Question 1. Values such as success, achievement, assertiveness, and competition are associated with:
short-term oriented cultures.
high-power-distance cultures.
low uncertainty avoidance cultures.
masculine cultures.
collectivist cultures.
Question 2. The _____ of a company is the country in which the organization's headquarters is located.
host country
second country
governing country
third country
parent country
Question 3. A company is headquartered in Germany, has offices in the U.S., and has a Vietnamese manager working in a facility in the U.S. In this case, Germany is the _____ country, the U.S. is the _____ country, and Vietnam is the _____ country.
expatriate, inpatriate, repatriate
parent, host, third
host, guest, third
third, first, host
parent, guest, second
Question 4. Which of the following is true about the influence of economic systems on human resource practices in international markets?
Socialist economic systems provide ample opportunities for educational development.
In developed countries with great wealth, labor costs are relatively low.
In capitalist economic systems, education is free for students.
Capitalism may not provide economic rewards for increasing one's education.
In socialist systems, students bear more of the cost of their education.
Question 5. The most important influence on international HRM is the economic system of the country in which a facility is located.
True
False
Question 6. An individual who was born in the United States and is currently working in Spain for a company headquartered in Japan is a _____ in Spain.
parent-country national
host-country national
home-country national
guest-country national
third-country national
Question 7. The trends and arrangements that encourage international trade also increase and change the demands on human resource management.
True
False
Question 8. In the context of the activities that an organization uses to help repatriated employees through the transition to the home-country, which of the following activities involves the expatriate receiving information and recognizing changes while abroad?
Validation
Communication
Equalization
Resolution
rationalization
Question 9. The balance sheet approach for determining expatriate compensation adjusts a manager's compensation so that it equals the host country's standard of living, further ensuring assimilation into the local culture.
True
False
Question 10. A TexasCorp (an American company) employee, who was born in India and is working at the company's facilities in India, is a:
parent-country national.
first-country national.
third-country national
host-country national.
guest-country national.
Question 11. In countries with large power distances, people try to eliminate inequalities.
True
False
Question 12. Repatriation refers to the process of:
preparing employees to go on an overseas assignment.
negotiation between unions and management.
helping employees to adjust to a new culture and its norms, values, and perspectives.
preparing employees to work with host-country nationals.
preparing employees to return home from a foreign assignment.
Question 13. Which of the following is true of pay structures in collectivist cultures?
They appreciate great differences in pay between the organization's highest- and lowest-paid employees.
They tend to have much flatter pay structures.
They see compensation tied to individual performance as fair.
They get motivated with individual performance awards.
They value person-job fit more than person-organization fit.
Question 14. Which of the following is NOT helpful in easing the repatriation of employees after an overseas assignment?
Organization staying in touch with employees during their stay abroad
Expatriates maintaining important contacts in the company and industry
Communicating career development plans before and during the overseas assignment
Giving expatriates praise and recognition for their overseas service
Limiting all professional ties in the home country while overseas
Question 15. Two activities used by companies in the process of helping employees repatriate are communication and _____.
Validation
Equalization
Dissolution
Resolution
Exclusion
Question 16. Apart from developing an appreciation of the host-country's culture, cross-cultural training requires developing a greater awareness of one's own culture too.
True
False
Question 17. The host country is the country in which the organization's headquarters is located.
True
False
Question 18. A global organization uses cultural differences as an advantage.
True
False
Question 19. John, an American who works for a U.S.-based company, has been assigned to work in Japan. He is known as a(n):
inpatriate.
host-country national.
third-country national.
guest-country national.
expatriate.
Question 20. In the context of the activities that an organization uses to help expatriates return home, which of the following activities involves giving the expatriate recognition for the overseas service when the person returns home?
Resolution
Dissolution
Rationalization
Validation
Communication
Question 21. In general, spending on education is lesser per pupil in high-income countries than in poorer countries.
True
False
Question 22. In cultures high in _____, people think of themselves mainly as group members.
Power distance
Individualism
Masculinity
Collectivism
Short-term orientation
Question 23. How does a collectivist culture influence the HRM decisions related to job design?
It gives more importance to skills, resources, and personality to succeed on the job.
It gives emphasis to person-organization fit.
It encourages employees to make their own decisions.
It focuses on long-term rewards.
It relies heavily on person-job fit.
Question 24. Maria Celio, who was born in Spain, works at the headquarters of a Spanish company. She is a:
host-country national.
expatriate.
parent-country national.
governing-country national.
third-country national.
Question 25. The usual way that a company begins to enter foreign markets is by setting up operations in those countries.
True
False.