International Business 4th Edition by Les Dlabay – Test Bank

CHAPTER 11—HUMAN RESOURCE MANAGEMENT

TRUE/FALSE

1. Companies sometimes employ specialized recruitment firms if they have unusual or high-ranking managerial positions to fill.

ANS: T PTS: 1

2. An applicant’s work record is of little interest during the selection process.

ANS: F PTS: 1

3. Family relationships have no bearing on the success of a manager working abroad.

ANS: F PTS: 1

4. Culturally sensitive compensation packages can motivate employees.

ANS: T PTS: 1

5. Sam Hogan was born and raised in England. When he works in the United States he is an expatriate.

ANS: T PTS: 1

6. Maria Gonzales was born and raised in Mexico and works in a Canadian company’s New York City office. Maria is considered a parent-country national.

ANS: F PTS: 1

7. Sometimes a less-developed company will benefit from a foreign company that uses the ethnocentric approach.

ANS: T PTS: 1

8. A disadvantage of the polycentric approach to human resource management is the cultural gap between the headquarters and subsidiary managers.

ANS: T PTS: 1

9. The characteristics of a job applicant’s family may be an important consideration for a position in a foreign country.

ANS: T PTS: 1

10. When hiring for an international position, a company always hires the applicant who has the best combination of competence, adaptability, and personal characteristics even if the applicant is weak in some areas.

ANS: T PTS: 1

11. Companies that provide training and development for employees on international assignments are usually more successful than those that do not.

ANS: T PTS: 1

12. It is possible in some cultures to offend an employee by giving public praise for outstanding achievement.

ANS: T PTS: 1