Q&A Hero

Q: Work rules in organizations where employees are unrepresented (no union) are typically not determined unilaterally by management. a. True b. False

Q: ​ Union density, the proportion of a total group comprised of union members, is one measure of relative union strength or potential influence. a. True b. False

Q: ​ The skills, wage levels, and availability of employees in a relevant labor market can affect negotiated work rules. a. True b. False

Q: Union membership in the United States has shown a steady decline as a proportion of the total labor force (i.e., comprising all employed persons 16 years of age or older). a. True b. False

Q: Negotiation of the labor agreement occurs during the third phase of the labor relations process. a. True b. False

Q: Public opinion, while a potentially powerful influence, pertains only to the first phase of the labor relations process, particularly union organizing drives. a. True b. False

Q: Although union leaders are usually elected by the members, members and leaders do not completely agree on bargaining priorities. a. True b. False

Q: Public opinion of institutions in general is low in the United States, with more than one-third of the public expressing confidence in only 5 out of 17 surveyed institutions. a. True b. False

Q: Work rules, while complex in nature, have a common dimension since the all pertain to compensation for work performed. a. True b. False

Q: Public opinion can affect one or more phases of the labor relations process, as well as the content of negotiated work rules. a. True b. False

Q: Arbitrators differ from mediators because arbitrators are almost always appointed by the government to resolve strikes in the private sector. a. True b. False

Q: Mediators have binding legal authority to require the parties to settle an interest dispute, but they often first restrict themselves to offering advice to help each party to clarify their own priorities and assessment of costs or risks associated with failing to reach a voluntary agreement. a. True b. False

Q: One general category of work rules pertains to employees and employers job rights and obligations, such as no employee strike or employer lockouts. a. True b. False

Q: Arbitrators, unlike mediators do not have authority to make final and binding decision concerning labor disputes. a. True b. False

Q: Employees often represent the least significant participant category in the labor relations process since their actions are controlled by union leaders and/or management officials. a. True b. False

Q: Deena, a human resource professional, works for a U.S. company that is opening an office in Brazil. She is preparing a training program for the managers there to learn how to carry out performance management. What is a valid point Deena should cover in the training? A) If growth slows, the company may have to update its performance plans more often. B) If managers are concerned about bad karma, they do not have to give employees feedback. C) In delivering feedback, managers should meet Brazilian cultural standards for bowing and making eye contact. D) Managers should review employees' shortcomings before giving praise. E) Managers can expect that Brazilian employees want to know what they are doing right.

Q: Which statement best describes a difference of giving performance feedback outside the United States? A) In contrast to U.S. practices, performance feedback outside the United States includes repayment of obligations. B) Performance feedback is expected in the United States but is forbidden by many other countries' laws. C) U.S. workers are more interested than other workers in other countries in hearing about their performance. D) Employees in other countries seek out direct feedback more readily than U.S. employees do. E) Employees in other countries are less likely to be comfortable with direct statements about their performance.

Q: Appropriate behavior in Ghana includes A) touching foreheads as a sign of greeting. B) dramatic displays of loyalty only when it suits the individual. C) disobedience of government-suggested regulations and procedures. D) the length of eye contact. E) repaying obligations.

Q: International assignments are especially beneficial to the organization if they are linked to the company's A) labor relations. B) outsourcing programs. C) training methods. D) bonus plans. E) development programs.

Q: Sebastian has been selected to work at his firm's manufacturing plant in India. The training department divides the cross-cultural preparation into three phases. What is the training team likely to do during the departure phase of cross-cultural preparation? A) They will conduct training sessions that include language instructions. B) They will arrange a mentoring program for the assignment overseas. C) They will provide information about changes in the home-country workplace. D) They will provide the company's newsletters and local newspapers. E) They will provide a formal program for the actual assignment.

Q: ________ refers to training employees on overseas work assignments to work through national and cultural boundaries. A) Adventure learning B) Experiential learning C) Validation D) Cross-cultural preparation E) Repatriation

Q: Which statement describes an approach that is most appropriate for training employees from cultures high in uncertainty avoidance? A) Trainers adopt an impromptu style of instruction. B) Trainers provide a formal instructional environment. C) Trainers are flexible and open to schedule and activity changes. D) Trainers allow trainees to determine the pace of the programs. E) Trainers emphasize trainees' relationships with one another.

