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1. tors creating the global marketplace include all of the following except Ans. c
(a) expatriate
(b) holiday maker
(c) international jet-setter
(d) immigrant
3. A major difference between International HRM and Domestic HRM is the Ans. a
5. The key questions to be asked when developing an international HRM policy is Ans. b
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8. Organisations that do not adopt a strategic HRM roach and a global vision Ans. b
9. When a person from one culture communicates with a person from another Ans. a
culture they are engaging in
10. Cultures where non-verbal communications and indirect language are used to Ans. d
transfer meaning are described as
11. Cultures where verbal communications are explicit and direct are Ans. a
12. The Japanese have a high-context culture, and therefore prefer to communicate Ans. c
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(a) by fax
(b) by email
(c) e to e
(d) both (a) and (b)
13. What is good and bad or right and wrong, or has to deal with moral duty and Ans. b
obligation is referred to as
(a) responsibilities
(b) ethics
(c) social expectations
(d) standards
14. Fraud, bribery, graft and the payment of secret commissions and kickbacks is Ans. a
(a) corruption
(b) normal business practice
(c) standard behaviour
(d) an ethical dilemma
15. In the year 2000 the most corrupt economies in the world were listed as Ans. c
16. To help their managers deal with corruption in different countries BHP and Ans. b
Telstra have
(a) limited their business operations to countries that have similar business
practices to those of their home country
(b) produced a list of guidelines to help managers deal with the corruption
quagmire
(c) decided to judge business operations in other countries by their own
standards
(d) issued a blanket instruction to all managers not to enter into any
arrangement that would be considered illegal or unethical back home
17. It has been recommended that companies take the following steps to ensure that Ans. d
their responses to different cultural environments are ropriate and ethical,
with the exception of
(a) develop a clearly articulated set of core values as the basis for global
policies and decision making
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(b) train employees to ask questions that will help them to make business
decisions that are both culturally sensitive and flexible within the context of
those core values
(c) balance the need for policy with the need for flexibility or imagination
(d) instruct managers to offer no inducements or incentives to win support for
business developments
18. Developing the long-term business relationship needed in joint ventures requires Ans. a
21. The particular roach used by a manager to achieve goals through other Ans. c
people is described as
(a) leadership
(b) situational behaviour
(c) management style
(d) achievement roach
22. In cultures that emphasise hierarchy and status employees expect the overriding Ans. d
style of their managers to be
(a) participative
(b) egalitarian
(c) consultative
(d) autocratic
23. Employees in countries such as Australia and the United States, expect to have a Ans. a
much greater say in decision making and more autonomy in their work. These
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cultures have been described as having
24. In high power distance countries such as China and Korea employees expect Ans. b
26. HR issues that will require adaptation to fit different cultures include all of the Ans. d
following except
(a) the employee’s attitude towards the company rather than on actual job
performance
(b) job performance and political attitudes
(c) the quality of personal relations, political attitudes and output
(d) standard of job performance
28. Which of the following was not suggested by Stone as a suitable criteria for the Ans. b
evaluation of expatriate performance
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29. All aspects of training and development in international organisations are Ans. c
affected by all of the following except
30. Hong Kong Chinese managers and Western managers have different roaches Ans. b
for all of the following except
31. Japanese firms stress the importance of what type of training Ans. d
(a) leadership
(b) communication
(c) interpersonal skills
(d) technical knowledge
32. When an organisation enters the international training and development area, the Ans. a
HR manager needs to
33. Cultures that value hierarchy and status differentials will have compensation Ans. b
strategies that
34. Compensation strategies that reward individual performance and the acquisition Ans. a
of individual skills and know-how are common in
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(d) risk-averse cultures
40. Bureaucratic reward systems that emphasise fixed pay are preferred in Ans. c
41. Pay increases linked to inflation are given to all employees regardless of their Ans. b
performance in which country
(a) Australia
(b) Thailand
(c) Japan
(d) United States
42. Unions that include workers who have a common skill are Ans. a
44. When building employees working near a Chinese restaurant were paid an Ans. d
allowance because the cooking aromas made them hungry it was called
45. When implementing industrial relations practices overseas an Australian head Ans. b
office should ensure coordination so that
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(c) all employees belong to key trade unions in the industry
(d) concessions are made in each country so that operations can run smoothly
46. What percentage of the Chinese labour market are illiterate? Ans. a
(a) 15 %
(b) 23 %
(c) 32 %
(d) 44 %
47. Foreign enterprises in China e HR challenges in all of the following areas Ans. d
except
49. A situation where an employee is guaranteed a job for their entire working life is Ans. a
known as
50. Unions that only represent the interests of employees working for a single Ans. c
employer or enterprise are
True/False Questions
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2. The development of the global marketplace and global organisations has been Ans. T
influenced by work force mobility.
