Question 1

Which term refers to a firm with highly decentralized operations in many countries and weak ties to any single country?

Accepted Answer

A)  Subsidiary 
B)  Joint venture 
C)  Multinational corporation 
D)  Transnational corporation 
A)  Subsidiary 
B)  Joint venture 
C)  Multinational corporation 
D)  Transnational corporation

Question 2

Additional Case 17.1
Hollar, Inc. is a U.S.-based, international car manufacturer with assembly facilities in 12 countries. Currently, expatriate managers and local national managers are hired and promoted according to the direction of the home office. Hollar has a strategic alliance with a large African ship building company in order to move into that market. Hollar recently purchased Tyro, a firm based in France that makes automobile components. Tyro's production facilities are located in France, but the firm has dealerships and customers throughout Europe.
Hollar plans to open a new plant in India within the next four years. Some of Hollar's top executives advocate using expatriates to oversee the construction of the new facility. Another group of Hollar executives assert that host-country nationals should manage the project.
-Refer to Additional Case 17.1.Which of the following best supports the decision to fill management positions in India with host-country nationals?

Accepted Answer

A)  Hollar wants to exhibit trust in the local citizenry. 
B)  Hollar wants to maintain significant control from headquarters. 
C)  Hollar anticipates extensive government intervention. 
D)  Hollar's domestic and foreign operations are highly interdependent. 
A)  Hollar wants to exhibit trust in the local citizenry. 
B)  Hollar wants to maintain significant control from headquarters. 
C)  Hollar anticipates extensive government intervention. 
D)  Hollar's domestic and foreign operations are highly interdependent.

Question 3

Brantley Services deliberately downplays the fact that it is a U.S.firm and actively searches internationally to fill key positions with the best people.Brantley is most likely using a(n)________ approach to management.

Accepted Answer

A)  ethnocentric 
B)  polycentric 
C)  geocentric 
D)  multinational 
A)  ethnocentric 
B)  polycentric 
C)  geocentric 
D)  multinational

Question 4

U.S.laws fail to address the issue of American firms paying bribes to foreign officials for preferential treatment,which is why the practice is common.

Accepted Answer

A) True 
 B)False

Question 5

________ is the inability to adjust to a different cultural environment.

Accepted Answer

The answer of ________ is the inability to adjust to...

Question 6

What has been the primary problem facing foreign-based U.S.firms that offer employee hotlines for reporting ethics violations?

Accepted Answer

A)  Technological malfunctions 
B)  Communication failures 
C)  Privacy concerns 
D)  Bribery charges 
A)  Technological malfunctions 
B)  Communication failures 
C)  Privacy concerns 
D)  Bribery charges

Question 7

Identify the characteristics of companies in various stages of internationalization.How should a firm's HRM practices be adapted for each of the five stages of internationalization?

Accepted Answer

Summary of suggested answer -
•Stage 1 -

Question 8

European and Asian firms are more successful than U.S.firms with expatriate assignments.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following qualifications would most likely minimize culture shock for an expatriate?

Accepted Answer

A)  Interpersonal skills 
B)  Bilingual capabilities 
C)  Advanced college degree 
D)  Sophisticated technical knowledge 
A)  Interpersonal skills 
B)  Bilingual capabilities 
C)  Advanced college degree 
D)  Sophisticated technical knowledge

Question 10

When is it more appropriate for a global firm to use expatriate management rather than local national management? How can a firm's screening process ensure that the best employee is chosen for an expatriate management position?

Accepted Answer

Summary of suggested answer - There are

Question 11

A lack of technical qualifications for an international assignment is a key cause of expatriate failure.

Accepted Answer

A) True 
 B)False

Question 12

In general,the success of HRM practices in an international context primarily depends on:

Accepted Answer

A)  the experience of its HRM practitioners. 
B)  how well it compensates locals and expatriates. 
C)  how well it matches the host country's value system. 
D)  the homogeneity of the host country's national culture. 
A)  the experience of its HRM practitioners. 
B)  how well it compensates locals and expatriates. 
C)  how well it matches the host country's value system. 
D)  the homogeneity of the host country's national culture.

Question 13

What is the difference between a polycentric and a geocentric approach to international management? How can managers ensure that HRM practices match a culture's value system when an employer uses one of these staffing approaches?

Accepted Answer

In the polycentric approach,internationa

Question 14

In which country do government and/or union regulations limit employer discretion in recruitment,promotion,and terminations?

Accepted Answer

A)  Singapore 
B)  Sweden 
C)  Greece 
D)  Mexico 
A)  Singapore 
B)  Sweden 
C)  Greece 
D)  Mexico

Question 15

Nearly ________ of expatriates experience reverse culture shock upon their return to the U.S.

Accepted Answer

A)  100% 
B)  80% 
C)  60% 
D)  40% 
A)  100% 
B)  80% 
C)  60% 
D)  40%

Question 16

Some of the advantages of using local employees to staff international subsidiaries are lower labor costs,the demonstration of trust in the local citizenry,and the increased acceptance of the company by the local community.

Accepted Answer

A) True 
 B)False

Question 17

Typically,dual-career couples have less problems dealing with expatriation than do single-career couples because of numerous international career opportunities for spouses.

