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Q:
Which of the following is a characteristic of delayering?
A. It increases an organizations' flexibility.
B. It increases the opportunities for promoting employees.
C. It sets pay according to the employees level of knowledge.
D. It encourages a climate of learning.
E. It helps employees use their knowledge and ideas more productively.
Q:
Transcultural employees are:
A) typically required in companies operating in similar cultures.
B) highly susceptible to cultural shock.
C) low in ethnocentrism.
D) fluent in a single language.
Q:
Which of the following is a disadvantage of a pay structure that rewards employees for winning promotions?
A. It does not focus on setting pay for groups of jobs.
B. It does not make adjustments to a pay rate to reflect differences in labor markets.
C. It discourages employees from gaining valuable experience through lateral career moves.
D. It rewards employees for acquiring skills but does not provide a way to ensure that employees can use their new skills.
E. It does not provide a precise definition of a jobs responsibilities.
Q:
Which of the following is an outcome of reverse cultural shock?
A) Difficulty in adjusting to new foods, styles of dress, and so on
B) Diminished responsibility after reentry
C) Increased decision-making authority
D) Difficulty in adjusting to an unfamiliar language
Q:
Which of the following is true about job-based pay structures?
A. The ambiguous definition of a job's responsibilities can contribute to an attitude that some activities "are not in my job description," at the expense of inflexibility.
B. Their focus on higher pay for higher status can work in favor of efforts of empowerment.
C. They usually reward desired behaviors, particularly in a rapidly changing environment.
D. Organizations may avoid change because it requires repeating the time-consuming process of creating job descriptions and related paperwork.
E. They always encourage innovation and customer service.
Q:
_____ causes a manager to discount or reject an expatriates international experiences.
A) Agoraphobia
B) Acrophobia
C) Monophobia
D) Xenophobia
Q:
A _____ is an adjustment to a pay rate to reflect differences in working conditions or labor markets.
A. bonus
B. pay differential
C. green-circle rate
D. rank-and-file adjustment
E. red-circle rate
Q:
High-context cultures place a high value on all of the following EXCEPT:
A) prioritizing business.
B) personal relations.
C) trust.
D) nonverbal cues.
Q:
Assuming an organization wants to motivate employees through promotions, and assuming enough opportunities for promotions are available, the organization would want to:
A. increase the overlap from one level to the next.
B. reduce its compa-ratio to less than 1.
C. implement a broad-band pay structure.
D. limit the overlap from one pay range to the next.
E. use a fixed interval promotion policy.
Q:
Cognitive strategies related to cultural intelligence include gaining knowledge at the surface about _____.
A) food
B) attitudes
C) beliefs
D) values
Q:
Overlapping _____ give the organization more flexibility in transferring employees among jobs, because transfers need not always involve a change in pay.
A. pay rates
B. pay ranges
C. pay policies
D. pay differentials
E. pay ranks
Q:
Cultural shock may result from encountering:
A) a loss of responsibility.
B) different management philosophies.
C) similar language and lifestyle patterns in the other organization
D) changes in ones level of status in the organization.
Q:
Which of the following is true of pay ranges?
A. Pay ranges are most common for blue-collar jobs and those covered by union contracts.
B. Pay ranges are often widest for employees who are at lower levels in terms of their job evaluation points.
C. Pay ranges generally are designed so that they do not overlap.
D. The market rate or the pay policy line generally serves as the midpoint of a range for the job.
E. The less overlap, the more flexibility in transferring employees among jobs.
Q:
When an employee enters another nation, he/she experiences the most critical change in the _____ phase, which is caused by encountering all parts of a different culture.
A) excitement and stimulation
B) disillusionment
C) insecurity and disorientation
D) Adaptation
Q:
Pay ranges are most common for _____.
A. white-collar jobs
B. piece-rate jobs
C. jobs that are covered by union contracts
D. automotive workers
E. construction workers
Q:
In the context of the reactions experienced by employees when they enter another nation, in the _____ phase, employees respond constructively to their new surroundings at work and at home.
A) excitement and stimulation
B) disillusionment
C) insecurity and disorientation
D) adaptation
Q:
_____ is a set of possible pay rates defined by a minimum, maximum, and midpoint of pay for employees holding a particular job.
A. Pay grade
B. Pay range
C. Pay differential
D. Compa-ratio
E. Compensation differential
Q:
Which of the following is the first phase of the reactions experienced by employees when they enter another nation?
A) Excitement and stimulation
B) Disillusionment
C) Insecurity and disorientation
D) Adaptation
Q:
_____ are sets of jobs having similar worth or content, grouped together to establish rates of pay.
A. Pay scales
B. Pay ranges
C. Pay differentials
D. Pay levels
E. Pay grades
Q:
Which of the following statements is true of cultural distance?
