Question 1

What HR activity involves considering both internal and external sources to produce viable candidates to apply to fill a given work demand?

Accepted Answer

Recruitment is the HR activity that involves considering both internal and external sources to produce viable candidates to apply to fill a given work demand. Employment regulations involve laws governing workplace practices, termination involves the process of ending an employment relationship, and hiring practices refers to the procedures used to select and onboard new employees, which may or may not involve recruitment.

Question 2

The special staffing activity involving transfer of an employee upon the completion of a foreign assignment back to his or her own country is called:

Accepted Answer

Repatriation is the process of bringing an employee back to their home country after completing an assignment in a foreign country. It involves reintegration into the company and the culture of the home country.

Question 3

Staffing that is consistent with an ethnocentric approach is typically characterized by all or most key positions at a foreign operation being filled by:

Accepted Answer

An ethnocentric approach to staffing involves filling key positions at a foreign operation with employees from the parent country. Therefore, the best choice would be parent country nationals.

Question 4

A major disadvantage of a __________ staffing policy may be the lack of effective flow of information and productive interaction between MNC headquarters and the foreign subsidiary due to language and cultural differences as well as the growth of unfavorable "us versus them" stereotypes caused by a lack of local meaningful interaction and common experience between PCNs and HCNs.

Accepted Answer

The disadvantage described in the statement is a characteristic of a polycentric staffing policy. This policy favors the hiring of host country nationals (HCNs) for upper-level positions in the subsidiary, which can lead to a lack of effective communication and cooperation between HCNs and parent country nationals (PCNs). Ethnocentric staffing policies favor PCNs for these positions, while culturally sensitive and transnational policies aim for more balance and integration between PCNs and HCNs.

Question 5

Under this strategic staffing approach we often see a predominance of HCN staffing at the local subsidiary, and with senior HCN managers heading up operations in other countries in the same general location in the world, such as an Italian HCN heading up a Spanish operation in Barcelona.

Accepted Answer

Regiocentric staffing strategy involves hiring staff from within the same region but not necessarily from the same country where the subsidiary is located. This approach allows for regional expertise and cultural understanding, as seen in the example of an Italian manager leading operations in Spain.

Question 6

MNC staffing policy driven by a(an) __________ approach considers and selects the best talent for important jobs throughout the world operations of the MNC, regardless of nationality.

Accepted Answer

A geocentric approach to staffing focuses on finding and hiring the best talent for important positions in the MNC regardless of their nationality. This approach considers qualifications and skills rather than nationality, as opposed to ethnocentric and polycentric approaches which focus on home country and host country nationals respectively. The individualistic approach is not directly related to MNC staffing policy.

Question 7

Governments and __________ might place demands or lobby for staffing requirements for MNCs that are making foreign direct investment, especially in developing countries, such as specifying that certain numbers of HCNs be hired and at particular levels.

Accepted Answer

Non-government organizations can advocate for fair labor practices and social responsibility in MNCs operating in developing countries. They can put pressure on governments and MNCs to ensure that local workers are not being exploited and that they are receiving fair wages and benefits. NGOs can also encourage MNCs to hire local workers, particularly those who are marginalized or underrepresented, and to provide training and development opportunities to help them advance in their careers.

Question 8

Despite national laws and policies that might prevail at company headquarters prohibiting discrimination against women in the workplace, cultural norms and expectations widely held in other counties, such as Islamic and Asian societies and in some areas of __________, might need to be considered when making staffing-assignment decisions about women in those countries, especially involving work and supervisory interactions with men.

Accepted Answer

C  D  Cultural norms in Latin America, Western Europe, and the Middle East may influence staffing decisions due to varying expectations regarding gender roles and interactions between men and women.

Question 9

One particularly persistent bias against women in international business concerns women in the United States and other Western MNCs serving as __________.

