International HRM Quiz

1-Which one of the following countries is not a NAFTA member?

A. Canada       

B. Chile     

C. Mexico     

D. United States

2-A country that serves as the home for a corporation's headquarters is referred to as the:

A. host country.     

B. parent country.   

C. first country.       

D. third country.

3-An individual who was born in the United States and is currently working in Spain for a company headquartered in Germany would be considered a:

A. parent-country national.   

B. host-country national.   

C. third-country national.

D. home-country national.

4-An individual who was born in Mexico and is currently working for an American company in Mexico is referred to as a:

A.parent-country national. 

B. host-country national.   

C. third-country national. 

D. home-country national.

5- John, who works for a U.S.-based company, is on assignment for his company in Japan. He is known as:

A.an expatriate.   

B. an inpatriate.   

C. a host-country national. 

D. a third-country national.

6- Which one of the following statements about global HR practices is not true?

A. Japanese firms are more likely to use parent-country managers than are European and American companies.

B. In global organizations, participants from various countries and cultures contribute ideas from a position of equality.

C. HRM practices that emphasize the use of managers from the parent country generally result in fewer HRM problems than those which emphasize the use of host-country managers.

D. The HRM challenges faced by a multinational company are similar but larger than those of an international organization, since more countries are involved.

7-A firm that is currently shipping domestically produced items to other countries to be sold there is at what level of oversea participation?

A.Exporting     

B. International     

C. Multinational       

D. Global

8-A firm that is currently locating facilities in a large number of other countries in order to capitalize on lower production and distribution costs is at what level of overseas participation?

A.Domestic   

B. International     

C. Multinational       

D. Global

9-Which one of the following is not true of global organizations?

A. They compete by offering state-of-the-art, top-quality products and services with the lowest costs possible.

B. They increasingly emphasize flexibility and mass customization of products to meet the needs of particular clients.

C. They tend to have centralized, parent-country decision-making structures.

1-Which one of the following countries is not a NAFTA member?

D. They attempt to create synergy through cultural differences.

10-A transnational HRM system:

A. makes decisions from a global perspective, includes managers from many countries, and is based on ideas contributed by people representing a variety of cultures.

B.is a parent-country based HRM program that has been extended to various overseas countries and cultures.

C. consists of HRM practices that have been approved and are supported by the World Trade Organization and upon which political-legal compliance should be based.

D. utilizes modern technology and a centralized corporate employee database to effectively and efficiently provide HRM services to a company's overseas facilities.

11-The most important influence on international HRM is the ____ of the country in which a facility is located.

A. political-legal system. 

B. educational system 

C. culture     

D. economic system

12. According to Hofstede's cultural dimensions, a culture where people are expected to look after their own interests is high in:

A.power distance.   

B. masculinity. 

C. individualism.   

D. uncertainty avoidance.

13.The United States is high in:

A.power distance. 

B. individualism.   

C. uncertainty avoidance. 

D. long-term orientation.

14-Values such as success, achievement, assertiveness, and competition are associated with:

A.short-term oriented cultures.   

B. masculine cultures. 

C. high power distance cultures.   

D. low uncertainty avoidance.

15-Assume that you are visiting Mexico for a business meeting and you call your host by his first name rather than his title. He seems offended. Your offense most likely stemmed from a difference between the U.S. culture and Mexico's culture on which dimension?

A.Individualism/collectivism   

B. Uncertainty avoidance   

C. Power distance         

D. Long-term/short-term orientation

16-The Hofstede dimension that deals with the degree to which a culture prefers structured conditions is:

A.power distance. 

B. individualism. 

C. risk aversion. 

D. uncertainty avoidance.

17-Which of the following HR practices would least likely be found in collective cultures?

A.Job design aimed at empowerment 

B. Participative management practices

C. Merit pay plans       

D. Employee assistance programs

18-Individualistic cultures often exhibit:

A. increased use of profit-sharing plans.               

B.lower pay rates.

C. greater differences between the highest- and lowest-paid individuals in the organization.

D. smaller differences between the highest- and lowest-paid individuals in the organization.

19-Which one of the following countries has the greatest commitment to equal employment opportunities for women and minorities as characterized by its political/legal system?

A. Germany   

2-A country that serves as the home for a corporation's headquarters is referred to as the:

B. Japan   

C. United States     

D. China

20-Managers in Germany achieve their status by demonstrating:

A. decision-making skills.   

B. distributive justice.   

C.  empowerment.     

D. technical skills.

21-As an HR specialist in human resource planning, in which country would you experience the greatest latitude in reducing your company's workforce in response to a forecasted oversupply of workers?

A. United States     

B. Germany   

C. Japan       

D. France

22-According to research, the factor that most strongly influences whether an employee completes a foreign assignment is:

A. flexibility. 

B. job knowledge. 

C. family situation. 

D. pay

23-Research has found that successful completion of an overseas assignment is most likely among employees who demonstrate all but one of the following characteristics. Name the exception.

