Human Resources
Canvas
human_resources_6.docxQuestion 1
1.
Global expansion is fueled by a(n):
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shrinking customer market, lower foreign labor costs, and advances in technology. |
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expanding new customer market, lower foreign labor costs, and advances in technology. |
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shrinking customer market, higher foreign labor costs, and advances in technology. |
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expanding new customer market, higher foreign labor costs, and advances in technology. |
4 points
Question 2
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An organization, at the highest level of involvement in the global market place, offering top products and lowest cost is considered to be a(n):
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international organization. |
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multinational company. |
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global organization. |
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transnational company. |
4 points
Question 3
1.
Culture is the most important influence on human resource management in international markets because it often determines:
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the availability of skill level available to employers. |
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taxes, price controls, and other activities. |
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the laws and regulations of the country. |
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a country's education, economic, and legal systems. |
4 points
Question 4
1.
Concerning unions, evidence shows that:
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on average, non-union workers receive higher wages than union workers. |
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on average, unions have a large negative effect on productivity. |
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on average, unions have a large negative effect on profits. |
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on average, non-union workers have a large negative effect on productivity. |
4 points
Question 5
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Preparing employees to work across national and cultural boundaries is known as:
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cross-cultural repatriation. |
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cross-cultural preparation. |
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culture shock. |
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reverse culture shock. |
4 points
Question 6
1.
Most day-to-day interaction between labor and management involves the:
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national union. |
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international union. |
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industrial union. |
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local union. |
4 points
Question 7
1.
When companies establish performance management methods in other countries they need to consider:
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legal requirements, local business practices, and national culture. |
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career development requirements, culture, and pay structure. |
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legal requirements, pay structure, and local business practices. |
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career development requirements, culture, and negotiation style. |
4 points
Question 8
1.
The right-to-work laws:
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require union membership. |
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restrict employees right to freedom of association. |
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make unions require membership illegal. |
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require members who receive union benefits pay union dues. |
4 points
Question 9
1.
Which of the following BEST describes a craft union?
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In a craft union, the business representative has a similar job to a union steward. |
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In a craft union, the members are linked by their work in a particular industry. |
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In a craft union, the association seeks to advance shared interests of union members. |
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In a craft union, changing employers is less common than in an industrial union. |
4 points
Question 10
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Who of the following does the National Labor Relations Act (NLRA) protect?
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Organizing and joining unions |
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Mass picketing, and violent striking |
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Threatening non-striking employees |
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Rights of employers and supervisors |
List and elaborate on the four factors that affect human resources management in international markets. Which one is the most important, and why? Your response should be at least 75 words in length.
Evaluate the decisions companies face when compensating an international workforce? What factors need to be considered, and how do these decisions affect the company? Provide an example. Your response should be at least 75 words in length.
