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1 | |
According to a survey of almost 3,000 line executives and HR executives from 12 countries, international competition is the number one factor affecting HRM. |
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| | A) | True |
| | B) | False |
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2 | |
NAFTA is an agreement among ______, ______, and ______ that has created a free market even larger than the EEC. |
|
| | A) | Mexico; Ecuador; Brazil |
| | B) | Europe; the U.S.; China |
| | C) | Canada; U.S.; Mexico |
| | D) | China; Japan; Taiwan |
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3 | |
The need to increase the strategic management of HRM in a global context is a direct result of more efficient economical community development in all of these except: |
|
| | A) | Europe. |
| | B) | North America. |
| | C) | Africa. |
| | D) | Asia. |
|
4 | |
Under the European Economic Community, commerce is regulated by an overseeing body called the European Commission. |
|
| | A) | True |
| | B) | False |
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5 | |
The set of important assumptions that members of a community share refers to |
|
| | A) | expatriate. |
| | B) | reacculturation. |
| | C) | TCNs. |
| | D) | culture. |
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6 | |
The set of important assumptions that members of a community share refers to |
|
| | A) | political system. |
| | B) | culture. |
| | C) | education-human capital. |
| | D) | the euro. |
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7 | |
__________ is an international framework of rules and principle for reducing trade barriers across countries around the world. |
|
| | A) | GATT |
| | B) | The World Bank |
| | C) | The European Union |
| | D) | NAFTA |
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8 | |
Hofstede's classical research of dimensions of culture showed that strongly self-interested countries (e.g. USA, Great Britain) tend to be |
|
| | A) | high scored on the individualism dimension. |
| | B) | high scored on the femininity dimension. |
| | C) | low scored on the power distance dimension. |
| | D) | low scored on the materialism dimension. |
|
9 | |
Which of these dimensions describe the degree of inequality among people that is considered to be normal? |
|
| | A) | Individualism/Collectivism |
| | B) | Masculinity/Femininity |
| | C) | Power distance |
| | D) | Uncertainty avoidance |
|
10 | |
Which of these is not a dimension of Hofstede? |
|
| | A) | Masculinity - femininity |
| | B) | Power distance |
| | C) | Uncertainty avoidance |
| | D) | Global-domestic |
|
11 | |
Which of these is defined as the degree to which people in a culture prefer structured over unstructured situations? |
|
| | A) | Individualism/Collectivism |
| | B) | Masculinity/Femininity |
| | C) | Power distance |
| | D) | Uncertainty avoidance |
|
12 | |
Which of these cultures is considered a "Feminine" culture? |
|
| | A) | The United States |
| | B) | Sweden |
| | C) | Japan |
| | D) | Germany |
|
13 | |
Which of these is true of Hofstede's research? |
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| | A) | He found that collectivist cultures with high power distance were all poor. |
| | B) | He found that individualistic cultures were very poor when compared to collectivist cultures. |
| | C) | He found that feminine cultures stress and promote the values of assertiveness, performance, and success. |
| | D) | All of these. |
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14 | |
__________ cultures tend to have flat salary structures, with the top-paid individuals receiving only about 20 times the overall pay of the lowest-paid individuals. |
|
| | A) | Individualistic |
| | B) | Collectivist |
| | C) | Feminine |
| | D) | Masculine |
|
15 | |
Countries with high human capital are attractive sites for direct foreign investment that creates low-skill jobs. |
|
| | A) | True |
| | B) | False |
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16 | |
In capitalist economic systems, there are ample opportunities for developing human resource capital because the education system is free. |
|
| | A) | True |
| | B) | False |
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17 | |
_____ is the term generally used for employees sent by a company in one country to manage operations in a different country. |
|
| | A) | Parent country nationals |
| | B) | Third country nationals |
| | C) | Host country nationals |
| | D) | Expatriates |
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18 | |
A manager born and raised in Mexico, employed by an organization located in India and assigned to manage an operation in Japan would be considered a |
|
| | A) | PCN. |
| | B) | HCN. |
| | C) | TCN. |
| | D) | FCN. |
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19 | |
A manager born and raised in Australia and employed by an organization located in Australia would be considered a(n) |
|
| | A) | TCN |
| | B) | PCN |
| | C) | HCN |
| | D) | WCN |
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20 | |
Which of these represent the correct sequence of increasing participation in global markets according to Nancy Adler? |
|
| | A) | Domestic, multinational, global, international |
| | B) | Domestic, global, international, multinational |
| | C) | Domestic, international, global, multinational |
| | D) | Domestic, international, multinational, global |
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21 | |
Companies become _____ when they build facilities in a number of different countries. |
|
| | A) | domestic |
| | B) | multinational |
| | C) | international |
| | D) | foreign- owned |
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22 | |
What level of global participation reflects expansion of market share by a company building one or more facilities in another country other than the parent country? |
|
| | A) | Global |
| | B) | International |
| | C) | Domestic |
| | D) | Multinational |
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23 | |
Transitional representation reflects the multinational composition of a company's managers. |
|
| | A) | True |
| | B) | False |
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24 | |
A transnational HR system includes all of the following characteristics except: |
|
| | A) | transactional leadership. |
| | B) | transnational scope. |
| | C) | transnational process. |
| | D) | transnational representation. |
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25 | |
Which of these refers to the fact that HR decisions must be made from a global rather than a national or regional perspective? |
|
| | A) | Transnational scope |
| | B) | Transnational process |
| | C) | Transnational representation |
| | D) | None of these. |
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26 | |
The adaptive skills of expatriate managers have been categorized into all of these dimensions except the |
|
| | A) | self dimension. |
| | B) | relationship dimension. |
| | C) | perception dimension. |
| | D) | culture dimension. |
|
27 | |
Since the 1990's, the success level for female expatriates has decreased. |
|
| | A) | True |
| | B) | False |
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28 | |
For compensation of expatriates, most organizations us a balance sheet approach to determine the total package level. |
|
| | A) | True |
| | B) | False |
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29 | |
All of these are components of a total pay package for expatriates except |
|
| | A) | benefits. |
| | B) | cost-of-living allowance. |
| | C) | base salary. |
| | D) | spousal benefits and salary. |
|
30 | |
According to research, 95 percent of expatriate managers leave the company within one year of returning from their expatriate assignments. |
|
| | A) | True |
| | B) | False |