Question 1

Broadly speaking, an ethnocentric approach to staffing policy is compatible with _______________ strategy.

Accepted Answer

An ethnocentric approach to staffing, where a company uses primarily parent-country nationals to staff higher-level foreign positions, is most compatible with an international strategy. This approach is often used by firms that are in the early stages of international expansion and wish to keep a strong alignment with the values, practices, and policies of the headquarters.

Question 2

A firm's success requires HRM policies to be congruent with the firm's strategy and with its _________ and ________ structure and controls.

Accepted Answer

The answer of A firm's success requires HRM policies to...

Question 3

It is advisable to arrange for an expatriate to take a familiarisation trip to the host country, prior to transfer, as a form of:

Accepted Answer

A familiarisation trip helps the expatriate and their family to understand the cultural environment of the host country, aiding in cultural adaptation and reducing culture shock. This is a form of cultural training.

Question 4

Staffing policy can be a tool for developing and promoting:

Accepted Answer

Staffing policy can be used to shape and reinforce corporate culture by selecting employees who fit the desired cultural values and norms of the organization.

Question 5

Training can lower the probability of expatriate failure. Training should be provided to both the expatriate manager and their spouse, and should include:

Accepted Answer

Training should encompass practical, language, and cultural aspects to ensure the expatriate and their spouse can effectively adapt to the new environment, communicate, and understand cultural nuances.

Question 6

Management development is often used as a strategic tool to build a strong unifying _________ and ___________ management network, both of which support transnational and global standardisation strategies.

Accepted Answer

Management development helps in creating a strong unifying culture and an informal management network, which are essential for supporting strategies that aim for transnational and global standardization. This approach fosters a shared understanding and collaborative environment across different regions and departments within a multinational organization.

Question 7

Firms pursuing ________________ need a strong unifying corporate culture and informal management networks to assist in coordination and control.

Accepted Answer

Firms pursuing a transnational strategy require a strong unifying corporate culture and informal management networks because this strategy involves a high level of global integration and local responsiveness, necessitating effective coordination and control across diverse geographic locations.

Question 8

The balance sheet approach aims to maintain the ______________ and _____________ of the employee while on their foreign assignment to levels equivalent to those they would have enjoyed had they stayed at home.

Accepted Answer

The balance sheet approach is designed to equalize the purchasing power of employees on international assignments with that of their home country, ensuring they can maintain a similar living standard abroad as they would at home.

Question 9

Host-nations managers' appraisals of expatriate managers may be biased by:

Accepted Answer

Host-nations managers' appraisals of expatriate managers may be biased by their own cultural frames of reference and expectations, as these can influence their perceptions and evaluations of the expatriate's performance.

Question 10

To reduce bias in performance evaluations, many expatriates think that more weight should be given to _____________ manager's appraisal than to _____________ manager's appraisal.

Accepted Answer

Expatriates often believe that on-site managers, who directly observe their work, provide more accurate and relevant evaluations than off-site managers.

Question 11

With regard to expatriate pay, the ___________________ equalises purchasing power across countries, so employees can enjoy the same living standard in their foreign posting as they enjoyed at home.

Accepted Answer

The balance sheet approach is used to equalize purchasing power across countries for expatriates, ensuring they maintain a similar standard of living abroad as they would at home. This method considers various factors such as cost of living, housing, and taxes to adjust the expatriate's compensation package accordingly.

Question 12

Four types of allowances are often included in an expatriate's compensation package: housing, cost-of-living, education and:

Accepted Answer

Hardship allowance is commonly included in an expatriate's compensation package to compensate for difficult living conditions in the host country.

Question 13

What type of allowance is paid to expatriates who are sent to difficult locations?

Accepted Answer

A hardship allowance is paid to expatriates who are sent to difficult or challenging locations to compensate for the adverse conditions they may face.

Question 14

Which function of an international business is typically responsible for managing international labour relations?

Accepted Answer

Human resource management is responsible for managing international labour relations, including hiring, training, and ensuring compliance with local labor laws in different countries.

Question 15

Through collective bargaining with management, labour unions generally try to obtain better pay, greater job security and:

Accepted Answer

Labour unions negotiate for better working conditions as part of their efforts to improve the overall work environment and safety for their members, alongside better pay and greater job security.

Question 16

The workforce of McDonald's in the US is not unionised, and a similar practice has been adopted by McDonald's in Australia, as elsewhere in the world. Which of the following concerns does this situation demonstrate?

Accepted Answer

This situation illustrates the concern that international businesses may attempt to import their employment practices and contractual agreements from their home country to other countries where they operate, such as McDonald's not unionizing its workforce in the US and adopting a similar stance in Australia and elsewhere.

Question 17

A foreign service or ____________ premium is extra pay that an expatriate receives for working outside his or her country of origin. It is offered as ________________ to motivate and reward international service.

Accepted Answer

Mobility; an incentive. This premium is designed to encourage employees to accept assignments in other countries by compensating them for the inconvenience and challenges of moving and living abroad.

Question 18

The international trade secretariats (ITSs) were first established in the 1960s by:

Accepted Answer

The international trade secretariats (ITSs) were first established in the 1960s by organized labour to coordinate the activities of national trade unions in specific sectors at the international level.

Question 19

The long-term goal of establishing the international trade secretariats (ITSs) was to be able to bargain ___________ with ______________ firms.

Accepted Answer

The long-term goal of establishing the International Trade Secretariats (ITSs) was to enable unions to bargain transnationally with multinational firms, reflecting the global nature of business and the need for workers' representation across borders.

Quiz 14: International Human Resources Management

Broadly speaking, an ethnocentric approach to staffing policy is compatible with _______________ strategy.

A firm's success requires HRM policies to be congruent with the firm's strategy and with its _ and structure and controls.