Q: Dwight, Dane & Associates, a consulting firm with offices in seven countries, is bringing together employees from all locations for a leadership training event. Which consideration is most affected by the international nature of the workforce? A) the need to measure training outcomes B) the need to have training objectives C) management's interest in the topic D) the employees' motivation level E) cultural differences

Q: While training and developing a global workforce, what is a challenge that an organization is most likely to face? A) creating a comprehensive training program for employees from different cultures B) making employees aware of the training content and the method of evaluation C) linking training objectives to performance management D) making employees aware of the development plans E) deciding the duration of the training program

Q: Christian, an automobile engineer, is sent on a foreign assignment to Iceland. Initially, Christian is fascinated by the culture and history of the town he lived in. Within a month, he begins to feel disillusioned and discomforted by the differences in norms and values. Which term best describes this phase of Christian's experience? A) recovery B) culture shock C) honeymoon D) validation E) adjustment

Q: When an expatriate is sent on a foreign assignment and begins experiencing feelings of isolation, criticism, stereotyping, and even hostility, this person is said to be experiencing A) validation. B) adjustment. C) recovery. D) culture shock. E) repatriation.

Q: A&P Inc. is setting up production and distribution facilities in Mexico to meet the growing demand there. The company's executives want the human resource department to identify one of its U.S. managers to lead the operations there, so he or she can ensure that the company culture is maintained. They ask the HR vice president to recommend a person with strong financial skills. The HR vice president agrees but adds that they also should use psychological testing to identify candidates who are highly flexible and conscientious. Which statement best supports the HR vice president's advice? A) These traits will replace the need for support from family members. B) These traits will help the manager be extroverted in the new environment. C) These traits are associated with a high degree of financial skills. D) These traits will prevent the manager from noticing cultural differences. E) These traits will help the manager persevere through culture shock.

Q: Brenda, an American, works for an automobile manufacturer in Maine. Her manager, Roy, sends her on an overseas assignment to handle operations at the company's newly acquired plant in Germany. Which statement, if true, most likely led to Brenda being chosen for the assignment? A) Brenda lacks tolerance to ambiguity and resists change. B) Brenda prefers to work in a less challenging work environment. C) Brenda works best with those from feminine cultures with low power distance. D) Brenda is insensitive to differences in cultures and norms. E) Brenda possesses the motivation to succeed and is achievement-oriented.

Q: Morgan, a consultant, was assigned to an overseas project in China for a period of two years. After only seven months, Morgan's manager decides to bring Morgan back to the home country and replace him with someone else in China. Which statement, if true, is most likely to have caused this decision? A) Morgan exhibited the ability to effectively communicate in Mandarin. B) Morgan exhibited a sense of intolerance toward collectivist ideals. C) Morgan exhibited high levels of extroversion that were required for the job. D) Morgan exhibited high levels of cohesiveness. E) Morgan exhibited lower levels of disillusionment than other employees.

Q: What is the most likely reason for hiring host-country nationals to fill most of a company's foreign positions? A) They are familiar with the parent-country's customs. B) They can easily understand the values of the local workforce. C) They cost more to train, showing the company invests in its workers. D) The company will not be required to transport the employee's spouse. E) These employees are far more open to taking on new job responsibilities.

Q: When Carlton Construction, a maker of construction equipment, needs supervisors for its factories in China, it recruits Chinese workers before it looks in other countries. Which statement best explains Carlton Construction's recruiting practices in China? A) Any Chinese workers Carlton Construction hires must be eligible to work in the United States. B) The United States ranks among the most challenging destinations for expatriate assignments. C) Sometimes third-party nationals have better technical and human relations skills. D) Chinese employees work harder and are better motivated than expatriate employees. E) Hiring locally is much less expensive than training and transporting expatriate employees.