A) It affects the response of all people to business-related issues.
B) Expatriates are free from the problems associated to cultural distance.
C) It is the feeling of confusion, insecurity, and anxiety caused by a strange new environment.
D) It takes into account only the major differences between the social systems of different countries.
Q:
A drawback of pay rates is that they:
A. increase the administrative burden of managing the compensation system.
B. result in decreased promotional opportunities for employees.
C. result in some jobs being underpaid and others being overpaid.
D. increase the costs of surveying the market.
E. grouping jobs will result in rates of pay for individual jobs that precisely match the levels specified by the market.
Q:
Cultures may vary along the dimensions of _____.
A) language
B) social structure
C) morals
D) all of the above
Q:
A pay policy line:
A. shows the mathematical relationship between the minimum pay and the maximum pay in an organization.
B. can be generated using a statistical procedure called regression analysis.
C. requires market-pay-rate data on all jobs in the organization.
D. can be used to estimate the minimum pay level for a given job evaluation.
E. reflects the pay structure in the market, which always matches rates in the organization.
Q:
A(n) _____ integrates the interests of the various cultures involved and seeks to ignore a persons nationality while accenting employee ability in selection, assignment, and promotional decisions.
A) polycentric organization
B) ethnocentric organization
C) geocentric organization
D) all of the above
Q:
A graphed line showing the mathematical relationship between job evaluation points and pay rate is termed as a(n):
A. job evaluation line.
B. pay policy line.
C. equity line.
D. aggregate income line.
E. comprehensive appraisal line.
Q:
_____, when demonstrated consistently, will result in geocentric organizations that largely ignore a persons nationality while accenting employee ability in selection, assignment, and promotional decisions.
A) Cultural contingency
B) Ethnocentrism
C) Parochialism
D) Cultural empathy
Q:
A rate of pay for each unit produced is known as:
A. yearly pay.
B. salary.
C. hourly wage.
D. piecework rate.
E. monthly pay.
Q:
Samuel, an HR manager working in Florida, had been sent to a foreign country for a project. During his stay there, he kept insisting to his host country colleagues that American companies had the best employees and HR practices. Which of the following culture barriers is being exemplified in this scenario?
A) Ethnocentrism
B) Xenophobia
C) Collectivism
D) Reverse culture shock
Q:
Which of the following is true of key jobs?
A. The organization usually has no survey data for key jobs.
B. These are jobs that have highly unstable content.
C. These are jobs that are unique among organizations and are rare to obtain.
D. Organizations make the process of creating a pay structure more impractical by defining key jobs.
E. A job with a higher evaluation score than a particular key job would receive higher pay than that key job.
Q:
_____ occurs when people are predisposed to believe their homeland conditions are the best, and this thought interferes with their understanding of human behavior in other cultures and obtaining productivity from local employees.
A) Ethnocentrism
B) Parochialism
C) Cultural shock
D) Cultural distance
Q:
_____ provide the basis for decisions about relative internal worth.
A. Benchmarks
B. Pay structures
C. Job evaluations
D. Pay rates
E. Two-tier wage systems
Q:
_____ means people see the situation around them from their own perspective and fail to recognize key differences between their own and others cultures.
A) Ethnocentrism
B) Parochialism
C) Cultural shock
D) Cultural distance
Q:
An example of a typical compensable factor is:
A. social status.
B. education.
C. longevity.
D. gender.
E. religion.
Q:
Which of the following statements holds true for the community role of expatriate managers?
A) They should avoid establishing an image that they are callous to local culture or have desires to change it.
B) They face minimal risk of misinterpreting the communitys value structure.
C) They need to realize that host nations traditional practices are to be used exclusively.
D) All of the above.
Q:
Which of the following is true of compensable factors?
A. They are generally statistically derived.
B. They are the characteristics of jobs that a firm values and chooses to pay for.
C. They refer to the factors that are important for setting the two-tier wage system.
D. They describe all aspects of the jobs being evaluated.
E. They are used to ensure equity among employees.
Q:
_____ is an administrative procedure for measuring the relative worth of an organization's jobs.
A. Job analysis
B. Job determination
C. Job evaluation
D. Job identification
E. Job description
Q:
Which of the following concepts states that expatriate managers must learn to operate effectively in a new environment and must be flexible enough to respond to local conditions?
A) Ethnocentrism
B) Social loafing
C) Cultural contingency
D) Parochialism
Q:
A major issue affecting multinational corporations has been how to deal with contrasting:
A) local mores.
B) local customs.
