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Human Resource
Q:
Teamwork gives the employees the authority and ability to decide on how to do their work.
Q:
The use of employee empowerment has shifted the recruiting focus away from general cognitive and interpersonal skills toward technical skills.
Q:
Successful organizations treat all their workers as knowledge workers.
Q:
Skilled knowledge workers would suffer the most in a slow economy as they have little operational importance in a company.
Q:
Knowledge workers in an organization do not work directly with customers.
Q:
A large gap exists between the social system and the technical system in high-performance work systems.
Q:
Most organizations are look for educational achievements to find employees who can handle a variety of responsibilities, interact with customers, and think creatively.
Q:
Individuals who arrive in the United States without meeting the legal requirements for immigration or asylum are referred to as undocumented immigrants.
Q:
The members of Generation X are characterized by their comfort with the latest technology, and the need to be noticed, respected, and involved.
Q:
An individual who is actively seeking employment is a part of an organization's external labor market.
Q:
What are the four principles followed by ethical successful companies?
Ethical, successful companies act according to four principles. First, in their relationships with customers, vendors, and clients, ethical and successful companies emphasize mutual benefits. Second, employees assume responsibility for the actions of the company. Third, such companies have a sense of purpose or vision that employees value and use in their day-to-day work. Finally, they emphasize fairness; that is, another person's interests count as much as their own.
Q:
Discuss the responsibility of HR with regard to planning and administering pay and benefits. Also analyze the impact of this function on the organization.
Q:
Cultural differences are a disadvantage to global organizations.
Q:
While international companies go overseas on a broader scale, multinational companies build one or a few facilities in another country.
Q:
The usual way that a company begins to enter foreign markets is by exporting, or shipping, domestically produced items to other countries to be sold there.
Q:
The _____ is the primary professional organization for HRM that provides education and information services and is also the worlds largest human resource organization.
A. Strategic Human Resource Management
B. Recognition Professionals International
C. Society for Human Resource Management
D. Human Resource Certification institute
E. Human Resource Professionals Association
Q:
Expatriates are employees from a country other than the parent country or the host country.
Q:
Which of the following statements is true about the HR profession?
A. A degree in law is the main qualification for those who wish to choose HRM as a career.
B. The vast majority of HRM professionals have a postgraduate degree.
C. Professional certification in HRM continues to be the most common feature of a majority of professionals in the field.
D. Usually, HR generalists get paid substantially more than HR specialists.
E. HR generalists usually perform the full range of HRM activities.
Q:
A host country is a country, other than the parent country, in which an organization operates a facility.
Q:
Which of the following is a standard that human resource managers must satisfy for HRM practices to be ethical?
A. Managers must treat employees as family.
B. Human resource practices must result in the greatest good for the largest number of people.
C. Employment practices must respect employees right of lifetime employment.
D. Managers must always maintain that customers are right.
E. Employment practices must limit the application of the principle of employment-at-will as it is unfair to employees.
Q:
The trends and arrangements that encourage international trade decrease the demands on human resource management.
Q:
Which of the following is true of companies that are ethical and successful?
A. They are solely concerned about the benefits of the company while making business decisions.
B. The owners most often assume responsibility for the actions of the company rather than the employees.
C. They are less concerned about the interests of the people involved in the business.
D. Their main aim is to maximize profits in all their transactions.
E. They have a sense of purpose and vision that the employees value, and use in their day-to-day work.
Q:
If people believe their rights are being violated, they have the right to a fair and impartial hearing. This reflects the basic human right to:
A. lifetime employment.
B. privacy.
C. due process.
D. free consent.
E. freedom of conscience.
Q:
Once a foreign assignment is completed, how can companies help expatriates return to their home countries?
Q:
Briefly elaborate on the challenges that companies face when compensating employees from other countries.
Q:
People's right to freedom of speech is the right to:
A. criticize an organization's ethics if they do so in good conscience.
B. refuse to do something that is environmentally unsafe.
C. do as they wish in their private life.
D. be treated only as they knowingly and willingly consent to be treated.
E. prohibit criticism of the organization.
Q:
Discuss cross-cultural preparation, its methods, and its requirements in international assignments.
Q:
By keeping employees personal records confidential, an employer respects their right of:
A. autonomy.
B. freedom of conscience.
C. equal opportunity.
D. freedom of speech.
E. privacy.
Q:
Peoples right of privacy is the right to:
A. know the nature of the job they are being hired for.
B. autonomy in how they carry out their work.
C. control what they reveal about their private life.
D. a fair and impartial hearing.
E. fight against a wrongful discharge.
Q:
Identify the criteria used for selecting employees for foreign assignments. Which of them most strongly influence an employee's completion of a foreign assignment?
