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