Question 1

International expatriates should be selected by a board consisting of former expatriates.

Accepted Answer

A) True 
 B)False

Question 2

Additional Case 17.2 
Golden Rod is an electronics firm based in Detroit with subsidiaries in several countries including Indonesia, Egypt, Argentina, and Thailand. The top management positions in these subsidiaries are filled by U.S. citizens. Golden Rod is planning on creating a new expatriate assignment in Egypt. The firm has created a selection board of expatriates to choose the best person for the job. In the past, Golden Rod has experienced a high turnover rate among repatriated managers, so executives hope to solve this problem.

-Refer to Additional Case 17.2.In order to increase the likelihood of Chyna's success in Egypt,Golden Rod should most likely:

Accepted Answer

A)  make sure her position in Egypt is slightly lower than her position at home. 
B)  not provide her with cross-cultural training to prevent establishing stereotypes. 
C)  spend more time on developing her technical abilities than her cross-cultural sensitivity. 
D)  make sure that this assignment will be a stepping stone for her advancement in the company. 
A)  make sure her position in Egypt is slightly lower than her position at home. 
B)  not provide her with cross-cultural training to prevent establishing stereotypes. 
C)  spend more time on developing her technical abilities than her cross-cultural sensitivity. 
D)  make sure that this assignment will be a stepping stone for her advancement in the company.

Question 3

A(n)________ is a firm with operations in many countries and highly decentralized operations.

Accepted Answer

transnatio

Question 4

Sami is on Patents,Inc.'s selection board,which has been assigned to choose an expatriate for an international subsidiary in Negril.She should most likely suggest that:

Accepted Answer

A)  technical ability serves as the most important qualifying criterion. 
B)  the company screen applicants but not their families. 
C)  the board chooses someone who has had previous international experience. 
D)  the company not choose a foreign-born employee to serve as an expatriate. 
A)  technical ability serves as the most important qualifying criterion. 
B)  the company screen applicants but not their families. 
C)  the board chooses someone who has had previous international experience. 
D)  the company not choose a foreign-born employee to serve as an expatriate.

Question 5

The ________ is an approach to managing international operations in which nationality is downplayed and the firm actively searches on a worldwide or regional basis for the best people to fill key positions.

Accepted Answer

The answer of The ________ is an approach to managing...

Question 6

Which of the following is an advantage of using expatriates in international subsidiaries?

Accepted Answer

A)  Labor costs are lower for an expatriate than for a local worker. 
B)  Using an expatriate increases recognition of the company within the local community. 
C)  An expatriate allows the home company to maintain close control of the foreign subsidiary. 
D)  The use of an expatriate increases the motivation and morale of local managers and workers. 
A)  Labor costs are lower for an expatriate than for a local worker. 
B)  Using an expatriate increases recognition of the company within the local community. 
C)  An expatriate allows the home company to maintain close control of the foreign subsidiary. 
D)  The use of an expatriate increases the motivation and morale of local managers and workers.

Question 7

Current international compensation packages are best described as:

Accepted Answer

A)  simple because both locals and expatriates are paid in local currency based on local wage rates. 
B)  complicated due to corporate cost-cutting and varying cost-of-living adjustments. 
C)  standardized and based on a two-tier system of local and expatriate wage rates. 
D)  inadequate due to the lack of information on global pay and benefits. 
A)  simple because both locals and expatriates are paid in local currency based on local wage rates. 
B)  complicated due to corporate cost-cutting and varying cost-of-living adjustments. 
C)  standardized and based on a two-tier system of local and expatriate wage rates. 
D)  inadequate due to the lack of information on global pay and benefits.

Question 8

According to Hofstede's dimensions of culture,the degree to which society values personal goals,autonomy,privacy over group loyalty,and involvement in collective activities is called:

Accepted Answer

A)  power distance. 
B)  individualism. 
C)  long-term/short-term orientation. 
D)  uncertainty avoidance. 
A)  power distance. 
B)  individualism. 
C)  long-term/short-term orientation. 
D)  uncertainty avoidance.