Q:
Discuss how the differences among countries influence HR planning in organizations that operate internationally.
Q:
Which one of Kants basic human rights is violated when a supervisor requires an employee to do something that is unsafe or environmentally damaging, in spite of the employee clearly objecting to the order?
A. Right of freedom of speech
B. Right of equal opportunity employment
C. Right to due process
D. Right of freedom of conscience
E. Right of privacy
Q:
Describe the impact that economic systems have on HRM in international markets.
Q:
The organizations try to address the right of _____ by offering hot lines and policies and procedures designed to handle complaints from employees.
A. privacy
B. freedom of speech
C. due process
D. freedom of conscience
E. free consent
Q:
Describe the five dimensions of culture as identified by Hofstede.
Q:
The right of employees to know the nature of the job they are being hired to do and the obligation of a company not to deceive them in this respect is mainly reflective of the basic Kantian right of _____.
A. privacy
B. free consent
C. freedom of speech
D. freedom of conscience
E. due process
Q:
How do international, multinational, and global organizations differ from each other? Briefly summarize the HR issues associated with each type of organization.
Q:
Which of the following views on employment reflects the ethical principles embodied in the U.S. Constitution and Bill of Rights?
A. HR managers must view employees as having basic rights.
B. Employees have the right to lifetime employment.
C. HR managers have the right to hire whoever they deem best suited for a job.
D. HR managers must view employees as a necessary expense.
E. HR managers must set aside quotas for minorities.
Q:
Which of the following is true of ethics in human resource management?
A. Evidence shows that HRM practices are invariably ethical.
B. The general public has a positive perception of the ethical conduct of U.S. businesses.
C. Many ethical issues in the workplace involve human resource management.
D. Most managers have a positive perception of the ethical conduct of U.S. businesses.
E. Most people believe that individuals apply values they hold in their personal lives to their professional activities.
Q:
Identify the reasons behind the trend toward expansion into global markets.
Q:
Which of the following activities involves giving the expatriate recognition for the overseas service when the person returns home?
A. Resolution
B. Dissolution
C. Rationalization
D. Communication
E. Validation
Q:
Which of the following statements is true about HR responsibilities of supervisors?
A. HR activities are invariably limited to the specialists in the HR department.
B. In small organizations, all HR activities are carried out by HR specialists.
C. Non-HR managers do not need be familiar with the basics of HRM.
D. Job analysis and job design are techniques that lie outside the purview of supervisors.
E. Supervisors typically have responsibilities related to all the HR functions.
Q:
At the most basic level, HR managers fulfilling the role of _____, carry out particular HR functions such as handling the selection, training, or compensation of employees.
A. business allies
B. cultural stewards
C. talent managers/organizational designers
D. operational executors
E. credible activists
Q:
Which of the following activities involves the expatriate receiving information and recognizing changes while abroad?
A. Validation
B. Equalization
C. Communication
D. Resolution
E. Rationalization
Q:
As a _____, the HR manager should know the ways that people join the organization and move to different positions within it.
A. strategy architect
B. cultural steward
C. talent manager
D. business ally
E. credible activist
Q:
Communication and _____ are the activities used by companies in the process of helping employees repatriate.
A. validation
B. equalization
C. dissolution
D. resolution
E. exclusion
Q:
In the role of a cultural steward, an HR manager primarily:
A. administers day-to-day work of managing people.
B. facilitates change and helps to build and strengthen the culture
C. develops people strategies to control attrition rates.
D. understands how the business makes money.
E. recognizes business trends and their impact on the business.
Q:
Christophe works for a German automobile company. He was sent to the United States for an assignment. Initially, he enjoyed the culture and practices of the country. As time progressed, however, Christophe found it difficult to adjust to the new culture and to abide by its norms and values. Christophe's experience can be defined as _____.
A. power distance
B. time orientation
C. repatriation
D. validation
E. culture shock
Q:
Dan is sent on a foreign assignment to London. On his return, he is rewarded with a bonus for his exemplary performance and commitment toward his organizational duties. The firm's decision to reward Dan can be best described as a form of _____.
A. expatriation
B. validation
C. accreditation
D. cross-cultural preparation
E. adjustment
Q:
An HR manager becomes a(n) _____ when she is so well respected in the organization that she can influence the positions taken by managers. This involves delivering results with integrity, sharing information, building trusting relationships, influencing others, providing candid observation, and taking appropriate risks.
A. administrator
B. cultural steward
C. recruitment manager
D. operational aide
E. trainer
Q:
Which of the following is true of sustainable organizations?
