Question 1

Explain the dimensions of national cultural attributes proposed by Hofstede.

Accepted Answer

The five dimensions of national cultural

Question 2

The employment relationship includes all of the following except _____.

Accepted Answer

A)  the exchange between employee and employer 
B)  the International Labor Organization 
C)  the government 
D)  all enterprise owners 
A)  the exchange between employee and employer 
B)  the International Labor Organization 
C)  the government 
D)  all enterprise owners

Question 3

This approach sets salaries according to the home-country system and simply offers employees a one-time payment of money to offset differences in standards of living.

Accepted Answer

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

Question 4

Which of the following is an advantage of hiring LCNs?

Accepted Answer

A)  The company incurs relocation expenses and other substantial expenses associated with the use of expatriates. 
B)  The company has concerns about employees adapting to the local culture. 
C)  Only rarely do organizations decide that hiring LCNs is appropriate. 
D)  Employment of LCNs satisfies nationalistic demands for hiring locals. 
A)  The company incurs relocation expenses and other substantial expenses associated with the use of expatriates. 
B)  The company has concerns about employees adapting to the local culture. 
C)  Only rarely do organizations decide that hiring LCNs is appropriate. 
D)  Employment of LCNs satisfies nationalistic demands for hiring locals.

Question 5

The approach to international compensation in which headquarters and foreign units are networked and share ideas is the _____.

Accepted Answer

A)  globalizer 
B)  matrix 
C)  exporter 
D)  "think global, act local" 
A)  globalizer 
B)  matrix 
C)  exporter 
D)  "think global, act local"

Question 6

What are the basic components of Japanese pay systems? Explain at least one of them.

Accepted Answer

Japanese pay systems can be described in

Question 7

Under a tax equalization policy,the company retains the difference in taxes when an expat from a high taxation country is on assignment in a lower tax country.

Accepted Answer

A) True 
 B)False

Question 8

Volkswagen would find it easier and less complex to reduce their labor costs than Toyota.

Accepted Answer

A) True 
 B)False

Question 9

Neither works councils or co-determination are legally required in the United States and are quite rare.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is an advantage of the U.S.approach to total pay?

Accepted Answer

A)  Supports commitment and security 
B)  Focus on short-term payoffs 
C)  Greater predictability for companies and employees 
D)  Companies do not compete with pay 
A)  Supports commitment and security 
B)  Focus on short-term payoffs 
C)  Greater predictability for companies and employees 
D)  Companies do not compete with pay

Question 11

One of the primary objectives of the balance sheet approach to expat compensation is to motivate performance.

Accepted Answer

A) True 
 B)False

Question 12

Distinguish between expatriates,local nationals,and third-country nationals with examples.

Accepted Answer

Employees temporarily working and living

Question 13

Unionization rates are higher in Europe than Asia.

Accepted Answer

A) True 
 B)False

Question 14

A downside of the localization approach to expat compensation is _____.

Accepted Answer

A)  it is more expensive than the balance sheet approach 
B)  it is more complex than the lump-sum cafeteria approach 
C)  that salaries will vary by location 
D)  it is more difficult for expats to understand 
A)  it is more expensive than the balance sheet approach 
B)  it is more complex than the lump-sum cafeteria approach 
C)  that salaries will vary by location 
D)  it is more difficult for expats to understand

Question 15

All of the following are reasons why companies may make changes in their pay systems except _____.

Accepted Answer

A)  to increase consistency across subsidiaries 
B)  acquisition of former global competitors 
C)  major sociopolitical changes 
D)  to raise productivity 
A)  to increase consistency across subsidiaries 
B)  acquisition of former global competitors 
C)  major sociopolitical changes 
D)  to raise productivity

Question 16

Compare and contrast the pay objectives of Japanese,German and U.S.pay systems.

Accepted Answer

The pay objectives in traditional German

Question 17

A French citizen working for IBM in Canada is _____.

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 18

Japanese pay systems typically emphasize pay based upon competitors' market rates rather than internal alignment.

Accepted Answer

A) True 
 B)False

Question 19

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

Accepted Answer

A) True 
 B)False

Question 20

Explain the three general compensation strategies used by companies with worldwide operations.

Accepted Answer

A global study of pay systems used by co

Explain the dimensions of national cultural attributes proposed by Hofstede.

The employment relationship includes all of the following except _____.

This approach sets salaries according to the home-country system and simply offers employees a one-time payment of money to offset differences in standards of living.

Which of the following is an advantage of hiring LCNs?

The approach to international compensation in which headquarters and foreign units are networked and share ideas is the _____.

What are the basic components of Japanese pay systems? Explain at least one of them.

Under a tax equalization policy,the company retains the difference in taxes when an expat from a high taxation country is on assignment in a lower tax country.

Volkswagen would find it easier and less complex to reduce their labor costs than Toyota.

Neither works councils or co-determination are legally required in the United States and are quite rare.

Which of the following is an advantage of the U.S.approach to total pay?

One of the primary objectives of the balance sheet approach to expat compensation is to motivate performance.

Distinguish between expatriates,local nationals,and third-country nationals with examples.

Unionization rates are higher in Europe than Asia.

A downside of the localization approach to expat compensation is _____.

All of the following are reasons why companies may make changes in their pay systems except _____.

Compare and contrast the pay objectives of Japanese,German and U.S.pay systems.

A French citizen working for IBM in Canada is _____.

Japanese pay systems typically emphasize pay based upon competitors' market rates rather than internal alignment.

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

Explain the three general compensation strategies used by companies with worldwide operations.

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

Explain the dimensions of national cultural attributes proposed by Hofstede.

The employment relationship includes all of the following except _____.

This approach sets salaries according to the home-country system and simply offers employees a one-time payment of money to offset differences in standards of living.

Which of the following is an advantage of hiring LCNs?

The approach to international compensation in which headquarters and foreign units are networked and share ideas is the _____.

What are the basic components of Japanese pay systems? Explain at least one of them.

Under a tax equalization policy,the company retains the difference in taxes when an expat from a high taxation country is on assignment in a lower tax country.

Volkswagen would find it easier and less complex to reduce their labor costs than Toyota.

Neither works councils or co-determination are legally required in the United States and are quite rare.

Which of the following is an advantage of the U.S.approach to total pay?

One of the primary objectives of the balance sheet approach to expat compensation is to motivate performance.

Distinguish between expatriates,local nationals,and third-country nationals with examples.

Unionization rates are higher in Europe than Asia.

A downside of the localization approach to expat compensation is _____.

All of the following are reasons why companies may make changes in their pay systems except _____.

Compare and contrast the pay objectives of Japanese,German and U.S.pay systems.

A French citizen working for IBM in Canada is _____.

Japanese pay systems typically emphasize pay based upon competitors' market rates rather than internal alignment.

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

Explain the three general compensation strategies used by companies with worldwide operations.

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