Accepted Answer

The bias concerns women in the United States and other Western MNCs serving as expatriates, or employees who are sent to work in a foreign country. Despite efforts to increase diversity and inclusion in international business, women continue to face challenges in being selected for expatriate assignments and in facing discrimination and cultural barriers once on assignment.

Question 10

This approach investigates candidate competencies and ability to adjust to the demands of the foreign assignment in addition to other factors affecting success beyond the expatriate, including the adaptability of the accompanying partner, dual-career difficulties, the nature of supporting structure in the foreign assignment, cultural distance and technical difficulty of the assignment, and accountabilities and responsibilities.

Accepted Answer

The answer of This approach investigates candidate competencies and ability...

Question 11

This general approach using personality tests argues that there are identifiable competencies associated with foreign assignment success and that the accurate measurement of these competencies can be used to identify and predict effective performers in international assignments.

Accepted Answer

The approach described is the Psychometric Approach, which uses personality tests to identify competencies associated with success in international assignments. This approach focuses on measuring individual characteristics and abilities to predict performance. The other options (Clinical Risk Assessment, International, Ascription) do not fit the description given in the question.

Question 12

The primary criterion for selecting employees for a foreign assignment traditionally has been __________, based on the notion that past behavior is a strong predictor of future performance.

Accepted Answer

The primary criterion for selecting employees for a foreign assignment traditionally has been demonstrated technical competence, based on the notion that past behavior is a strong predictor of future performance. This means that organizations often prioritize technical skills and experience when selecting employees for overseas assignments rather than cultural adaptability or flexibility.

Question 13

Differential effects of culture are particularly problematic in the use of:

Accepted Answer

Personality tests are particularly problematic in the use of differential effects of culture because different cultures have different definitions of traits and behaviors associated with personality. For example, a trait like assertiveness might be viewed positively in American culture but negatively in Japanese culture. This leads to a biased assessment of personality based on cultural differences.

Question 14

In many Asian cultures which of the following forms of nonverbal behavior would likely convey the most positive impression for a prospective candidate in a job interview?

Accepted Answer

The answer of In many Asian cultures which of the...

Question 15

This term refers to using multiple methods in the employee selection process.

Accepted Answer

Triangulation refers to the use of multiple methods or sources to gather information about a particular phenomenon, in this case, employee selection. By using multiple methods, organizations can gain a more comprehensive and accurate understanding of a candidate's skills, abilities, and fit with the organization. This approach helps to reduce the risk of relying on a single method or source, which may be biased or incomplete.

Question 16

A fairly new and developing segment of the professional recruitment services industry is often called:

Accepted Answer

Temp-to-hire employees represent a growing segment in recruitment services, where employees are initially hired on a temporary basis with the potential to become permanent, allowing both employer and employee to evaluate fit.

Question 17

Internet usage for recruiting purposes __________.

Accepted Answer

The article suggests that internet usage for recruiting purposes is increasing.

Question 18

Many companies have found the employee-referral approach to be very useful in attracting competent and committed employees-especially __________ operations that might not have the demand or budget to justify professional recruitment agencies.

Accepted Answer

The sentence suggests that this employee-referral approach is particularly useful for companies with limited resources, such as small- to medium-sized operations.

Question 19

__________ advertising to the external public can reach a large number of potential applicants in a number of ways, from a simple "Help Wanted" sign in a shop window to a transnational search involving multiple forms of media.

Accepted Answer

Direct advertising is the most appropriate choice to reach a large number of potential applicants through different forms of media, including online job boards, social media, newspapers, and radio/television commercials. Direct advertising allows organizations to target specific demographics, such as age, gender, education level, and experience, to attract qualified candidates.

Question 20

__________ candidates are frequently easier to persuade into taking an assignment abroad.

Accepted Answer

Internal candidates are already employed by the company and have an understanding of the company culture and values, making them more likely to be open to new opportunities like international assignments. External candidates may be less familiar with the company and hesitant to relocate for a job. Domestic and poly-chronic are not relevant terms in this context.

Quiz 6: Global Staffing