1. The document provides a quiz for a course on international human resource management. It includes true/false, multiple choice, and short answer questions covering topics like categories of employees in international firms, differences between domestic and international HRM, and models for managing a multinational organization.
2. The questions test understanding of key concepts like expatriates, cultural awareness, risk exposure, industry types (multidomestic vs. global), and approaches to international HRM.
3. The quiz aims to evaluate a student's knowledge of managing people across borders and cultures in a global business environment.
To describe the challenges of managing managers and labor personnel both in individual international markets and in worldwide operations.
To examine the sources, qualifications, and compensation of international managers
To assess the effects of culture on managers and management policies
To illustrate the different roles of labor in international markets, especially that of labor participation in management
To describe the challenges of managing managers and labor personnel both in individual international markets and in worldwide operations.
To examine the sources, qualifications, and compensation of international managers
To assess the effects of culture on managers and management policies
To illustrate the different roles of labor in international markets, especially that of labor participation in management
5 Washington University of Virginia STU.docxtroutmanboris
5
Washington University of Virginia STUDENT NAME
Midterm exam
2018
International Business
1. ) In terms of international business, it is most accurate to say that ________.
A) there is a universal "best way" to conduct business
B) global competition affects large companies but not small ones
C) most firms depend either on foreign markets and supplies or compete against companies that do
D) government regulation of international business has little effect on a company's profits
2) Devon, an accounts manager at a large electronics firm, does not have any direct international responsibilities. However, Devon would most likely benefit from studying international business issues so that he can ________.
A) conduct better job interviews
B) better understand how foreign operations affect the company's competitive position
C) supervise and evaluate subordinates who have global assignments
D) understand the legalities of importing and exporting products overseas
3) Which of the following has NOT been a major force increasing globalization in recent decades?
A) liberalization of cross-border trade
B) increase in and expansion of technology
C) growing pressure from consumers
D) decreasing prices of natural resources.
4) A company starting out with a global focus, usually because of the international experience of its founders, is called a ________.
A) multinational enterprise
B) transnational company
C) strategically allied company
D) born-global company
5) What is the most likely reason that governments cooperate with each other through treaties, agreements, and consultations?
A) to gain an advantageous division of labor
B) to be in compliance with United Nations' requirements
C) to attack problems jointly that one country acting alone cannot solve
D) to assure that all countries get an equitable share of taxes from multinational enterprises
6) Which of the following best describes a result of cultural collision in international business?
A) A company implements practices that are less effective than intended.
B) Local employees are overlooked for promotions by home country managers.
C) Expatriate managers rely too heavily on local employees for negotiating business deals.
D) Foreign and domestic companies make adjustments for the local culture and legal environment.
7) Businesspeople seeking to understand more about another culture in order to successfully conduct business within that culture would be best advised to do which of the following?
A) observing the behavior of people who have gained respect within that cultural environment
B) relying on stereotypes, which are based on averages, to gain an understanding of the culture
C) avoiding cultural research studies because they perpetuate unjustified stereotypes and behaviors
D) memorizing the cultural variations that are typically encountered in a specific cultural environment
8) Although English is referred to as the "international language of busine.
Running head Week 8 Assignment 2 International Assignments.docxagnesdcarey33086
Running head: Week 8 Assignment 2: International Assignments
12
Week 8 Assignment 2: International Assignments
Week 8 Assignment 2: International Assignments
Schwanna Weston
Professor Tara McNealy
Global Human Resources Management
May 27, 2015
International Assignments
Introduction
The multinational firm in which I am HR director is called Real International Boutique, Inc. or for short RIB. The organization is a US based boutique with thirty retail store in the northeast is of the US, and are looking to expand retail locations globally to Italy. My goal as HR director will see to it that RIB hires three business developers as expatriates to implement, launch and open ten new retail stores and establish global markets in Italy, with an five year project deadline. My paper will include four to six components that the pre-departure training will need to cover and a rationale for the use of using the training components in question, the proposal of three criteria that management will use to assess the performance of expatriates working abroad. In addition, an implemented proposal, along with examples of the fundamental ways in which these performance requirements have improved performance is included.
