Mgt 510 final exam part 2

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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

 

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Usually provide significant extra pay for expatriate assignments.

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Evaluate their managers by headquarters’ country standards.

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Focus primarily on language training as preparation for expatriate assignments.

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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

 

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To match home and host county purchasing power.

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To make sure you reward international managers for their hardship.

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To save costs in inexpensive countries.

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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

 

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A global HRM orientation.

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A polycentric HRM orientation.

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Either a ethnocentric or regiocentric HRM orientation.

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A geocentric orientation.

 

4 points

 

 

 

Question 4

 

Home country nationals are

 

 

 

Answer

 

[removed]

 

Expatriate employees who come from the parent’s home country.

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Employees who come from a different country where he/she is working.

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Expatriate employees which come from the parent’s home country.

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Employees from foreign country who work in the country where the host company is located.

 

4 points

 

 

 

Question 5

 

International Human Resource Management

 

 

 

Answer

 

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Is no different from domestic HRM.

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Is the application of HRM to international settings.

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Is the orientation to hiring international employees.

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Is the selection and compensation of expatriates.

 

4 points

 

 

 

Question 6

 

Evidence on training for international assignments suggests

 

Answer

 

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Cross-cultural training reduces expatriate failure rates.

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Cross-cultural training makes people feel more comfortable but there are no bottom line effects on performance.

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US firms invest the most in this activity.

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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.

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Select home country nationals for key positions.

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Emphasize extensive training in the company culture before allowing a manager to go international.

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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.

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Compensation.

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Selection.

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Training and development.

 

 

 

Question 9

 

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

 

Answer

 

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Ignore the ploy and focus on mutual benefits.

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Keep a psychological distance that reflects the true nature of the relationship.

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Walk out of negotiations.

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Reveal when you plan to leave negotiations.

 

4 points

 

 

 

 

 

Question 10

 

The sequential approach to concession-making

 

Answer

 

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Is very popular in Asian cultures.

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Is similar to the holistic approach.

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Implies that concession making begins only after all participants discuss all issues.

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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.

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Negotiators waiting to the last minute before the international negotiation team plans to go home.

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Negotiators making an agreement then reveal that it must be approved by senior managers or the government.

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One negotiator acting agreeable and friendly while his or her partner makes outrageous or unreasonable demands.

 

4 points

 

 

 

Question 12

 

In competitive negotiation

 

 

 

Answer

 

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Negotiators seek out mutually satisfactory ground that is beneficial that allows both companies to win.

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Competitive negotiators view the negotiation as a win-win game.

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Competitive negotiators use dirty tricks and any plot that leads to their advantage.

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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.

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Refers to communication through eye contact or gazing.

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Communication through the use of space.

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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

 

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Not to make any concessions.

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To ignore the ploy and focus on the agreement.

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To not reveal your negotiation plans.

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To point out directly what you believe is happening.

 

4 points

 

 

 

Question 15

 

High context languages

 

 

 

Answer

 

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Are languages in which people state things directly and explicitly.

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Include most northern European languages including German, English, and the Scandinavian languages.

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Are languages in which people state things indirectly and implicitly.

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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

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Concession-making

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Competitive

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Hard nosed

 

4 points

 

 

 

Question 17

 

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

 

Answer

 

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Ignore the differences in needs between nations and apply the models uniformly.

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Take into consideration the particular needs that people seek to satisfy in different countries.

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Give the same magnitude of importance to work needs and apply these motivational tools.

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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.

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Occurs when people prefer to work in groups.

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Means that everyone’s work is easier in groups.

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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.

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Self esteem needs.

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Self actualization needs.

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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.

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Identify and eliminate potential sources of inequity at work.

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Identify valued outcomes and convince workers that their efforts will lead to these outcomes.

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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.

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Safety and avoidance of pain and life-threatening situations.

[removed]

 

Being loved and having friendship.

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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

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Goal-directed

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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.

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Motivation is a result of the outcomes of one’s past behaviors.

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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

 

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People across the world assign the same degree of importance to work functions.

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People across the world rate income as the most important work function.

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People from different nations do not assign the same magnitude of importance to work functions.

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Workers saw the most important function of work as providing contact with other people.