What Do You Know About Global Human Resources Management? Trivia Quiz
What Do You Know About Global Human Resources Management? This is an umbrella term that includes all the functions of an HRM in a global scale. What are the main functions of an HRM and how do they achieve it? The quiz below is perfect for helping you review what you already know, do give it a try and refresh your memory.
Questions and Answers
- 1.
Which of the following terms refers to the human resource management concepts and techniques employers use to manage the challenges of their international operations?
- A.
Work councils
- B.
International human resource management
- C.
Power distance
- D.
Codetermination
Correct Answer
B. International human resource managementExplanation
International human resource management refers to the concepts and techniques used by employers to manage the challenges of their international operations. This includes activities such as recruitment, training, compensation, and employee relations in a global context. It involves understanding and adapting to different cultural, legal, and economic factors in order to effectively manage a diverse workforce across different countries and regions.Rate this question:
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- 2.
International human resource management (IHRM) focuses on three main topics. Which of the following is NOT one of them?
- A.
Comparing human resource management practices
- B.
Managing human resources in global companies
- C.
Domestic company partnerships
- D.
Managing expatriate employees
Correct Answer
C. Domestic company partnershipsExplanation
The correct answer is "domestic company partnerships." International human resource management (IHRM) focuses on comparing human resource management practices, managing human resources in global companies, and managing expatriate employees. Domestic company partnerships, on the other hand, are not a main topic of IHRM.Rate this question:
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- 3.
Geert Hofstede called the extent to which less powerful members of institutions accept and expect an unequal power distribution ________.
- A.
Masculinity
- B.
Individualism
- C.
Power distance
- D.
Tolerance for ambiguity
Correct Answer
C. Power distanceExplanation
Geert Hofstede coined the term "power distance" to describe the extent to which individuals in a society accept and expect an unequal distribution of power among its members. It refers to the way in which less powerful individuals in institutions, such as organizations or societies, perceive and deal with power dynamics. This concept highlights the degree to which individuals are comfortable with hierarchical structures and authority figures, and it can vary greatly across different cultures and societies.Rate this question:
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- 4.
According to research, which of the following is a greater concern to Chinese managers than United States managers?
- A.
Getting tasks accomplished efficiently
- B.
Keeping a distance from subordinates
- C.
Enforcing a firm's policies and regulations
- D.
Maintaining a harmonious work environment
Correct Answer
D. Maintaining a harmonious work environmentExplanation
Chinese managers prioritize maintaining a harmonious work environment more than United States managers. This is likely due to the cultural value placed on harmony and collectivism in Chinese society. Chinese managers may prioritize building positive relationships and avoiding conflict among employees, as this is seen as essential for productivity and overall success in the workplace. In contrast, United States managers may prioritize efficiency and task accomplishment, valuing individualism and competitiveness in the workplace.Rate this question:
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- 5.
In which country do individuals have a high acceptance of unequal power distribution between managers and subordinates?
- A.
Mexico
- B.
Hong Kong
- C.
Sweden
- D.
United States
Correct Answer
A. MexicoExplanation
Mexico is the correct answer because it is a country where individuals have a high acceptance of unequal power distribution between managers and subordinates. This can be attributed to the cultural value of "power distance" which is the extent to which less powerful members of society accept and expect power to be distributed unequally. In Mexican culture, there is generally a higher acceptance of hierarchical structures and authority, making it more likely for individuals to accept and expect unequal power distribution between managers and subordinates.Rate this question:
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- 6.
Of the countries listed below, in which one do production workers receive the lowest hourly wage?
- A.
United States
- B.
Philippines
- C.
Germany
- D.
Taiwan
Correct Answer
B. PhilippinesExplanation
Production workers in the Philippines receive the lowest hourly wage compared to the other countries listed. This could be due to various factors such as lower cost of living, lower labor standards, or a less developed economy. It is important to note that wage rates can vary significantly within a country based on factors such as industry, skill level, and location.Rate this question:
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- 7.
_______ are formal, employee-elected groups of worker representatives that meet monthly with managers to discuss topics affecting the employees.
- A.
Bargaining units
- B.
Work councils
- C.
Mediation groups
- D.
Employee boards
Correct Answer
B. Work councilsExplanation
Work councils are formal, employee-elected groups of worker representatives that meet monthly with managers to discuss topics affecting the employees. These councils serve as a platform for open communication between employees and management, allowing for the exchange of ideas, concerns, and feedback. By regularly engaging with managers, work councils help ensure that the needs and interests of the employees are taken into consideration in decision-making processes. This collaborative approach promotes a positive work environment and fosters a sense of employee empowerment and representation.Rate this question:
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- 8.
