Topic: The Strategic Role of International HRM




Indir 282.6 Kb.
TitleTopic: The Strategic Role of International HRM
Page1/3
Date conversion10.05.2013
Size282.6 Kb.
TypeTopic
Sourcehttp://eportfolio.lib.ksu.edu.tw/~T093000023/repository/fetch/Chap016.rtf
  1   2   3

Chapter 16 - Global Human Resource Management

Chapter 16

Global Human Resource Management

 

 


True / False Questions
 

1. (p. 522) Human resource management refers to the activities an organization carries out to utilize its human resources effectively. 
TRUE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-1
Topic: The Strategic Role of International HRM
 


2. (p. 522) The HRM function can help the firm achieve its primary strategic goals of reducing the costs of value creation and adding value by better serving customer needs. 
TRUE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-1
Topic: The Strategic Role of International HRM
 


3. (p. 523) A citizen of one country who is working abroad in one of the firm's subsidiaries is an expatriate manager. 
TRUE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-1
Topic: The Strategic Role of International HRM
 


4. (p. 523) Equal employment legislation is strongly pursued in every country. 
FALSE

 


AACSB: Diversity; Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-1
Topic: The Strategic Role of International HRM
 


5. (p. 523) A large and expanding body of academic research suggests a strong fit between human resource practices and strategy is required for high profitability. 
TRUE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-1
Topic: The Strategic Role of International HRM
 


6. (p. 523) For a firm to outperform its rivals in the global market place, it must have many subsidiaries all over the world. 
FALSE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-1
Topic: The Strategic Role of International HRM
 


7. (p. 523) A problem in international HRM is how to evaluate the performance of expatriate managers who are operating in very different circumstances from those found in the home country. 
TRUE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-1
Topic: The Strategic Role of International HRM
 


8. (p. 524) Performance appraisal systems that firms use must measure the perceptions that the firm wants to encourage. 
FALSE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-1
Topic: The Strategic Role of International HRM
 


9. (p. 524) Research suggests that many international businesses have room for improving the procedural fairness of their HRM function. 
FALSE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-1
Topic: The Strategic Role of International HRM
 


10. (p. 525) Firms pursuing a transnational strategy need to build a strong corporate culture and an informal management network for transmitting information and knowledge within the organization. 
TRUE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-1
Topic: The Strategic Role of International HRM
 


11. (p. 525) General Electric is not just concerned with hiring people who have the skills required for performing particular jobs; it wants to hire individuals whose behavior styles, beliefs, and value systems are consistent with those of GE. 
TRUE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-2
Topic: Staffing Policy
 


12. (p. 525) The ethnocentric approach, the polycentric approach, and the geocentric approach are three types of staffing policies that international businesses research has identified. 
TRUE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-2
Topic: Staffing Policy
 


13. (p. 525) One of the reasons firms pursue a polycentric staffing policy is that it is the best way to maintain a unified corporate culture. 
FALSE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-2
Topic: Staffing Policy
 


14. (p. 525) A geocentric staffing policy is one in which all key management positions are filled by parent country nationals. 
FALSE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-2
Topic: Staffing Policy
 


15. (p. 526) A disadvantage of ethnocentric staffing is that it produces resentment in the home country. 
FALSE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-3
Topic: Expatriate Managers
 


16. (p. 526) In many respects, a polycentric approach is a response to the shortcomings of an ethnocentric approach. 
TRUE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-2
Topic: Staffing Policy
 


17. (p. 526) A polycentric staffing policy can lead to "cultural myopia." 
FALSE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-2
Topic: Staffing Policy
 


18. (p. 526) A polycentric staffing policy can be very expensive to implement. 
FALSE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-2
Topic: Staffing Policy
 


19. (p. 527) Firms pursuing an ethnocentric staffing policy may be better able to create value from the pursuit of experience curve and location economies than firms pursuing other staffing policies. 
FALSE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-2
Topic: Staffing Policy
 


20. (p. 527) Many countries want foreign subsidiaries to employ their citizens. 
TRUE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-2
Topic: Staffing Policy
 


21. (p. 528) A geocentric approach is compatible with an international strategy. 
FALSE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-2
Topic: Staffing Policy
 


22. (p. 528) Some critics note that the staffing policy adopted by a firm is primarily driven by its geographic scope. 
TRUE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-2
Topic: Staffing Policy
 


23. (p. 529) A citizen of Japan who moves to the United States to work at Molex, a multinational corporation, would be classified as a repatriate. 
FALSE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-3
Topic: Expatriate Managers
 


24. (p. 529) Expatriate failure represents a failure of the firm's selection policies to identify individuals who will not thrive abroad. 
TRUE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-3
Topic: Expatriate Managers
 


25. (p. 530) According to a study by R.L. Tung, the number one reason for expatriate failure among U.S. multinationals is the inability of the expatriate manager's spouse to adjust. 
TRUE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-3
Topic: Expatriate Managers
 


26. (p. 531) Mendenhall and Oddou identified four dimensions that seem to predict success in foreign postings: self-orientation, others-orientation, perceptual ability, and cultural toughness. 
TRUE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Medium
Learning Objective: 16-3
Topic: Expatriate Managers
 


27. (p. 531) One way to reduce expatriate failure rates is by improving selection procedures to screen out inappropriate candidates. 
TRUE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-3
Topic: Expatriate Managers
 