The recommendation of a recruiting and selection strategies that I believe the firm should use when offering international assignments with rationale are addressed. The international assignment paper will also cover the comparison and contrast of two staffing alternatives for foreign operations at RIB. The selection of the staffing alternative that I believe to be the best fit and analyzing the importance of providing a high-quality mentoring system for international assignees are outlined. Lastly, generation of an example, of a high-quality mentoring system for international assignees to support my analysis and suggestion of the manner in which I plan to measure return on investment (ROI) for international assignments.
Components of Pre-Departure Training
Given the primary selection criterion for most MNEs is technical ability of existing employee, it is not surprising to find that most of the literature on expatriate training is devoted to expatriate departure training activates that are mainly concerned with developing cultural awareness. There for once an employee has been selected for expatriate position, pre-departure training is consider to be the next critical step in attempting to ensure the expatriate’s effectiveness and success abroad, particularly where the destination country is considered culturally tough. Effective cultural training, its advocate, assists individuals to adjust more rapidly to the new culture. The limited, predominately US-based, research into this area reveals that a large number of US multinational s have been reluctant to provide even a basic level of pre-departure training, though this is now changing. Particular inters in the area began with Tung’s study on expatriation practices, including.
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# Internet Security: Safeguarding Your Digital World
In the contemporary digital age, the internet is a cornerstone of our daily lives. It connects us to vast amounts of information, provides platforms for communication, enables commerce, and offers endless entertainment. However, with these conveniences come significant security challenges. Internet security is essential to protect our digital identities, sensitive data, and overall online experience. This comprehensive guide explores the multifaceted world of internet security, providing insights into its importance, common threats, and effective strategies to safeguard your digital world.
## Understanding Internet Security
Internet security encompasses the measures and protocols used to protect information, devices, and networks from unauthorized access, attacks, and damage. It involves a wide range of practices designed to safeguard data confidentiality, integrity, and availability. Effective internet security is crucial for individuals, businesses, and governments alike, as cyber threats continue to evolve in complexity and scale.
### Key Components of Internet Security
1. **Confidentiality**: Ensuring that information is accessible only to those authorized to access it.
2. **Integrity**: Protecting information from being altered or tampered with by unauthorized parties.
3. **Availability**: Ensuring that authorized users have reliable access to information and resources when needed.
## Common Internet Security Threats
Cyber threats are numerous and constantly evolving. Understanding these threats is the first step in protecting against them. Some of the most common internet security threats include:
### Malware
Malware, or malicious software, is designed to harm, exploit, or otherwise compromise a device, network, or service. Common types of malware include:
- **Viruses**: Programs that attach themselves to legitimate software and replicate, spreading to other programs and files.
- **Worms**: Standalone malware that replicates itself to spread to other computers.
- **Trojan Horses**: Malicious software disguised as legitimate software.
- **Ransomware**: Malware that encrypts a user's files and demands a ransom for the decryption key.
- **Spyware**: Software that secretly monitors and collects user information.
### Phishing
Phishing is a social engineering attack that aims to steal sensitive information such as usernames, passwords, and credit card details. Attackers often masquerade as trusted entities in email or other communication channels, tricking victims into providing their information.
### Man-in-the-Middle (MitM) Attacks
MitM attacks occur when an attacker intercepts and potentially alters communication between two parties without their knowledge. This can lead to the unauthorized acquisition of sensitive information.
### Denial-of-Service (DoS) and Distributed Denial-of-Service (DDoS) Attacks
Bus 325 global human resource management week 2 quiz –
1. BUS 325 Week 2 Quiz – Strayer NEW
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CHAPTER 1: Introduction
TRUE/FALSE
1. An inpatriate is an employee transferred out of the home base into the firm’s
international organization.
