Strayer Bus325 final exam part 1 and 2 (graded and all correct answers)

Bus325 final exam

Part 1

• Question 1

4 out of 4 points

“Independents” are defined in the text as:

Answer

• Question 2

0 out of 4 points

Employees on oil rigs would usually be classified as which non-standard assignment?

Answer

• Question 3

4 out of 4 points

The selection process of an expatriate places a heavy reliance on:

Answer

• Question 4

4 out of 4 points

Recruitment is defined as:

Answer

• Question 5

4 out of 4 points

The culture adjustment process in an international assignment can be characterized by:

Answer

• Question 6

4 out of 4 points

A major barrier to the selection of female expatriates was found to be:

Answer

• Question 7

4 out of 4 points

How is “expatriate failure” usually defined?

Answer

• Question 8

4 out of 4 points

Ethnocentric organizations are best characterized by:

Answer

• Question 9

4 out of 4 points

According to Hays, the “trouble shooter” is:

Answer

• Question 10

4 out of 4 points

The transfer of the individual and accompanying family member into a foreign environment outside of their normal cultural comfort zones is the definition of:

Answer

• Question 11

4 out of 4 points

What tool assists an organization in collecting accurate performance data and allows for cross-employee comparisons?

Answer

• Question 12

4 out of 4 points

Market development in foreign subsidiaries is generally slower and more difficult to achieve without:

Answer

• Question 13

4 out of 4 points

A USA manager of German nationality working for a Dutch multinational company is assigned to a position in Indonesia. Which country is considered the host country?

Answer

• Question 14

4 out of 4 points

Individuals are likely to blame lack of job discretion on the following:

Answer

• Question 15

4 out of 4 points

Two countries in which it is common for employees to have input into job goal setting is:

Answer

• Question 16

4 out of 4 points

A major challenge to global performance management is:

• Question 17

4 out of 4 points

Boundaryless careerists are:

Answer

• Question 18

4 out of 4 points

The components of a pre-departure training referred to as “practical assistance”:

Answer

• Question 19

4 out of 4 points

The employee who trains the HCN is usually:

Answer

• Question 20

4 out of 4 points

The “affective approach” to training partially consists of:

Answer

• Question 21

4 out of 4 points

Which language is considered the language of World Business?

Answer

• Question 22

4 out of 4 points

Disregarding the importance of foreign language skills may reflect ___________ assumptions.

Answer

• Question 23

4 out of 4 points

Training and development is a critical component of an international assignee because:

Answer

• Question 24

4 out of 4 points

One technique useful in orienting any international employee is a/an:

Answer

• Question 25

4 out of 4 points

A multinational builds it stock of human resources or human capital by:

Answer

Final Exam Part 2

Final Exam Part 2

Question 1

4 out of 4 points

National and regional differences in the meaning, practice, and tradition of pay:

Answer

Question 2

0 out of 4 points

“Globals” are:

Answer

Question 3

4 out of 4 points

Which of the following involves a payment to compensate for differences in expenditures between the home country and the foreign country?

Answer

Question 4

4 out of 4 points

The provision of a housing allowance:

Answer

Question 5

4 out of 4 points

Pay strategy may be defined in terms of a series of interlocking strategic choices on:

Question 6

4 out of 4 points

An advantage of the Going Rate Approach is that:

Answer

Question 7

4 out of 4 points

International compensation is:

Answer

Question 8

4 out of 4 points

The purpose of home leave allowances is to:

Answer

Question 9

4 out of 4 points

International compensation is characterized by:

Answer

Question 10

4 out of 4 points

Influencing wage levels to the extent that cost structures become uncompetitive is:

Answer

Question 11

4 out of 4 points

A multinational firm usually delegates the management of industrial relations to:

Answer

Question 12

4 out of 4 points

International trade secretariats (ITS):

Answer

Question 13

4 out of 4 points

International call-centers are an example of:

Answer

Question 14

0 out of 4 points

McDonald’s company policy is to staff its restaurants with:

Answer

Question 15

4 out of 4 points

Ex-host-country nationals ( EHCN) is

Answer

Question 16

4 out of 4 points

Which country has the highest level of union membership?

Answer

Question 17

4 out of 4 points

Poor subsidiary performance tends to:

Answer

Question 18

0 out of 4 points

What does stabilizing risk through “harden” processes in the value chain mean?

Answer

Question 19

0 out of 4 points

A typical short-term assignment in IHRM is a:

Answer

Question 20

4 out of 4 points

What would be considered a NGO?

Answer

Question 21

4 out of 4 points

The countries perceived to be the least corrupt are:

Answer

Question 22

4 out of 4 points

Which country lobbied for many years to enact uniform domestic government regulations concerning bribery and corruption in the MNE environment?

Answer

Question 23

0 out of 4 points

IHRMs have largely ignored the non-government organizations because:

Answer

Question 24

0 out of 4 points

It is generally agreed internationally that the one thing that can most readily undermine equity, efficiency and integrity in the public service, undercut public confidence in markets, add cost to products and affects the safety and well-being of the general public is:

Answer

Question 25

4 out of 4 points

Activities to secure internal communications (emails, telephone) and employee privacy regulations would fall under which risk assessment category?

Answer