Terms 1
the activity of bringing the expatriate back to the home country.
Repatriation
key positions in domestic and foreign operations are held by managers from headquarters (PCNs). Subsidiaries are managed by staff from the home country.
Ethnocentric staffing
HCN stands for:
a. A host country national (HCN)
b. A human coastal national (HCN)
c. A home country national (HCN)
d. A hodgepodge country national (HCN)
a. A host country national (HCN)
All of the following describe a non-expatriate EXCEPT:
a. Road warrior
b. Globetrotter
c. A person that relocates to another county
d. Flexpatriate
c. A person that relocates to another county
approach involves the MNE treating each subsidiary as a distinct national entity with some decision-making autonomy.
Polycentric staffing
the MNE is taking a global approach to its operations, recognizing that each part (subsidiaries and headquarters) makes a unique contribution with its unique competence.
Geocentric staffing
A French citizen working in Spain for a French multinational would be classified as:
a. HCN
b. TCN
c. RCN
d. PCN
d. PCN
Typical HR problems arising in cross border M&As involve all the following EXCEPT:
a. Lose up to 20% of its executives
b. Insufficient capital
c. Personnel issues are neglected
d. Failure due to not producing intended results
b. Insufficient capital
Typical cross-border M&A problems
§ Within the first year of a merger,
up to 20% of executives may be lost
§ The percentage lost gets worse over a longer time frame
§ Personnel issues are often neglected, delayed, or not made a priority
§ A high number of M&As fail or do not produce the intended long-term results
is a separate legal organizational entity representing the partial holdings of two or more parent firms, in which the headquarters of at least one is located outside the country of operation.
International Joint Venture
a phenomenon experienced by people who move across cultures. The new environment requires many adjustments in a relatively short period of time, challenging people's frames of reference.
Culture shock
Which of the following is a HRM activity:
a. staffing
b. performance management
c. compensation
d. all of the above
d. all of the above
1. Human resource planning
2. Staffing: recruitment, selection, placement
3. Performance management
4. Training & development
5. Compensation & benefits
6. Industrial relations
The HR function involving management of the employee contribution:
a. Strategic partner
b. Administrative expert
c. Employee champion
d. Change agent
c. Employee champion
HR function can take the role of:
strategic partner (i.e. management of strategic HR),
administrative expert (i.e. management of the firm’s infrastructure),
employee champion (i.e. management of the employee contribution), or
change agent (i.e. management of transformation and change).
reflects the geographic strategy and structure of the MNE. Staff may move outside their home countries but only within the particular geographic area
Regiocentric staffing
objective, quantifiable, and can be directly measured – such as ROI, market share, and so on
Hard goals
External factors include all of the following EXCEPT:
a. corporate governance
b. PESTLE
c. Organizational links with other MNEs and with national governments
d. Asymetric events
a. corporate governance
Which of the following would not be considered a resource?
a. Money
b. People
c. Brand
d. Statutes
d. Statutes
Firms should rely on three conceptual tools:
1.Resources
money, people, brands, relationships
2.Processes
activities used to convert resources into valuable goods and services
3.Values
the way employees think about
what they do and why they do it
includes the degree to which a collective encourages and rewards individuals for being fair, altruistic, generous, caring and kind to others
Humane orientation
The 8 culture dimensions of GLOBE
● Institutional Collectivism describes “the degree to which organizational and societal institutional practices encourage and reward collective distribution of resources and collective action”
● In-Group Collectivism is “[t]he degree to which individuals express pride, loyalty, and cohesiveness in their organizations or families”.
● Uncertainty Avoidance includes “the extent to which a society, organization, or group relies on social norms, rules, and procedures to alleviate unpredictability of future events”.
● Power Distance is defined as “the degree to which members of a collective expect power to be distributed equally”.
● Gender Egalitarianism is “the degree to which a collective minimizes gender inequality”.
● Assertiveness is “[t]he degree to which individuals are assertive, confrontational, and aggressive in their relationship with others”.
● Performance Orientation is defined as “the degree to which a collective encourages and rewards group members for performance improvement and excellence”.
● Humane Orientation includes “the degree to which a collective encourages and rewards individuals for being fair, altruistic, generous, caring, and kind to others”.
is characterized by the logic: ‘What is good and right can be defined and always applies’
Universalism
The 7 dimensions of Trompenaars and H-T study
1.Universalism vs. Particularism
2.Individualism vs. Communitarianism
3.Emotional vs. Neutral
4.Specific vs. Diffuse
5.Ascription vs. Achievement
6.Sequential vs. Synchronic
concept of time
7.Internal vs. External Control
Which of the following is NOT one of Hansen’s 4 elements of culture:
a. uncertainty avoidance
b. communication
c. feeling
d. behavior
a. uncertainty avoidance
Hansen’s 4 elements of culture:
1. communication
2. thought
3. feeling
4. behavior
Which of the following is a reason for an international assignment:
a. Position filing
b. Management development
c. Organization development
d. all of the above
d. all of the above