1) In order to maximize a firm's global human resources, IHR managers need to ________. A) promote the role of women in international management B) develop line supervisors through extensive training programs C) acquire low-cost resources D) promote their organizations through word-of-mouth communication 2) There are various categories of resources—both people and processes—which IHR managers and others must develop and maintain; in particular it is essential for them to ________. A) minimize long-term retention and use of international cadre B) develop culturally homogeneous teams C) develop effective global management teams D) consider host-country labor relations system as essentially anarchic 3) Felix Johnson is a senior HR manager in a global conglomerate. He believes that an important factor contributing to international competitiveness is the ability of an organization to maximize its global human resources in the long run. With which of the following is Felix most likely to agree? A) Outsourcing is the most logical method of achieving economies of scale and maximizing benefits. B) Extensive training programs are unlikely to help organizations improve the quality of their workers. C) The promotion of women in international management is unlikely to positively impact an organization's competitiveness in the global business arena. D) Maximizing long-term retention through career management increases the odds in favor of global competitiveness. 4) Neil Grahams is a strategic HR advisor in an American MNC. He believes that in today's globalized economy, both the knowledge and management resources as well as the skilled and unskilled employee resources, central to the success of an organization, are dispersed around the world. According to him, an organization can significantly improve global competitiveness by maximizing its global human resources in the long run. With which of the following is Neil most likely to agree? A) that maximizing long-term retention adversely affects the ability of an organization to maximize its global human resources in the long run B) that IHR managers must develop effective global management teams to improve global competitiveness C) that women have little or no role to play in international management D) that the use of international cadre through career management is unlikely to improve global competitiveness 5) Effective human resource management of a company's global cadre ends with ________. A) allocation of an overseas assignment to the executive B) successful repatriation of the executive into company headquarters C) preparing the executive for cultural differences D) providing foreign-language training to the executive 6) In the context of the study conducted by Lazarova and Caligiuri, which of the following refers to a top-five ranked practice for successful repatriation? A) providing foreign-language training B) assistance on tax payments C) preparing the expatriate to adjust in the host country D) career planning sessions 7) In the context of the study conducted by Lazarova and Caligiuri, which of the following refers to the most important HRM practice for successful repatriation? A) continuous communication with the home office B) financial and tax assistance C) agreement about position upon repatriation D) visible signs that the company values international experience 8) The management of the reentry phase of the career cycle, if not handled adequately, ________. A) can lead to culture shock B) can lead to the negation of the long-term benefits of that executive's international experience C) is most likely to nullify the monetary benefits associated with the executive's international experience D) is most likely to decrease general apathy toward overseas assignments 9) Reverse culture shock occurs primarily because of the difficulty of ________. A) learning foreign languages B) reuniting with family members C) reintegrating into the organization D) adapting to foreign cultures 10) "The longer a person is away, the more difficult it is to get back into the swing of things." In the context of repatriation, this often leads to ________. A) reverse culture shock B) expatriate retention C) assimilation D) segregation
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