In many European countries, ________ replace the union-based worker-management mediations typical in the U.S.
- A.
HR managers
- B.
Corporate attorneys
- C.
Work councils
- D.
Bargaining units
Correct Answer
C. Work councilsExplanation
In many European countries, work councils replace the union-based worker-management mediations typical in the U.S. Work councils are a form of employee representation where elected representatives from the workforce engage in negotiations with management regarding various employment issues. They serve as a platform for employees to voice their concerns and participate in decision-making processes within the organization. Work councils are an alternative to traditional labor unions and play a significant role in maintaining a harmonious relationship between employees and employers in European countries.Rate this question:
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- 9.
In Germany, employees have the legal right to a voice in setting company policies. This is called ________.
- A.
Codetermination
- B.
Employment at will
- C.
Internal coordination
- D.
Gainsharing
Correct Answer
A. CodeterminationExplanation
Codetermination refers to the legal right of employees in Germany to have a voice in setting company policies. It allows employees to participate in decision-making processes and have representation on company boards. This practice promotes employee involvement, cooperation, and collaboration in the workplace, fostering a sense of ownership and shared responsibility. Codetermination is a unique feature of the German labor system and reflects the country's commitment to a more democratic and inclusive approach to employment relations.Rate this question:
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- 10.
The European Union is best described as a ________.
- A.
System of global standards, policies, and legislation
- B.
Common market for goods, services, capital, and labor
- C.
Political agreement that standardizes human resource laws
- D.
Political system for equalizing wages, benefits, and taxation
Correct Answer
B. Common market for goods, services, capital, and laborExplanation
The European Union is best described as a common market for goods, services, capital, and labor. This means that within the EU, there is free movement of goods, services, capital, and labor among member states. This allows for the creation of a single market where businesses can trade freely, individuals can work and live in different member states, and capital can flow across borders. This integration promotes economic growth, competition, and cooperation among member states.Rate this question:
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- 11.
Which of the following is a true statement regarding the European Union?
- A.
EU employers must provide employees with written terms of their employment
- B.
EU employers must provide two weeks' notice when dismissing employees.
- C.
Each EU country pays workers the same minimum hourly wage.
- D.
Workers in the EU must live and work in their home country.
Correct Answer
A. EU employers must provide employees with written terms of their employmentExplanation
In the European Union, it is a true statement that EU employers must provide employees with written terms of their employment. This means that employers are legally obligated to provide their employees with a written contract that outlines the terms and conditions of their employment, such as job responsibilities, working hours, salary, and benefits. This ensures transparency and clarity in the employment relationship and helps protect the rights and interests of both employers and employees.Rate this question:
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- 12.
Why is recruiting, hiring, and retaining good employees difficult in China?
- A.
Economic difficulties
- B.
Unmotivated workers
- C.
Government restrictions
- D.
Training requirements
Correct Answer
C. Government restrictionsExplanation
Recruiting, hiring, and retaining good employees in China can be challenging due to government restrictions. The Chinese government imposes various regulations and policies that can hinder the hiring process and limit the flexibility of businesses. These restrictions may include strict labor laws, work permit requirements for foreign employees, limitations on employee benefits, and bureaucratic red tape. Additionally, the government's control over industries and the labor market can create a lack of competition and motivation among workers, making it more difficult to find and retain highly skilled and motivated employees.Rate this question:
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- 13.
In China, qualified job candidates are most likely to be interested in a firm that offers ________.
- A.
Signing bonuses
- B.
Performance-based pay
- C.
Job expansion opportunities
- D.
Training and development programs
Correct Answer
D. Training and development programsExplanation
In China, qualified job candidates are most likely to be interested in a firm that offers training and development programs. This is because these programs provide individuals with the opportunity to enhance their skills and knowledge, allowing them to grow professionally and advance in their careers. Additionally, training and development programs demonstrate a company's commitment to employee growth and can be seen as a valuable benefit for job seekers.Rate this question:
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- 14.
Daniel is a manager for Siemens China, and it is time to conduct performance appraisals. During the appraisals, it would be most effective for Daniel to ________.
- A.
Link performance with employee bonuses
- B.
Make personal comments to the employee
- C.
Focus on quantifiable, objective results
- D.