2. The HR department is the major user of language translation services.
3. The IHR department does not get involved in the employee’s personal lives such as
marital status and children when considered for assignments.
4. Less developed countries tend to have cheaper labor but more government
regulations.
5. Culture shock is a phenomenon experiences by people who move across cultures.
6. A domestic HRM is involved with employees within one national boundary.
7. Compensation and benefit programs are not an activity of internal human resource
management.
8. Awareness of cultural differences is not essential for the HR manager at corporate
headquarters. It is only important for expatriate employees as well as those at the host
location.
9. Multidomestic industries is one in which competition in each country is essentially
independent of competition in other countries.
10. Multinational organizations need to strive for consistency in the ways of managing
people on a worldwide basis in order to build, maintain and develop their corporate
identity.
2. 11. Cultural awareness is reflected by knowing that local employees feel an obligation to
employ extended family even if they are unqualified for the position.
12. If a firm is in a multidomestic industry, the role of HR department will most likely be
more domestic in structure and orientation.
13. A large home market is one of the key drivers for seeking a new international market.
14. Local HR activities, such as human resource planning and staffing, changes as a
foreign subsidiary matures.
15. The nationality of an employee is not a major factor in determining the person
“category” in an international firm.
16. Human considerations are as important as financial and marketing criteria in making
decisions about multinational ventures.
17. Global mindset is necessary for the success of an international company.
18. The US had 8 companies in the top 30 multinationals ranked by the transnational
index.
19. Cross- culture management is examining human behavior within organizations from
an international perspective.
20. The way diversity is managed within a single national context should transfer to a
multinational context without modification.
21. It is a correct assumption that culture is usually used as a synonym for nation or
national difference represents culture differences.
MULTIPLE CHOICE
1. An expatriate:
a. Is an employee transferred out of their
home base to the firm’s international
operation
b. Is an employee transferred into a parents
3. organization
c. Is an employee who understands
international business operations
d. Is an employee who has works in more
than one country
2. Which of the following is not a category of an employee in an international firm?
a. Third –country
national
c. Parent-country
national
b. Host-country
national
d. Multi-country
national
3. Which department of an organization is the major user of language translation
services?
a. Tax c. Human resources
b. Shipping d. Operations
4. Tax equalization policies concerning expatriates are designed to :
a. Ensure no tax incentives are associated
with any particular international
assignment
b. Ensure taxes are paid
c. Ensure employees are aware of tax
responsibilities
d. Keeps records up to date
5. The direct costs of international assignment failures can be as high as ___times the
costs of those for similar failure in a domestic assignment:
a. Five c. Ten
b. Three d. Eight
6. One major difference between domestic and international HRM is:
a. Staff training c. housing relocation
b. Tax equalization d. risk
7. Which of the following is not a function of internal resource management?
a. Staffing c. Government
regulations
4. b. Training and
development
d. Compensation
8. Which of the following is not a major external factor that influences IHRM?
a. The state of the economy
b. Type of government
c. Generally accepted practices of doing
business
d. Regulatory requirements
9. Cultural difference is not necessarily equivalent to:
a. Social Factors
b. Values and beliefs
c. National Differences
d. Shared and recognized ways of looking at
the world
10. A multidomestic industry is:
a. One in which competition in each country
is essentially independent of other
countries
b. One in which a firm competitive position
in one’s country is significantly
influenced by its position in other
countries.
