Question 1

The balance sheet approach ensures that there are equal numbers of parent-country and host-country managers.

Accepted Answer

A) True 
 B)False

Question 2

A polycentric staffing policy can minimise the dangers of cultural myopia.

Accepted Answer

A) True 
 B)False

Question 3

It is advisable to arrange for an expatriate to take a familiarisation trip to the host country, prior to transfer, as a form of:

Accepted Answer

A)   practical training.
B)   language training.
C)   cultural training.
D)   political training.E) A) and B)
F) A) and C)

Question 4

Training can lower the probability of expatriate failure. Training should be provided to both the expatriate manager and their spouse, and should include:

Accepted Answer

A)   cognitive, cultural and practical training.
B)   practical, language and cultural training.
C)   technical, language and religious training.
D)   cultural, practical and safety training.E) A) and C)
F) A) and D)

Question 5

Which function of an international business is typically responsible for managing international labour relations?

Accepted Answer

A)   Trade and international business
B)   Operations management
C)   Finance and accounting
D)   Human resource managementE) A) and D)
F) A) and B)

Question 6

Through collective bargaining with management, labour unions generally try to obtain better pay, greater job security and:

Accepted Answer

A)   better management.
B)   better working conditions.
C)   greater statutory rights.
D)   participation rates.E) A) and B)
F) A) and D)

Question 7

A number or arguments have been put forward to explain why female managers are less likely to be selected for foreign assignments. The three most common arguments are: prejudices of host-country nationals against women, lack of interest by female managers in going abroad, and:

Accepted Answer

A)   lack of places suitable for women to work in.
B)   lack of housing suitable for women.
C)   lack of culturally aware women.
D)   lack of suitably qualified women in the recruitment pool.E) A) and C)
F) A) and B)

Question 8

Host-nations managers' appraisals of expatriate managers may be biased by:

Accepted Answer

A)   their own cultural frames of reference and expectations.
B)   lack of understanding about what is involved in the role.
C)   jealousy and lack of any relationship with the expatriate manager.
D)   their own lack of experience of working abroad.E) C) and D)
F) A) and D)

Question 9

Firms pursuing ________________ need a strong unifying corporate culture and informal management networks to assist in coordination and control.

Accepted Answer

A)   a localisation strategy
B)   an ethnocentric strategy
C)   a transnational strategyD) A) and C)
E) None of the above

Question 10

What type of allowance is paid to expatriates who are sent to difficult locations?

Accepted Answer

A)   A hardship allowance
B)   A base salary allowance
C)   A cost-of-living allowance
D)   An education allowanceE) C) and D)
F) A) and D)

Question 11

Third-country nationals are employees who move from country to country for work.

Accepted Answer

A) True 
 B)False

Question 12

Mendenhall and Oddou identified four dimensions that seem to predict success in a foreign posting:

Accepted Answer

A)   cultural ability, leadership skills, flexibility and technical skills.
B)   self-orientation, others-orientation, perceptual ability and cultural toughness.
C)   cross-cultural communication skills, family suitability, adaptability and previous international experience.
D)   leadership skills, interpersonal skills, flexibility and cultural awareness.E) None of the above
F) B) and D)

Question 13

The international trade secretariats (ITSs)  were first established in the 1960s by:

Accepted Answer

A)   a transnational trade association.
B)   OECD countries.
C)   organised labour.
D)   the United Nations.E) None of the above
F) C) and D)

Question 14

Seventy-three per cent of companies use the __________________ approach when setting expatriates' pay. An alternative approach is the _________________ approach.

Accepted Answer

A)   local-plus; local
B)   home-based; transnational
C)   balance sheet; host-based
D)   international; nationalE) All of the above
F) A) and B)

Question 15

A firm's success requires HRM policies to be congruent with the firm's strategy and with its _________ and ________ structure and controls.

Accepted Answer

A)   formal; informal
B)   technical; operational
C)   manufacturing; production.
D)   organisational; operationalE) A) and B)
F) None of the above

Question 16

The balance sheet approach aims to maintain the ______________ and _____________ of the employee while on their foreign assignment to levels equivalent to those they would have enjoyed had they stayed at home.

Accepted Answer

A)   comfort level; social standing
B)   purchasing power; living standard
C)   living standard; superannuation benefits
D)   working conditions; living standardE) None of the above
F) All of the above

Question 17

________________ managers are a subset of expatriate managers who are citizens of a foreign country working in the home country of their multinational employer.

Accepted Answer

A)   Inpatriate
B)   Transpatriate
C)   Crosspatriate
D)   EthnopatriateE) C) and D)
F) A) and C)

Question 18

The development of internet technologies is having a significant impact on the ability to reach and manage the administration of global expatriates.

Accepted Answer

A) True 
 B)False

Question 19

With regard to expatriate pay, the ___________________ equalises purchasing power across countries, so employees can enjoy the same living standard in their foreign posting as they enjoyed at home.

Accepted Answer

A)   balance sheet approach.
B)   standard of living approach.
C)   merit approach.
D)   correspondence approach.E) C) and D)
F) B) and C)

Exam 14: International Human Resources Management

The balance sheet approach aims to maintain the __ and _ of the employee while on their foreign assignment to levels equivalent to those they would have enjoyed had they stayed at home.