Post appraisal results for each team
Correct Answer
C. Focus on quantifiable, objective resultsExplanation
During performance appraisals, it would be most effective for Daniel to focus on quantifiable, objective results. This approach ensures that the evaluation is fair and unbiased, as it relies on measurable data rather than personal opinions or subjective comments. By emphasizing quantifiable results, Daniel can provide clear feedback to employees and help them understand their strengths and areas for improvement. This approach also allows for a more objective assessment of performance, which can be used as a basis for determining bonuses or rewards.Rate this question:
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- 15.
________ are citizens of the countries where they are working.
- A.
Home-country nationals
- B.
Multi-nationals
- C.
Expatriates
- D.
Locals
Correct Answer
D. LocalsExplanation
Locals refers to individuals who are citizens of the countries where they are working. They are native to the country and have permanent residency or citizenship. They are familiar with the local culture, language, and customs, which can be advantageous in certain work environments.Rate this question:
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- 16.
Of the types of international workers that multinational companies can employ, locals are best described as ________.
- A.
Citizens of the countries where they are working
- B.
Noncitizens of the countries in which they are working
- C.
Citizens of the country in which the multinational company has its headquarters
- D.
Noncitizens of the country in which the multinational company has its headquarters
Correct Answer
A. Citizens of the countries where they are workingExplanation
Locals, in the context of multinational companies, refer to individuals who are citizens of the countries where they are working. These individuals are hired by the multinational companies to work in their respective countries, utilizing their local knowledge, language skills, and cultural understanding. Hiring locals can be beneficial for multinational companies as it helps them navigate the local business environment more effectively and build strong relationships with local stakeholders. Therefore, the correct answer is citizens of the countries where they are working.Rate this question:
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- 17.
Marie is an Italian executive working in a manufacturing plant in Siena, Italy that is owned by a parent company based in Singapore. Marie is a(n) ________.
- A.
Local
- B.
Expatriate
- C.
Third-country national
- D.
Home-country national
Correct Answer
A. LocalExplanation
Marie is considered a "local" because she is an Italian executive working in Italy, where the manufacturing plant is located. She is not an expatriate because she is not working outside of her home country. She is not a third-country national because she is not from a different country than the parent company's location. She is also not a home-country national because the parent company is not based in Italy.Rate this question:
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- 18.
Jason is a British freelance journalist working in Paris, so he is most likely classified as a(n) ________.
- A.
Local
- B.
Expatriate
- C.
Third-country national
- D.
Home-country national
Correct Answer
B. ExpatriateExplanation
Since Jason is a British freelance journalist working in Paris, he is most likely classified as an expatriate. This term refers to someone who is living and working outside of their home country, which is the case for Jason as he is British but working in Paris.Rate this question:
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- 19.
________ are noncitizens of the countries in which they are working.
- A.
Home-country nationals
- B.
Third-country nationals
- C.
Expatriates
- D.
Locals
Correct Answer
C. ExpatriatesExplanation
Expatriates are individuals who are working in a country that is not their own. They are noncitizens of the country where they are employed, which means they are living and working in a foreign country. Unlike home-country nationals who are citizens of the country where the company is headquartered, or locals who are citizens of the host country, expatriates are foreigners working abroad. Third-country nationals, on the other hand, are individuals who are citizens of a country other than their home or host country.Rate this question:
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- 20.
In January 2009, Walmart acquired a controlling interest in Chile's leading food retailer. Since then, Walmart has opened the first environmentally-friendly supermarket in Chile that uses energy-efficient technology throughout the store. Walmart is planning to open additional stores in Chile over the next seven years. Walmart's top executives are considering the idea of transferring U.S. managers to Chile to oversee the construction and establishment of the new stores. Which of the following questions is LEAST relevant to the decision to fill management positions in Chile with expatriates?
- A.
What will be the relocation and compensation costs to Walmart of using expatriates?
- B.
What level of corporate control is needed for opening the new Walmart stores?
- C.
What is the planned Walmart marketing strategy for the new stores in Chile?
- D.
What is the typical attrition rate for expatriate employees at Walmart?
Correct Answer
C. What is the planned Walmart marketing strategy for the new stores in Chile?Explanation
The question regarding the planned Walmart marketing strategy for the new stores in Chile is least relevant to the decision to fill management positions in Chile with expatriates. The decision to transfer U.S. managers to Chile is focused on overseeing the construction and establishment of the new stores, rather than on the marketing strategy. The marketing strategy can be developed and implemented by local managers in Chile, and does not necessarily require expatriates.Rate this question:
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- 21.
