Question 1

The salary for expatriates is usually determined by _____.

Accepted Answer

A)  job evaluation 
B)  market pay 
C)  competitors' pay level in the host country 
D)  international pay schedules 
A)  job evaluation 
B)  market pay 
C)  competitors' pay level in the host country 
D)  international pay schedules A

Question 2

Re-analysis of Hofstede's data shows that variation on culture dimensions is much larger among individual within a countries than between countries.

Accepted Answer

A) True 
 B)False  True

Question 3

One of the main reasons the European Union is trying to provide common labor standards for all members is to _____.

Accepted Answer

A)  make mobility easier for workers 
B)  make it easier for companies to manage benefits 
C)  increase tax revenues for retirees 
D)  avoid social dumping 
A)  make mobility easier for workers 
B)  make it easier for companies to manage benefits 
C)  increase tax revenues for retirees 
D)  avoid social dumping D

Question 4

Traditionally,Japan's employment relationships were supported by _____.

Accepted Answer

A)  lifetime security within the company 
B)  performance-based pay systems 
C)  centralized unions representing workers within a single company 
D)  performance-based promotion systems 
A)  lifetime security within the company 
B)  performance-based pay systems 
C)  centralized unions representing workers within a single company 
D)  performance-based promotion systems

Question 5

A(n)_____ approach designs a total pay system at headquarters and applies it globally.

Accepted Answer

A)  centralized 
B)  globalizer 
C)  localizer 
D)  exporter 
A)  centralized 
B)  globalizer 
C)  localizer 
D)  exporter

Question 6

Trade unions and employer federations are examples of _____ factors in international compensation.

Accepted Answer

A)  economic 
B)  employee 
C)  organizational 
D)  institutional 
A)  economic 
B)  employee 
C)  organizational 
D)  institutional

Question 7

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

Accepted Answer

Most North American,European,and Japanes

Question 8

Which of the following is not true of expats?

Accepted Answer

A)  Sixty-eight percent of expats don't know what their next job will be when they return 
B)  Only 5 percent believe their company values their overseas experience 
C)  Eleven percent are promoted when they return 
D)  Forty-nine percent of expats are women 
A)  Sixty-eight percent of expats don't know what their next job will be when they return 
B)  Only 5 percent believe their company values their overseas experience 
C)  Eleven percent are promoted when they return 
D)  Forty-nine percent of expats are women

Question 9

Which of the following ties salary to a region?

Accepted Answer

A)  The cafeteria approach 
B)  The localization approach 
C)  The modified balance sheet approach 
D)  The lump-sum approach 
A)  The cafeteria approach 
B)  The localization approach 
C)  The modified balance sheet approach 
D)  The lump-sum approach

Question 10

In Japan,bonuses are primarily used to control the company's cash flow rather than to motivate better performance.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following is based on the premise that employees on overseas assignments should 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 local plus approach 
D)  The income statement approach 
A)  The assets-liability approach 
B)  The balance sheet approach 
C)  The local plus approach 
D)  The income statement approach

Question 12

A Japanese citizen working for Toyota in Georgetown,Kentucky is a(n)_____.

Accepted Answer

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

Question 13

_____ is an example of a country with a highly decentralized approach to pay setting with little government involvement.

Accepted Answer

A)  Netherlands 
B)  Germany 
C)  Finland 
D)  The United States 
A)  Netherlands 
B)  Germany 
C)  Finland 
D)  The United States

Question 14

Slow growth and competition has led Japanese companies to

Accepted Answer

A)  use more performance-based pay 
B)  change their mix of benefits 
C)  raise base wages 
D)  offer benefits such as gyms, dating services, and exotic vacations 
A)  use more performance-based pay 
B)  change their mix of benefits 
C)  raise base wages 
D)  offer benefits such as gyms, dating services, and exotic vacations

Question 15

In Malaysia and Mexico,egalitarian pay structures fit best with the culture.

Accepted Answer

A) True 
 B)False

Question 16

US expatriates believe their organizations do not value their international expertise.

Accepted Answer

A) True 
 B)False

Question 17

How do the differences in the ownership and financing of companies around the world impact international pay?

Accepted Answer

Ownership and financing of companies dif

Question 18

Seventy-seven percent of expats have less disposable income when they return.

Accepted Answer

A) True 
 B)False

Question 19

In designing pay systems to fit the cultures of other countries,the important question is,"What are the cultural differences among nations?"

Accepted Answer

A) True 
 B)False

Question 20

Which of the following is true of bonuses paid in Japan? They are _____.

Accepted Answer

A)  between 10 and 20 percent of annual salary 
B)  typically paid once a year 
C)  not an expectable additional payment 
D)  not necessarily related to performance 
A)  between 10 and 20 percent of annual salary 
B)  typically paid once a year 
C)  not an expectable additional payment 
D)  not necessarily related to performance

The salary for expatriates is usually determined by _____.

Re-analysis of Hofstede's data shows that variation on culture dimensions is much larger among individual within a countries than between countries.

One of the main reasons the European Union is trying to provide common labor standards for all members is to _____.

Traditionally,Japan's employment relationships were supported by _____.

A(n)_____ approach designs a total pay system at headquarters and applies it globally.

Trade unions and employer federations are examples of _____ factors in international compensation.

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

Which of the following is not true of expats?

Which of the following ties salary to a region?

In Japan,bonuses are primarily used to control the company's cash flow rather than to motivate better performance.

Which of the following is based on the premise that employees on overseas assignments should have the same spending power as they would in their home country?

A Japanese citizen working for Toyota in Georgetown,Kentucky is a(n)_____.

_____ is an example of a country with a highly decentralized approach to pay setting with little government involvement.

Slow growth and competition has led Japanese companies to

In Malaysia and Mexico,egalitarian pay structures fit best with the culture.

US expatriates believe their organizations do not value their international expertise.

How do the differences in the ownership and financing of companies around the world impact international pay?

Seventy-seven percent of expats have less disposable income when they return.

In designing pay systems to fit the cultures of other countries,the important question is,"What are the cultural differences among nations?"

Which of the following is true of bonuses paid in Japan? They are _____.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, mix, and Pay Structures

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 salary for expatriates is usually determined by _____.

Re-analysis of Hofstede's data shows that variation on culture dimensions is much larger among individual within a countries than between countries.

One of the main reasons the European Union is trying to provide common labor standards for all members is to _____.

Traditionally,Japan's employment relationships were supported by _____.

A(n)_____ approach designs a total pay system at headquarters and applies it globally.

Trade unions and employer federations are examples of _____ factors in international compensation.

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

Which of the following is not true of expats?

Which of the following ties salary to a region?

In Japan,bonuses are primarily used to control the company's cash flow rather than to motivate better performance.

Which of the following is based on the premise that employees on overseas assignments should have the same spending power as they would in their home country?

A Japanese citizen working for Toyota in Georgetown,Kentucky is a(n)_____.

_____ is an example of a country with a highly decentralized approach to pay setting with little government involvement.

Slow growth and competition has led Japanese companies to

In Malaysia and Mexico,egalitarian pay structures fit best with the culture.

US expatriates believe their organizations do not value their international expertise.

How do the differences in the ownership and financing of companies around the world impact international pay?

Seventy-seven percent of expats have less disposable income when they return.

In designing pay systems to fit the cultures of other countries,the important question is,"What are the cultural differences among nations?"

Which of the following is true of bonuses paid in Japan? They are _____.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, mix, and Pay Structures

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