Mgt 510 final exam part 2

MGT 510 Final Exam Part 2

This final exam consists of 25 multiple-choice questions and covers the material in Chapters 11, 13, and 14.

(That is what the instructions say…but the answers may come from other chapters too J)

Question 1

Companies with a global HRM orientation

Answer

[removed]		Usually provide significant extra pay for expatriate assignments.
[removed]		Evaluate their managers by headquarters’ country standards.
[removed]		Focus primarily on language training as preparation for expatriate assignments.
[removed]		Use similar pay and benefit packages for all international assignments.

4 points

Question 2

The main objective of the balance sheet approach to international compensation is

Answer

[removed]		To match home and host county purchasing power.
[removed]		To make sure you reward international managers for their hardship.
[removed]		To save costs in inexpensive countries.
[removed]		To provide headquarters’ accountants with consistent information on salaries.

4 points

Question 3

Companies with a multi-local strategy are most likely to have a

Answer

[removed]		A global HRM orientation.
[removed]		A polycentric HRM orientation.
[removed]		Either a ethnocentric or regiocentric HRM orientation.
[removed]		A geocentric orientation.

4 points

Question 4

Home country nationals are

Answer

[removed]		Expatriate employees who come from the parent’s home country.
[removed]		Employees who come from a different country where he/she is working.
[removed]		Expatriate employees which come from the parent’s home country.
[removed]		Employees from foreign country who work in the country where the host company is located.

4 points

Question 5

International Human Resource Management

Answer

[removed]		Is no different from domestic HRM.
[removed]		Is the application of HRM to international settings.
[removed]		Is the orientation to hiring international employees.
[removed]		Is the selection and compensation of expatriates.

4 points

Question 6

Evidence on training for international assignments suggests

Answer

[removed]		Cross-cultural training reduces expatriate failure rates.
[removed]		Cross-cultural training makes people feel more comfortable but there are no bottom line effects on performance.
[removed]		US firms invest the most in this activity.
[removed]		It only beneficial for long term assignments.

4 points

Question 7

Companies with ethnocentric HRM orientations

Answer

[removed]		Use similar pay and benefit packages worldwide.
[removed]		Select home country nationals for key positions.
[removed]		Emphasize extensive training in the company culture before allowing a manager to go international.
[removed]		Often use international experience as a technical qualification for high level management.

4 points

Question 8

The process by which companies choose people to fill vacant position is

Answer

[removed]		Recruitment.
[removed]		Compensation.
[removed]		Selection.
[removed]		Training and development.

Question 9

Which of the following represents one possible solution to the “Old Friends” dirty trick?

Answer

[removed]		Ignore the ploy and focus on mutual benefits.
[removed]		Keep a psychological distance that reflects the true nature of the relationship.
[removed]		Walk out of negotiations.
[removed]		Reveal when you plan to leave negotiations.

4 points

Question 10

The sequential approach to concession-making

Answer

[removed]		Is very popular in Asian cultures.
[removed]		Is similar to the holistic approach.
[removed]		Implies that concession making begins only after all participants discuss all issues.
[removed]		Implies that negotiators expect each side to give and take on individual issues in sequence.

4 points

Question 11

Deliberate deception, one example among some common ploys in international negotiations, refers to

Answer

[removed]		Negotiators presenting flagrant untruths either in the facts they present or in their intentions for the negotiation.
[removed]		Negotiators waiting to the last minute before the international negotiation team plans to go home.
[removed]		Negotiators making an agreement then reveal that it must be approved by senior managers or the government.
[removed]		One negotiator acting agreeable and friendly while his or her partner makes outrageous or unreasonable demands.

4 points

Question 12

In competitive negotiation

Answer

[removed]		Negotiators seek out mutually satisfactory ground that is beneficial that allows both companies to win.
[removed]		Competitive negotiators view the negotiation as a win-win game.
[removed]		Competitive negotiators use dirty tricks and any plot that leads to their advantage.
[removed]		Competitive negotiators search for possible win situations where the outcome of the negotiation is mutually satisfactory to both sides.