Which of the following terms refers to citizens of a country other than the parent or the host country?
- A.
Third-country national
- B.
Home-country national
- C.
Multi-national
- D.
Local
Correct Answer
A. Third-country nationalExplanation
The term "third-country national" refers to citizens of a country other than the parent or the host country. This term is commonly used in the context of immigration and international relations to distinguish individuals who are neither citizens of the country they are residing in nor citizens of the country they originated from. It is often used to describe individuals who are living or working in a country on a temporary or permanent basis but hold a different nationality.Rate this question:
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- 22.
Peter is a German citizen working as a manager for Siemens in Freiberg, Germany. Siemens has facilities all over the world but its headquarters is in Germany. Peter is best categorized as a(n) ________
- A.
Expatriate
- B.
Third-country national
- C.
Home-country national
- D.
Host-country national
Correct Answer
C. Home-country nationalExplanation
Peter is a German citizen working as a manager for Siemens in Germany. Since Siemens is a German company and Peter is working in his home country, he can be categorized as a home-country national.Rate this question:
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- 23.
Which of the following terms refers to citizens of the country in which the multinational company has its headquarters?
- A.
Expatriates
- B.
Third-country nationals
- C.
Home-country nationals
- D.
Locals
Correct Answer
C. Home-country nationalsExplanation
The term "home-country nationals" refers to citizens of the country in which the multinational company has its headquarters. These individuals are considered the local workforce and are typically familiar with the culture, language, and business practices of their home country. They may be hired directly by the company or transferred from other branches within the same country.Rate this question:
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- 24.
Roberta is an Italian citizen who spent a great deal of time during her childhood in England. She now works in Brazil as an HR manager for a British company. Roberta is best described as a(n) ________.
- A.
Expatriate
- B.
Third-country national
- C.
Home-country national
- D.
Host-country national
Correct Answer
B. Third-country nationalExplanation
Roberta is best described as a third-country national because she is an Italian citizen (home-country national) working in Brazil (host-country national) for a British company. She does not belong to either the home or host country, making her a third-country national.Rate this question:
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- 25.
In January 2009, Walmart acquired a controlling interest in Chile's leading food retailer. Since then, Walmart has opened the first environmentally friendly supermarket in Chile that uses energy efficient technology throughout the store. Walmart is planning to open additional stores in Chile over the next seven years. Walmart's top executives are considering the idea of transferring U.S. managers to Chile to oversee the construction and establishment of the new stores. Which of the following, if true, supports the argument that locals should be hired to fill management positions in Chile?
- A.
Chile has a high percentage of younger workers with college degrees.
- B.
Managers in Chile are expected to keep their distance from subordinates.
- C.
Chile has had an increase in foreign direct investment over the last five years
- D.
Chileans expect managers and subordinates to interact in a highly informal manner.
Correct Answer
A. Chile has a high percentage of younger workers with college degrees.Explanation
The fact that Chile has a high percentage of younger workers with college degrees supports the argument that locals should be hired to fill management positions in Chile. This indicates that there is a pool of educated and qualified individuals within the country who can effectively take on managerial roles. Hiring locals would not only benefit the local workforce but also ensure that managers have a better understanding of the local culture, business practices, and market dynamics, which is crucial for the successful establishment and operation of new stores.Rate this question:
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- 26.
Which of the following is the primary disadvantage of using expatriates to fill foreign subsidiary management positions?
- A.
High costs associated with relocation
- B.
Time and effort required for training
- C.
Inability to create short-term results
- D.
Security concerns
Correct Answer
A. High costs associated with relocationExplanation
The primary disadvantage of using expatriates to fill foreign subsidiary management positions is the high costs associated with relocation. This is because relocating employees to another country involves expenses such as housing, transportation, and potentially higher salaries. These costs can significantly impact the company's budget and financial resources. Additionally, there may be additional expenses related to visa processing, language training, and cultural adaptation. Therefore, the high costs associated with relocation make it a primary disadvantage of using expatriates for filling foreign subsidiary management positions.Rate this question:
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- 27.
All of the following are reasons that firms rely heavily on locals to fill foreign subsidiary management positions EXCEPT ________.
- A.
Pressure from local government
- B.
Lower costs than using expatriates
- C.
Improved public relations in community
- D.