C) ethical behaviors.
D) all of the above.
Q:
_____ play the most significant role in communication because they interact with their employees each day.
A. CEOs
B. Directors
C. Subordinates
D. HR professionals
E. Managers
Q:
Which of the following social factors affect multinational operations?
A) Inability of an organization to employ local labor productively
B) Restrictions on employee layoffs
C) Subordination of employers to an authoritarian state
D) Rapid inflation
Q:
Research on the effects of two-tier wage plans found that:
A. lower-paid employees were less satisfied on average than higher-paid employees.
B. lower-paid employees were more satisfied on average than higher-paid employees since they made comparisons with lower-paying alternatives for themselves.
C. lower-paid employees expected to be promoted into the second tier in a short time span.
D. equity theory did not come into play for either group and neither group experienced more or less job satisfaction than the other.
E. both existing employees and new employees have a similar pay rate.
Q:
Masculine societies tend to:
A) have broader viewpoints on gender roles.
B) value achievement and the acquisition of wealth.
C) treasure relationships among people.
D) look for a greater balance between family and work life.
Q:
What is the advantage of two-tier wage systems?
A. They help in moving jobs out of the country.
B. They help in closing down jobs without any legal hassles.
C. They cut labor costs without cutting employees existing salaries.
D. They provide more pay to new employees.
E. They provide better standards of benchmarking.
Q:
_____ refers to the belief that strong and legitimate decision-making rights separate managers and employees.
A) Power distance
B) Uncertainty avoidance
C) Parochialism
D) Ethnocentrism
Q:
According to _____, people measure outcomes such as pay in terms of their inputs.
A. the pay policy line
B. equity theory
C. retributive justice theory
D. progressive justice theory
E. economic theory
Q:
The National Compensation Survey is an ongoing activity of the:
A. Bureau of Labor Statistics.
B. Society for Human Resource Management.
C. American Management Association.
D. AFL-CIO.
E. Bureau of Economic Analysis.
Q:
Cultures that value the past and accent the present, with a rich respect for tradition and the need to fulfill historical social obligations are said to possess _____.
A) low power distance
B) low uncertainty avoidance
C) long-term orientation
D) short-term orientation
Q:
Feminine cultures treasure all of the following EXCEPT:
A) relationships among people.
B) balance between family and work life.
C) acquisition of wealth.
D) caring for others.
Q:
The procedure in which an organization compares its own practices against those of successful competitors is known as:
A. redlining.
B. poaching.
C. benchmarking.
D. profiling.
E. delayering.
Q:
Pay policies are one of the most important human resource tools for:
A. reducing competition in the product market.
B. automating routine activities.
C. persuading customers that high quality is worth a premium price.
D. making decisions about product pricing.
E. encouraging desired employee behaviors.
Q:
Employees with high uncertainty avoidance characteristics:
A) prefer structure, stability, rules, and clarity.
B) define gender roles in more traditional and stereotypical ways.
C) give high importance to wealth acquisition.
D) all of the above.
Q:
Face-saving is highly important in _____cultures.
A) collectivistic
B) individualistic
C) feminine
D) low power distance
Q:
A company that views employees as resources is most likely to pay the employees _____.
A. at market rates
B. below the market rates
C. above the market rates
D. only minimum wages
E. overtime rates only if they meet certain targets
Q:
Which of the following is NOT a characteristic of cultures that emphasize individualism?
A) Very loosely knit social networks
B) High importance for face-saving
C) Considerable importance toward self-respect
D) Strong emphasis on personal rewards
Q:
Economic theory holds that the most profitable pay level, all things being equal, would be:
A. below the market rate.
B. at the market rate.
C. above the market rate.
D. anywhere within (slightly above or slightly below) the market-rate range.
E. the pay level that is lower than that of the lowest paying organization.
Q:
Different countries have different conditions of work because of differences in:
A) attitudes.
B) values.
C) expectations from participants.
D) all of the above.
Q:
The size of the range of pay levels based on labor and product markets depends on:
A. the minimum and maximum wages fixed by the government.
B. the pay of federal contractors.
C. an organizations competitive environment.
D. the quality of employees.
E. an organization's global reputation.
Q:
_____ occurs when the employees in two or more cultures interact with each other on a regular basis.
A) Multiculturalism
B) Ethnocentrism
C) Bypassing
D) Stereotyping
Q:
Which of the following is true about the Consumer Price Index (CPI)?
A. It helps product markets place an upper limit on the pay an organization will offer.
B. Following and studying changes in the CPI helps employers prepare for changes in the demands of the labor market.
C. It helps organizations lure top-quality employees.
D. The CPI helps control labor market's demand for pay increases.
E. It helps organizations to compete with companies in other industries that hire similar employees.
Q:
Transcultural employees are frequently fluent in more than one language.