Correct Answer
verified

________________ managers are a subset of expatriate managers who are citizens of a foreign country working in the home country of their multinational employer.

Correct Answer
verified

Through collective bargaining with management, labour unions generally try to obtain better pay, greater job security and:

Correct Answer
verified

Third-country nationals are employees who move from country to country for work.

Correct Answer
verified

The balance sheet approach ensures that there are equal numbers of parent-country and host-country managers.

Correct Answer
verified

A number or arguments have been put forward to explain why female managers are less likely to be selected for foreign assignments. The three most common arguments are: prejudices of host-country nationals against women, lack of interest by female managers in going abroad, and:

Correct Answer
verified

It is advisable to arrange for an expatriate to take a familiarisation trip to the host country, prior to transfer, as a form of:

Correct Answer
verified

A polycentric staffing policy can minimise the dangers of cultural myopia.

Correct Answer
verified

Which function of an international business is typically responsible for managing international labour relations?

Correct Answer
verified

Mendenhall and Oddou identified four dimensions that seem to predict success in a foreign posting:

Correct Answer
verified

The international trade secretariats (ITSs) were first established in the 1960s by:

Correct Answer
verified

Host-nations managers' appraisals of expatriate managers may be biased by:

Correct Answer
verified

The development of internet technologies is having a significant impact on the ability to reach and manage the administration of global expatriates.

Correct Answer
verified

A firm's success requires HRM policies to be congruent with the firm's strategy and with its _ and structure and controls.

Correct Answer
verified

What type of allowance is paid to expatriates who are sent to difficult locations?

Correct Answer
verified

Training can lower the probability of expatriate failure. Training should be provided to both the expatriate manager and their spouse, and should include:

Correct Answer
verified

Firms pursuing ________________ need a strong unifying corporate culture and informal management networks to assist in coordination and control.

Correct Answer
verified

Seventy-three per cent of companies use the __ approach when setting expatriates' pay. An alternative approach is the _ approach.

Correct Answer
verified

With regard to expatriate pay, the ___________________ equalises purchasing power across countries, so employees can enjoy the same living standard in their foreign posting as they enjoyed at home.

Correct Answer
verified

Exam 14: International Human Resources Management

The balance sheet approach aims to maintain the ______________ and _____________ of the employee while on their foreign assignment to levels equivalent to those they would have enjoyed had they stayed at home.

Correct AnswerverifiedShow Answer

________________ managers are a subset of expatriate managers who are citizens of a foreign country working in the home country of their multinational employer.

Correct AnswerverifiedShow Answer

Through collective bargaining with management, labour unions generally try to obtain better pay, greater job security and:

Correct AnswerverifiedShow Answer

Third-country nationals are employees who move from country to country for work.

Correct AnswerverifiedShow Answer

The balance sheet approach ensures that there are equal numbers of parent-country and host-country managers.

Correct AnswerverifiedShow Answer

A number or arguments have been put forward to explain why female managers are less likely to be selected for foreign assignments. The three most common arguments are: prejudices of host-country nationals against women, lack of interest by female managers in going abroad, and:

Correct AnswerverifiedShow Answer

It is advisable to arrange for an expatriate to take a familiarisation trip to the host country, prior to transfer, as a form of:

Correct AnswerverifiedShow Answer

A polycentric staffing policy can minimise the dangers of cultural myopia.

Correct AnswerverifiedShow Answer

Which function of an international business is typically responsible for managing international labour relations?

Correct AnswerverifiedShow Answer

Mendenhall and Oddou identified four dimensions that seem to predict success in a foreign posting:

Correct AnswerverifiedShow Answer

The international trade secretariats (ITSs) were first established in the 1960s by:

Correct AnswerverifiedShow Answer

Host-nations managers' appraisals of expatriate managers may be biased by:

Correct AnswerverifiedShow Answer

The development of internet technologies is having a significant impact on the ability to reach and manage the administration of global expatriates.

Correct AnswerverifiedShow Answer

A firm's success requires HRM policies to be congruent with the firm's strategy and with its _________ and ________ structure and controls.

Correct AnswerverifiedShow Answer

What type of allowance is paid to expatriates who are sent to difficult locations?

Correct AnswerverifiedShow Answer

Training can lower the probability of expatriate failure. Training should be provided to both the expatriate manager and their spouse, and should include:

Correct AnswerverifiedShow Answer

Firms pursuing ________________ need a strong unifying corporate culture and informal management networks to assist in coordination and control.

Correct AnswerverifiedShow Answer

Seventy-three per cent of companies use the __________________ approach when setting expatriates' pay. An alternative approach is the _________________ approach.

Correct AnswerverifiedShow Answer

With regard to expatriate pay, the ___________________ equalises purchasing power across countries, so employees can enjoy the same living standard in their foreign posting as they enjoyed at home.

Correct AnswerverifiedShow Answer

The balance sheet approach aims to maintain the __ and _ of the employee while on their foreign assignment to levels equivalent to those they would have enjoyed had they stayed at home.

Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
verified

A firm's success requires HRM policies to be congruent with the firm's strategy and with its _ and structure and controls.

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Seventy-three per cent of companies use the __ approach when setting expatriates' pay. An alternative approach is the _ approach.

Correct Answer
verified

Correct Answer
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