Question 1

Staffing,training and development,compensation and performance appraisal,and labor relations are main areas of HRM.

Accepted Answer

A) True 
 B)False  True

Question 2

A(n) _____ emphasizes the norms and practices of the parent company relying on parent-country nationals.

Accepted Answer

A)   polycentric approach 
B)   geocentric approach 
C)   regiocentric approach 
D)   ethnocentric approach D

Question 3

European MNEs are more likely to appoint PCNs to lead subsidiaries.

Accepted Answer

A) True 
 B)False  False

Question 4

The going rate approach is the most widely used method in expatriate compensation.

Accepted Answer

A) True 
 B)False

Question 5

An informal understanding of expected delivery of benefits in the future for current services is referred to as a(n) _____.

Accepted Answer

A)   psychological contract 
B)   collective bargain 
C)   indorsement 
D)   social contract

Question 6

In an MNE,a perceived lack of talent and skills of HCNs often necessitates a(n) _____ approach.

Accepted Answer

A)   regiocentric 
B)   telocentric 
C)   ethnocentric 
D)   polycentric

Question 7

When expatriates evaluate HCNs,cultural difference may create problems.In ____ countries,performance appraisals based on statements made by subordinates could potentially undermine the power and status of supervisors.

Accepted Answer

A)   high individualism 
B)   high power-distance 
C)   high uncertainty avoidance 
D)   high masculinity

Question 8

Disregarding nationality,a(n) _____ approach focuses on finding the most suitable managers,who can be PCNs,HCNs,or TCNs.

Accepted Answer

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

Question 9

The term "HRM" indicates that people are key resources of the firm to be actively managed and developed.

Accepted Answer

A) True 
 B)False

Question 10

The majority of a multinational enterprise's employees would typically comprise of _____.

Accepted Answer

A)   host-country nationals 
B)   parent-country nationals 
C)   third-country nationals 
D)   multinationals

Question 11

The best way to reduce expatriate turnover is a career development plan.

Accepted Answer

A) True 
 B)False

Question 12

Which of the following is an advantage of hiring parent-country nationals?

Accepted Answer

A)   Lesser international exposure for managers 
B)   Eliminates cultural and language barriers 
C)   Bridges gap between headquarters and subsidiary 
D)   Facilitates control and coordination by headquarters

Question 13

Global standardization or transnational strategies often necessitate an ethnocentric approach,resulting in a mix of HCNs,PCNs,and TCNs.

Accepted Answer

A) True 
 B)False

Question 14

Low-level host-country nationals,especially those in developing countries,have little bargaining power when negotiating compensation.

Accepted Answer

A) True 
 B)False

Question 15

In the United States,unionized employees earn less than non-unionized employees.

Accepted Answer

A) True 
 B)False

Question 16

Identify the four Cs of the Human Resource Manager.

Accepted Answer

The answer of Identify the four Cs of the Human...

Question 17

Non-native employees who work and reside in a foreign country are known as _____.

Accepted Answer

A)   host-country nationals 
B)   expatriates 
C)   multinationals 
D)   repatriates

Question 18

PCNs generally stay in their positions longer and thus provide more continuity of management.

Accepted Answer

A) True 
 B)False

Question 19

The process of selecting,managing,and motivating non-native employees to work abroad is called _____.

Accepted Answer

A)   nepotism 
B)   onboarding 
C)   diasporization 
D)   expatriation

Question 20

How do institutions and resources affect human resource management?

Accepted Answer

The answer of How do institutions and resources affect human...

Exam 15: Managing Human Resources Globally

Staffing,training and development,compensation and performance appraisal,and labor relations are main areas of HRM.

A(n) _____ emphasizes the norms and practices of the parent company relying on parent-country nationals.

European MNEs are more likely to appoint PCNs to lead subsidiaries.

The going rate approach is the most widely used method in expatriate compensation.

An informal understanding of expected delivery of benefits in the future for current services is referred to as a(n) _____.

In an MNE,a perceived lack of talent and skills of HCNs often necessitates a(n) _____ approach.

When expatriates evaluate HCNs,cultural difference may create problems.In ____ countries,performance appraisals based on statements made by subordinates could potentially undermine the power and status of supervisors.

Disregarding nationality,a(n) _____ approach focuses on finding the most suitable managers,who can be PCNs,HCNs,or TCNs.

The term "HRM" indicates that people are key resources of the firm to be actively managed and developed.

The majority of a multinational enterprise's employees would typically comprise of _____.

The best way to reduce expatriate turnover is a career development plan.

Which of the following is an advantage of hiring parent-country nationals?

Global standardization or transnational strategies often necessitate an ethnocentric approach,resulting in a mix of HCNs,PCNs,and TCNs.

Low-level host-country nationals,especially those in developing countries,have little bargaining power when negotiating compensation.

In the United States,unionized employees earn less than non-unionized employees.

Identify the four Cs of the Human Resource Manager.

Non-native employees who work and reside in a foreign country are known as _____.

PCNs generally stay in their positions longer and thus provide more continuity of management.

The process of selecting,managing,and motivating non-native employees to work abroad is called _____.

How do institutions and resources affect human resource management?