| A | B |
|---|
| Three reasons why parent-country nationals fail in international assignments | the employee has difficulty accepting new responsibilities, the employee's children have difficulty coping and the employee's spouse has difficulty adjusting |
| Planning ahead and maintaining communicaiton with collegues are ways to help employees cope with | repatriation |
| Name the dimensions of the factor of competence for a position in another country | technical knowledge and experience, leadership and the ability to manage and cultural awareness and language skills |
| Expensive to implement, necessitates substantial training and development, more relocation costs, and longer lead times are all disadvantages of | geocentric approach |
| Human resource management is different in the global and the domestic environments because | companies must cope with differences in national and global orientation |
| Name the factors that influence employee performance of global employees | individual's personality, environment and task |
| Giving public praise for outstanding achievement is universally postive motivator | False |
| The following question best assesses the applicant's ability to adjust to different conditions | why do you want to work in the global environment? |
| Name three motivating factor about money | money is a major motiviting factor for most U.S. employees, in addition to money, other factors such as personal recognition, are also motivating factors for many U.S. workers, and money is seen by U.S. employees as a reward for taking risks |
| Name three additions to employee compensation | discounted prices on products or services, cost of living adjustment and premium paid for those working abroad |
| The type of human resources approach that uses natives of the host country to manage operations within their country and parent-country natives to manage at headquarters is | polycentric approach |
| The chances of employee failure on a overseas assignment can be reduced by all of the following practices | providing training before, during, and after the assignment, making international assignments part of the long-term employee development process and providing a job that uses the employee's international experience when the employee returns from the assignment |
| Maria was born and raised in Mexico and works in a Canadian Company's New York City office. This is an example of host country national. | False |
| Employees unable to work productively, accept new responsibilities, lack technicall competence are all examples of | why global employees may fail |
| Name the least useful type of training to a French employee working in South Korea | court system |
| The human resources approach that uses managers from various countries within the geographic regions of a buisness is called | regiocentric approach |
| Understanding the local culture, determining if a spouse can work in another country, survival knowledge of language are all examples of | types of training and development |
| A job description should include the following | duties and responsibilities of the job, education and experience requirements of job, identification or title of job |
| Supply analysis is | determing if there are sufficient types and numbers of employees available |
| An applicant's work record is of little interest during the employee selection process | False |
| Expatriates from countries other than the home country of their company are called | third-country nationals |
| Name three dimensions of the factor of personal characteristics for a position in another country | foreign language fluency |
| Culturally sensitive compensation packages can motivate employees | True |
| A disadvantage of the polycentric approach to human resource management is the cultural gap between the headquarters and subsidiary managers | True |
| Employees who are natives of the country in which they work are called | host-country nationals |