4 points

Question 13

Olfactics

Answer

[removed]		Is the use of smells as a means of nonverbal communication.
[removed]		Refers to communication through eye contact or gazing.
[removed]		Communication through the use of space.
[removed]		Communication through body contact.

4 points

Question 14

If negotiators are using deliberate deception as a dirty tricks, the best way to deal with the deception is

Answer

[removed]		Not to make any concessions.
[removed]		To ignore the ploy and focus on the agreement.
[removed]		To not reveal your negotiation plans.
[removed]		To point out directly what you believe is happening.

4 points

Question 15

High context languages

Answer

[removed]		Are languages in which people state things directly and explicitly.
[removed]		Include most northern European languages including German, English, and the Scandinavian languages.
[removed]		Are languages in which people state things indirectly and implicitly.
[removed]		Are languages where the words provide most of the meaning.

4 points

Question 16

__________ negotiators search for possible win-win situations where the outcome of the negotiation is mutually satisfactory to both sides.

Answer

[removed]		Problem-solving
[removed]		Concession-making
[removed]		Competitive
[removed]		Hard nosed

4 points

Question 17

When applying need theories in a cross-national context, managers should

Answer

[removed]		Ignore the differences in needs between nations and apply the models uniformly.
[removed]		Take into consideration the particular needs that people seek to satisfy in different countries.
[removed]		Give the same magnitude of importance to work needs and apply these motivational tools.
[removed]		Understand work centrality and then provide the same rewards to satisfy needs.

4 points

Question 18

Social loafing

Answer

[removed]		Is the social process of sharing.
[removed]		Occurs when people prefer to work in groups.
[removed]		Means that everyone’s work is easier in groups.
[removed]		Occurs when people put out less effort when working in groups.

4 points

Question 19

The need to maximize personal achievement refers to which type of need in Maslow’s hierarchy of needs

Answer

[removed]		Physiological needs.
[removed]		Self esteem needs.
[removed]		Self actualization needs.
[removed]		Security needs.

4 points

Question 20

In a cross-national context, expectancy theory prescribes that managers

Answer

[removed]		Should specify the hierarchy of needs of workers.
[removed]		Identify and eliminate potential sources of inequity at work.
[removed]		Identify valued outcomes and convince workers that their efforts will lead to these outcomes.
[removed]		Punish workers for not achieving organizational goals.

4 points

Question 21

Esteem needs refer to

Answer

[removed]		Basic survival needs such as food, water and shelter.
[removed]		Safety and avoidance of pain and life-threatening situations.
[removed]		Being loved and having friendship.
[removed]		Focus on respect and feelings of self-worth.

4 points

Question 22

A manager gives bonuses to high performing foreign employees hoping that they will continue performing at a high level. This manager is using which motivational principle?

Answer

[removed]		Extinction
[removed]		Goal-directed
[removed]		Reinforcement
[removed]		Punishment

4 points

Question 23

Need theories of motivation are based on the assumption that

Answer

[removed]		Motivation is a function of the individual’s beliefs of what happens if one works hard.
[removed]		Motivation is a result of the outcomes of one’s past behaviors.
[removed]		Motivation is a function of why people work.
[removed]		People can satisfy basic human needs in the work setting.

4 points

Question 24

Which types of motivation theories explain motivation arising from satisfaction of needs and values combined with an individual’s beliefs regarding the work environment?

Answer

[removed]		Needs theories
[removed]		Work centrality theories
[removed]		Process and reinforcement theories
[removed]		Work functions theories

4 points

Question 25

Conclusions from the World Values Survey and the European Values Survey on functions of work reveal that

Answer

[removed]		People across the world assign the same degree of importance to work functions.
[removed]		People across the world rate income as the most important work function.
[removed]		People from different nations do not assign the same magnitude of importance to work functions.
[removed]		Workers saw the most important function of work as providing contact with other people.

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