A. Flexibility     

B. Assertiveness.   

C. Agreeableness   

D. Conscientiousness

24-The emotions that accompany an overseas assignment tend to follow a cycle of:

A. honeymoon, culture shock, learning, and adjustment.       

B. culture shock, honeymoon, learning, and adjustment.

C. honeymoon, learning, culture shock, and adjustment.     

D. learning, culture shock, adjustment, and honeymoon.

25 Employees who work in or manage an operation abroad are called:

A. absentee expatriates.   

B. Host country nationals.   

C. telecommuters.     

D. expatriates.

26-Preparation for an expatriate assignment should include components on:

A. job related skills.   

B. the loss in income they will experience as a result of accepting their overseas assignment.

C. the difficulties spouse and family may experience in the host-country. 

D. the isolation that comes with never returning to their home countries.

27-Employees from cultures high in individualism would expect and respond best to a training session where:

A. they are able to discuss and ask questions about the training content.   

B. a formal instructional environment exists, with a structured agenda and timetable.

C. trainers are authoritarian and controlling of the sessions.   

D. trainees are asked to complete follow-up activities, such as development plans and other assignments.

28-Employees from cultures high in power distance would exp ect and respond best to a training session where:

A. they are able to discuss and ask questions about the training content.   

B. a formal instructional environment exists, with a structured agenda and timetable.   

C. trainers are viewed as experts and are authoritarian and controlling of the sessions.   

D. trainees are asked to complete follow-up activities, such as development plans and assignments.

3-An individual who was born in the United States and is currently working in Spain for a company headquartered in Germany would be considered a:

29-Employees from cultures high in uncertainty avoidance would expect and respond best to a training session where:

A. participation in exercises and questioning was determined by status in the company or culture.     

B. a formal instructional style and environment exists.   

C. trainers are flexible and open to schedule and activity changes.     

D. trainees are asked to complete follow-up activities, such as development plans and assignments.

30-Training known as cross-cultural preparation is needed during which phase or phases of an international assignment?

A. Preparation for departure.   

B.  During the assignment.   

C. Preparation for the return home.     

D. All of the above

31-Inpatriates are:

A. employees from countries other than the parent country placed in facilities of other countries.     

B. employees transferred from a company's site in one state another state within the United States.       

C. foreign employees who come to the United States to work for the U.S.-based parent company.         

D. employees from one division of the company being moved to another division.

32-Which one of the following statements regarding the performance management process across national boundaries is not true?

A. The general principles of performance management apply in most countries, but the specific methods that work in one country may fail in another.   

B. Although employees around the world appreciate feedback, U.S. employees are much more used to direct feedback than are employees in other countries.       

C. The extent to which managers measure performance varies from one country to another, with some organizations having to update their performance plans more than once a year.     

D. While the measures used may vary from country to country, the legal requirements remain the same as those in the United States.

33-International labor relations must take into account that negotiations between labor and management:

A. follow the laws of the employee's home-country.       

B. take place in an entirely different social context.     

C. are illegal.         

D. avoid discussion of current wage rates and benefits.

34-Which one of the following is not true of global incentive pay and employee benefits?

A. The United States and Europe differ in the way they award stock options, with European companies usually linking them to specific performance goals.       

B. Pension plans are more widespread in most of Western Europe than in the United States and Japan.   

4-An individual who was born in Mexico and is currently working for an American company in Mexico is referred to as a:

C. Over the course of a year, manufacturing employees in the United States work 100 to 500 fewer hours than Japanese and German workers.       

D. Paid vacation tends to be more generous in Western Europe than in the United States.

35-Which one of the following statements about international labor relations is false?

A. U.S. organizations, in comparison with European organizations, exert more centralized control over labor relations in the various countries where they operate.       

B. Day-to-day decisions about labor relations are usually handled by each foreign subsidiary.   

C. In some countries, such as Germany, management has an incentive to build cooperative relationships since labor representatives participate in company decision-making activities and set on companies' boards of directors.     

D.  Most U.S. organizations, in contrast to European organizations, bargain with a union representing an entire industry's employees, rather than with local union.

36- Successful adaptation to a new culture requires all of the following skills except?

A. Ability to maintain strong self-image.   

B. Ability to effectively manage money.     

C. Ability to foster relationships with host country nationals.     

D. Ability to correctly perceive host country's environment.

37-A successful expatriate manager must be sensitive to the host country's cultural norms, flexible enough to adapt to these norms, and strong enough to survive the culture shock of living in another culture. This type of adaptation requires all of the following except:

A. the ability to maintain a positive self-image and feeling of well-being.     

B. the ability to foster relationships with host-country nationals.     

C. the ability to accept a reduction in one's pay and standard of living.       

D. the ability to accept a reduction in one's pay and standard of living.

38-According to expatriates, the most important qualities for an international assignment are, in order of importance:

A. family situation, flexibility and adaptability, job knowledge and motivation, relational skills, and openness to other cultures.   

B. openness to other cultures, flexibility and adaptability, relational skills, job knowledge and motivation, and family situation.   

C. job knowledge and motivation, flexibility and adaptability, relational skills, openness to other cultures, and family situation.   

D. self-confidence, a sense of advantage, technical know-how, and family situation.

39-The total compensation plan that equalizes the purchasing power of the expatriate manager with that of employees in similar positions in the home country and provides incentives to offset the inconvenience incurred in the location is known as:

A. the international approach.   

B. the balance-sheet approach.   

C. the equalization approach.   

D. the host-country approach.

40.In addition to base salary, total expatriate pay packages generally include all but one of the following components. Name the exception.

A. Competency-based pay adjustments.   

B. Benefits.     

C. Tax equalization allowances. 

D. Cost-of-living, housing, education, and relocation allowances.