Exam #1 Review (Ch. 1, 2, & 3)

Terms

100

an employee who is working and temporarily residing in a foreign country. (broad category)

Expatriate

200

a reward that is expected by an employee and does not lead to his or her greater satisfaction.

Extrinsic reward

300

the transfer of management practices from foreign locations to the headquarters.

Reverse diffusion

400

subsidiary initiatives are often met with significant resistance. (a major barrier to an integrative approach - term coined by Birkinshaw and Ridderstrâle)

Corporate immune system

500

includes the degree to which a collective encourages and rewards individuals for being fair, altruistic, generous, caring and kind to others. (orientation from GLOBE Study)

Humane orientation

Terms

100

an outcome that gives an individual personal satisfaction such as that derived from a job well done.

Intrinsic rewards

200

subsidiaries engage in the creation of relevant country/region-specific knowledge in all key functional areas because they have complete local responsibility.

Local innovator

300

the activity of bringing the expatriate back to the home country.

Repatriation

400

the degree to which a collective encourages and rewards group members for performance improvement and excellence. (orientation from GLOBE Study)

Performance orientation

500

the status is ascribed from birth by characteristics such as origin, seniority, and gender. (from Trompenaars and H-T study)

Ascriptive culture

HW #3 + 1

100

The host-country effect:

A. Implies that multinationals are shaped by institutions existing in their country origins B. Refers to how much HRM practices in subsidiaries are impacted by the host-country context C. Refers to the transfer of practices from foreign locations to the headquarters D. Relies heavily on knowledge from the parent or peer subsidiaries

B.

Refers to how much HRM practices in subsidiaries are impacted by the host-country context

200

The second stage of a new international company typically involves which department:

A. Exporting B. Licensing C. Sales D. Foreign production

C.

Sales

300

Which employee is usually hired for a key subsidiary position in a newly formed international company:

A. Parent-country national B. Host-country national C. Third-country national D. Multi-country national

A.

Parent-country national

400

Social capital emphasizes the need for:

A. Recycling facilities for community B. A customer list in an organization C. Employees with poor social skills D. Contacts and ties that facilitate knowledge sharing

D.

Contacts and ties that facilitate knowledge sharing

500

Name 2 of the 4 generic subsidiary roles identified by Gupta and Govindarajan. (think about the inflow/outflow table)

HW #3 + 1

100

The process of socializing people so that they come to share a common set of values and beliefs that shapes their behavior is:

A. Networking B. Corporate culture C. Matrix structure D. Social investment

B.

Corporate culture

200

Typically, the initial stage of a firm entering international operations is:

A. Exporting B. Licensing C. Sales D. Foreign production

A.

Exporting

300

A ‘born global’ is:

A. an international firm formed by acquisition B. a company formed with the international market in mind C. a company grown into an international company by market demands D. a company owned by people of different nationalities

B.

a company formed with the international market in mind

400

Miniature replicas’ are:

A. Subsidiaries structured to mirror that of domestic organizations B. Small scale reproductions of each firm to show at office meetings C. Companies created to make miniature buildings D. Foreign companies purchased to create a multinational company

A.

Subsidiaries structured to mirror that of domestic organizations

500

Name 2 of Hall and Halls' 4 culture dimensions.

1.High vs. Low Context Communication

2.Spatial Orientation
actual distance between people when communicating

3.Monochrome vs. Polychrome Time
sequential processes vs. parallel actions

4.Information Speed
high or low information flow during communication

Concepts

100

Name 4 types of HR activities.

1.Human resource planning

2.Staffing: recruitment, selection, placement

3.Performance management

4.Training & development

5.Compensation & benefits

6.Industrial relations

200

Provide 4 reasons why IHRM is more complex than domestic HRM.

1.more HR activities

2.a need for a broader perspective

3.more involvement in employees’ personal lives

4.changes of emphasis as
the mix of expatriates & locals varies

5.more risk exposure

6.broader external influences

300

Name 5 of the 6 Hofstede culture dimensions

1.Power distance

2.Uncertainty avoidance

3.Femininity vs. masculinity

4.Individualism vs. collectivism

5.Confucianism or long-term orientation

6.Indulgence vs. restraint (not in book)

400

According to Kluckhohn & Kroeber's definition of culture, culture consists of pattered ways of

1.

2.

3.

(name 2 of the 3)

1. thinking

2. feeling

3. reacting

500

Provide 3 critiques of Hofstede’s Study

§It reduces cultures to a few dimensions instead of using more sophisticated descriptions.

§To what extent the standardized questionnaire method is able to reach the unconscious.

§ The distortion of the ‘Western outlook.’

§Countries rather than cultures are delimited.

§Skepticism, especially in terms of multicultural societies

§In one company (IBM) only.