Q: U.S.-based Pearly People introduced a line of accessories that have been very popular in France, leading the company to want to open a distribution facility there. The marketing manager is optimistic and wants to scale up fast, but the HR manager advises proceeding with caution. What difference between the countries best explains the HR manager's advice? A) If the company replaces French workers in the future, they will have to develop new skills. B) HR planning addresses hiring but cannot prepare the company for a possible slowdown. C) French companies are developing computer systems to automate distribution facilities. D) French laws encourage layoffs when business slows, which is bad for morale. E) U.S. laws give employers wide latitude for workforce reductions, but French laws do not.

Q: Identify an advantage of having wide latitude in reducing a company workforce. A) It gives employers the option of hiring for peak needs and laying off employees if needs decline. B) It helps in protecting workers' jobs. C) It helps employees adjust to a new culture. D) It allows workers to keep more of their earnings regardless of the taxes they pay. E) It gives employees the advantage of accumulating many years of work experience in an organization.

Q: Several years ago, America Money Bank set up a large customer service facility in India and hired English-speaking operators to handle questions from customers. Now, although the bank forecasts continued growth, the human resource department is planning for fewer workers in India. What changes in its customer service facility is America Money Bank most likely implementing in this situation? A) The bank will switch to exporting these services to customers from its home office. B) The facility is moving to a higher-wage country. C) The bank does not intend to continue this service to customers. D) The bank is expecting the workers to handle each call faster. E) The facility is automating the process of answering routine questions.

Q: Whitman Tech forecasts a sales increase in several product lines, so management is planning how to expand production capacity at its three factories in Mississippi, Poland, and Thailand. The HR department prepares estimates of local labor costs and availability of workers in each location. What else should the decision makers take into account when planning labor needs? A) calculating of the total number of floating holidays each employee will receive B) the probability that newly hired employees at each location will suffer culture shock C) whether the country in which the factory operates has an individualistic culture D) if the company can put a greater emphasis on protecting workers' jobs E) how these considerations weigh against financial and operational requirements

Q: What is the best way for an internationally expanding organization to gain expertise in a host country's legal requirements? A) gather advice from a third-country national, since they are a neutral party B) hire one or more host-country nationals C) increase the number of parent-country lawyers D) open a facility based on the parent-country's legal system and adjust operations as the need arises E) interview host-country nationals to learn how they would like facilities in their countries to be run

Q: The ________ of a country's labor force affect how and the extent to which foreign companies want to operate there. A) population B) HR practices C) education and skill levels D) cultural differences E) collectivism and potential for unionization

Q: What is a feature of a company with an individualistic culture? A) It has flatter pay structures. B) It exhibits greater differences between the highest and lowest pay in the organization. C) It emphasizes on organizational rather than individual performance. D) It involves employees in collective decision making. E) It has compensation systems based on fixed pay according to seniority.

Q: ________ promote respect for past tradition and for fulfilling social obligations in the present. A) Short-term orientations B) Masculine cultures C) Feminine cultures D) Individual orientations E) Capitalist orientations

Q: Ronda, a sales executive, believes that her hard work and persistence will reap rewards in the future. She is not very assertive, prefers to be instructed, and awaits her team's approval before taking decisions. Ronda's attitudes and behavior are consistent with a culture that A) is highly individualistic. B) has high power distance. C) is low on uncertainty avoidance. D) is feminine. E) is long-term oriented.

Q: Which statement is true about cultures with a long-term orientation? A) They have a tendency to look down upon those who invest in savings. B) They prefer jobs that are relaxed, easy, and do not involve hard work. C) They focus primarily on cultural values that fulfill obligations in the present. D) They promote respect for those who are good at achieving immediate results. E) They focus primarily on cultural values that tend to pay off in the future.

Q: Ray works as an accountant in the headquarters of a fast-food chain. He encourages his colleagues to participate in an initiative he started that involves planting trees and flowers on the office's grounds. Ray's initiative most likely reflects a ________ culture. A) collectivist B) short-term C) feminine D) high power distance E) low uncertainty avoidance

Q: Alexis, the marketing manager of a mobile phone company, is achievement-oriented and exhibits high levels of assertiveness. She creates marketing plans that will maximize financial returns and enjoys competing against other managers in the company. Alexis is most likely to be an individual whose culture reflects A) masculine traits. B) a short-term orientation. C) high power distance. D) low uncertainty avoidance. E) collectivist views.

