IB-Lec-5

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IB-Lec-5

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joseph hanany

Netherlands

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IB-Lec-5


IB-Lec-5Version en ligne IB-Lec-5 par joseph hanany 1 Why is management of international human resources more difficult than directing human resources at the domestic level? a the challenge of adjusting for political, cultural, legal, and economic differences between countries b the challenge posed by managers in other countries that aim to achieve global objectives for the company no matter the costs imposed on national objectives c the greater similarity among foreign subsidiaries than among domestic subsidiaries in terms of dependence on headquarters for resources d ) the complications posed by dealing with competing agendas from different labor unions in different countries 2 Fundamentally, the task of HRM is putting the right person into the right job in the right place at the right time for the right salary. a TRUE b False 3 Mona, a native of India, is employed by IBM in the firm's facility in New Delhi. Mona is best described as a(n) ________. a expatriate b local c third-country national d home-country national 4 Home-country nationals are ________. a used a great deal abroad by polycentric companies b citizens of the countries in which they are working c citizens of the country where the company is headquartered d noncitizens of the countries in which they are working 5 An example of a third-country national is a ________. a dual citizen (Canadian and U.S. citizenship) working for a Mexican company in Mexico b Canadian citizen working for a U.S. company in Canada c U.S. citizen working for a U.S. company in Canada d Canadian citizen working for a U.S. company in Mexico 6 Jeanette Thompson, a native Texan, is being sent by her company, Samsung of South Korea, to head up a new facility in Hong Kong. Jeanette would be considered a(n) ________. a inpatriate b host-country citizen c third-country national d local executive 7 ________ are expat lifers who work an ongoing series of international assignments and often plan never to return to headquarters or even to their original home. a Home-country nationals b Transpatriates c Inpatriates d Flexpatriates 8 Expatriates are locals from the country of the foreign subsidiary. a TRUE b FALSE 9 The past few years have seen fewer females sent on international assignments. a FALSE b TRUE 10 Dixon Manufacturing, a British MNE, believes that its business practices are superior, so it does not make any policy changes in foreign markets. Dixon Manufacturing most likely takes a(n) ________ approach to staffing. a ethnocentric b polycentric c geocentric d monocentric 11 A(n) ________ staffing policy framework assumes that the practices and procedures that work at headquarters will work in foreign operations; as such, executive slots are filled by home-country nationals. a polycentric b intercentric c ethnocentric d geocentric 12 Advantages of adopting a polycentric approach include which of the following? a capitalizing on the availability of qualified local managers b helping transfer core competencies from the home nation to local subsidiaries c increasing the international career mobility for local managers d offsetting tendencies for the company to adapt excessively to the local market 13 Companies find it challenging to judge a potential expatriate's adaptability to foreign places, people, and processes. a TRUE b FALSE 14 The ________ sets the expatriate's salary in terms of the salary of a comparable job in the city where the MNE has its headquarters. a host-based method b home-based method c headquarters-based method d culturally based method 15 The headquarters-based compensation method bases the expatriate's compensation on the salary of a comparable job in the city where the MNE has its headquarters. a TRUE b FALSE 16 Cost-of-living allowances given to an expatriate during his or her foreign assignment ________. a usually involve a compensation reduction because of lower costs abroad b are due to the difficulty of duplicating a particular way of living abroad c are usually eliminated over time d increase the longer the individual is overseas 17 Historically, the most important criterion in selecting individuals for posting to an expatriate slot has been ________. a foreign language abilities b technical competence c leadership skills d flexibility 18 The MNE that aims to control the transfer of its unique core competencies overseas usually prefers an ethnocentric staffing policy. a TRUE b FALSE 19 An advantage of the geocentric outlook to staffing is ________. a encouraging workers to appreciate the unique virtues of a particular country b giving people a flexible perspective for fitting operations to different countries c removing most behavioral barriers to fully adapting to the chosen local market d tapping learning opportunities around the world to generate ideas that enhance core competencies 20 Terrell, a manager with Qualsys Technologies, has been on an expatriate assignment in Russia for the last three years. Terrell's foreign assignment has ended, and he is working with HR to return to the United States and begin a new job at the firm's headquarters in Philadelphia. In which activity is Terrell most likely involved? a expatriation b repatriation c demotion d promotion

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IB-Lec-5

Test

À propos de cette activité

Créé par

Téléchargez la version pour jouer sur papier

Top Jeux

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IB-Lec-5Version en ligne

par joseph hanany

Why is management of international human resources more difficult than directing human resources at the domestic level?

Fundamentally, the task of HRM is putting the right person into the right job in the right place at the right time for the right salary.

Mona, a native of India, is employed by IBM in the firm's facility in New Delhi. Mona is best described as a(n) ________.

Home-country nationals are ________.

An example of a third-country national is a ________.

Jeanette Thompson, a native Texan, is being sent by her company, Samsung of South Korea, to head up a new facility in Hong Kong. Jeanette would be considered a(n) ________.

________ are expat lifers who work an ongoing series of international assignments and often plan never to return to headquarters or even to their original home.

Expatriates are locals from the country of the foreign subsidiary.

The past few years have seen fewer females sent on international assignments.

Dixon Manufacturing, a British MNE, believes that its business practices are superior, so it does not make any policy changes in foreign markets. Dixon Manufacturing most likely takes a(n) ________ approach to staffing.

A(n) ________ staffing policy framework assumes that the practices and procedures that work at headquarters will work in foreign operations; as such, executive slots are filled by home-country nationals.

Advantages of adopting a polycentric approach include which of the following?

Companies find it challenging to judge a potential expatriate's adaptability to foreign places, people, and processes.

The ________ sets the expatriate's salary in terms of the salary of a comparable job in the city where the MNE has its headquarters.

The headquarters-based compensation method bases the expatriate's compensation on the salary of a comparable job in the city where the MNE has its headquarters.

Cost-of-living allowances given to an expatriate during his or her foreign assignment ________.

Historically, the most important criterion in selecting individuals for posting to an expatriate slot has been ________.

The MNE that aims to control the transfer of its unique core competencies overseas usually prefers an ethnocentric staffing policy.

An advantage of the geocentric outlook to staffing is ________.