The main objective of the balance sheet approach to international compensation is

MGT 510 Final Exam Part 2

 

 

 

This final exam consists of 25 multiple-choice questions and covers the material in Chapters 11, 13, and 14.

 

(That is what the instructions say…but the answers may come from other chapters too J)

 

 

 

 

 

Question 1

 

Companies with a global HRM orientation

 

 

 

Answer

 

[removed]		Usually provide significant extra pay for expatriate assignments.
[removed]		Evaluate their managers by headquarters’ country standards.
[removed]		Focus primarily on language training as preparation for expatriate assignments.
[removed]		Use similar pay and benefit packages for all international assignments.

 

4 points

 

 

 

Question 2

 

The main objective of the balance sheet approach to international compensation is

 

 

 

Answer

 

[removed]		To match home and host county purchasing power.
[removed]		To make sure you reward international managers for their hardship.
[removed]		To save costs in inexpensive countries.
[removed]		To provide headquarters’ accountants with consistent information on salaries.

 

4 points

 

 

 

Question 3

 

Companies with a multi-local strategy are most likely to have a

 

 

 

Answer

 

[removed]		A global HRM orientation.
[removed]		A polycentric HRM orientation.
[removed]		Either a ethnocentric or regiocentric HRM orientation.
[removed]		A geocentric orientation.

 

4 points

 

 

 

Question 4

 

Home country nationals are

 

 

 

Answer

 

[removed]		Expatriate employees who come from the parent’s home country.
[removed]		Employees who come from a different country where he/she is working.
[removed]		Expatriate employees which come from the parent’s home country.
[removed]		Employees from foreign country who work in the country where the host company is located.

 

4 points

 

 

 

Question 5

 

International Human Resource Management

 

 

 

Answer

 

[removed]		Is no different from domestic HRM.
[removed]		Is the application of HRM to international settings.
[removed]		Is the orientation to hiring international employees.
[removed]		Is the selection and compensation of expatriates.

 

4 points

 

 

 

Question 6

 

Evidence on training for international assignments suggests

 

Answer

 

[removed]		Cross-cultural training reduces expatriate failure rates.
[removed]		Cross-cultural training makes people feel more comfortable but there are no bottom line effects on performance.
[removed]		US firms invest the most in this activity.
[removed]		It only beneficial for long term assignments.

 

4 points

 

 

 

Question 7

 

Companies with ethnocentric HRM orientations

 

Answer

 

[removed]		Use similar pay and benefit packages worldwide.
[removed]		Select home country nationals for key positions.
[removed]		Emphasize extensive training in the company culture before allowing a manager to go international.
[removed]		Often use international experience as a technical qualification for high level management.

 

4 points

 

 

 

Question 8

 

The process by which companies choose people to fill vacant position is

 

Answer

 

[removed]		Recruitment.
[removed]		Compensation.
[removed]		Selection.
[removed]		Training and development.

 

 

 

Question 9

 

Which of the following represents one possible solution to the “Old Friends” dirty trick?

 

Answer

 

[removed]		Ignore the ploy and focus on mutual benefits.
[removed]		Keep a psychological distance that reflects the true nature of the relationship.
[removed]		Walk out of negotiations.
[removed]		Reveal when you plan to leave negotiations.

 

4 points