High level of skills and technical qualifications
Correct Answer
D. High level of skills and technical qualificationsExplanation
Firms rely heavily on locals to fill foreign subsidiary management positions due to various reasons. Pressure from local government is one of the reasons as it ensures compliance with local laws and regulations. Lower costs than using expatriates is another reason as hiring locals eliminates the need for expensive relocation packages. Improved public relations in the community is also a reason as locals have a better understanding of the local culture and can build stronger relationships with stakeholders. However, the high level of skills and technical qualifications is not a reason for relying on locals, as firms may also seek these qualifications in expatriates.Rate this question:
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- 28.
In January 2009, Walmart acquired a controlling interest in Chile's leading food retailer. Since then, Walmart has opened the first environmentally-friendly supermarket in Chile that uses energy-efficient technology throughout the store. Walmart is planning to open additional stores in Chile over the next seven years. Walmart's top executives are considering the idea of transferring U.S. managers to Chile to oversee the construction and establishment of the new stores. Which of the following, if true, best supports the argument of using expatriates to establish the new Walmart stores in Chile?
- A.
Local candidates with the necessary managerial experience are difficult to find in Chile.
- B.
Walmart uses an online recruiting system to facilitate human resources activities.
- C.
The State Department has issued travel alerts for Americans traveling in Chile.
- D.
Walmart wants to develop good relationships with the local community.
Correct Answer
A. Local candidates with the necessary managerial experience are difficult to find in Chile.Explanation
The option that best supports the argument of using expatriates to establish the new Walmart stores in Chile is that local candidates with the necessary managerial experience are difficult to find in Chile. This implies that there is a shortage of qualified local candidates, making it necessary to bring in expatriates from the US to oversee the construction and establishment of the new stores.Rate this question:
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- 29.
Sara, who is originally from India, works in Texas for Dell as an IT manager. Dell, which has a localization policy, recently announced that management positions are available in its Bangalore, India facility. If Sara, who wants to return to India, is offered the Bangalore position, she would most likely be categorized as a(n) ________.
- A.
Commuter employee
- B.
Independent contractor
- C.
Third-country national
- D.
Permanent transferee
Correct Answer
D. Permanent transfereeExplanation
If Sara, who is originally from India, is offered a management position in Dell's Bangalore facility, she would most likely be categorized as a permanent transferee. This is because she is being permanently transferred from her current location in Texas to the Bangalore facility in India. As an IT manager, she would be relocated to work in a different country within the same company.Rate this question:
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- 30.
Which of the following terms refers to having local employees abroad do jobs that the firm's domestic employees previously did in-house?
- A.
Adapting
- B.
Offshoring
- C.
Enlarging
- D.
Diversifying
Correct Answer
B. OffshoringExplanation
Offshoring refers to the practice of having local employees abroad perform tasks that were previously done by the firm's domestic employees in-house. This term specifically relates to the relocation of business processes or services to a foreign country, often to take advantage of lower labor costs or access to specific skills or resources. It involves the transfer of jobs or functions to another country, typically through outsourcing or establishing a subsidiary in the foreign location. Offshoring can help companies reduce costs, increase efficiency, or tap into new markets.Rate this question:
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- 31.
Call centers that service customers for firms like software and computer hardware companies are increasingly using employees in India to staff the telephones. This is an example of ________.
- A.
Outsourcing
- B.
Offshoring
- C.
Downsizing
- D.
International staffing
Correct Answer
B. OffshoringExplanation
Offshoring refers to the practice of relocating business operations or services to a foreign country. In this case, the call centers are outsourcing their customer service operations to employees in India, which means they are offshoring their services. Offshoring allows companies to take advantage of lower labor costs and access a larger talent pool in other countries.Rate this question:
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- 32.
Which of the following corporate divisions plays the greatest role in offshoring?
- A.
Marketing
- B.
Accounting
- C.
Manufacturing
- D.
Human resources
Correct Answer
D. Human resourcesExplanation
Human resources plays the greatest role in offshoring because it involves the management of the company's workforce, including hiring, training, and employee benefits. Offshoring in this division can include outsourcing recruitment processes, employee training, and even relocating entire departments to other countries with lower labor costs. By offshoring human resources, companies can potentially reduce costs, access a larger pool of talent, and expand their global presence.Rate this question:
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- 33.
Which of the following terms refers to the belief that home country attitudes, management style, knowledge, evaluation criteria, and managers are superior to anything the host country has to offer?
- A.
Polycentric
- B.
Ethnocentric
- C.
Geocentric
- D.