5. When a person from one culture communicates with a person from another Ans. T
culture they are engaging in cross-cultural communications.
7. Chinese and Japanese negotiators use silence in their business meetings and Ans. T
negotiations.
9. According to the 1997 United Nations World Development Report, 15 % of all Ans. T
companies in industrialised countries have to pay bribes to win and retain
business.
10. The sharing of a set of moral values so that expectations of regular and honest Ans. T
behaviour are created leads to the development of trust.
12. Effective managers use one consistent style of management in all situations. Ans. F
13. All countries have anti-discrimination laws and have legislation in place to Ans. F
ensure that they are enforced.
14. Companies that operate internationally find that transplanting an existing Ans. F
performance raisal system from head office is very effective.
15. It may be necessary to use different criteria from that used at head office to Ans. T
evaluate expatriate performance.
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16. When an organisation enters the international training and development area Ans. T
the HR manager must consider issues of ethnocentricity.
18. National culture does not have any impact on compensation strategies. Ans. F
19. US company Lincoln Electric fo that its incentive program based on the ans. T
belief that all employees would be willing to work harder to increase their
incomes was highly successful in the United States, Canada and Australia but a
failure in Germany because of employee attitudes towards risk taking.
20. Unions have considerable economic and political clout in Hong Kong and Ans. F
Taiwan.
22. Performance raisal in China focuses on performance, skill achievements and Ans. F
merit.
23. In Japan, a seniority system exists, where the length of time that an employee Ans. T
has worked with an organisation is given recognition and priority for promotions
and salary increases.
24. Unions that only represent the interests of employees working for a single Ans. F
employer or enterprise are industry unions.
24. In international business, the erlying impact of culture is evident in the way Ans. T
people interact with and manage others.
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1 management of expatriates
2 world-wide management of people
3 management of small businesses internationally
4 management of international organisations
3. Two groups of tors influence the choice of 'global vs. local' HR practices and
policies in multinational enterprises. These tors are known as…
4. This paradigm assumes that the purpose of the study of HRM, and in particular,
strategic human resource management, is to improve the way that human
resources are managed strategically within organisations.
1 divergence paradigm
2 contextual paradigm
3 global paradigm
4 universalistic paradigm
1 Initial
2 Final
3 Directional
4 Cultural
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6. _______________ convergence refers to a situation where the countries are
actually becoming more similar.
1 Cultural
2 Final
3 Initial
4 Directional
1 country manager
2 technical specialist
3 financial controller
4 union leader
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1 information exchange
2 HR affordability
3 central HR philosophy
4 e-enabled HR and knowledge transfer
1 a, b and c
2 b, c and d
3 a, c and d
4 a, b, c and d
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4 little between the subsidiary and headquarters, medium to high among
subsidiaries in regions
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3 host country managers
4 managers that may come from nations within the region
1 a, b and c
2 b, c and d
3 a, c and d
4 a, b, c and d
22. Endogenous tors that influence the solutions adopted by MNEs to relieve the
tension between differentiation and integration are ________________.
1 a, b, c and d
2 b, c and d
3 a, c and d
4 a, b and c
23. Below is a list of issues/aspects pertaining to international HRM. Place the correct
issues/aspect in each column.
a. efficiency
b. central HR Philosophy
c. information exchange and organisational learning
d. global provision
e. core business process convergence
f. e-enabled HR and knowledge transfer
g. HR affordability
h. localisation
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1 3
1 Salary
2 Benefit
3 Expatriate
4 Repatriate
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4 Short-term assignees, international commuters, the frequent flyers and the
international project teams share in many ways the same stresses as
expatriates in terms of their social lives and family pressures.
7. 2, (Sec 12.1.3)
8. 4, (Sec 12.3.1)
9. 4, (Sec 12.3)
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Question 1
IHRM is an area of academic study which focuses on:
a) Comparative research
b) The movement of individuals across national boaries
c) The exchange of ideas and practices
d) The policies and practices of MNC's
Question 2
HR challenges which might be ed by internal companies include:
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d) Knowledge of cultural norms and values.
Question 3
A global economy means:
Question 4
Often the reason why expatriate assignments fail and why some immigrants and migrant
workers in the UK find difficulty in assimilating into the British way of life is because of:
a) Cultural differences
b) Homesickness
c) Climate
d) Reduction in remuneration in pay and conditions
Question 5
Hofstede's five variables: power distance; individualism, masculinity /femininity;
uncertainty avoidance and long term versus short term orientation; were terms used to
describe:
a) Family traits
b) HR strategy
c) National differences
d) globalization
Question 6
Cultural shock which is often the outcome of the negative experience of moving from a
familiar culture to one that is unfamiliar is important to erstand in the context of
internationalization because:
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b) It can effect students on 'gap year' experiences.
c) It can impact on individuals taking overseas assignments.
d) Friends and families reunited.