Q: Lillian and Thomas are employees of a software development firm in San Francisco. Thomas believes that Lillian exhibits behaviors that resemble those of individuals from masculine cultures. Which statement, if true, supports Thomas's beliefs? A) Lillian places more emphasis on a harmonious working relationship between members in her team. B) Lillian places more emphasis on creating an atmosphere of competition among her team members. C) Lillian places more emphasis on undertaking initiatives aimed at mobilizing funds for the underprivileged. D) Lillian places more emphasis on undertaking initiatives aimed at preventing environmental degradation. E) Lillian places more emphasis on achieving social mobility through collectivist means.

Q: Becky and Dave are expatriates working for different companies in two different countries. Becky's company is very structured, follows rigid rules for security, and expects employees to behave in a certain manner. Dave's company is a little more relaxed, and they tend to take each day as it comes. Which cultural difference contributes to this difference in the way these corporations operate? A) Becky's company is in a country high in feminine culture, whereas Dave's company is in a country high in masculine culture. B) The culture of Becky's company functions with a low power distance, whereas the culture of Dave's functions with high power distance. C) Becky's host country functions at an individualistic level, whereas Dave's host country functions at a collectivist level. D) Becky is in a company with a short-term orientation culture, whereas Dave is in a company with a long-term orientation culture. E) Becky's company's culture functions with a high uncertainty avoidance, whereas Dave's company's culture functions with a low uncertainty avoidance.

Q: Sean's company lays down stringent rules for employees to follow at work. Employees are expected to set goals for each day and week and share those goals on the company intranet. This way, Sean and his co-workers can be aware of the progress of departmental projects and prepare far in advance to meet deadlines. These qualities best describe a company that rates high on A) individualism. B) long-term orientation. C) femininity. D) uncertainty avoidance. E) power distance.

Q: Ashlee hails from a country whose legal system is based on religious scriptures. Social and business behaviors are judged based on religious laws and legal codes to a great extent. Which aspect of culture do these conditions represent? A) masculinity B) time orientation C) high uncertainty avoidance D) individualism E) power distance

Q: Jocelyn works at a retail store in Los Angeles. She addresses her Indian manager, Anika, by her first name. Jocelyn's colleague advises against addressing Anika by her name, as she might find it disrespectful. The colleague is most likely right if Anika's cultural beliefs align with a A) long-term orientation. B) collectivist nature. C) high power distance. D) low uncertainty avoidance. E) short-term orientation.

Q: Christopher, a U.S. businessman, visits India for a corporate meeting. While interacting with the board members, he addresses them by their first names, as he does with board members in the United States. However, the board members in India are offended by this gesture. Which difference in culture does this scenario reveal? A) individualism/collectivism B) uncertainty avoidance C) power distance D) long-term/short-term orientation E) masculinity/femininity

Q: Quin believes that the key to effective management is to involve his team members in the firm's decision-making processes. He surmises that this will allow him and his team to work as one unit, making choices that will benefit them all in addition to the firm. In this case, Quin's thoughts reflect that of a person with A) an individualistic nature. B) a collectivist nature. C) high power distance. D) low uncertainty avoidance. E) a short-term orientation.

Q: Kristen and Haley are employees of a publishing house and work together on the same team. Kristen believes that Haley hails from an individualistic culture. Which statement, if true, strengthens Kristen's belief? A) Haley prioritizes helping her team members attain their career advancement goals. B) Haley focuses on self-development and puts her needs before those of the group. C) Haley places emphasis on achieving upward social mobility by fulfilling common goals. D) Haley prefers decision making through her team members' participation in management. E) Haley's traits are typical of those from cultures that expect protection from the community.