Q:
Following and studying changes in the _____ can help employers prepare for changes in the demands of the labor market.
A. Living-Wage Index
B. Consumer Price Index
C. Gross National Product
D. Exchange Rate Index
E. interest rate
Q:
Cross-cultural reentry can be more difficult if a number of changes have occurred since departure.
Q:
The federal government tracks trends in the nation's cost of living with a measure known as the:
A. Consumer Price Index.
B. Living-Wage Index.
C. Gross National Product Index.
D. Exchange Rate Index.
E. Employment Cost Index.
Q:
People from low-context cultures use situational cues to develop a complete portrait of a visitor.
Q:
Which of the following is true of labor markets?
A. Organizations compete to sell labor in the labor market.
B. Competition for labor establishes the minimum an organization must pay to hire an employee for a particular job.
C. Changes in the CPI do not affect the labor market.
D. Cost-of-living considerations have little impact on labor-market rates.
E. An organization's competitors in labor markets typically include only companies with different products.
Q:
Many organizations try to hasten adjustment to a host nation by encouraging employees to learn the local language.
Q:
Organizations under pressure to cut labor costs may respond by:
A. retaining staff levels.
B. hiking pay levels to prevent employee turnover.
C. postponing hiring decisions.
D. requiring employees to bear less of the cost of benefits such as insurance premiums.
E. increasing staff levels.
Q:
A Canadian employee assigned to Australia is likely to adjust more slowly than a Spanish employee in the same assignment.
Q:
Which of the following is true of competition in product-markets?
A. The cost of labor does not affect the product market as it is an insignificant part of an organizations costs.
B. Product-market considerations are of particular concern to a company when its customers place greater importance on product rather than price.
C. Organizations in a product market are competing to serve the same customers.
D. Product markets place a lower limit on the pay an organization will offer its employees.
E. Organizations must increase the cost of labor every quarter.
Q:
Decisions about how to respond to the economic forces of product markets and labor markets limit an organization's choices about:
A. pay rates.
B. pay structure.
C. pay differentials.
D. pay grades.
E. pay ranges.
Q:
Adjustment to new surroundings is easier if employees are sent to nations that are similar to their own.
Q:
Cultural intelligence includes having an intuitive sense of what is happening and why it is occurring.
Q:
The Walsh-Healy Public Contracts Act of 1936:
A. permits a lower "training wage," which employers may pay to workers under the age of 20 for a period of up to 90 days.
B. requires that employers pay higher wages for overtime, defined as hours worked beyond 40 hours per week.
C. covers construction contractors that receive more than $2,000 in federal money.
D. requires general contractors performing services on prime contracts in excess of $2,500 to pay service employees in various classes no less than the wage rates found prevailing in the locality.
E. covers all government contractors receiving $10,000 or more in federal funds.
Q:
Employees who are low in ethnocentrism and other possibly troublesome characteristics can be given priority for selection for international assignments.
Q:
The Davis-Bacon Act of 1931:
A. permits a lower "training wage," which employers may pay to workers under the age of 20 for a period of up to 90 days.
B. requires that employers pay higher wages for overtime, defined as hours worked beyond 40 hours per week.
C. requires general contractors performing services on prime contracts in excess of $2,500 to pay service employees in various classes no less than the wage rates found prevailing in the locality.
D. covers all government contractors receiving $10,000 or more in federal funds.
E. covers construction contractors that receive more than $2,000 in federal money.
Q:
Cultural shock is virtually universal.
Q:
Under the Davis-Bacon Act of 1931 and the Walsh-Healy Public Contracts Act of 1936, federal contractors must pay their employees at rates at least equal to the prevailing wages in the area. The calculation of prevailing rates must be based on _____ percent of the local labor force.
A. 2
B. 5
C. 10
D. 20
E. 30
Q:
Expatriate employees need to develop ethnocentrism in order to integrate imported and local social systems.
Q:
Which of the following is true according to the Walsh-Healy Public Contracts Act of 1936?
A. Under the Walsh-Healy Public Contracts Act, children aged 18 and 19 may not be employed in hazardous occupations defined by the Department of Labor.
B. Federal contractors must pay their employees at rates at least equal to the prevailing wages in the area.
C. The overtime rate applies to the hours worked beyond 45 in one week.
D. Employers must pay a training wage to workers under the age of 15 for a period of up to 60 days.
E. Organizations can defend themselves against claims of discrimination by showing that they pay the going market rate.
Q:
A small amount of cultural distance has no effect on peoples responses to business-related issues.