Accepted Answer

A) True 
 B)False

Question 18

Which of the following is most likely a characteristic of Swedish firms?

Accepted Answer

A)  Quality of life is valued over material gain. 
B)  Men are believed superior to women. 
C)  High value is placed on stability. 
D)  Written rules are essential. 
A)  Quality of life is valued over material gain. 
B)  Men are believed superior to women. 
C)  High value is placed on stability. 
D)  Written rules are essential.

Question 19

The fourth stage of internationalization is marked by the company:

Accepted Answer

A)  moving some of its operations out of the home country. 
B)  having production facilities in several countries of the world. 
C)  having highly decentralized operations and showing little allegiance to the country of origin. 
D)  expanding into foreign markets but retaining its production facilities in the home country. 
A)  moving some of its operations out of the home country. 
B)  having production facilities in several countries of the world. 
C)  having highly decentralized operations and showing little allegiance to the country of origin. 
D)  expanding into foreign markets but retaining its production facilities in the home country.

Question 20

Which of the following has improved the ability of firms to develop compensation plans for expatriates?

Accepted Answer

A)  Involvement of U.S. and foreign governments 
B)  Internet access to international pay surveys 
C)  Improved value of U.S. currency 
D)  Decline of the global economy 
A)  Involvement of U.S. and foreign governments 
B)  Internet access to international pay surveys 
C)  Improved value of U.S. currency 
D)  Decline of the global economy

Which term refers to a firm with highly decentralized operations in many countries and weak ties to any single country?

Brantley Services deliberately downplays the fact that it is a U.S.firm and actively searches internationally to fill key positions with the best people.Brantley is most likely using a(n)________ approach to management.

U.S.laws fail to address the issue of American firms paying bribes to foreign officials for preferential treatment,which is why the practice is common.

________ is the inability to adjust to a different cultural environment.

What has been the primary problem facing foreign-based U.S.firms that offer employee hotlines for reporting ethics violations?

Identify the characteristics of companies in various stages of internationalization.How should a firm's HRM practices be adapted for each of the five stages of internationalization?

European and Asian firms are more successful than U.S.firms with expatriate assignments.

Which of the following qualifications would most likely minimize culture shock for an expatriate?

When is it more appropriate for a global firm to use expatriate management rather than local national management? How can a firm's screening process ensure that the best employee is chosen for an expatriate management position?

A lack of technical qualifications for an international assignment is a key cause of expatriate failure.

In general,the success of HRM practices in an international context primarily depends on:

What is the difference between a polycentric and a geocentric approach to international management? How can managers ensure that HRM practices match a culture's value system when an employer uses one of these staffing approaches?

In which country do government and/or union regulations limit employer discretion in recruitment,promotion,and terminations?

Nearly ________ of expatriates experience reverse culture shock upon their return to the U.S.

Some of the advantages of using local employees to staff international subsidiaries are lower labor costs,the demonstration of trust in the local citizenry,and the increased acceptance of the company by the local community.

Typically,dual-career couples have less problems dealing with expatriation than do single-career couples because of numerous international career opportunities for spouses.

Which of the following is most likely a characteristic of Swedish firms?

The fourth stage of internationalization is marked by the company:

Which of the following has improved the ability of firms to develop compensation plans for expatriates?

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

Which term refers to a firm with highly decentralized operations in many countries and weak ties to any single country?

Brantley Services deliberately downplays the fact that it is a U.S.firm and actively searches internationally to fill key positions with the best people.Brantley is most likely using a(n)________ approach to management.

U.S.laws fail to address the issue of American firms paying bribes to foreign officials for preferential treatment,which is why the practice is common.

________ is the inability to adjust to a different cultural environment.

What has been the primary problem facing foreign-based U.S.firms that offer employee hotlines for reporting ethics violations?

Identify the characteristics of companies in various stages of internationalization.How should a firm's HRM practices be adapted for each of the five stages of internationalization?

European and Asian firms are more successful than U.S.firms with expatriate assignments.

Which of the following qualifications would most likely minimize culture shock for an expatriate?

When is it more appropriate for a global firm to use expatriate management rather than local national management? How can a firm's screening process ensure that the best employee is chosen for an expatriate management position?

A lack of technical qualifications for an international assignment is a key cause of expatriate failure.

In general,the success of HRM practices in an international context primarily depends on:

What is the difference between a polycentric and a geocentric approach to international management? How can managers ensure that HRM practices match a culture's value system when an employer uses one of these staffing approaches?

In which country do government and/or union regulations limit employer discretion in recruitment,promotion,and terminations?

Nearly ________ of expatriates experience reverse culture shock upon their return to the U.S.

Some of the advantages of using local employees to staff international subsidiaries are lower labor costs,the demonstration of trust in the local citizenry,and the increased acceptance of the company by the local community.

Typically,dual-career couples have less problems dealing with expatriation than do single-career couples because of numerous international career opportunities for spouses.

Which of the following is most likely a characteristic of Swedish firms?

The fourth stage of internationalization is marked by the company:

Which of the following has improved the ability of firms to develop compensation plans for expatriates?

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