Question 1

The purpose of examining the price of a Big Mac in other countries is to _____ for expatriates.

Accepted Answer

A)  determine food budgets 
B)  determine tax levels 
C)  set a benefits package 
D)  maintain the same level of purchasing power 
A)  determine food budgets 
B)  determine tax levels 
C)  set a benefits package 
D)  maintain the same level of purchasing power

Question 2

The assumption that pay systems must be designed to fit different national cultures assumes most inhabitants share a national character.

Accepted Answer

A) True 
 B)False

Question 3

The primary reason for considering purchasing power for compensation policy is to

Accepted Answer

A)  met tax laws in various countries. 
B)  to prevent unionization. 
C)  to determine mix of benefits packages. 
D)  maintain equity for expatriates. 
A)  met tax laws in various countries. 
B)  to prevent unionization. 
C)  to determine mix of benefits packages. 
D)  maintain equity for expatriates.

Question 4

The two most common reasons for using expats in foreign assignments are _____.

Accepted Answer

A)  for sales and management development 
B)  to protect company interests and sales 
C)  to train locals and specific expertise 
D)  to broaden international perspectives and new ventures 
A)  for sales and management development 
B)  to protect company interests and sales 
C)  to train locals and specific expertise 
D)  to broaden international perspectives and new ventures

Question 5

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

Accepted Answer

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

Question 6

Toyota and Toshiba,leading Japanese manufacturers,use very similar pay systems.

Accepted Answer

A) True 
 B)False

Question 7

Uncertainty avoidance is _____.

Accepted Answer

A)  the distribution of emotional roles between the genders 
B)  the extent to which a culture programs its members to accept delayed gratification of their material needs 
C)  the extent to which the less powerful members of organizations accept and expect that power is distributed unequally 
D)  the extent to which a culture programs its members to feel either uncomfortable or comfortable in unstructured situations 
A)  the distribution of emotional roles between the genders 
B)  the extent to which a culture programs its members to accept delayed gratification of their material needs 
C)  the extent to which the less powerful members of organizations accept and expect that power is distributed unequally 
D)  the extent to which a culture programs its members to feel either uncomfortable or comfortable in unstructured situations

Question 8

Pay variability both among companies and within and across industries in highest in _________

Accepted Answer

A)  the United States. 
B)  China. 
C)  Germany 
D)  Singapore 
A)  the United States. 
B)  China. 
C)  Germany 
D)  Singapore

Question 9

A study of both U.S.and Slovenian MBAs found that risk taking was higher among Slovenians.

Accepted Answer

A) True 
 B)False

Question 10

The highest percent of unionized workers in Europe is France with 90 percent.

Accepted Answer

A) True 
 B)False

Question 11

The four factors of the global compensation guide are more important than understanding the range of individuals within a country.

Accepted Answer

A) True 
 B)False

Question 12

In MNC's,the influence of the local culture on policies and practices may be less for higher level jobs than lower level ones.

Accepted Answer

A) True 
 B)False

Question 13

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

Accepted Answer

A) True 
 B)False

Question 14

Companies operating in nations with "collectivistic" cultures should use _____.

Accepted Answer

A)  individual-based pay increases 
B)  inequitable pay increases 
C)  group-based performance incentives 
D)  hierarchical pay structures 
A)  individual-based pay increases 
B)  inequitable pay increases 
C)  group-based performance incentives 
D)  hierarchical pay structures

Question 15

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)  The United Kingdom 
A)  Japan 
B)  Sweden 
C)  Italy 
D)  The United Kingdom

Question 16

Which of the following statements about the role of works councils in Germany is true?

Accepted Answer

A)  A works council may be formed by employees in any business unit having 10 or more permanent employees. 
B)  It operates together with the trade union and collective bargaining process. 
C)  The works council has "veto rights and rights of consent." 
D)  In general, the German works council deals with issues of an individualistic nature. 
A)  A works council may be formed by employees in any business unit having 10 or more permanent employees. 
B)  It operates together with the trade union and collective bargaining process. 
C)  The works council has "veto rights and rights of consent." 
D)  In general, the German works council deals with issues of an individualistic nature.

Question 17

It is easier and less complex to compare living costs across countries than total compensation.

Accepted Answer

A) True 
 B)False

Question 18

Briefly explain the tariff agreements used in the traditional German pay systems.

Accepted Answer

Pay decisions are highly regulated in th

Question 19

Employer allowances for commuting,housing and family,are common in many Asian countries,but are uncommon in Japan.

Accepted Answer

A) True 
 B)False

Question 20

All of the following are factors relevant for international compensation except _______ .

Accepted Answer

A)  Eastern versus Western hemisphere locations. 
B)  manager's autonomy. 
C)  trade unions. 
D)  financial markets. 
A)  Eastern versus Western hemisphere locations. 
B)  manager's autonomy. 
C)  trade unions. 
D)  financial markets.

The purpose of examining the price of a Big Mac in other countries is to _____ for expatriates.

The assumption that pay systems must be designed to fit different national cultures assumes most inhabitants share a national character.

The primary reason for considering purchasing power for compensation policy is to

The two most common reasons for using expats in foreign assignments are _____.

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

Toyota and Toshiba,leading Japanese manufacturers,use very similar pay systems.

Uncertainty avoidance is _____.

Pay variability both among companies and within and across industries in highest in _________

A study of both U.S.and Slovenian MBAs found that risk taking was higher among Slovenians.

The highest percent of unionized workers in Europe is France with 90 percent.

The four factors of the global compensation guide are more important than understanding the range of individuals within a country.

In MNC's,the influence of the local culture on policies and practices may be less for higher level jobs than lower level ones.

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

Companies operating in nations with "collectivistic" cultures should use _____.

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

Which of the following statements about the role of works councils in Germany is true?

It is easier and less complex to compare living costs across countries than total compensation.

Briefly explain the tariff agreements used in the traditional German pay systems.

Employer allowances for commuting,housing and family,are common in many Asian countries,but are uncommon in Japan.

All of the following are factors relevant for international compensation except _______ .

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 purpose of examining the price of a Big Mac in other countries is to _____ for expatriates.

The assumption that pay systems must be designed to fit different national cultures assumes most inhabitants share a national character.

The primary reason for considering purchasing power for compensation policy is to

The two most common reasons for using expats in foreign assignments are _____.

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

Toyota and Toshiba,leading Japanese manufacturers,use very similar pay systems.

Uncertainty avoidance is _____.

Pay variability both among companies and within and across industries in highest in _________

A study of both U.S.and Slovenian MBAs found that risk taking was higher among Slovenians.

The highest percent of unionized workers in Europe is France with 90 percent.

The four factors of the global compensation guide are more important than understanding the range of individuals within a country.

In MNC's,the influence of the local culture on policies and practices may be less for higher level jobs than lower level ones.

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

Companies operating in nations with "collectivistic" cultures should use _____.

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

Which of the following statements about the role of works councils in Germany is true?

It is easier and less complex to compare living costs across countries than total compensation.

Briefly explain the tariff agreements used in the traditional German pay systems.

Employer allowances for commuting,housing and family,are common in many Asian countries,but are uncommon in Japan.

All of the following are factors relevant for international compensation except _______ .

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