Question 7
Key to successful management of HR processes is the ability to?
a) Travel abroad
b) Recruit local managers
c) Identify key skills and competencies required for working overseas
d) Having ropriate training systems
Question 8
Paul Sparrow (2006) in work commissioned by the CIPD fo:
Question 9
Research into the developing HR functions in Asian businesses suggest that they:
Question 10
In the end of chapter case study, doing business with people from different cultural
backgros depends a great deal on -
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b) Earning their trust and acceptance by building strong relationships based on
mutual respect
c) Learning to behave as they do
d) Learning their language
Question 1
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Question 4
Often the reason why expatriate assignments fail and why some immigrants and migrant
workers in the UK find difficulty in assimilating into the British way of life is because of:
Cultural shock which is often the outcome of the negative experience of moving from a
familiar culture to one that is unfamiliar is important to erstand in the context of
internationalization because:
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and help.
Page reference: 211
Question 7
Research into the developing HR functions in Asian businesses suggest that they:
In the end of chapter case study, doing business with people from different cultural
backgros depends a great deal on -
Question 1
Reward management in the modern era involves:
Question 2
How organizations should be rewarding their employees is:
a) On best practice
b) Arbitrary
c) Based on erstanding behavioural theories
d) Based on Herzberg theory
Question 3
Herzberg (2003) and Kohn (1993a) have consistently taken the view that rewards such as
performance related pay fail to deliver because:
Question 4
Circumstances in which rewards normally impact on behaviour are:
Question 5
The individual most associated with first recognizing the link between pay and
performance was:
a) Mayo
b) F.W Taylor
c) Herzberg
d) Kohn
Question 6
The incentivized level of effort and performance can only be accessed through additional
financial payments that are between:
a) 5 - 10%
b) 10 - 15%
c) 25 - 33%
d) 34 - 40%
Question 7
A set wage or salary is an expression of what type of reward?
a) Rewards as rights
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b) Rewards as those which are contingent
c) Rewards which are discretionary
d) PRP
Question 8
Paying people a monthly salary would not be suitable in which circumstances?
Question 9
Annualized hours refers to:
Question 10
The defining feature of incremental payment systems is:
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Rewards are far from being solely about pay. According to Thompson (2002):
'. . . the era in which reward was just about cash and benefits is gone forever; increasingly
the emphasis in leading organizations is on a total reward roach, including more
intangible rewards like the work environment and quality of life considerations, the
opportunity for advancement and recognition, and flexible working'.
Page reference: 311
Question 2
Herzberg (2003) and Kohn (1993a) have consistently taken the view that rewards such as
performance related pay fail to deliver because:
The individual most associated with first recognizing the link between pay and
performance was:
The incentivized level of effort and performance can only be accessed through additional
financial payments that are between:
MCQ. The new performance 'raisal systems' and incentives usage is the part of
A. mobilize commitment
B. consolidation of gains
A. personal competencies
B. interpersonal competencies
C. business management
D. both A and C
Answer B
MCQ. The teaching of current employees with the skills needed to perform effectively
on job is
A. training
B. negligent training
C. both A and B
D. learning
Answer A
MCQ. The Lewin's process consists of
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A. unfreezing stage
B. moving stage
C. refreezing stage
D. all of above
Answer D
MCQ. 'Managing tasks effectively' comes er
A. personal competencies
B. interpersonal competencies
C. business management
D. Both A and C
Answer A
Question 1
Reward management in the modern era involves:
Question 2
How organizations should be rewarding their employees is:
a) On best practice
b) Arbitrary
c) Based on erstanding behavioural theories
d) Based on Herzberg theory
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Question 3
Herzberg (2003) and Kohn (1993a) have consistently taken the view that rewards such as
performance related pay fail to deliver because:
Question 4
Circumstances in which rewards normally impact on behaviour are:
Question 5
The individual most associated with first recognizing the link between pay and
performance was:
a) Mayo
b) F.W Taylor
c) Herzberg
d) Kohn
Question 6
The incentivized level of effort and performance can only be accessed through additional
financial payments that are between:
a) 5 - 10%
b) 10 - 15%
c) 25 - 33%
d) 34 - 40%
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Question 7
A set wage or salary is an expression of what type of reward?
a) Rewards as rights
b) Rewards as those which are contingent
c) Rewards which are discretionary
d) PRP
Question 8
Paying people a monthly salary would not be suitable in which circumstances?
Question 9
Annualized hours refers to:
Question 10
The defining feature of incremental payment systems is:
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You did not answer the question.