Question 9

Electra,Inc.is a company in an advanced stage of internationalization.It has little allegiance to its country of origin,decentralized operations,relatively independent business units,and weak ties to any given country.This company is most likely in stage ________ of international involvement.

Accepted Answer

A)  2 
B)  3 
C)  4 
D)  5 
A)  2 
B)  3 
C)  4 
D)  5

Question 10

The foreign subsidiary of a U.S.-based company must follow the same EEO laws as if it were operating within the U.S.borders.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following is commonly used to lower labor costs by firms in stages 3,4,and 5 of internationalization?

Accepted Answer

A)  Exporting 
B)  Decentralization 
C)  Outsourcing 
D)  Codetermination 
A)  Exporting 
B)  Decentralization 
C)  Outsourcing 
D)  Codetermination

Question 12

Compensation policies can create conflict.If locals compare their compensation to the expatriate's,they may feel they are being treated unfairly.

Accepted Answer

A) True 
 B)False

Question 13

What is an expatriate? What guidelines are helpful to HR when developing compensation packages for expatriates?

Accepted Answer

An expatriate is a citizen of the corpor

Question 14

Which of the following best describes a transnational corporation?

Accepted Answer

A)  A company that exports its products to several countries and regions of the world 
B)  An international business consisting of a foreign branch owned partly by the home office and partly by an entity in the host country 
C)  A firm with assembly and production facilities in several countries and regions of the world 
D)  A highly decentralized firm that has operations in many countries and owes very little allegiance to any country 
A)  A company that exports its products to several countries and regions of the world 
B)  An international business consisting of a foreign branch owned partly by the home office and partly by an entity in the host country 
C)  A firm with assembly and production facilities in several countries and regions of the world 
D)  A highly decentralized firm that has operations in many countries and owes very little allegiance to any country

Question 15

All cultures have five basic dimensions,according to Hofstede,including their degree of uncertainty avoidance.

Accepted Answer

A) True 
 B)False

Question 16

A(n)________ is a citizen of one country living and working in another country.

Accepted Answer

The answer of A(n)________ is a citizen of one country...

Question 17

Additional Case 17.2
Golden Rod is an electronics firm based in Detroit with subsidiaries in several countries including Indonesia, Egypt, Argentina, and Thailand. The top management positions in these subsidiaries are filled by U.S. citizens. Golden Rod is planning on creating a new expatriate assignment in Egypt. The firm has created a selection board of expatriates to choose the best person for the job. In the past, Golden Rod has experienced a high turnover rate among repatriated managers, so executives hope to solve this problem.
-Refer to Additional Case 17.2.Golden Rod seems to use which of the following approaches to manage international subsidiaries?

Accepted Answer

A)  The geocentric approach 
B)  The polycentric approach 
C)  The ethnocentric approach 
D)  The intranational approach 
A)  The geocentric approach 
B)  The polycentric approach 
C)  The ethnocentric approach 
D)  The intranational approach

Question 18

It is estimated that about ________ of small U.S.firms with fewer than 500 employees are involved in exporting.

Accepted Answer

A)  5% 
B)  20% 
C)  35% 
D)  50% 
A)  5% 
B)  20% 
C)  35% 
D)  50%

Question 19

In most firms,expatriates are used for top management positions in international subsidiaries.

Accepted Answer

A) True 
 B)False

Question 20

HRM strategies at stage ________ of internationalization are designed to blend individuals of diverse backgrounds into a team sharing a vision and corporate identity.

Accepted Answer

A)  2 
B)  3 
C)  4 
D)  5 
A)  2 
B)  3 
C)  4 
D)  5

International expatriates should be selected by a board consisting of former expatriates.

A(n)________ is a firm with operations in many countries and highly decentralized operations.

Sami is on Patents,Inc.'s selection board,which has been assigned to choose an expatriate for an international subsidiary in Negril.She should most likely suggest that:

The ________ is an approach to managing international operations in which nationality is downplayed and the firm actively searches on a worldwide or regional basis for the best people to fill key positions.

Which of the following is an advantage of using expatriates in international subsidiaries?