Monocentric
Correct Answer
B. EthnocentricExplanation
Ethnocentric refers to the belief that one's own culture or country is superior to others. In the context of the question, it specifically refers to the belief that home country attitudes, management style, knowledge, evaluation criteria, and managers are superior to anything the host country has to offer. This perspective often leads to a centralized decision-making approach where the home country's practices and policies are imposed on foreign subsidiaries or operations, disregarding the local context and potential benefits of adaptation.Rate this question:
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- 34.
A corporation that believes that only host country managers can ever really understand the culture and behavior of the host country market would be referred to as ________.
- A.
Polycentric
- B.
Ethnocentric
- C.
Geocentric
- D.
Monocentric
Correct Answer
A. PolycentricExplanation
A corporation that believes that only host country managers can ever really understand the culture and behavior of the host country market would be referred to as polycentric. In a polycentric approach, the company delegates decision-making authority to local managers in each country where it operates. This approach recognizes the importance of local knowledge and cultural understanding in effectively navigating the host country market. By giving autonomy to host country managers, the corporation can adapt its strategies and operations to fit the specific needs and preferences of each local market.Rate this question:
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- 35.
Samsung tends to follow an ethnocentric staffing model. From which group will it most likely hire for upper-level management positions at its Texas facility?
- A.
Home-country nationals
- B.
Host-country nationals
- C.
Third-country nationals
- D.
Local citizens
Correct Answer
A. Home-country nationalsExplanation
Samsung tends to follow an ethnocentric staffing model, which means it prefers to hire employees from its home country for upper-level management positions at its Texas facility. This implies that Samsung is likely to hire home-country nationals, who are individuals from South Korea (Samsung's home country), for these positions.Rate this question:
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- 36.
Which of the following is the LEAST likely reason that a firm would choose an ethnocentric staffing policy?
- A.
Lack of qualified host-country upper-management candidates
- B.
Goal of reducing misunderstandings with locals
- C.
Need to transfer core competencies effectively
- D.
Desire to maintain a unified corporate culture
Correct Answer
B. Goal of reducing misunderstandings with localsExplanation
A firm would choose an ethnocentric staffing policy when it wants to maintain a unified corporate culture, transfer core competencies effectively, and when there is a lack of qualified host-country upper-management candidates. However, the goal of reducing misunderstandings with locals is the least likely reason for choosing an ethnocentric staffing policy. This is because an ethnocentric staffing policy involves hiring employees from the home country of the firm, which may result in cultural and language barriers, leading to potential misunderstandings with locals.Rate this question:
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- 37.
Mercedes sent a team of executives from Germany to oversee the start-up of its U.S. operations. Which of the following terms best describes the values of Mercedes' top executives?
- A.
Polycentric
- B.
Monocentric
- C.
Ethnocentric
- D.
Geocentric
Correct Answer
C. EthnocentricExplanation
The term "ethnocentric" best describes the values of Mercedes' top executives. This means that they prioritize their home country's values and beliefs over those of the host country. In this case, the executives from Germany are overseeing the start-up of Mercedes' U.S. operations, indicating a focus on their own cultural perspectives and practices.Rate this question:
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- 38.
What value classification refers to a belief that the best manager for a specific position could be in any of the countries in which the firm operates?
- A.
Polycentric
- B.
Ethnocentric
- C.
Geocentric
- D.
Monocentric
Correct Answer
C. GeocentricExplanation
The term "geocentric" refers to a belief that the best manager for a specific position could be in any of the countries in which the firm operates. This means that the company does not prioritize managers from a specific country or region, but instead considers individuals from all locations equally. This approach recognizes that talent and skills can be found globally, and promotes a diverse and inclusive hiring strategy.Rate this question:
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- 39.
With a geocentric staffing policy, a firm is most likely able to ________.
- A.
Provide effective training
- B.
Recruit recent college graduates
- C.
Use its human resources efficiently
- D.
Strengthen its image within a local community
Correct Answer
C. Use its human resources efficientlyExplanation
A geocentric staffing policy allows a firm to utilize its human resources efficiently by hiring the most qualified individuals for each position, regardless of their nationality or location. This policy focuses on selecting the best candidates from a global pool, ensuring that the company can benefit from diverse perspectives and skills. By hiring the right people for the right positions, the firm can optimize productivity and effectiveness, leading to efficient utilization of its human resources.Rate this question:
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- 40.
