Question 1

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 2

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 3

What is the most important advantage of using a geocentric staffing policy?

Accepted Answer

A)  It enables the firm to build a cadre of international executives who feel at home working in a number of cultures. 
B)  It may be less expensive to implement than other policies, reducing the costs of value creation. 
C)  The higher pay managers on an international fast track enjoy is a source of inspiration within a firm. 
D)  It reduces the need for futile and time consuming documentation. 
A)  It enables the firm to build a cadre of international executives who feel at home working in a number of cultures. 
B)  It may be less expensive to implement than other policies, reducing the costs of value creation. 
C)  The higher pay managers on an international fast track enjoy is a source of inspiration within a firm. 
D)  It reduces the need for futile and time consuming documentation.

Question 4

What is the key issue strategic issue in international labor relations and how can the HRM function ensure that the issue is addressed?

Accepted Answer

The HRM function of an international bus

Question 5

A polycentric approach may be effective for firms pursuing a(n):

Accepted Answer

A)  international strategy. 
B)  localization strategy. 
C)  transnational strategy. 
D)  global standardization strategy. 
A)  international strategy. 
B)  localization strategy. 
C)  transnational strategy. 
D)  global standardization strategy.

Question 6

Discuss why the repatriation process is so difficult for so many expatriates.

Accepted Answer

Preparing expatriates for reentry into t

Question 7

In ethnocentric firms, the lack of managers' mobility among national operations implies that pay can and should be kept country-specific.

Accepted Answer

A) True 
 B)False

Question 8

Firms may choose an ethnocentric approach to staffing as opposed to a polycentric approach because of the cost savings it promotes.

Accepted Answer

A) True 
 B)False

Question 9

What is the difference between an ethnocentric and a polycentric staffing approach?

Accepted Answer

A)  An ethnocentric staffing approach alleviates cultural myopia, while a polycentric staffing approach can lead to cultural myopia. 
B)  An ethnocentric staffing approach is more expensive compared to a polycentric staffing approach. 
C)  An ethnocentric staffing approach seeks host-country nationals for all key positions, while a polycentric staffing approach seeks the best people for key jobs regardless of nationality. 
D)  An ethnocentric staffing approach is now used in most international businesses, while the polycentric staffing approach is on the wane. 
A)  An ethnocentric staffing approach alleviates cultural myopia, while a polycentric staffing approach can lead to cultural myopia. 
B)  An ethnocentric staffing approach is more expensive compared to a polycentric staffing approach. 
C)  An ethnocentric staffing approach seeks host-country nationals for all key positions, while a polycentric staffing approach seeks the best people for key jobs regardless of nationality. 
D)  An ethnocentric staffing approach is now used in most international businesses, while the polycentric staffing approach is on the wane.

Question 10

Discuss the advantages and disadvantages of a polycentric approach to staffing.

Accepted Answer

A polycentric staffing policy requires h

Question 11

An ethnocentric staffing policy is one in which:

Accepted Answer

A)  all key management positions are filled by host-country nationals. 
B)  host-country nationals are recruited to manage subsidiaries. 
C)  all key management positions are filled by parent-country nationals. 
D)  the best people are recruited for key jobs throughout the organization, regardless of nationality. 
A)  all key management positions are filled by host-country nationals. 
B)  host-country nationals are recruited to manage subsidiaries. 
C)  all key management positions are filled by parent-country nationals. 
D)  the best people are recruited for key jobs throughout the organization, regardless of nationality.

Question 12

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 13

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 14

A seminal study, R. L. Tung, revealed that for European firms, the top reason for expatriate failure was the inability of the manager to cope with larger overseas responsibilities.

Accepted Answer

A) True 
 B)False

Question 15

Base pay in most firms is set with regard to global market conditions.

Accepted Answer

A) True 
 B)False

Question 16

What is the long-term goal of international trade secretariats (ITSs)?

Accepted Answer

A)  To increase the competition between national unions 
B)  To be able to bargain transnationally with multinational firms 
C)  To accommodate wide variation in union structure 
D)  To be able to regulate multinationals with regard to labor policies 
A)  To increase the competition between national unions 
B)  To be able to bargain transnationally with multinational firms 
C)  To accommodate wide variation in union structure 
D)  To be able to regulate multinationals with regard to labor policies

Question 17

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 18

Historically, most international businesses have been more concerned with training than with management development.

Accepted Answer

A) True 
 B)False

Question 19

Cultural myopia refers to a firm's failure to understand host-country cultural differences that require different approaches to marketing and management.

Accepted Answer

A) True 
 B)False

Question 20

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

A geocentric staffing policy _____.

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

What is the most important advantage of using a geocentric staffing policy?

What is the key issue strategic issue in international labor relations and how can the HRM function ensure that the issue is addressed?

A polycentric approach may be effective for firms pursuing a(n):

Discuss why the repatriation process is so difficult for so many expatriates.

In ethnocentric firms, the lack of managers' mobility among national operations implies that pay can and should be kept country-specific.

Firms may choose an ethnocentric approach to staffing as opposed to a polycentric approach because of the cost savings it promotes.

What is the difference between an ethnocentric and a polycentric staffing approach?

Discuss the advantages and disadvantages of a polycentric approach to staffing.

An ethnocentric staffing policy is one in which:

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

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

A seminal study, R. L. Tung, revealed that for European firms, the top reason for expatriate failure was the inability of the manager to cope with larger overseas responsibilities.

Base pay in most firms is set with regard to global market conditions.

What is the long-term goal of international trade secretariats (ITSs)?

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

Historically, most international businesses have been more concerned with training than with management development.

Cultural myopia refers to a firm's failure to understand host-country cultural differences that require different approaches to marketing and management.

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

Globalization

National Differences in Political Economy

Political Economy and Economic Development

Differences in Culture

Ethics in International Business

International Trade Theory

The Political Economy of International Trade

Foreign Direct Investment

Regional Economic Integration

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, Outsourcing, and Logistics

Global Marketing and RD

Accounting and Finance in the International Business

Filters

Exam 19: Global Human Resource Management

A geocentric staffing policy _____.

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

What is the most important advantage of using a geocentric staffing policy?

What is the key issue strategic issue in international labor relations and how can the HRM function ensure that the issue is addressed?

A polycentric approach may be effective for firms pursuing a(n):

Discuss why the repatriation process is so difficult for so many expatriates.

In ethnocentric firms, the lack of managers' mobility among national operations implies that pay can and should be kept country-specific.

Firms may choose an ethnocentric approach to staffing as opposed to a polycentric approach because of the cost savings it promotes.

What is the difference between an ethnocentric and a polycentric staffing approach?

Discuss the advantages and disadvantages of a polycentric approach to staffing.

An ethnocentric staffing policy is one in which:

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

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

A seminal study, R. L. Tung, revealed that for European firms, the top reason for expatriate failure was the inability of the manager to cope with larger overseas responsibilities.

Base pay in most firms is set with regard to global market conditions.

What is the long-term goal of international trade secretariats (ITSs)?

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

Historically, most international businesses have been more concerned with training than with management development.

Cultural myopia refers to a firm's failure to understand host-country cultural differences that require different approaches to marketing and management.

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

Globalization

National Differences in Political Economy

Political Economy and Economic Development

Differences in Culture

Ethics in International Business

International Trade Theory

The Political Economy of International Trade

Foreign Direct Investment

Regional Economic Integration

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, Outsourcing, and Logistics

Global Marketing and RD

Accounting and Finance in the International Business

Filters