ST

HR06 1
Question 1:- A major difference between International HRM and Domestic HRM is the

a) increased complexities such as currency fluctuations, foreign HR policies and practices, and
differing labour laws
b) number of employees covered by the HR policies

c) ease with which employees adjust to new cultures

d) development of effective cross-boarder management styles

Question 2:- All aspects of training and development in international organizations are affected
by all of the following except

a) cultural differences

b) diversity of the work force

c) financial costs

d) language differences

Question 3:- Bureaucratic reward systems that emphasize fixed pay are preferred in

a) individualistic cultures

b) group-oriented cultures

c) risk-averse cultures

d) egalitarian cultures

Question 4:- Compensation strategies that reward individual performance and the acquisition of
individual skills and know-how are common in

a) individualistic cultures
b) egalitarian cultures

c) collectivist cultures

d) risk-averse cultures

Question 5:- Developing the long-term business relationship needed in joint ventures requires

a) the building of trust and commitment

b) heavy financial investment

c) favourable foreign currency exchange

d) effective management skills

Question 6:- Equal opportunity laws are

a) rigidly enforced in all countries

b) an attempt to monitor the organization's treatment of job applicants

c) the product of society’s social values

d) both (a) and (b)

Question 7:- Factors creating the global marketplace include all of the following except

a) lowering of costs of doing business globally

b) privatization and globalization of government services

c) growth in domestic businesses

d) satellites and computer technology

Question 8:- HR challenges which might be faced by internal companies include

a) the needs for a diverse work-force

b) the relative underdevelopment of HR functions

c) knowledge of national employment law

d) knowledge of cultural norms and values

Question 9:- HRM as practiced by multinational organizations is called

a) global HRM

b) personnel management practices

c) domestic HRM

d) international HRM

Question 10:- IHRM is an area of academic which focuses on

a) comparative research

b) the movement of individuals across national boundaries

c) the exchange of ideas and practices

d) the policies and practices of MNC's

Question 11:- In Thai firms performance evaluation is based on

a) the employee’s attitude towards the company rather than on actual job performance

b) job performance and political attitudes

c) the quality of personal relations, political attitudes and output

d) standard of job performance

Question 12:- Organizations that do not adopt a strategic HRM approach and a global vision

a) develop effective two-way communication

b) are virtually guaranteed to fail

c) find it easier to implement traditional HRM activities

d) have much more flexibility in responding to environmental changes

Question 13:- Pay increases linked to inflation are given to all employees regardless of their
performance in which country

a) Australia

b) Thailand

c) Japan

d) United States

Question 14:- Someone who lives and works in a foreign country is a(n)

a) expatriate

b) holiday maker

c) international jet-setter

d) immigrant

Question 15:- The key questions to be asked when developing an international HRM policy is

a) who is going to coordinate the HRM functions?

b) what type of organization is desired?

c) how can cross-boarder training be designed?

d) when should the HR manager begin developing HR policies?

Question 16:- The particular approach used by a manager to achieve goals through other people
is described as
a) leadership

b) situational behaviour

c) management style

d) achievement approach

Question 17:- To be effective in the international environment HRM policies must

a) reflect an international view

b) focus on domestic issues

c) accommodate differences in management styles

d) effectively transplant HRM policies and practices from the home country to all other offices

Question 18:- When an organization enters the international training and development area, the
HR manager needs to

a) be sensitive to local customs and expectations

b) identify costs of developing cross-boarded programs

c) develop programs that focus on enhancing technical skills and knowledge

d) ensure that training and development programs are clearly linked to compensation
management

Question 19:- Which of the following was not suggested by Stone as a suitable criteria for the
evaluation of expatriate performance

a) technical skills

b) language proficiency

c) work performed

d) personality variables
Question 20:- Whirlpool’s use of a performance management system worldwide is an example of

a) extended management control over employees

b) attempts to increase productivity in all its branches

c) an international HRM policy

d) a policy that has adopted a global village philosophy

ND
HR06 2
QUestion 1:- A situation where an employee is guaranteed a job for their entire working life is
known as

a) organizational loyalty

b) lifelong employment

c) employee commitment

d) job security

Question 2:- Cultures that value hierarchy and status differentials will have compensation
strategies that

a) have an emphasis on individual achievements

b) promote and reinforce differentials

c) minimize status differentials

d) are based on group performance and individual seniority

Question 3:- Cultures where non-verbal communications and indirect language are used to
transfer meaning are described as

a) low-context cultures
b) medium-context cultures

c) context cultures

d) high-context cultures

Question 4:- Cultures where verbal communications are explicit and direct are

a) context cultures

b) high-context cultures

c) medium-context cultures

d) low-context cultures

Question 5:- Financial payments, above and over a regular base pay for employees are called

a) ethnocentric allowances

b) mobility premiums

c) hardship allowances

d) Foreign Service premiums

Question 6:- Fraud, bribery, graft and the payment of secret commissions and kickbacks is

a) corruption

b) normal business practice

c) standard behaviour

d) an ethical dilemma

Question 7:- HR issues that will require adaptation to fit different cultures include all of the
following except
a) training and development

b) performance appraisal

c) compensation

d) job analysis

Question 8:- In cultures that emphasize hierarchy and status employees expect the overriding
style of their managers to be

a) participative

b) egalitarian

c) consultative

d) autocratic

Question 9:- Industrial relations in Japan and Singapore is characterized by

a) a ‘them and us’ attitude

b) militant unions

c) cooperation and employee identification with the company and its objectives
d) a feeling of exploitation and insecurity

Question 10:- Non-citizen employees of a country in which they are working is classified as

a) expatriates

b) subordinates

c) coordinates

d) none of above
Question 11:- Specific procedure according to which 'employees of company has legal rights to
take part in policy designing' is classified as

a) sub-determination

b) sub-ordination

c) co-ordination

d) codetermination

Question 12:- Trust is influenced by

a) ethical standards

b) personality

c) culture

d) philosophy of life

Question 13:- Understanding behavior and culture of host country's market by host manager in
corporation orientation is known to be

a) ethnocentric

b) polycentric

c) geocentric

d) expat-centric

Question 14:- Unions that include workers who have a common skill are

a) craft unions

b) industry unions

c) craft guilds

d) trades unions
Question 15:- Unions that only represent the interests of employees working for a single
employer or enterprise are

a) trade unions

b) craft unions

c) enterprise unions

d) industry unions

Question 16:- What does "TCN" stand for

a) host country national

b) expatriates

c) home country national

d) Third country national

Question 17:- What is good and bad or right and wrong, or has to deal with moral duty and
obligation is referred to as

a) responsibilities

b) ethics

c) social expectations

d) standards

Question 18:- When a person from one culture communicates with a person from another culture
they are engaging in

a) cross-cultural communication

b) two-way communication
c) multi-focus communication

d) verbal communication

Question 19:- When an international firm follows a strategy of choosing only from the nationals
of the parent country, it is called

a) polycentric approach

b) geocentric approach

c) ethnocentric approach

d) none of above

Question 20:- Which of the following factors is not related directly to the success of expatriate
assignments?

a) the personality of expatriate employees

b) the intension of expatriate employees

c) the incapability of the spouse to adjust to the new situation

d) the nature of products produced by the company