In January 2009, Walmart acquired a controlling interest in Chile's leading food retailer. Since then, Walmart has opened the first environmentally-friendly supermarket in Chile that uses energy-efficient technology throughout the store. Walmart is planning to open additional stores in Chile over the next seven years. Walmart's top executives are considering the idea of transferring U.S. managers to Chile to oversee the construction and establishment of the new stores. Which of the following, if true, supports the assertion that Walmart is an ethnocentrically oriented corporation?
- A.
Walmart usually succeeds on an international level because the firm actively works to support local charities.
- B.
Walmart rarely experiences cultural misunderstandings because of its tendency to hire locals to fill management positions.
- C.
Walmart aims to maintain a unified organizational culture by filling foreign management positions with Americans.
- D.
Adaptability screening eliminates problems associated with transferring Walmart managers and their families abroad.
Correct Answer
C. Walmart aims to maintain a unified organizational culture by filling foreign management positions with Americans.Explanation
The answer supports the assertion that Walmart is an ethnocentrically oriented corporation because it states that Walmart aims to maintain a unified organizational culture by filling foreign management positions with Americans. This suggests that Walmart believes that American managers are better suited to oversee the construction and establishment of new stores in Chile, indicating a preference for their own culture and values over the local culture.Rate this question:
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- 41.
The most common reason that an expatriate fails at an international assignment is ________.
- A.
Incompetence
- B.
Technical demands
- C.
Inability of spouse to adjust
- D.
Language difficulties
Correct Answer
C. Inability of spouse to adjustExplanation
The most common reason that an expatriate fails at an international assignment is the inability of their spouse to adjust. When an individual is assigned to work in a foreign country, the support and adaptability of their spouse play a crucial role in their overall success and well-being. If the spouse is unable to adjust to the new environment, it can lead to increased stress, loneliness, and dissatisfaction for the expatriate, ultimately impacting their performance and ability to fulfill their responsibilities effectively.Rate this question:
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- 42.
Which of the following qualities is most closely linked to an employee's success on an international work assignment?
- A.
Technical skills
- B.
Responsibility
- C.
Intelligence
- D.
Flexibility
Correct Answer
D. FlexibilityExplanation
Flexibility is the most closely linked quality to an employee's success on an international work assignment because it allows them to adapt to different cultures, work environments, and business practices. Being flexible enables employees to navigate challenges and changes with ease, communicate effectively with diverse teams, and find innovative solutions to problems. It also helps them to embrace new experiences, learn from different perspectives, and build strong relationships with colleagues from different backgrounds. Overall, flexibility is crucial in thriving in a global work setting and achieving success in international assignments.Rate this question:
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- 43.
Which of the following terms refers to the process of assessing an employee's probable success in handling a foreign transfer?
- A.
Skills placement testing
- B.
Adaptability screening
- C.
Management assessment
- D.
Performance appraisal
Correct Answer
B. Adaptability screeningExplanation
Adaptability screening refers to the process of assessing an employee's probable success in handling a foreign transfer. It involves evaluating an individual's ability to adapt to new environments, cultures, and work practices. This screening helps organizations identify employees who are likely to thrive and succeed in international assignments, ensuring that the right individuals are selected for such roles. It assesses an employee's flexibility, open-mindedness, willingness to learn, and ability to cope with challenges and change.Rate this question:
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- 44.
In January 2009, Walmart acquired a controlling interest in Chile's leading food retailer. Since then, Walmart has opened the first environmentally-friendly supermarket in Chile that uses energy-efficient technology throughout the store. Walmart is planning to open additional stores in Chile over the next five years. Walmart's top executives are considering the idea of transferring U.S. managers to Chile to oversee the construction and establishment of the new stores. Which of the following, if true, undermines the argument of using expatriates to establish the new Walmart stores in Chile?
- A.
Adaptability screening tests indicate that three potential candidates are bilingual and travel overseas frequently.
- B.
Walmart offers overseas candidates extensive training on cultural differences and adaptation skills
- C.
The most qualified Walmart managers have no foreign travel experience and do not speak Spanish
- D.
A balance sheet approach is used by Walmart, but workers do not receive hardship allowances for moving to Chile.
Correct Answer
C. The most qualified Walmart managers have no foreign travel experience and do not speak SpanishExplanation
The fact that the most qualified Walmart managers have no foreign travel experience and do not speak Spanish undermines the argument of using expatriates to establish the new Walmart stores in Chile. This suggests that these managers may face difficulties in adapting to the cultural differences and language barriers in Chile, which are important factors in successfully overseeing the construction and establishment of the new stores.Rate this question:
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- 45.