A. They primarily focus on maximizing profits and delivering high returns to investors.
B. They focus on smooth turnover and outsourcing rather than long-term planning.
C. They are more concerned about justice and fairness rather than short-term profits.
D. They are less concerned about employee development and empowerment.
E. They are more concerned with the quantum of output than quality standards.
Q:
The _____ begins by determining how much a person can buy, after taxes, in terms of housing, goods and services, and a reserve for savings when taking a foreign work assignment.
A. going-rate approach
B. destination-based approach
C. home-country-based approach
D. flat-pay approach
E. balance sheet approach
Q:
The parties with an interest in the companys successtypically, shareholders, the community, customers, and employeesconstitute the _____ of a company.
A. market
B. stakeholders
C. management
D. personnel
E. strategic partners
Q:
During which phase does an employee returning from a foreign assignment experience culture shock in reverse?
A. Expatriation
B. Cross-cultural preparation
C. Repatriation
D. Honeymoon
E. Validation
Q:
An organizations ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community is called _____.
A. high-performance management
B. social media optimization
C. substitutability
D. sustainability
E. supply chain management
Q:
Identify a true statement about the balance sheet approach used for expatriate compensation.
A. It includes planning for how the returning employee will contribute to the organization.
B. It ensures managers receive extra pay for the inconvenience of locating overseas.
C. It refers to the expatriate receiving information and recognizing changes while abroad.
D. It withholds the amount of tax to be paid in the parent country.
E. It constantly changes in response to a host of economic forces.
Q:
_____ is a systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers.
A. Work flow analysis
B. Job analysis
C. Conjoint analysis
D. Talent management
E. Performance management
Q:
Kim, a civil engineer, was sent by her firm to Kuwait on a temporary assignment. After completing her project within the given span of six months, Kim approaches the HR department of her firm to arrange for her return. The HR department is likely to prepare for Kim's _____ as the first task.
A. expatriation
B. validation
C. repatriation
D. culture shock
E. overseas assignment
Q:
The process that helps the human resource department to forecast the organizations needs for hiring, training, reassigning employees along with handling or avoiding layoffs is known as _____.
A. supply chain management
B. job development
C. human resource planning
D. evidence-based HR
E. corporate social responsibility
Q:
Alex, an employee of Teal Inc., an American company, was sent to Turkey for an assignment. HR specialists at Teal Inc. have been preparing Alex for his return to the United States after three years. Which of the following terms describes the process being undertaken by the HR team at Teal Inc.?
A. Cross-cultural preparation
B. Time orientation
C. Repatriation
D. Uncertainty avoidance
E. Culture shock
Q:
The process of identifying the numbers and types of employees the organization will require in order to meet its objectives is known as:
A. supply chain management.
B. performance management.
C. human resource planning.
D. utilization analysis.
E. performance planning.
Q:
Daniel, an American, is selected by his firm to undertake a temporary assignment in Russia. Daniel's compensation is determined and adjusted in accordance with the standard of living in Russia. He is also paid relocation expenses to ensure he is not inconvenienced by the transfer. Which of the following approaches have been used to determine Daniel's compensation?
A. Third-country based approach
B. Flat-pay approach
C. Transactional approach
D. Balance sheet approach
E. Going-rate approach
Q:
Evidence-based HR is defined as the:
A. exclusive use of statistical models for planning, forecasting, and other related HR activities.
B. establishment of overlapping performance goals and desired outcomes during performance management.
C. demonstrating that human resource practices have a positive influence on the company's profits or key stakeholders.
D. process of ensuring that employees activities and outputs match the organization's goals.
E. organization-wide planned effort to enable employees to learn job-related knowledge, rather than teamwork or communication skills.
Q:
Which of the following employees is likely to be the most motivated to take on an overseas assignment?
A. Sayed, who may have medical conditions to deal with if he travels overseas
B. Tina, who has a very realistic understanding of what working and living abroad require
C. Ria, whose spouse doesn't want to shift to a new culture and learn a new language
D. Elizabeth, who is ethnocentric and has stereotypical views about other cultures
E. Rick, who requires extensive training to acquire the basic skills required for the assignment
Q:
Under the principle of "employment at will", the employer may terminate employment:
A. after two weeks' notice.
B. at any time without notice.
C. immediately after written notice.
D. only if the employee voluntarily resigns.
E. only if he cannot show just cause.
Q:
Identify a true statement about international labor relations.
A. In comparison with U.S. organizations, European organizations exert more centralized control over labor relations in the countries they operate.
B. The day-to-day decisions about labor relations are usually handled by each foreign subsidiary in companies that operate across borders.
