quiz

quiz_gabriella.docx

Top of Form

Question 1. 1. According to Hofstede's dimensions of culture, _____ refers to a strong cultural preference for structured situations. (Points : 2)

low power distance individualism masculinity high uncertainty avoidance long-term orientation

Question 2. 2. The _____ of a company is the country in which the organization's headquarters is located. (Points : 2)

host country parent country governing country third country second country

Question 3. 3. In the context of the effects of culture on training design, a culture low in _____ values relationships with fellow trainees. (Points : 2)

collectivism femininity uncertainty avoidance time orientation masculinity

Question 4. 4. Training to make employees and their family members ready for an assignment in a foreign country is called: (Points : 2)

acculturation. international education. cross-cultural preparation. community training. biculturalism.

Question 5. 5. A firm that is currently shipping domestically produced items to other countries to be sold there is engaging in: (Points : 2)

exporting. offshoring. importing. outsourcing. relocating.

Question 6. 6. The day-to-day decisions about labor relations are usually handled by foreign subsidiaries because: (Points : 2)

labor costs in industrialized countries are far lower than in newly industrialized countries. the control over labor relations is centralized in most countries. labor relations on an international scale involve differences in laws and economic systems. this reduces the power distance across countries. the host governments require them to do so.

Question 7. 7. Which of the following is true about the influence of economic systems on human resource practices in international markets? (Points : 2)

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 8. 8. In cultures high in _____, people think of themselves mainly as group members. (Points : 2)

power distance individualism masculinity short-term orientation collectivism

Question 9. 9. Maria Celio, who was born in Spain, works at the headquarters of a Spanish company. She is a: (Points : 2)

host-country national. expatriate. governing-country national. third-country national. parent-country national.

Question 10. 10. A TexasCorp (an American company) employee, who was born in India and is working at the company's facilities in India, is a: (Points : 2)

host-country national. parent-country national. first-country national. third-country national. guest-country national.

Question 11. 11. Which one of the following is true of global organizations? (Points : 2)

All of their managers come from the host country. They increasingly emphasize standardization of products across market segments. They tend to have centralized, parent-country decision-making structures. HRM practices at such companies tend to be uniform across cultures. Managers at such companies must be able to get results across national boundaries.

Question 12. 12. 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? (Points : 2)

Resolution Dissolution Rationalization Communication Validation

Question 13. 13. Which of the following terms describe the disillusionment and discomfort that occur during the process of adjusting to a new culture? (Points : 2)

Culture shock Honeymoon Euphoria Acculturation Acclimatization

Question 14. 14. Which of the following is true of selecting employees in a global labor market? (Points : 2)

A host-country national can more easily understand the local values and customs. Employees are usually very eager to take a foreign assignment. Host-country nationals are usually more skilled than expatriates. Training for and transporting families to foreign assignments is less expensive than hiring people in the foreign country. Organizations generally fill all key foreign positions with host-country nationals.

Question 15. 15. John, an American who works for a U.S.-based company, has been assigned to work in Japan. He is known as a(n): (Points : 2)

expatriate. inpatriate. host-country national. third-country national. guest-country national.

Question 16. 16. Which of the following is true of cross-cultural preparation for the different phases of an international assignment? (Points : 2)

Training consists only of lectures. Preparation ends once the employees have adjusted to the host-country's environment. Preparation is only required for the employees, not their families. Preparation for departure includes language instruction. Employees and their families should be insulated from the locals.

Question 17. 17. Which of the following determines the compensation of expatriates by adjusting the manager's compensation so that it gives the manager the same standard of living as in the home country plus extra pay for the inconvenience of locating overseas? (Points : 2)

The scorecard approach The balance-sheet approach The equalization approach The exchange-rate approach The correspondence approach

Question 18. 18. Which of the following is NOT helpful in easing the repatriation of employees after an overseas assignment? (Points : 2)

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 19. 19. The usual way that a company begins to enter foreign markets is by: (Points : 2)

importing. offshoring. exporting. outsourcing. relocating.

Question 20. 20. Individualistic cultures often exhibit: (Points : 2)

flatter pay structures. greater differences between the highest and lowest pay in the organization. emphasis on organizational rather than individual performance. collective decision making. compensation systems based on fixed pay according to seniority.

Time Remaining:

Bottom of Form