Question 1

The HR department is the major user of language translation services.

Accepted Answer

The HR department often needs to translate documents such as employee contracts, job descriptions, and performance reviews for employees who speak different languages. Language translation services are essential for effective communication within a global workforce.

Question 2

An inpatriate is an employee transferred out of the home base into the firm's international organization.

Accepted Answer

An inpatriate is an employee transferred from a foreign subsidiary into the firm's headquarters or home country organization, not out of the home base.

Question 3

The IHR department does not get involved in the employee's personal lives such as marital status and children when considered for assignments.

Accepted Answer

The IHR department may consider personal aspects such as marital status and children when determining suitability for international assignments, as these factors can impact an employee's ability to relocate or adapt to a new environment.

Question 4

Global mindset is necessary for the success of an international company.

Accepted Answer

A global mindset helps individuals and companies to develop a deeper understanding of cultural differences and adapt effectively to different markets, which is necessary for the success of an international company operating across borders. Without a global mindset, companies risk making costly mistakes that can damage their reputation and limit their growth.

Question 5

The US had 8 companies in the top 30 multinationals ranked by the transnational index.

Accepted Answer

The US had 7 companies in the top 30 multinationals ranked by the transnational index according to the latest available data.

Question 6

Cross- culture management is examining human behavior within organizations from an international perspective.

Accepted Answer

Cross-culture management involves analyzing and understanding how culture impacts human behavior and interactions within organizations that span across different countries and cultures. It aims to create effective strategies to manage and lead diverse teams and achieve organizational goals while respecting cultural differences.

Question 7

A domestic HRM is involved with employees within one national boundary.

Accepted Answer

A domestic HRM is focused on managing employees within one national boundary, as opposed to international HRM which deals with managing employees across various countries and cultures.

Question 8

Local HR activities,such as human resource planning and staffing,changes as a foreign subsidiary matures.

Accepted Answer

As a foreign subsidiary matures and becomes more established, local HR activities, such as human resource planning and staffing, may change or evolve to better align with the company's goals and the local market conditions.

Question 9

Compensation and benefit programs are not an activity of internal human resource management.

Accepted Answer

Compensation and benefit programs are indeed a key activity of internal human resource management as they involve managing the financial and non-financial rewards given to employees in exchange for their work.

Question 10

Cultural awareness is reflected by knowing that local employees feel an obligation to employ extended family even if they are unqualified for the position.

Accepted Answer

This statement reflects certain cultural practices in which extended family obligations and loyalty play a significant role. In some societies, hiring or providing a job to a family member, even if they are unqualified, is considered a norm or obligation. Therefore, it is important to have cultural awareness and sensitivity while conducting business in a diverse global environment.

Question 11

A large home market is one of the key drivers for seeking a new international market.

Accepted Answer

A large home market may provide a strong foundation for a company, but it is not necessarily the primary reason for seeking a new international market. Other motivations include diversification, growth opportunities, access to new resources or technology, and potential cost savings.

Question 12

Human considerations are as important as financial and marketing criteria in making decisions about multinational ventures.

Accepted Answer

Human considerations, such as cultural differences, labor practices, ethical standards, and social responsibility, are crucial factors in the success or failure of multinational ventures. Ignoring these considerations can lead to negative consequences, such as PR backlash, employee dissatisfaction, legal issues, and consumer boycotts. Therefore, companies should not prioritize financial and marketing criteria at the expense of human considerations. Rather, they should balance all these factors to achieve a sustainable and socially responsible multinational operation.

Question 13

If a firm is in a multidomestic industry,the role of HR department will most likely be more domestic in structure and orientation.

Accepted Answer

In a multidomestic industry, firms tend to have more localized operations and strategies that cater to the needs of specific markets. As a result, the role of HR department is more likely to be focused on local recruitment, training, compensation, and compliance with local laws and regulations. This means that the HR department will have a more domestic structure and orientation, rather than a global or centralized one.

Question 14

Awareness of cultural differences is not essential for the HR manager at corporate headquarters.It is only important for expatriate employees as well as those at the host location.

Accepted Answer

Awareness of cultural differences is essential for HR managers at corporate headquarters as they may be dealing with employees, partners or clients from different cultural backgrounds. It helps them to avoid cultural misunderstandings, to communicate effectively with people from different cultures and to create and implement policies that respect and reflect different cultural practices and norms. Additionally, understanding cultural differences can also help HR managers to make more informed decisions when it comes to recruitment, training, career development and retention of employees.

Question 15

Multidomestic industries is one in which competition in each country is essentially independent of competition in other countries.

Accepted Answer

In a multidomestic industry, each country has its own independent competition without significant influence from competition in other countries. This is different from global industries, in which competition is more globalized and interconnected across many countries.

Question 16

Less developed countries tend to have cheaper labor but more government regulations.

Accepted Answer

Less developed countries tend to have cheaper labor primarily due to lower living costs and economic conditions, but they often have fewer or less strictly enforced government regulations compared to more developed countries.

Question 17

Culture shock is a phenomenon experiences by people who move across cultures.

Accepted Answer

Culture shock is a well-known term used to describe the disorientation and sometimes feelings of anxiety, confusion, and isolation that often arise when a person moves from one culture to another.

Question 18

The way diversity is managed within a single national context should transfer to a multinational context without modification.

Accepted Answer

Managing diversity in a multinational context involves additional complexities and considerations such as cultural differences, language barriers, and legal requirements. Therefore, the way diversity is managed within a single national context may require modification when applied to a multinational context.

Question 19

Multinational organizations need to strive for consistency in the ways of managing people on a worldwide basis in order to build,maintain and develop their corporate identity.

Accepted Answer

Consistency in managing people on a global scale helps to ensure that the organization's values, goals, and practices are standardized and reflected in all locations, leading to the development and maintenance of a consistent corporate identity.

Question 20

The nationality of an employee is not a major factor in determining the person "category" in an international firm.

Accepted Answer

The answer of The nationality of an employee is not...

Quiz 1: Introduction