28. (p. 533) Historically, most international businesses have been more concerned with management development than with training. 
FALSE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-4
Topic: Training and Management Development
 


29. (p. 534) Cultural training seeks to foster an appreciation for the host country's culture. 
TRUE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-4
Topic: Training and Management Development
 


30. (p. 534) The language of world business is French. 
FALSE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-4
Topic: Training and Management Development
 


31. (p. 534) The sooner a routine is established, the better are the prospects that the expatriate and his or her family will adapt successfully. 
TRUE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-4
Topic: Training and Management Development
 


32. (p. 535) The key to solving the repatriation problem is good human resource planning. 
TRUE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-4
Topic: Training and Management Development
 


33. (p. 535) Transnational firm managers do not need culture training to understand the culture of the host country. 
FALSE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-4
Topic: Training and Management Development
 


34. (p. 537) Unintentional bias makes it easy to evaluate the performance of expatriate managers objectively. 
FALSE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-5
Topic: Performance Appraisal
 


35. (p. 538) Substantial differences exist in the compensation of executives at the same level in various countries. 
TRUE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-6
Topic: Compensation
 


36. (p. 539) The most common approach to expatriate pay is the income statement approach. 
FALSE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-6
Topic: Compensation
 


37. (p. 539) The balance sheet approach provides financial incentives to offset qualitative differences between assignment locations. 
TRUE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-6
Topic: Compensation
 


38. (p. 541) Unless a host country has a reciprocal tax treaty with the expatriate's home country, the expatriate may have to pay income tax to both the home-and host-country governments. 
TRUE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-6
Topic: Compensation
 


39. (p. 541) An expatriate's base salary is normally lower than the base pay for a similar position in the home country. 
FALSE

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-6
Topic: Compensation
 


40. (p. 542) A major concern of organized labor is that an international business will keep highly skilled tasks in its home country and farm out low-skilled tasks to foreign plants. 
TRUE

 


AACSB: Reflective thinking
BT: Knowledge
Difficulty: Medium
Learning Objective: 16-1
Topic: International Labor Relations
 


 


Multiple Choice Questions
 

41. (p. 522) The activities an organization carries out to utilize its _____ effectively is referred to as human resource management. 
A. customers
B. external stakeholders
C. human resources
D. suppliers

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-1
Topic: The Strategic Role of International HRM
 


42. (p. 523) Compensation practices varying from country to country, labor laws prohibiting union organization, and the strong pursuit of equal employment legislation are all complexities in: 
A. customers orientation.
B. external stakeholders.
C. human resources.
D. supplier confidence.

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-1
Topic: The Strategic Role of International HRM
 


43. (p. 523) A(n) _____ manager is a citizen of one country who is working abroad in one of his or her firm's subsidiaries. 
A. expatriate
B. cross-divisional
C. cross-cultural
D. repatriate

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-1
Topic: The Strategic Role of International HRM
 


44. (p. 523) Which of the following is NOT a major task of the human resource function? 
A. Staffing policy
B. Marketing analysis
C. Management training
D. Performance appraisal

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-1
Topic: The Strategic Role of International HRM
 


45. (p. 523) People are _____ of a firm's organization architecture. 
A. mere resources
B. the linchpin
C. the liability
D. only a small piece

 


AACSB: Analytic
BT: Knowledge
Difficulty: Easy
Learning Objective: 16-1
Topic: The Strategic Role of International HRM
 


46. (p. 524) It is incumbent upon _____ to shape the elements of a firm's organization architecture in a manner that is consistent with the strategy of the enterprise. 
A. operations managers
B. marketing managers
C. sales executives
  1   2   3

Add document to your blog or website

Similar:

Topic: The Strategic Role of International HRM icon1. Adı Soyadı : Korkmaz Uluçay
«Strategic Financial Leadership» 6th International Strategic Conference 2010, St. Petersburg, Russia

Topic: The Strategic Role of International HRM iconThe Strategic Role of an Organization in Developing a Modern Information System

Topic: The Strategic Role of International HRM icon7TH INTERNATIONAL STRATEGIC MANAGEMENT CONFERENCE

Topic: The Strategic Role of International HRM icon8TH INTERNATIONAL STRATEGIC MANAGEMENT CONFERENCE

Topic: The Strategic Role of International HRM iconTopic United States International Telecommunication Advisory Committee

Topic: The Strategic Role of International HRM iconTopic’ ve ‘controlling’ idea bölümlerini belirleyiniz. TOPIC

Topic: The Strategic Role of International HRM iconInternational Business Environment: International business' an overview Concept of international business Classification of international business Factors

Topic: The Strategic Role of International HRM iconMesut Yılmaz, Kadir Kökocak, “ İşsizlik Olgusu ve İstihdam Artırıcı Stratejiler”, international Conference ` 2nd International Social Scientists Congress `, International Ataturk Alatoo University and Kocaeli University, 22-24 Ekim 2008, Bişkek Kırgızistan

Topic: The Strategic Role of International HRM iconTo be an effective learning tool the Discussion Thread questions require your ACTIVE discussion of the topic in answering the question AND in discussing the topic with at least two of your classmates

Topic: The Strategic Role of International HRM icon1. The Carnegie Endowment for International Peace seeks an individual to launch a research project on the information revolution and its on international affairs

Sitenizde bu düğmeye yerleştirin:
Belgeleme


The database is protected by copyright ©okulsel.net 2012
mesaj göndermek
Belgeleme
Main page