Reference no: EM132110352

1. A key disadvantage of a polycentric staffing policy is that it limits the career mobility of subsidiary executives.

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2. Sophia is am engineer with Prudent dynamics. Prudent is sending Sophia to work in Pakistan for two years. Sophia's husband Jeffrey and their two children are going with her. Prudent provides them funds to help Jeffrey locate work and for the family to learn cross-cultural interaction skills. Prudent is providing the family with a ?

a. housing allowance

b. spouse allowance

c. repatriation allowance

d. hardship allowance

3. Human Resource management is the spectrum of activities that a firm, whether purely domestic or completely global, undertakes to ____________

a. improve its responsiveness

b. staff its operations

c. direct its strategy

d. integrate business functions

4. The international human resources management requirements of a(n) _________ strategy, are well matched with a geocentric staffing policy.

a. transnational

b. domestic

c. international

d. multidomestic

5. Jack Terenson, a native of Dallas, Texas, is being sent by his firm, Sanyo of Japan, to be in charge of a new plant in China. Jack is an example of a(n)______________

a. host-country citizen

b. third-country national

c. inpatriate

d. local executive

6. In order for a manager to truly globalize her career and be successful, ____________ is required?

a. growing global awareness and real-life knowledge about how the world works

b. working for a company that is the leader in its industry

c. an outstanding GPA in a relevant major at a prestigious university

d. a good network of contacts around the world

e. speaking several different languages fluently

7. A staffing policy which entails looking or the very best people with the highest qualifications to fill important positions throughout the firm, without placing importance on the nationality of candidates is the geocentric staffing policy.

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8. The Human Capital Index, based on a comprehensive global study of more than 2,000 companies, found that superior human capital practices were _______ correlated with a firm's financial returns were a(n) _________ indicator of increased shareholder value.

A large global study of over 2,000 firms was the basis for the Human Capital Index. One of the study's major findings was that exceptional human capital practices were _____________ correlated with a company's financial returns, and that such practices were a(n)__________ indicator of increased shareholder value.

a. positively; leading

b. negatively; legging

c. insignificantly; timely

d. weakly; accurate

9. In recent years the increase in international terrorism has been responsible for the growing trend to send fewer women to expatriate assignments.

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10. Human Resource Management is _______________________ for MNE's than it is purely domestic firms not operating overseas.

a. exactly the same -- domestic firms do the exact same things that global firms do in terms of hiring people

b. the same -- HRM doesn't change just because the locations are different

c. a lot more complex and difficult

d. not comparable -- domestic HRM is a different field of study than its international HRM

e. a lot easier since the MNE can simply hire local HR managers who know the culture well

11. Expatriate failure is the term used to describe when a manager is unable to complete an assignment in another country and returns prematurely to the home country. This usually an indication that _____________

a. that the manager hid critical facts during the interview process

b. the expatriate did not speak the language of the host country well enough

c. three years has been a breakdown in the firms's foreign staffing policy

d. that the firm would have been better off hiring a local manager

12. A growing number of MNE's in Asia and Latin America are using performance-based pay to link compensation with business results.

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13. Which of the following accurately describes a difference between jobs in the home office versus those in foreign subsidiary?

a. employees in foreign subsidiaries typically have boarder job responsibilities than employees in the home office

b. employees in the home office do not need to be familiar with a second language, but employees in a foreign subsidiary must be proficient in the language of the subsidiary's host country

c. cultural empathy is essential for employees in the home office, but is not necessary for employees in a foreign subsidiary

d. expatriate executives in foreign subsidiaries are less expensive for a company to employ than executives the home office

14. The chapter describes three different integrative staffing frameworks. They are _____________

a. ethnocentric, polycentric, and geocentric

b. intracentric, geocentric, and neocentric

c. monocentric, neocentric, and polycentric

d. ethnocentric, intercentric, and monocentric

15. International HRM activities work the best when the HR managers connect them to the firm's overall strategy

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