BUS 325 Week 6 Quiz – Strayer
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Quiz
5 Chapter 5
CHAPTER
5: Sourcing Human Resources for Global Markets – Staffing, Recruitment and
Selection
TRUE/FALSE
1. “Assignments as control” is a characteristic
of an ethnocentric staffing approach.
2. Upon comparing the compensation packages of
PCN and HCN employees, given an ethnocentric approach of staffing, there are
little to no differences found in the pay for the two groups.
3. A disadvantage of a geocentric policy is it
can be expensive to implement because of increased training and relocation.
4. Regional managers may not be promoted to HQ
positions in a regiocentric approach to staffing.
5. Study of Chinese MNEs has confirmed that
Western models of staffing policies are not applicable to Chinese MNEs.
6. A short term international assignment is
defined as anything up to 1 year.
7. Frequent trips to the host country are
necessary in a virtual non-standard assignment.
8. The duration of an expatriate assignment will
not necessarily have an impact on the person’s ability to develop networks.
9. A key driver in recruiting an inpatriate is
the desire to create a global core competency thus increasing the organizations
capability to “think global and act local”.
10. Non-expatriates experience fewer stressors
than expatriates as they are not responsible for duties at the home office
while on international assignments.
11. Traditional assignments for expatriates
usually range from 3 months to 1 year in a location.
12. Virtual assignments rely on communication
technologies and such assignees will never visit the host country.
13. The U-curve is based on psychological
reactions to a cultural adjustment of an international assignment.
14. The term expatriate failure has been defined
as the premature return of an expatriate before the period of assignment is
completed.
15. Many developed countries are changing their
legislation to facilitate employment related immigration which will make
international transfer easier.
16. Lack of fluency in the corporate language is
rarely a factor in the selection process in a MNE.
17. The “coffee machine” system is a common form
of selection process in the UK.
18. Job hunting assistance is provided to spouses
to find a job in host countries as a means of making an international
assignment more family-friendly.
19. “Trailers” are the spouses of expatriates.
20. Most expatriates are recruited externally.
21. Indirect cost of the failure of an expatriate
involving contact with key clients and host government officials may result in
the long term loss of market shares.
22. The recruitment process is defined as the
process of searching for a sufficient number of candidates to fill a position.
MULTIPLE
CHOICE
1. Ethnocentric organizations are best
characterized by:
|
a.
|
Key
personnel positions are held by headquarter personnel.
|
|
b.
|
Subsidiaries
are managed by local nationals (HCN)
|
|
c.
|
A
worldwide integrated business which nationality is ignored in favor of
ability
|
|
d.
|
Staff
may move outside their countries but only within a particular geographic
region.
|
2. All of the following is an approach to
managing and staffing subsidiaries EXCEPT:
|
a.
|
Ethnocentric
|
c.
|
Geocentric
|
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b.
|
Polycentric
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d.
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Multicentric
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3. A sound business reason for pursing an
ethnocentric staffing policy is:
|
a.
|
Employment
of HCNs is normally less expensive
|
|
b.
|
Perceived
lack of qualified host nationals (HCN)
|
|
c.
|
It
supports cooperation and resource sharing across units
|
|
d.
|
Reflects
the goals of the owners
|
4. Polycentric approaches to international
staffing:
|
a.
|
Uses
the “assignment as control” approach to reduce perceived high risk
|
|
b.
|
Uses
HCNs to manage subsidiaries and they are often promoted to headquarters
|
|
c.
|
Can
be expensive to implement
|
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d.
|
Has
very few divisions in the HR staffing department
|
5. A disadvantage of a polycentric policy is:
|
a.
|
Employment
of HCNs is less expensive
|
|
b.
|
Host-country
managers have limited opportunities to gain experience outside of their own
country
|
|
c.
|
It
can produce federalism at a regional rather than country basis
|
|
d.
|
Has
very few from divisions in the HR staffing department
|
6. A MNE taking a global approach to its
operations and recognizing that each HQ and subsidiary makes a unique
contribution with unique competence is described as:
|
a.
|
Regiocentric
|
c.
|
Geocentric
|
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b.
|
Polycentric
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d.
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Multicentic
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7. Hiring host country nationals for a
multinational enterprise have the following advantages EXCEPT:
|
a.
|
Language
and other barriers are eliminated
|
|
b.
|
Government
policy may dictate hiring of HCN
|
|
c.
|
Hiring
cost are reduced
|
|
d.
|
Organizational
control and coordination is maintained and facilitated
|
8. The most common reason for an international
assignment is:
|
a.
|
Need
for control
|
c.
|
To
fill a skills gap
|
|
b.
|
Less
expensive HR cost
|
d.
|
Host
government pressures
|
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