BUS 325 Week 2 Quiz – Strayer NEW
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CHAPTER
1: Introduction
TRUE/FALSE
1. An inpatriate is an employee transferred out
of the home base into the firm’s international organization.
2. The HR department is the major user of
language translation services.
3. The IHR department does not get involved in
the employee’s personal lives such as marital status and children when
considered for assignments.
4. Less developed countries tend to have cheaper
labor but more government regulations.
5. Culture shock is a phenomenon experiences by
people who move across cultures.
6. A domestic HRM is involved with employees
within one national boundary.
7. Compensation and benefit programs are not an
activity of internal human resource management.
8. 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.
9. Multidomestic industries is one in which
competition in each country is essentially independent of competition in other
countries.
10. 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.
11. Cultural awareness is reflected by knowing
that local employees feel an obligation to employ extended family even if they
are unqualified for the position.
12. If a firm is in a multidomestic industry, the
role of HR department will most likely be more domestic in structure and
orientation.
13. A large home market is one of the key drivers
for seeking a new international market.
14. Local HR activities, such as human resource
planning and staffing, changes as a foreign subsidiary matures.
15. The nationality of an employee is not a major
factor in determining the person “category” in an international firm.
16. Human considerations are as important as
financial and marketing criteria in making decisions about multinational
ventures.
17. Global mindset is necessary for the success
of an international company.
18. The US had 8 companies in the top 30
multinationals ranked by the transnational index.
19. Cross- culture management is examining human
behavior within organizations from an international perspective.
20. The way diversity is managed within a single
national context should transfer to a multinational context without
modification.
21. It is a correct assumption that culture is
usually used as a synonym for nation or national difference represents culture
differences.
MULTIPLE
CHOICE
1. An expatriate:
|
a.
|
Is
an employee transferred out of their home base to the firm’s international
operation
|
|
b.
|
Is
an employee transferred into a parents organization
|
|
c.
|
Is
an employee who understands international business operations
|
|
d.
|
Is
an employee who has works in more than one country
|
2. Which of the following is not a category of
an employee in an international firm?
|
a.
|
Third
–country national
|
c.
|
Parent-country
national
|
|
b.
|
Host-country
national
|
d.
|
Multi-country
national
|
3. Which department of an organization is the
major user of language translation services?
|
a.
|
Tax
|
c.
|
Human
resources
|
|
b.
|
Shipping
|
d.
|
Operations
|
4. Tax equalization policies concerning
expatriates are designed to :
|
a.
|
Ensure
no tax incentives are associated with any particular international assignment
|
|
b.
|
Ensure
taxes are paid
|
|
c.
|
Ensure
employees are aware of tax responsibilities
|
|
d.
|
Keeps
records up to date
|
5. The direct costs of international assignment
failures can be as high as ___times the costs of those for similar failure in a domestic assignment:
|
a.
|
Five
|
c.
|
Ten
|
|
b.
|
Three
|
d.
|
Eight
|
6. One major difference between domestic and
international HRM is:
|
a.
|
Staff
training
|
c.
|
housing
relocation
|
|
b.
|
Tax
equalization
|
d.
|
risk
|
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