IHRM Quiz 4 6.1.15

Hall and Hall, Trompenaars and H-T all:

Focus on offering a practical template allowing individuals to perceive and handle cultural differences.

Hall and Hall's research

Focuses on the relationship between communication and culture

Which ratio is not part of "index of transnationality"?

Foreign debt to total debt

Which stage of international operations tend to create a separate international division in a company:

Foreign production/service operations

Which three dimensions are presented in Morgan's model of IHRM?

Types of employees, countries and human resource activities.

According to the results of the Hofstede study:

US culture is characterized more by individualist behaviour, like Anglo Saxon countries such as Australia or the United Kingdom.

What is defined as a factor which shapes employees priorities and decisions made?

Values

An asymmetric event is

Terrorist attack on 9/11

Hofstede identifies a strong tendency or masculinity with a high tendency for uncertainty avoidance in:

The German speaking cluster

A major criticism of cross-cultural management studies is:

The construct of "culture" is undefined or inadequately defined and/or operationalized at the start of the study.

Differences between domestic and international HRM include:

The cultural environment, the extent of reliance of the multi-national on its home country or domestic market and the attitudes of senior management.

Multinational firms are divided into the following regional block EXCEPT:

Australia

The GLOBE study:

Distinguishes between organizational cultures and national cultures.

A Japanese citizen working in Hong Jong for a Japanese multinational would be classified as:

A parent country national (PCN)

What is a key driver for firms seeking international markets?

A small home market

Senior managers with little international experience:

Assume that there is a great deal of transferability between domestic and international HRM practices.

Trommelaars and Hampden-Turner's cultural dimensions is Ascription vs:

Achievements

Integration planning phase of M&A are all of the following except:

Advising management on dealing with people issues.

The due diligence phase of a M&A is:

An in depth analysis of the benefits of the mergers

Network multinational structures:

Are loosely coupled political systems

Stein's concept of culture consists of:

Artefacts, values and assumptions

HRM in the multinational context contains an overlap between elements of:

Cross-cultural management, comparable human resource and industrial relation systems.

According to researchers like Barry Gerhart:

Cross-cultural research or emphasizes the influence of culture and business practices.

One of the largest mergers in history was between:

Chrysler and Daimler Benz

"Born Globals" are:

Company formed with the international market in mind

The management of a multi-centerer networked organization is:

Complex

Social Capital emphasizes the need for

Contacts and ties that facilitate knowledge sharing.

Hall and Hall's research emphasizes four cultural dimensions:

Context of communications, spatial orientation, the concept of time and information speed

Cross-boarder alliances are:

Cooperative agreements between two or more firms from a different national background.

The process of socializing people so that they come to share a common set of values and beliefs that shapes their behaviour is:

Corporate culture

The subsidiary as an integrated player

Creates knowledge but at the same time is recipient of knowledge flows.

Emnic refers to which kind of specific aspect of concepts or behaviours?

Culture

Due to growing interdependence and a high flow of migration:

Culture is not confined to a territorially limited area.

The GLOBE research tries to study the complex relationships between:

Culture, leadership behavior, organizational effectiveness, social co-habitation conditions and the economic success of societies.

According to Trompenaars and H-T, members of specified cultures:

Demand precise, unobjective analysis of circumstances and presentation of results

The GLOBE study survey contains:

Distinguish between practices (as is) and values (should be)

A major contributing factor of an unmanageable matrix structure is

Dual reporting requirements

A characteristic of a non-equity cross boarder alliance is:

Each party cooperates as a separate legal entity and bears its own liabilities.

Tax equalization policies concerning expatriates are designated to:

Ensure no tax incentives are associated with any particular international assignment.

Typically the initial stage of a firm entering international operations is:

Export

A major reason to engage in a merger or acquisition is to:

Facilitate the rapid entry into a new market

Series of linked domestic industries in which rivals compete against each other on a worldwide basis is:

Global Industry

Successful internationalizing the HR function require all except:

Global mindset

Which of the following is not a function of internal resource management?

Government regulations

Korean conglomerates have a strong preference for

Growth-through-acquisition approach

In Porter's value-chain model:

HRM is described as a support activity

Hofstede's approach to cross cultural management research:

Has been the subject of ongoing debate and criticism

As applied research, the Trompenaars and Hamden-Turner study:

Has not demonstrated validity nor reliability

As foreign subsidiaries matures the local HR activities:

Have broadening responsibilities

The complex network of interrelated activities in a MNE can be described in the following structure:

Heterarchy

Which department of an organization is the major user of language translation services?