According to research, all of the following will most likely help spouses of expatriates adjust to living in foreign countries EXCEPT ________
- A.
Close family relationships
- B.
Pre-school age children
- C.
Scheduled vacations
- D.
Language training
Correct Answer
C. Scheduled vacationsExplanation
Scheduled vacations are not likely to help spouses of expatriates adjust to living in foreign countries. While close family relationships, pre-school age children, and language training can all contribute to a smoother adjustment process, scheduled vacations may not have the same impact. Vacations are temporary breaks from daily life and may not address the challenges and cultural differences that spouses may face on a regular basis. Therefore, scheduled vacations are not as effective in aiding adjustment as the other options provided.Rate this question:
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- 46.
Which term refers to a group of geographically dispersed co-workers that uses a desktop videoconferencing system to communicate and accomplish tasks for the firm?
- A.
Virtual team
- B.
Telecommuter group
- C.
Permanent transferee
- D.
Short-term international team
Correct Answer
A. Virtual teamExplanation
A virtual team is a group of geographically dispersed co-workers that uses a desktop videoconferencing system to communicate and accomplish tasks for the firm. This type of team allows individuals from different locations to collaborate and work together effectively, without the need for physical proximity. By utilizing videoconferencing technology, virtual teams can communicate in real-time, share information, and collaborate on projects, just as if they were in the same physical location. This enables organizations to leverage talent from different locations, improve efficiency, and reduce costs associated with travel and office space.Rate this question:
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- 47.
What is the primary problem associated with virtual teams at international firms?
- A.
Scheduling meetings
- B.
Agreeing on important issues
- C.
Facilitating group communication
- D.
Building trust among team members
Correct Answer
D. Building trust among team membersExplanation
Building trust among team members is the primary problem associated with virtual teams at international firms. In virtual teams, members are often geographically dispersed and may have limited face-to-face interaction, which can make it challenging to establish trust. Trust is crucial for effective collaboration and communication in virtual teams, as it helps to foster cooperation, open communication, and a sense of reliability among team members. Without trust, team members may be hesitant to share information, voice their opinions, or rely on each other, ultimately hindering the team's productivity and success.Rate this question:
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- 48.
U.S. employers have most likely experienced an increase in successful expatriate assignments in the last two decades because they have ________.
- A.
Focused on job performance as the main selection criteria
- B.
Increased the number of selection criteria for global assignees
- C.
Provided global assignees with local managers to serve as mentors
- D.
Allowed HR managers to have more control of the global hiring process
Correct Answer
B. Increased the number of selection criteria for global assigneesExplanation
An increase in successful expatriate assignments can be attributed to the fact that U.S. employers have increased the number of selection criteria for global assignees. By expanding the criteria used to select candidates for international assignments, employers are able to identify individuals who possess the necessary skills, experience, and cultural adaptability to thrive in a foreign work environment. This increased focus on selecting the right candidates increases the likelihood of successful expatriate assignments.Rate this question:
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- 49.
Before departing for an overseas assignment, an employee would most likely benefit from ________ training
- A.
Technical
- B.
Interpersonal
- C.
Cross-cultural
- D.
Career development
Correct Answer
C. Cross-culturalExplanation
Before departing for an overseas assignment, an employee would most likely benefit from cross-cultural training. This type of training helps individuals understand and navigate the cultural differences they may encounter while working in a foreign country. It equips them with the knowledge and skills necessary to effectively communicate, collaborate, and adapt to a different cultural environment. This training can enhance their ability to build relationships, avoid misunderstandings, and successfully navigate cultural nuances, ultimately leading to a more successful and productive international assignment.Rate this question:
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- 50.
All of the following are the primary benefits of providing ongoing training to employees on overseas assignments EXCEPT ________.
- A.
Offering educational opportunities
- B.
Developing relationships with co-workers
- C.
Cultivating corporate values and standards
- D.
Providing spousal networking opportunities
Correct Answer
D. Providing spousal networking opportunitiesExplanation
Providing ongoing training to employees on overseas assignments offers several primary benefits, including offering educational opportunities, developing relationships with co-workers, and cultivating corporate values and standards. However, providing spousal networking opportunities is not considered one of the primary benefits. This may be because spousal networking opportunities are not directly related to the employee's professional development or the company's goals.Rate this question:
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Mar 21, 2023Quiz Edited by
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Feb 23, 2019Quiz Created by
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