Current international compensation packages are best described as:

According to Hofstede's dimensions of culture,the degree to which society values personal goals,autonomy,privacy over group loyalty,and involvement in collective activities is called:

Electra,Inc.is a company in an advanced stage of internationalization.It has little allegiance to its country of origin,decentralized operations,relatively independent business units,and weak ties to any given country.This company is most likely in stage ________ of international involvement.

The foreign subsidiary of a U.S.-based company must follow the same EEO laws as if it were operating within the U.S.borders.

Which of the following is commonly used to lower labor costs by firms in stages 3,4,and 5 of internationalization?

Compensation policies can create conflict.If locals compare their compensation to the expatriate's,they may feel they are being treated unfairly.

What is an expatriate? What guidelines are helpful to HR when developing compensation packages for expatriates?

Which of the following best describes a transnational corporation?

All cultures have five basic dimensions,according to Hofstede,including their degree of uncertainty avoidance.

A(n)________ is a citizen of one country living and working in another country.

It is estimated that about ________ of small U.S.firms with fewer than 500 employees are involved in exporting.

In most firms,expatriates are used for top management positions in international subsidiaries.

HRM strategies at stage ________ of internationalization are designed to blend individuals of diverse backgrounds into a team sharing a vision and corporate identity.

Meeting Present and Emerging Strategic Human Resource Challenges

Managing Work Flows and Conducting Job Analysis

Understanding Equal Opportunity and the Legal Environment

Managing Diversity

Recruiting and Selecting Employees

Managing Employee Separations, Downsizing, and Outplacement

Appraising and Managing Performance

Training the Workforce

Developing Careers

Managing Compensation

Rewarding Performance

Designing and Administering Benefits

Developing Employee Relations

Respecting Employee Rights and Managing Discipline

Working With Organized Labor

Managing Workplace Safety and Health

Filters

Exam 17: International HRM Challenge

International expatriates should be selected by a board consisting of former expatriates.

A(n)________ is a firm with operations in many countries and highly decentralized operations.

Sami is on Patents,Inc.'s selection board,which has been assigned to choose an expatriate for an international subsidiary in Negril.She should most likely suggest that:

The ________ is an approach to managing international operations in which nationality is downplayed and the firm actively searches on a worldwide or regional basis for the best people to fill key positions.

Which of the following is an advantage of using expatriates in international subsidiaries?

Current international compensation packages are best described as:

According to Hofstede's dimensions of culture,the degree to which society values personal goals,autonomy,privacy over group loyalty,and involvement in collective activities is called:

Electra,Inc.is a company in an advanced stage of internationalization.It has little allegiance to its country of origin,decentralized operations,relatively independent business units,and weak ties to any given country.This company is most likely in stage ________ of international involvement.

The foreign subsidiary of a U.S.-based company must follow the same EEO laws as if it were operating within the U.S.borders.

Which of the following is commonly used to lower labor costs by firms in stages 3,4,and 5 of internationalization?

Compensation policies can create conflict.If locals compare their compensation to the expatriate's,they may feel they are being treated unfairly.

What is an expatriate? What guidelines are helpful to HR when developing compensation packages for expatriates?

Which of the following best describes a transnational corporation?

All cultures have five basic dimensions,according to Hofstede,including their degree of uncertainty avoidance.

A(n)________ is a citizen of one country living and working in another country.

It is estimated that about ________ of small U.S.firms with fewer than 500 employees are involved in exporting.

In most firms,expatriates are used for top management positions in international subsidiaries.

HRM strategies at stage ________ of internationalization are designed to blend individuals of diverse backgrounds into a team sharing a vision and corporate identity.

Meeting Present and Emerging Strategic Human Resource Challenges

Managing Work Flows and Conducting Job Analysis

Understanding Equal Opportunity and the Legal Environment

Managing Diversity

Recruiting and Selecting Employees

Managing Employee Separations, Downsizing, and Outplacement

Appraising and Managing Performance

Training the Workforce

Developing Careers

Managing Compensation

Rewarding Performance

Designing and Administering Benefits

Developing Employee Relations

Respecting Employee Rights and Managing Discipline

Working With Organized Labor

Managing Workplace Safety and Health

Filters