International Human Resource Management 7th Edition by Peter Dowling Test bank
1. An inpatriate is a subsidiary employee that transfers to operations in the parent-country.
a. True
b. False
ANSWER: True
2. The international HR department may be a major user of language translation services.
a. True
b. False
ANSWER: True
3. The IHR department does not get involved in the employee’s personal lives such as marital status and children when
the employee is considered for assignments.
a. True
b. False
ANSWER: False
4. Less developed countries tend to have cheaper labor but more government regulations.
a. True
b. False
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Date:
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ANSWER: False
5. Culture shock is a phenomenon experiences by people who move across cultures.
a. True
b. False
ANSWER: True
6. A domestic HRM is involved with employees within one national boundary.
a. True
b. False
ANSWER: True
7. Compensation and benefit programs are not an activity of internal human resource management.
a. True
b. False
ANSWER: False
8. Awareness of cultural differences is not essential for the HR manager at corporate headquarters. It is only important for
expatriate employees as well as those at the host location.
a. True
b. False
ANSWER: False
9. A multidomestic industry is one in which competition in each country is essentially independent of competition in other
countries.
a. True
b. False
ANSWER: True
10. Multinational organizations need to strive for consistency in the ways of managing people on a worldwide basis in
order to build, maintain and develop their corporate identity.
a. True
b. False
ANSWER: True
11. Cultural awareness is reflected by knowing that local employees may feel an obligation to employ extended family
even if they are unqualified for the position.
a. True
b. False
ANSWER: True
12. If a firm is in a multidomestic industry, the role of HR department will most likely be more domestic in structure and
orientation.
a. True
b. False
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ANSWER: True
13. A large home market is one of the key drivers for seeking a new international market.
a. True
b. False
ANSWER: False
14. Local HR activities, such as human resource planning and staffing, changes as a foreign subsidiary matures.
a. True
b. False
ANSWER: True
15. The nationality of an employee is not a major factor in determining the person “category” in an international firm.
a. True
b. False
ANSWER: False
16. Human considerations are as important as financial and marketing criteria in making decisions about multinational
ventures.
a. True
b. False
ANSWER: True
17. A global mindset is necessary for the success of an international company.
a. True
b. False
ANSWER: True
18. Most of the Fortune 2016 Global 500 Top 10 firms are US companies.
a. True
b. False
ANSWER: False
19. The way diversity is managed within a single national context transfers to a multinational context without
modification.
a. True
b. False
ANSWER: False
20. It is a correct assumption that culture is usually used as a synonym for nation or national difference represents culture
differences.
a. True
b. False
ANSWER: False
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21. An expatriate:
a. Is an employee transferred out of their home base to the firm’s international operation
b. Is an employee transferred into a parent organization
c. Is an employee who understands international business operations
d. Is an employee who has worked in more than one country
ANSWER: a
22. Which of the following is not a category of an employee in an international firm?
a. Third-country national b. Host-country national
c. Parent-country national d. Multi-country national
ANSWER: d
23. Which department of an international organization uses language translation services most?
a. Tax b. Shipping
c. Human resources d. Operations
ANSWER: c
24. Tax equalization policies concerning expatriates are designed to :
a. Ensure no tax incentives are associated with any particular international assignment