International HRM EXAM #3

The preparation of international assignees prior to going overseas (and after arrival) is ____________ as important to their successful performance as selecting the right candidate and family in the first place. a.not b.at least c.seldom d.none of the above

B

Which of the following is included in the core set of global attributes of global leaders? a.Impulsiveness b.Inquisitiveness c.Inertia d.Identification

B

As well as cross-cultural differences, the effectiveness of training and development is likely to be impacted by structural concerns, including all of the following EXCEPT a.legal obligations to train b.labor force educational levels c.similar education qualifications d.different approaches to educational systems

C

Combining local PM practices with those in the region and around the world is a(n) _________ PM strategy a.adaptive b.exportative c.integrative d.Differentiation

C

Culture _____________ is the set of psychological and emotional responses people experience when they are overwhelmed by their lack of knowledge and understanding of the new, foreign culture and the negative consequences that often accompany their inadequate and inexperienced behavior. a.disjuncture b.blocking c.shock d.misadaptation

C

Effective performance management of international assignees requires recognition of the value of their foreign experience and ___________ approaches to evaluating their performance. a.flexible b.responsive c.formal d.in-frequent

C

Essentially peoples' _________ are the interpretive frameworks that come from their experiences and cultures and that guide how they classify and discriminate events and people in ways that help them to understand what they observe and perceive. a.attitudes b.biases c.mind-sets d.prejudices

C

In at least one survey, ___ percent of expatriates surveyed were dissatisfied with their salaries and benefits and their international compensation packages in general. a.22 b.44 c.77 d.88

C

The ________________________ is the amount for goods and services that the international assignee is expected to spend in the host country as an international assignee or the amount needed for the spendables in the assignment location. a.differential country spendable b.home country spendable c.host county spendable d.None of these

C

Transfer of ______________ is the extent to which people on training programs are able to (and/or actually do) apply what they learn in training programs to their day-to-day jobs. a.ability b.capability c.learning d.skills

C

____________ parity is a commitment to offer something from each core category of benefit to every employee worldwide. a.Absolute b.Relative c.Qualitative d.Quantitative

C

_________________ in PM is the application of a relatively similar appraisal concept but adapting the process to align with cultural characteristics. a.Divergence b.Convergence c.Crossvergence d.Emergence

C

MNEs must also consider national laws and regulations in relation to training and development, as these laws may a.to provide training on certain subjects b.require firms to spend a certain percent of payroll expenses on training c.require the firm to translate material into the local language d.all of the above

D

The careers of high-potential employees and their job assignments need to be closely monitored and managed to ensure that a.they experience job assignments of adequate variety b.they experience job assignments of appropriate challenge and length c.they learn how to achieve results in new settings d.all of the above

D

The extent of hardship in an overseas posting is evaluated using which of the following criteria? a.Physical threat b.Level of discomfort c.Inconvenience d.All of these

D

The following are all imperatives for establishing global organizational learning and training and development, EXCEPT a.develop global leadership skills. b.become an equidistant global learning organization. c.make learning a core competence. d.focus on all of the individual training programs.

D

The impact of culture is particularly evident in which area of PA? a.Performance criteria b.Method of appraisal c.Performance feedback d.all of these

D

The salary-benefit ratio, or the amount of compensation that is salary versus benefit, may also differ by country as a result of a.cultural practice. b.laws. c.regulations. d.all of these

D

The types of problems the MNE confronts when determining the need for training of its local workforces include a.determining who should deliver the training. b.establishing if there are cultural differences in preferred training delivery. c.determining whether training programs should be exported from headquarters. d.all of these.

D

Training for cross-cultural adjustment has a focus on helping international assignees and their families to do all of the following EXCEPT a.become aware that behaviors vary across cultures. b.provide practice in observing cultural differences in behavior. c.build a mental map of the new culture. d.develop an understanding of what they value in their own culture.