Q: Which organizations are most likely to locate a facility based on the ability to effectively, efficiently, and flexibly produce a product or service, using cultural differences as an advantage? A) foreign subsidiaries B) international organizations C) multinational organizations D) global organizations E) domestic organizations

Q: Which description best defines a multinational company? A) an organization that builds facilities within the same country to facilitate large-scale exports to various countries B) an organization that builds facilities in a number of different countries in an effort to minimize production and distribution costs C) an organization that sets up one or a few facilities in one or a few foreign countries D) an organization that operates from one country and has customers from all over the globe E) a domestic organization that chooses to locate a facility using cultural differences as an advantage

Q: Which description best defines an international organization? A) an organization that builds facilities in a number of different countries in an effort to minimize distribution costs B) an organization that builds facilities in a number of different countries in an effort to minimize production costs C) an organization that sets up one or a few facilities in one or a few foreign countries D) an organization that exports goods to more than a few countries E) an organization that exports goods to a number of different countries

Q: What is the usual way in which companies first enter foreign markets? A) importing B) offshoring C) exporting D) outsourcing E) relocating

Q: Pablo, an American who works for a U.S.-based company, has been sent to England for a work assignment. Pablo would be known as a(n) A) expatriate. B) repatriate. C) host-country national. D) third-country national. E) guest-country national.

Q: A company, which has its headquarters in Japan, has branches in the United States. A Pakistani manager works in a facility in the United States. In this scenario, Japan is the ________ country, and Pakistan is the ________ country. A) parent; third B) expatriate; host C) host; guest D) third; first E) parent; host

Q: A beverage company headquartered in Miami selects a Brazilian manager to run its Mexican operations. In this example, the Brazilian manager is a A) parent-country national. B) host-country national. C) third-country national. D) home-country national. E) first-country national.

Q: Which term accurately describes Corina, who was born in the United States and is currently working in Germany for a company headquartered in China? A) parent-country national B) host-country national C) third-country national D) home-country national E) guest-country national

Q: Which term refers to a country that is neither the parent country nor the host country of a company? A) first country B) facilitating country C) governing country D) third country E) guest country

Q: Vineet, an Indian, is employed by a pharmaceutical company whose headquarters are in Philadelphia. Vineet, however, operates out of the firm's production facility in New Delhi, India. Vineet is considered to be a(n) A) parent-country national. B) third-country national. C) host-country national. D) repatriate. E) expatriate.

Q: Jose, a Spanish national, is an employee at a U.S. company. He works at the company's branch in Spain. This would imply that Jose is a A) host-country national. B) parent-country national. C) first-country national. D) third-country national. E) guest-country national.

Q: Rite Inc., a company headquartered in the United States, opens an overseas facility in China. In this scenario, the Chinese facility is located in a A) host country. B) parent country. C) first country. D) third country. E) guest country.

Q: Owen, a British citizen, and Trevor, a U.S. citizen, are employees of an electronics manufacturing company headquartered in London. While Owen works out of the London office, Trevor operates out of New York. Which statement is true in this scenario? A) Owen is a host-country national. B) Owen is a parent-country national. C) Owen and Trevor are expatriates. D) Trevor is a third-country national. E) Trevor is a home-country national.

Q: Which agreement was adopted by Canada, Mexico, and the United States to encourage trade between the three countries? A) CSN B) NAFTA C) PICTA D) APEC E) TAFTA

Q: Cross-cultural training requires developing a greater awareness of one's own culture, too.

Q: U.S. organizations exert more centralized control over labor relations in the various countries where they operate when compared with European organizations.

Q: The specific methods of performance management that work in one country may fail in another, while general principles of performance management may apply in most countries.

Q: A culture with a long-term orientation will have trainees who are likely to accept development plans and assignments.

Q: While training expatriates, trainers are expected to be authoritarian and controlling of the session in cultures low in power distance.

Q: Even if employees persist and continue learning about their host country's culture, they rarely recover from culture shock.

Q: According to research, employees who are extroverted, agreeable, and conscientious are most successful at completing overseas assignments.

Q: Hiring employees from outside the host country is an option many companies take when the local labor market does not offer enough qualified people.

Q: Companies usually prefer hiring third-country nationals for filling positions in host-countries.

Q: Compared with other countries, the United States allows employers much latitude in reducing their workforce.

Q: A country's political system does not usually affect human resource management.

Q: Ample opportunities for educational development are provided in capitalist economic systems because education is free for students.

Q: High uncertainty avoidance refers to a strong cultural preference for structured situations.

Q: In countries with large power distances, people address one another with first names.

Q: Power distance concerns the way the culture deals with unequal distribution of power.