C. Governments never get involved to protect workers who immigrate to other countries.
D. Most U.S. organizations, in contrast to European organizations, bargain with a union representing an entire industry's employees, rather than with the local union.
E. Companies that operate across national boundaries mostly work only with unions in the home-country.
Q:
_____ refers to the use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals.
A. Conjoint analysis
B. Performance management
C. Workforce analytics
D. Career development
E. Task analysis
Q:
Bryan, an American, works for a company that manufactures electronics. His managers send him on an assignment to Japan. Which of the following factors is most likely to have led to Bryan being chosen for the assignment?
A. Bryan is unfamiliar with the legal and political systems of Japan but would like to learn about them.
B. Bryan needs training in the skills required for the assignment, which is available in the United States.
C. Bryan does not consider the assignment more than a temporary overseas trip.
D. Bryan is adaptable to new situations and appreciates cultural differences.
E. Bryan wants to explore different cultures, although he is unwilling to mix work and travel.
Q:
Identify a true statement about employee benefits.
A. In both the United States and Europe, the awarding of stock options is linked to specific performance goals.
B. Pension plans are more widespread in the United States and Japan than in Western Europe.
C. Unlike in the United States, compensation plans in other countries are less likely to include benefits.
D. Paid vacation tends to be more generous in Western Europe than in the United States.
E. Although stock options became a common form of incentive pay in Europe during the 1990s, American businesses did not begin to adopt them until the end of that decade.
Q:
How does establishing and administering policies help organizations?
A. It allows companies to handle situations fairly and objectively.
B. It allows companies to address issues on a case-by-case basis.
C. It eliminates the need for documentation and record-keeping.
D. It encourages employees to defend themselves by claiming ignorance of disciplinary norms.
E. It leaves a lot of room for subjective decision-making.
Q:
Rachel, a Canadian citizen, has been working in the United States for two years. Rachel's manager, Kevin, believes she possesses the skills required for adaptation and is ideal for an overseas assignment in India. Which of the following, if true, strengthens Kevin's belief?
A. Rachel can take criticism only from positions above hers.
B. Rachel needs time to develop a positive self-image in a new place.
C. Rachel has the ability to foster relationships with people in the host country.
D. Rachel does not understand and value her own culture very well.
E. Rachel is very assertive and resistant to change.
Q:
The HR function of maintaining positive employee relations primarily includes:
A. maintaining performance measures on outcomes.
B. offering training programs on effective teamwork.
C. selecting only those applicants that are referred by employees.
D. maintaining communication with union representatives.
E. planning employee pay and benefits.
Q:
When employees of an organization feel they have been discriminated against, see safety hazards, or have other problems and are dissatisfied with their supervisors response, they may turn to the HR department for help. Addressing such problems suitably is part of the HR function of:
A. recruitment and selection.
B. maintaining positive employee relations.
C. training and developing employees.
D. performance management.
E. planning and administering pay and benefits.
Q:
Identify a true statement about decisions related to the global compensation strategy.
A. They affect a company's costs and abilities to compete.
B. They focus more on flexibility than on fairness to account for differences across cultures.
C. They are made on the basis of the cost of living in the home country.
D. They do not compare wages across countries.
E. They are not determined by labor costs.
Q:
_____ refers to training employees and their family members to get them ready for an assignment in a foreign country.
A. Acculturation
B. Uncertainty avoidance
C. Cross-cultural preparation
D. Community training
E. Biculturalism
Q:
Which of the following HR functions includes preparing and distributing employee handbooks that detail company policies and, in large organizations, company publications such as a monthly newsletter or a Web site on the organizations intranet?
A. Recruitment and selection
B. Maintaining positive employee relations
C. Ensuring compliance with labor laws
D. Performance management
E. Planning and administering pay and benefits
Q:
Which of the following is true of employees from cultures high in uncertainty avoidance?
A. Trainers adopt an impromptu style of instruction.
B. Trainees expect a formal instructional environment.
C. Trainers are flexible and open to schedule and activity changes.
D. Trainees are allowed to determine the pace of the programs.
E. Relationships with fellow trainees are emphasized.
Q:
The employees at Edifice Financials often complain that they are not provided feedback on their performance. They feel that they do not get proper information as to how they have performed and the areas in which they need to improve. They also claim that the performance goals are vague and not measurable. Which of the following HR functions does Edifice Financials need to specifically improve upon to resolve this complaint put forth by its employees?
A. Recruitment
B. Employee selection
C. Training and development
D. Performance management
E. Planning and administering pay and benefits
Q:
While training and developing a global workforce, which of the following 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:
The process of ensuring that employees activities and outputs match the organizations goals is called _____.
A. job analysis
B. supply chain management
C. employee development
D. performance management
E. career planning