in , strategic and operational decisions are decentralized to the separate business units and management within the inidual countries.
believes that local nationals are in the best position to work in the branch companies. local culture and customs are highly respected.
are the employees who are not from home country/host country but are employed at subsidiary or corporate headquarters.
we adopt to yze the external environment of an organization.
what are the objectives of hrm?
what are the differences between international and domestic human resource management?
human resource management viewed employees as a cost and regarded payment and coercion as the major motivational methods.
human resource management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.
an american mnc which has a subsidiary at india employs a french person as the ceo to the subsidiary, the frenchman employed is a home country employee.
the strategic human resource management is the strategic approach to the effective management of people in an organization, so that it helps the business to gain the competitive advantages.
in cross-cultural training process, social adaptation can be affected by a number of factors including culture distance, communication and inidual variables, such as .
for companies in high power distance cultures, top managers often prefer to use subjective decisions to assess .
culture is made up of basic assumptions and , policies, procedures and behavioral conventions that are shared by a group of people.
in the high uncertainty avoidance cultures, jobs are defined in specific details avoid ambiguities. dynamic work assignments are not preferred but are often favored.
people in high certainty avoidance country, such as japan, often have systems linked to seniority and internal equity.
in collectivistic or high power distance cultures countries, promotion decisions is basically made more on than task-related outcomes.
according to edward t. hall, culture is like an iceberg, 10 percent of which is to observe, understand and repeat.
in high uncertainty avoidance culture, like japan, external recruitment is preferred to internal recruitment.
in cross-cultural training process, language can have a important impact on social adaptation.
hofstede proposes culture is like an onion, having a set of four layers and each layer is independent from each other.
the results of the hawthorne test shows that the most important factor affecting production efficiency is at work.
which of the following statements about maslow's hierarchy of needs is true?
believes that workers do not have ambition and do not like work. whenever possible, they will shirk responsibility.
employees in take on managerial roles and help better the company rather than oversee apprentices like in the mentor stage.
are content-based human resource motivational theories.
maslow's hierarchy of needs include .
motivation is an employee’s desire to perform their role. it often linked to the outcome and any reward.
one of the principles in the taylor's scientific management theory is that managers should scientifically select and train workers.
when employees are dissatisfied with work, they often complain about motivational factors such as company policies, relationships, working conditions and so on.
the goal-setting theory concentrates on effort-performance relationship, performance-reward relationship, rewards-personal goals relationship.
which of the following is not the step of the selection of expatriates?
could be traditional called “temporaries” hired from an agency, leased or rented managers or specialists, or a whole task or project completed by an external firm?
which of the following is the traditional types of international employees?
to become successful expatriates, one needs to have the ability to ______.
what are the functions of expatriates?
what can affect expatriates to adapt to the new environment?
expatriates with behavioral flexibility can be easier to be accustomed to the job in general.
third-country nationals, which refers to the citizens of a country other than the parent country or the country of the subsidiary to work in one of its foreign subsidiaries.
interviews with the international assignee and his or her spouse/partner. it would be better to select most of the employees from the home office.
is a process of receiving and welcoming employees when they first join a company and giving them the basic information they need to settle down quickly and happily and start work.
means that the staff work in the company and one day per week they attend a local college or training center for the theoretical learning.
which of the following is not the objective of career development?
what are the steps of designing a successful training program?
the training of the expatriates should cover .
among training techniques, advantages of lecture way include getting the audience to participate actively in learning; giving people an opportunity of learning from the experience of others.
job rotation belongs to off-the-job management training. in this method, management trainees move from department to department to broaden their understanding of all parts of the business.
the design, structure, content and focus of cross-cultural training programs depend on factors such as the inidual’s cultural background, culture-specific features of the host country environment, and the inidual’s degree of contact with the host environment.
didactic training refers to learning on the job, involving assignments to the host culture directly or to a ‘micro-culture’.
appraisal is often used to establish areas for improvement and training needs, and it is the systematic review and assesent of an employee’s performance and ______.
which of the following is not the benefits of appraisal?
some employees consider appraisal a form-filling exercise to satisfy the personnel department. in this case, the appraisal process is treated ______.
what is the importance of appraisal?
what are the techniques often used in an appraisal system?
the organizational structure about appraisal may consist of senior managers, human resource managers and employees and line supervisors.
in some companies, the appraisal usually is a friendly chat, and many managers embarrassed by the need to give feedback and set stretching targets. therefore, it is a good way to reduce stress.
objectives and results-orientated schemes regard performance against specific targets and standards of performance agreed in advance and take the working process into considerations.
grading, as an effective way to appraise employees, adding a comparative frame of reference to the general guidelines.
employee appraisal can be regarded as a tool, aiming to influence employee behavior and maximize
doesn’t belong to the external factor that influences compensation.
pays for the employees’ depth, and types of skills and knowledge, rather than for the job title they hold.
the purpose of is to encourage employees to exert peer pressure on group members to perform.
holds the opinion that all their assignees should receive the same compensation regardless of their country of origin.
compensation should be .
the factors affecting decisions on the width of grades are .
job structure refers to the average amount (including wages, salaries, and bonuses) the organization pays for a particular job.
the employee benefits can be grouped into five major categories: legally required, retirement related, payment for time not working, and other benefits.
when designing subsidiaries’ hrm practices, two distinct logics need to be considered in mncs: the local responsiveness and the global integration.
expectancy theory predicts that reciprocity may follow if people perceive their needs are met.
the un urged businesses all over the world to obey some standards besides human rights, labor standards, and .
what can affect the industrial relations in multinational firms?
which of the following is not the proper reason to diiss the employees?
generally speaking, which is the fourth stage an alternative dispute settlement system runs through?
what are the reason for employees to observe work ethnics?
what are methods the employer able to adopt when disputes occur across countries?
when the requirements of the job are change, it is unfair for the company to fire the employees.
in order to reach low turnover and satisfactory organization, the employers should retain the employees in any cases.
when dealing with disputes, letting parties face facts and then come up with solutions is usually better than ignoring problems.
due to the complex situations multi-national employees face, they should take employment law existed in both the parent country and host countries into account.