the following statements is true of the localization approach to expatriate compensation?

Accepted Answer

A) It is more expensive than the balance sheet approach regardless of the location. 
B) It ties salary to the host country's salary scales. 
C) It ties salary to the home country's salary scales. 
D) It ensures that the expatriate's pay is equalized without the need for relocation bonuses. 
A) It is more expensive than the balance sheet approach regardless of the location. 
B) It ties salary to the host country's salary scales. 
C) It ties salary to the home country's salary scales. 
D) It ensures that the expatriate's pay is equalized without the need for relocation bonuses.

Question 14

Bonuses paid in Japan are _____.

Accepted Answer

A) additional pay equivalent to two weeks of annual salary 
B) typically paid once a year 
C) not an expectable additional payment 
D) not necessarily related to performance 
A) additional pay equivalent to two weeks of annual salary 
B) typically paid once a year 
C) not an expectable additional payment 
D) not necessarily related to performance

Question 15

In China, while state-owned enterprises employ two-thirds of all workers, wholly privately owned enterprises, joint ventures with foreign companies, and WOFEs account for half of all profits.

Accepted Answer

A) True 
 B)False

Question 16

Companies in the United States, United Kingdom, and some central European countries are most likely to have centralized wage bargaining.

Accepted Answer

A) True 
 B)False

Question 17

Understanding international compensation begins with recognizing differences and similarities and figuring out how to best manage them.

Accepted Answer

A) True 
 B)False

Question 18

Individualism is _____.

Accepted Answer

A) the degree to which people are supposed to look after themselves or remain integrated into groups, usually around the family 
B) the distribution of emotional roles between the genders 
C) the extent to which a culture programs individuals to accept delayed gratification of their emotional needs 
D) the extent to which a culture programs individuals to feel either uncomfortable or comfortable in unstructured situations 
A) the degree to which people are supposed to look after themselves or remain integrated into groups, usually around the family 
B) the distribution of emotional roles between the genders 
C) the extent to which a culture programs individuals to accept delayed gratification of their emotional needs 
D) the extent to which a culture programs individuals to feel either uncomfortable or comfortable in unstructured situations

Question 19

Neither works councils nor co-determination are legally required in the United States and are quite rare.

Accepted Answer

A) True 
 B)False

Question 20

A Korean citizen working for Toshiba, a Japanese company, in Canada is a _____.

Accepted Answer

A) host-country national 
B) third-country national 
C) parent-country national 
D) local country national 
A) host-country national 
B) third-country national 
C) parent-country national 
D) local country national

The degree of discretion managers have to make total compensation a strategic tool is referred to as _____.

Which of the following approaches seeks to ensure that employees on overseas assignments have the same spending power as they would in their home country?

When taxes are deducted from employees' earnings up to the same amount of taxes they would pay had they remained in their home country, it is known as _____.

_____ is an example of a country with a highly decentralized approach to pay setting with higher wage felxibility.

In Japan, internal alignment based on _____ is far more important than other factors.

Explain the dimensions of national cultural attributes proposed by Hofstede.

Which of the following is NOT true of expatriates?

Which of the following is NOT true of the tariff agreements in Germany?

Slow growth and competition has led Japanese companies to

What is the balance sheet approach? What is its objective?

Japanese pay systems are more person-based than job-based.

Which of the following countries has the highest number of people in the workforce belonging to unions?

Which of the following statements is true of the localization approach to expatriate compensation?

Bonuses paid in Japan are _____.

In China, while state-owned enterprises employ two-thirds of all workers, wholly privately owned enterprises, joint ventures with foreign companies, and WOFEs account for half of all profits.

Companies in the United States, United Kingdom, and some central European countries are most likely to have centralized wage bargaining.

Understanding international compensation begins with recognizing differences and similarities and figuring out how to best manage them.

Individualism is _____.

Neither works councils nor co-determination are legally required in the United States and are quite rare.

A Korean citizen working for Toshiba, a Japanese company, in Canada is a _____.

Pay-For-Performance: The Evidence

Strategy: The Totality of Decisions

Defining Internal Alignment

R: Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, Mix, and Pay

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

Government and Legal Issues in Compensation

Management: Making It Work

Filters

Exam 16: International Pay Systems

The degree of discretion managers have to make total compensation a strategic tool is referred to as _____.

Which of the following approaches seeks to ensure that employees on overseas assignments have the same spending power as they would in their home country?

When taxes are deducted from employees' earnings up to the same amount of taxes they would pay had they remained in their home country, it is known as _____.

_____ is an example of a country with a highly decentralized approach to pay setting with higher wage felxibility.

In Japan, internal alignment based on _____ is far more important than other factors.

Explain the dimensions of national cultural attributes proposed by Hofstede.

Which of the following is NOT true of expatriates?

Which of the following is NOT true of the tariff agreements in Germany?

Slow growth and competition has led Japanese companies to

What is the balance sheet approach? What is its objective?

Japanese pay systems are more person-based than job-based.

Which of the following countries has the highest number of people in the workforce belonging to unions?

Which of the following statements is true of the localization approach to expatriate compensation?

Bonuses paid in Japan are _____.

In China, while state-owned enterprises employ two-thirds of all workers, wholly privately owned enterprises, joint ventures with foreign companies, and WOFEs account for half of all profits.

Companies in the United States, United Kingdom, and some central European countries are most likely to have centralized wage bargaining.

Understanding international compensation begins with recognizing differences and similarities and figuring out how to best manage them.

Individualism is _____.

Neither works councils nor co-determination are legally required in the United States and are quite rare.

A Korean citizen working for Toshiba, a Japanese company, in Canada is a _____.

Pay-For-Performance: The Evidence

Strategy: The Totality of Decisions

Defining Internal Alignment

R: Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, Mix, and Pay

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

Government and Legal Issues in Compensation

Management: Making It Work

Filters