Skip to main content
United States
Jump To
Support
Register or Log In
Support
Register or Log In
Instructors
Browse Products
Getting Started
Students
Browse Products
Getting Started
Chapter 15 Multiple choice questions
Return to International Business Student Resources
Chapter 15 Multiple choice questions
Quiz Content
*
not completed
.
The scope of international human resource management (IHRM) includes:
staff recruitment.
correct
incorrect
staff development.
correct
incorrect
compensation.
correct
incorrect
all of the above.
correct
incorrect
*
not completed
.
To be effective in the international environment HRM policies must:
reflect an international view.
correct
incorrect
accommodate differences in management styles.
correct
incorrect
focus on domestic issues.
correct
incorrect
effectively transplant HRM policies and practices from the home country to all other offices.
correct
incorrect
*
not completed
.
A major difference between domestic and international HRM is the result of:
increased complexities such as currency fluctuations, foreign HR policies and practices, and divergent labour laws.
correct
incorrect
the number of employees covered by the hr policies.
correct
incorrect
the ease with which employees adjust to new cultures.
correct
incorrect
the emergence of effective cross-border management styles.
correct
incorrect
*
not completed
.
Global assignments in which employees are sent to understand global operations and are required to have intercultural understanding are called:
strategic assignments.
correct
incorrect
development assignments.
correct
incorrect
non development assignments.
correct
incorrect
managerial assignments.
correct
incorrect
*
not completed
.
The following are valid reasons for using an ethnocentric international staffing strategy, except:
maintaining a unified corporate culture.
correct
incorrect
maintaining a diverse corporate culture.
correct
incorrect
lack of qualified managers in the host country.
correct
incorrect
maintaining tight control.
correct
incorrect
*
not completed
.
Which of the following factors is least likely to be directly related to the success of an expatriate assignment?
The personality of the expatriate.
correct
incorrect
The intentions of the expatriate.
correct
incorrect
The inability of the spouse to adjust.
correct
incorrect
The type of products produced by the organization.
correct
incorrect
*
not completed
.
Expatriate failure is best defined as:
a failure to recoup the costs of investment in an expatriate.
correct
incorrect
early return of the expatriate.
correct
incorrect
repatriation.
correct
incorrect
re-assimilating the expatriate.
correct
incorrect
*
not completed
.
The staffing policy in which all key management positions are filled by home country nationals is termed:
polycentric.
correct
incorrect
ethnocentric.
correct
incorrect
geocentric.
correct
incorrect
multicentric.
correct
incorrect
*
not completed
.
A factory that features unsafe working conditions, long hours, and/or low wages is a(n):
private sector workplace.
correct
incorrect
public sector workplace.
correct
incorrect
activist.
correct
incorrect
sweatshop.
correct
incorrect
*
not completed
.
High labour costs in an overseas operation can require a focus on efficiency and on HRM practices aimed at improving:
employee performance.
correct
incorrect
employee turnover.
correct
incorrect
selection processes.
correct
incorrect
absenteeism rates.
correct
incorrect
Exit Quiz
Next Question
Review all Questions
Submit Quiz
Reset
Are you sure?
You have some unanswered questions. Do you really want to submit?
Back to top
Printed from , all rights reserved. © Oxford University Press, 2024
Select your Country