c. One in which domestic products are not
sole
d. One in which many products are sold
11. Examples of a global industry include all of the following except:
a. Commercial air
craft
c. Copiers
b. Semi-conductors d. Insurance
12. Series of linked domestic industries in which rivals compete against each other on a
worldwide basis is:
a. Multidomestic
industry
c. Conglometric
industry
b. Global industry d. Automobile
5. industry
13. Emnic refers to which kind of specific aspect of concepts or behaviors?
a. Language c. Country
b. Culture d. History
14. What is a key driver for firms seeking international markets?
a. A small home
market
c. Large home
markets
b. Tax regulations d. Managerial
incompetence
15. Which ratio is not part of” index of transnationality”?
a. Foreign assets to
total assets
c. Foreign debt to
total debt
b. Foreign sales to
total sales
d. Foreign
employment to total
employment
16. Which of the following is a global mindset?
a. Focus on domestic issues
b. Minimize differences between
international and domestic environments
c. Transferability between domestic and
international HRM practices
d. To formulate and implement HR policies
that develop globally oriented staff
17. An asymmetric event is:
a. Terrorist attack on
9/11
c. HR activities
b. London 2012
Olympics
d. Weekly staff
training
18. All of the following is a difference between international and domestic HR except:
a. Risk exposure c. More HR activities
6. b. More external
influences
d. Less involvement
in employee lives
19. What activity in international human resource would not be required in a domestic
environment?
a. Staff orientation c. Terrorism
considerations
b. Tax equalization d. Relocation
assistance
20. As foreign subsidiaries matures the local HR activities:
a. Have broadening responsibilities
b. Revert to the home office
c. decrease as government relations are
understood
d. Stay largely the same
21. Which three dimensions are presented in Morgan’s model of IHRM?
a. Types of employees, countries and
industries
b. Types of employees, countries and human
resource activities
c. Types of products, industries and human
resource activity
d. Types of employees, labor problems and
human resource activity
22. Differences between domestic and international HRM include:
a. The cultural environment, the extent of
reliance of the multinational on its home
country or domestic market and the
attitudes of senior management
b. The industry, the technology employed
and communication capabilities
c. The cultural environment, the industry
and the technology employed
d. The cultural environment, the attitudes of
senior management and the organizations
authority structure
7. 23. Senior managers with little international experience:
a. Are very successful in multinational
operations
b. Assume that there is no transferability
between domestic and international
HARM practices
c. Assume that there is a great deal of
transferability between domestic and
international HRM practices
d. Are usually very eager to take on
international responsibilities
24. Successful internationalizing the HR function require all except:
a. International mindset of senior
management
b. Right people to manage
c. Global mindset
d. International taxation procedures
25. In Porter’s value-chain model:
a. HRM is described as a primary activity
b. HRM is described as a support activity
c. HRM is not mentioned as an activity
d. HRM is described as an incidental activity
26. HRM in the multinational context contains an overlap between elements of:
a. Cross-cultural management and leadership
b. Cross-cultural management and strategic
management
c. Strategic management, comparable human
resource and industrial relations systems
d. Cross-cultural management, comparable
human resource and industrial relations
systems
27. A Japanese citizen working in Hong Kong for a Japanese multinational would be
classified as:
a. A host country c. A parent country
8. national (HCN) national (PCN)
b. A third country
national (TCH)
d. A related country
national (RCN)
28. Human Resource Management (HRM) activities include all of the below EXCEPT:
a. Human resource
planning
c. Personal family
planning
b. Performance
management
d. Training and
development
29. International HRM is reflected in:
a. The need for a
narrower
perspective
c. The need for a
judgmental
perspective
b. The need for a short
term perspective
d. The need for a
broader perspective
30. As a foreign subsidiary matures:
a. The local HR unit’s responsibilities for
planning, training and compensation
would broaden
b. The responsibilities of planning, training
and compensation would narrow
c. The local HR unit’s responsibilities for
planning, training and compensation
would stay the same
d. The local HR unit’s responsibility for
planning, training and compensation
would end
SHORT ANSWER
1. What are the 3 broad approaches for international human resource management and
how do they relate to each other?
2. What are the 3 categories of employees in an international firm?
3. What are at least 2 types of risk exposure that international companies incur that
domestic companies are not as liable to incur?
9. 4. Why is an awareness of cultural differences important in an international company?
5. What is the difference between a multidomestic industry and a global industry?