Correct answer:
b) A total reward roach
Feedback:
Rewards are far from being solely about pay. According to Thompson (2002):
'. . . the era in which reward was just about cash and benefits is gone forever; increasingly
the emphasis in leading organizations is on a total reward roach, including more
intangible rewards like the work environment and quality of life considerations, the
opportunity for advancement and recognition, and flexible working'.
Page reference: 311
Question 2
Herzberg (2003) and Kohn (1993a) have consistently taken the view that rewards such as
performance related pay fail to deliver because:
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Question 4
The individual most associated with first recognizing the link between pay and
performance was:
The incentivized level of effort and performance can only be accessed through additional
financial payments that are between:
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through additional financial payments that are between 25 to 33 per cent of pay.
Page reference: 315
Question 7
1
INCORRECT When a company ventures into international business and as
subsidiaries are added and managed by locals, a polycentric roach
makes more sense.
A) True
B) False
Page: 440
2 CORRECT
Some cultures emphasize universal criteria in the selection process.
The emphasis is on who the person is, and his or her family backgro
and connections are important, as opposed to what he or she can do
for the organization.
A) True
B) False
Page: 442
3 CORRECT
Research conducted in the human resource field shows that women
are more effective than men as expatriate managers in parts of the
world where result oriented managers do much better.
A) True
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B) False
Page: 455
4
INCORRECT Signature International's foreign subsidiary is concerned about the
shortage of skilled resources among the local population. Its major
challenge involves recruiting the right talent and intensively training
them in order to make them perform their job requirements
effectively. Which IHRM concern is Signature ing?
A) National concern
B) Cultural concern
C) Organizational concern
D) Technological concern
Page: 440
5
INCORRECT In the selection process, when it doesn't matter who the person is,
but what the person can do for the organization, the culture is
emphasizing the need for _____ criteria.
A) ascriptive
B) prescriptive
C) descriptive
D) universal
Page: 442
6
INCORRECT A newspaper advertisement that explicitly states that a company is
looking for a young male within a specific age range for a job is an
example of:
A) ascriptive criteria.
B) descriptive criteria.
C) normative criteria.
D) prescriptive criteria.
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Page: 442
7
INCORRECT Which of the following statements represent training and
development culture in Latin America?
The education system relies on written demonstration and
A)
lecturing time is limited.
Trainer determines objectives with input from trainees and
B)
their managers.
Trainees can and do challenge trainer; trainer can be
C)
informed and casual.
Value and importance of the training is judged by location,
D)
dignitaries invited for the ceremonies, and academic
affiliation of trainer.
Page: 445
8
INCORRECT In adjusting to living or working abroad for a long period of time,
the _____ phase begins with the initial contact with another culture,
and a sense of optimism and euphoria are common.
A) culture shock
B) honeymoon
C) adjustment
D) mastery
Page: 449
9 CORRECT
When an expatriate is provided free housing and transportation and
an equivalent sum is subtracted from his basic pay, the amount
deducted is a:
A) citizenship salary system.
B) negative allowance.
C) incentives.
D) local taxes.
Page: 452
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10
INCORRECT According to the text, a study on repatriated managers showed that:
three-fourths of expatriates felt they returned to a
A)
promotion.
60 percent of expatriates had difficulty in seeking out
B)
others from their home country with whom they can
compare experiences about their difficulties.
60 percent of expatriates ed difficulties due to differences
C)
in language and shopping habits and a dislike for the
country.
25 percent of the expatriates left the organization within a
D)
year after their return.
Page: 454
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(b) HR training and development
(c) industrial relations
(d) all of the above
7. HRM is_________
(a) a staff function
(b) a line function
(c) a staff function, line function and accounting function
(d) a\l of the above
8. The objectives of HRM are categorized as __
(a) personal objectives
(b) functional objectives
(c) organisational and social objectives
(d) all of the above
9. The scope of HRM does not include __
(a) retirement of employees
(b) manpower planning
(c) training of employees
(d) maintenance of accounts
10. The meaning of the acronym ‘SHRM’ is __
(a) Short-term Human Resource Management
(b) Strategic Human Resource Management
(c) Strategestic Human Resource Management
(d) Strategic Humane Resource Management
11. Recruitment is widely viewed as a __
(a) positive process
(b) negative process
(c) positive as well as negative process
(d) none of the above processes
12. Recruitment policy usually highlights need for establishing __
(a) job specification
(b) job analysis
(c) job description
(d) none of the above
13. The process of developing the licant’s pool for job openings in an organization is
called____
(a) Hiring
(b) Recruitment
(c) Selection
(d) Retention
14. A brief write-up of what the job is all about is __
(a) job finding
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(b) job summary
(c) job analysis
(d) job specification
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