Reference no: EM13741415

Question 1: Global expansion is fueled by a(n):

• Shrinking customer market, lower foreign labor costs, and advances in technology.
• Expanding new customer market, lower foreign labor costs, and advances in technology.
• Shrinking customer market, higher foreign labor costs, and advances in technology.
• Expanding new customer market, higher foreign labor costs, and advances in technology.

Question 2: 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):

• International organization.
• Multinational company.
• Global organization.
• Transnational company.

Question 3: Culture is the most important influence on human resource management in international markets because it often determines:

• The availability of skill level available to employers.
• Taxes, price controls, and other activities.
• The laws and regulations of the country.
• A country's education, economic, and legal systems.

Question 4: Concerning unions, evidence shows that:

• On average, non-union workers receive higher wages than union workers.
• On average, unions have a large negative effect on productivity.
• On average, unions have a large negative effect on profits.
• On average, non-union workers have a large negative effect on productivity.

Question 5: Preparing employees to work across national and cultural boundaries is known as:

• Cross-cultural repatriation.
• Cross-cultural preparation.
• Culture shock.
• Reverse culture shock.

Question 6: Most day-to-day interaction between labor and management involves the:

• National union.
• International union.
• Industrial union.
• Local union.

Question 7: When companies establish performance management methods in other countries they need to consider:

• Legal requirements, local business practices, and national culture.
• Career development requirements, culture, and pay structure.
• Legal requirements, pay structure, and local business practices.
• Career development requirements, culture, and negotiation style.

Question 8: The right-to-work laws:

• Require union membership.
• Restrict employee's right to freedom of association.
• Make unions require membership illegal.
• Require members who receive union benefits pay union dues.

Question 9: Which of the following BEST describes a craft union?

• In a craft union, the business representative has a similar job to a union steward.
• In a craft union, the members are linked by their work in a particular industry.
• In a craft union, the association seeks to advance shared interests of union members.
• In a craft union, changing employers is less common than in an industrial union.

Question 10: Who of the following does the National Labor Relations Act (NLRA) protect?

• Organizing and joining unions
• Mass picketing, and violent striking
• Threatening non-striking employees
• Rights of employers and supervisors

Question 11: 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.

Question 12: 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.

Question 13: What is the National Labor Relations Act (NLRA)? What is protected, and what practices have been deemed unfair by amendments to the NLRA? Who enforces the NLRA, and how?

Your response should be at least 75 words in length.