Which of the following is a false statement about international labor relations?
A. Day-to-day decisions about labor relations are usually handled by each foreign subsidiary.
B. U.S. organizations, in comparison with European organizations, exert more centralized control over labor relations in the
various countries where they operate.
C. Most U.S. organizations, in contrast to European organizations, bargain with a union representing an entire industry’s
employees, rather than with local union.
D. In countries such as Germany, management has an incentive to build cooperative relationships because labor representatives
participate in company decision-making activities and sit on companies’ boards of directors.
2. Which of the following is a false statement regarding cross-cultural preparation needed during the phases
of an international assignment?
A. Preparation is required only for the employees, not their families.
B. Training may range from lectures for employees and their families to visits to culturally diverse communities.
C. Preparation for departure includes language instruction and an orientation to the foreign country’s culture.
D. Preparation is required for the return home.
3. The economic approach to evaluating the effectiveness of HR practices focuses on
A. determining the dollar value of a program’s costs and benefits.
B. comparing the company’s HRM costs to those of major competitors.
C. determining whether the HR practice had the intended effect.
D. reviewing the various outcomes of the HR functions.
4. Which of the following is not appropriate using e-HRM?
A. Online grievance redressal
B. Online surveys
C. Online testing
D. Online recruitment
7. Which of the following is a false statement about the performance management process across national boundaries?
A. While the measures used may vary from country to country, the legal requirements remain the same as those in the United States.
B. Although employees around the world appreciate feedback, U.S. employees are generally much more used to direct feedback than are employees in other countries.
C. The extent to which managers measure performance varies from one country to another, with some organizations having to update their performance plans more often than once a year.
D. The general principles of performance management apply in most countries, but the specific methods that work in one country may fail in another.
8. Which of the following statements about expert systems is false?
A. Expert systems can increase efficiency by enabling fewer or less-skilled employees to do work that otherwise would require many highly skilled employees.
B. Expert systems deliver high-quality decisions at a high cost.
C. Expert systems help avoid the errors that can result from fatigue and decision-making biases.
D. Expert systems provide consistency in decision making.
10. Three typical questions asked for assessing candidates for overseas assignments about family
considerations are among the following. Which is not a typical question about family considerations for an overseas assignment candidate?
A. Can the candidate work without supervision?
B. What is the spouse’s goal in this move?
C. How is each member of the family reacting to this possible move?
D. How many moves has the family made in the past among different cities or parts of the United States?
Which of the following is a correct statement about inpatriates?
A. Inpatriates are employees transferred from a company’s site in one state to another state within the United States.
B. Inpatriates are employees from one division of the company being moved to another division.
C. Inpatriates are employees from countries other than the parent country placed in facilities of other countries.
D. Inpatriates are foreign employees who come to the United States to work for the U.S.-based parent company.
13. Union membership in the United States peaked in the
14. Which of the following is a false statement about an HRIS?
A. It lets a user sort the data by any of the fields.
B. The system is designed to serve only the HR staff.
C. HR staff can retrieve information about specific applicants.
D. Separate files can be linked by common elements.
15. Which of the following is a false statement about feedback across national boundaries?
A. The content of the feedback is more important than the manner of giving it.
B. In Mexico, managers are expected to provide positive feedback before focusing the discussion on behaviors the employee needs to improve.
C. Employees around the world appreciate positive feedback.
D. In Thailand, managers avoid giving negative feedback to employees because they fear this would cause them to have bad karma.
16. A country that serves as the home for a corporation’s headquarters is referred to as the _______
18. According to research, organizations that introduce high-performance work practices usually experience increases in three of the following areas. Which is not an area in which an organization can expect to experience an increase as a result of introducing high-performance work practices?
A. Employee turnover
B. Employee satisfaction
D. Long-term financial performance
19. Under the Taft-Hartley Act, three of the following are unfair labor practices on the part of the union.
Which is not an unfair labor practice on the part of the union, under the Taft-Hartley Act?
A. Threatening employees with physical injury or job loss if they don’t support union activities
B. Calling or visiting employees at home for the purpose of promoting union membership or activities
C. Mass picketing in such numbers that nonstriking employees physically can’t enter the workplace
D. Terminating an existing contract and striking for a new one without notifying the employer, the FMCS, and the state mediation service
20. Which of the following employee groups is most likely to be excluded by the NLRB from participating
in organizing activities and being a member of the bargaining unit?
A. Employees covered by multiple employers
B. Employees in multiple facilities within a single employer
C. Employees with certain supervisory duties
D. Employees who have been on strike for economic reasons for less than one year and who have been replaced by other employees
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