This document contains summaries of assignments and exam questions for a BUS 325 International Business class. The first part covers a midterm exam and includes topics like matrix structures, stages of internationalization, and organizational structures in multinational enterprises. The second part addresses assignment questions on strategies to reduce expatriate turnover, factors to consider when recruiting in Japan or Saudi Arabia, and presenting a global recruiting strategy to management. Key terms discussed include matrix structures, international joint ventures, socialization, and staffing alternatives for foreign operations.

1. BUS 325 Midterm Exam Part 1 and 2
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One advantage of a matrix structure is:
A matrix structure:
The second stage of a new international company typically involves
which department:
“Born globals” are:
Korean conglomerates have a strong preference for:
The “think global, act local” paradox:
A common theme between heterarchy, matrix and transnational is:
Typically the initial stage of a firm entering international operations is:
“Miniature replicas” are:
The complex network of interrelated activities in a MNE can be
described in the following structure:
Transnational strategies of globalization are characterized by:
Clan control is defined as:
The matrix structure:
Matrix structures:
The process of socializing people so that they come to share a common
set of values and beliefs that shapes their behavior is:
Midterm part 2.
Matrix structures:

2. An important forum for the development of personal networks is:
A matrix structure:
A major contributing factor of an unmanageable matrix structure is:
“Born globals” are:
The matrix structure:
The host-country effect:
The second stage of a new international company typically involves
which department:
The “think global, act local” paradox:
Which category of employee is typically used in key sales subsidiary
position in a new developing international company:
Clan control is defined as:
Social Capital emphasizes the need for:
Many companies in the developmental stage of internationalization will
maintain control by:
Equity modes of foreign operations can be best described as:
The best way to address intercultural conflicts is to:
Shortage of working capital to finance exports is a top barrier to access
international markets in:
One of the largest merges in history was between:
The HR manager’s role as an innovator in a IJV means:
A perceived “ unaffordable luxury” in SMEs is:
Advising management on dealing with people issues normally occur in
which M&A phase?
Internationalization process theory suggests which person has the most
impact on internationalization process of a small to medium enterprise
(SME):
The European Commission’s definition of SME is which of the
following?
Which country tends to have the longest recruitment period?
Cross-border alliances are:
Which expatriate role or characteristic is found to be most important for
a successful integration in a M&A activity?
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3. Part 1 Set 2
1. Cultural difference is not necessarily equivalent to:
2. Emic refers to which kind of specific aspect of concepts or
behaviors?
3. Senior managers with little international experience:
4. Which of the following is not a function of internal resource
management?
5. A multidomestic industry is:
6. One major difference between domestic and international HRM is:
7. Which three dimensions are presented in Morgan’s model of
IHRM?
8. International HRM is reflected in:
9. Which of the following is a global mindset?
10. Tax equalization policies concerning expatriates are designed to:
11. Which department of an organization is the major user of language
translation services?
12. HRM in the multinational context contains an overlap between
elements of:

4. 13. Under Confucianism dynamics, orientations can be either:
14. The GLOBE study:
15. The GLOBE research tries to study the complex relationships
between:
16. Hall and Hall’s research:
17. Hofstede’s approach to cross cultural management research:
18. Due to growing interdependence and a high flow of migration:
19. According to the results of the Hofstede study:
20. As applied research, the Trompenaars and Hampden-Turner study:
21. The Trompenaars and Hamplen-Turner study distinguishes three
overarching aspects of culture, namely:
22. Hofstede’s study is classified or based on:
23. Cross-cultural management research is based on the assumption
that:
24. One criticism of the GLOBE study is:
25. The cultural context impacts HRM practices:
Part 2 Set 2

5. 1. Many companies in the developmental stage of internationalization
will maintain control by:
2. The matrix structure:
3. Matrix structures:
4. A common theme between heterarchy, matrix and transnational is:
5. Typically the initial stage of a firm entering international
operations is:
6. The management of a multi-centered networked organization is:
7. The European path approach to a global matrix tends to emphases:
8. The process of socializing people so that they come to share a
common set of values and beliefs that shapes their behavior is:
9. One advantage of a matrix structure is:
10. The second stage of a new international company typically involves
which department:
11. The “think global, act local” paradox:
12. “Miniature replicas” are:
13. Network multinational structures:
14. The best way to address intercultural conflicts is to:
15. Shortage of working capital to finance exports is a top barrier to
access international markets in:

6. 16. Equity modes of foreign operations can be best described as:
17. Many international joint ventures (IJV) fail in the long-term due to:
18. The due diligence phase of a M&A is:
19. Which companies have a difficult challenge to enter foreign
markets?
20. In their “partnership role” supporting an International Joint Venture,
HR managers must:
21. A characteristic of a non-equity cross border alliance is:
22. Learning in small to medium (SME) international firms is
characterized by:
23. What is defined as a factor which shapes employees priorities and
decisions made?
24. Which expatriate role or characteristic is found to be most important
for a successful integration in a M&A activity?
25. The European Commission’s definition of SME is which of the
following?
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BUS 325 Week 4 Assignment 2 Expatriates
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Assignment 2: Expatriates
Imagine you are an HR manager, and you have been challenged with the
task of reducing expatriate turnover. Think of one or two (1-2) strategies
to accomplish this task, and write a one (1) page memo to your boss
summarizing your ideas. Persuade him that this is the direction to go.
Write a one (1) page memo in which you:
Develop two (2) strategies that will help your company reduce expatriate
turnover.
Summarize both ideas in memo format to present to your boss.
Create compelling arguments in favor of your solution to persuade your
boss.
Format your assignment according to the following formatting
requirements:
Typed, double spaced, using Times New Roman font (size 12), with
one-inch margins on all sides.
Include a cover page containing the title of the assignment, your name,
your professor’s name, the course title, and the date. The cover page is
not included in the required page length.
The specific course learning outcomes associated with this assignment
are:
Analyze international business strategy to identify human resource
requirements and formulate supporting HRM plans that can improve
productivity and contribute to the firm’s competitiveness.
Propose staffing alternatives for foreign operations and address the
considerations for the use of expatriates versus localization or third-
country nationals.
Use technology and information resources to research issues in global
HRM.

8. Write clearly and concisely about global HRM using proper writing
mechanics.
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BUS 325 Week 5 Assignment 3 Recruiting
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Assignment 3: Recruiting
Due Week 5 and worth 200 points
Imagine you are presenting a new global recruiting strategy to your boss.
Choose either Japan or Saudi Arabia, and research business strategies for
recruiting in your chosen region. Identify the top three to five (3-5)
factors that would need to be considered when recruiting in the country
you chose. Close with a persuasive summary on why you believe these
factors are important. Close with a persuasive summary that explains
why these factors are important. Demonstrate your findings to your boss
in the form of a PowerPoint presentation.
Create a four to eight (4-8) slide PowerPoint in which you:
Summarize your findings about recruiting in either Japan or Saudi
Arabia.

9. Identify the top three to five (3-5) factors that would need to be
considered when recruiting in your chosen region.
Develop a persuasive closing summary that describes why the factors
you identified are important.
Include links or references to one to three (1-3) quality resources based
on your research. Note: Wikipedia and similar websites do not qualify as
quality resources.
Format your assignment according to the following formatting
requirements:
Format the PowerPoint presentation with headings on each slide and one
(1) relevant graphic (photograph, graph, clip art, etc.). Ensuring that the
presentation is visually appealing and readable from up to 18 feet away.
Check with your professor for any additional instructions.
Include a title slide containing the title of the assignment, your name,
your professor’s name, the course title, and the date.
The specific course learning outcomes associated with this assignment
are:
Analyze international business strategy to identify human resource
requirements and formulate supporting HRM plans that can improve
productivity and contribute to the firm’s competitiveness.
Propose staffing alternatives for foreign operations and address the
considerations for the use of expatriates versus localization or third-
country nationals.
Assess recruiting and selection strategies that can be used to effectively
meet organizational requirements for operating in multiple countries.
Use technology and information resources to research issues in global
HRM.
Write clearly and concisely about global HRM using proper writing
mechanics.
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