Human resources

Cultural difference is not necessarily equivalent to:

National differences

Advising management on dealing with people issues normally occur in which M&A phase?

Implementation and assessment phase.

The cultural context impacts HRM practices:

In the HR practice areas of Recruitment, Selection, Training and Development, Compensation and Task Distribution.

Typical HR problems arising in cross boarder M&A involve all of the following EXCEPT:

Insufficient capital

Examples of a global industry include all of the following except:

Insurance

A matrix structure:

Integrated its operations across more than one dimension

According to Trompenaars and Hampden-Turner, societies that attempt to control nature to a very high degree are described as having:

Internal control

Equity modes of foreign operations can be best described as:

Involving a foreign direct investor purchase of shares of an enterprise in a country other than its own

An expatriate

Is an employee transferred out of their home base to the firm's international operation.

The matrix structure

Is characterized by a manager who belongs to two units at the same time.

All of the following is a difference between international and domestic HR

Less involvement in employee lives

Under confucianism dynamics, orientations can be either:

Long-term or short-term.

HR functions are described in the following structural forms EXCEPT for:

Matrix HR

Transition companies are characterized by:

Medium sized corporate HR department

Which of the following is not a category of an employee in an international firm?

Multi-country national

A multi domestic industry is:

One in which competition in each country is essentially independent of other countries

Transitional strategies of globalization are characterized by:

Organization form that is characterized by an interdependence of resources and responsibilities across all business units.

Which category of employee is typically used in key sales subsidiary position in a new developing international company:

Parent Country National

HRM activities include all of the below EXCEPT:

Personal family planning

Many companies in the developmental stage of internationalization will maintain control by:

Placing PCN in all key positions

Hofstede's cultural dimensions are:

Power distance, uncertainty avoidance, felinity vs. masculinity, individualism vs. collectivism dynamics.

The "think global, act local" paradox:

Push for local responsiveness toward global integration

One major difference between domestic and international HRM is

Tax equalization

What activity in international human resource would not be required in a domestic environment?

Tax equalization

The host-country effect

Refers to the extent to which HRM practice in subsidiaries are impacted by the host country context.

Which of the following would be considers a resource?

Regulations

Which of the following is not a major external factor that influences IHRM?

Regulatory requirements

The Trompenaars and Hamplen-Turner study distinguishes three overarching aspects of culture, namely:

Relationships between people, the concept of time and the concept of nature

Matrix structures:

Requires managers who know the business in general, who has good interpersonal skills and who candela with ambiguities in responsibilities.

Generational changes in world societies:

Result in potential employees who have been brought up with computers and are fast self-organized learners as in Generation Y

The second stage of a new international company typically involves which department:

Sales

According to Hofstede, some Asian cultures such as Singapore and Hong Kong:

Score high on uncertainty avoidance and low on power distance.

The following types of units are regarded in a metanational firm EXCEPT:

Sensing unit, magnet unit and marketing unit.

Results from the GLOBE study were used to distinguish _________ cultural regions.

Ten

Clan control is defined as

Social control to supplement or replace traditional structure

A common theme between heterarchy, matrix and transnational is

Staff transfers play a critical role in integrations and coordination

One study by Child, reviewing research on the development of cultures concluded:

Studies on the macro level (organizational structure) found evidence for convergence, or the lessening of differences in cultures

"Miniature replicas" are:

Subsidiaries structured to mirror that of domestic organizations

Cultures develop over time:

Such that surface level artefacts may change relatively quickly, but deeper behaviors and assumptions may take much longer to change

Individualism vs. Collectivism refers to:

The extent to which individual initiative and responsibility to close family is valued in society as contrasted to group initiative and responsibility to an extended definition of family as socially valued.

One criticism of the GLOBE study is

The focus of the study is only in three industries - finance, food and telecommunications.

As a foreign subsidiary matures:

The local HR unit's responsibilities for planning, training and compensation would broaden.

International HRM is reflected in

The need for a broader perspective

Cross-cultural management research is based on the assumption that:

There are differences in management practices in various countries and the respective environment explains these differences.

The direct costs of international assignment failures can be as high as __ times the costs of those for similar failure in a domestic assignment:

Three

An important forum for the development of personal networks is

Training programs held in regional centres

Which of the following is a global mindset?

To formulate and implement HR policies that develop globally oriented staff.

The European path approach to a global matrix tends to emphases:

Worldwide product division approach

One advantage of a matrix structure is

brings conflicts of interest out into the open