D

Which of the following is a factor affecting PM practices? a.International mergers b.Joint ventures c.acquisitions d.All of the above

D

Designing an effective cross-cultural training initiative includes a.determining the specific cross-cultural training needs. b.using one cross-cultural training program for all types of global assignments. c.standardizing a cross-cultural training program for use across the globe. d.all of the above

A

Developing unique PM practices in each foreign unit is a(n) _________ PM strategy a.adaptive b.exportative c.integrative d.differentiation

A

Maintaining competitive and equitable salaries and benefits among the various operations of the organization is one component involved in managing the problem of _____________. a.comparability b.co-existence c.uniqueness d.bargaining

A

The PM system needs to be able to recognise that international assignees have developed specific skills, such as _______________, and these need to be considered in the evaluation of their performance. a.being flexible in dealing with people and systems b.ensuring that the global directives are enforced c.managing a workforce with many similarities d.all of the above

A

The instructional _____________ model, commonly used by instructional designers, focuses on the various stages of T&D. a.ADDIE b.LEARN c.TEACH d.SMART

A

When designing financial packages for IAs we also need to pay close attention to non-compensation factors such as_____________ to ensure overall satisfaction. a.career planning b.base pay c.competitive salary d.none of the above

A

Approaches to determining international assignee compensation include all of the following EXCEPT a.negotiation. b.income statement. c.localization. d.lump sum.

B

Best practices related to virtual team leadership include all of the following EXCEPT a.establishing and maintaining trust b.having face-to-face meetings and the beginning and end of the project c.ensuring that distributed diversity is understood d.enhancing visibility of virtual team members within the team and outside the organization

B

Cultural isolation is considered within which of the following categories in evaluating the extent of hardship in an overseas posting? a.Physical threat b.Level of discomfort c.Inconvenience d.Localization

B

Decisions about the purpose of the PM system, performance criteria, methods of evaluation and rater identification have to be made during the __________ phase of the IPM system. a.final b.design c.implementation d.evaluation

B

Developing a PM system in the home country and transferring it to foreign units is a(n) _________ strategy a.adaptive b.exportive c.integrative d.differentiation

B

Helping managers to improve their performance, develop future potential, motivating employees by recognizing their efforts and career planning are all forms of a.evaluation goals. b.developmental goals. c.appraisal goals. d.none of the above.

B

The ________________________ is the norm for goods and services or the portion of salary spent on goods and services in the home country according to salary and family size of the international assignee. a.differential country spendable b.home country spendable c.host county spendable d.none of these

B

A(n) ____________________ agreement exists between countries that have established social security systems - they have negotiated bilateral social security treaties with each other in order to eliminate double taxation. a.coordination b.equalization c.balancing d.totalization

D

Based on the limited research available related to the PM of international assignees, it is recommended that MNEs a.set clear performance expectations for the international assignee. b.specify what successful performance in the host country entails. c.conduct frame-of-reference training for both the raters and the rater. d.all of the above.

D

Critical components of PM in large Western firms have shifted towards a.greater accountability of employee performance, and involvement of multiple raters. b.use of more objective measures and metrics. c.ongoing coaching and development of employees. d. all of these

D

Disadvantage(s) of using a home country manager as a rater of an international assignee's performance include a.they may have little knowledge of local circumstances. b.they may not be aware of the local culture and its impact on performance. c.there are no disadvantages. d.A and B

D

Effective performance management of international assignees is critical to the success of the MNE, especially because a.expatriates have lower than average turnover rates upon their return from an assignment. b.expatriates are very expensive in terms of their compensation arrangements. c.many international assignees are successful and leave their assignment early. d.all of the above.

D

Implementation and cultural acceptance issues with e-learning may include: a.Does everyone have access to the technology? b.How acceptable is the type of training being offered? c.Have all of the on-line courses been developed only in the country of headquarters? d.all of the above

D

MNEs are beginning to examine flexible benefits for their global operations, designing global flex-benefit plans because a.they have been successful in the US. b.as a way to provide diverse benefits to all workers. c.as a way to attract workers with diverse benefit needs. d.all of the above.

D

Which of the following objectives must the compensation package of international assignees meet in order to be effective? a.providing an incentive to leave the home country for a foreign assignment b.maintaining a given standard of living c.taking into consideration career and family needs d.all of these

D