HRM 200 Chapter 17 Exam Questions and Answers With Verified Solutions 2025
1) One of the most important business functions for executing global strategy is:
A) finance.
B) marketing.
C) manufacturing.
D) human resources.
E) research and development. - ✔✔D
2) As a result of internationalization, companies must increasingly be managed:
A) from head office.
B) through teamwork.
C) in a decentralized manner.
D) globally.
E) top-down. - ✔✔D
3) When sending employees abroad, employers must address such practical issues as:
A) developing talent on a global basis.
B) knowledge dissemination.
C) deployment.
D) naturalization.
E) assignment letters - ✔✔E
4) The number one concern when it comes to employee relocations is: A) relocation assistance.
B) candidate selection.
C) family issues.
D) candidate assessment.
E) cost projections. - ✔✔C
,5) Brian is the Director of HR for a global software development company. He is advising the Director of
Sales as to which of the sales managers to send to lead the sales department in India. Which of the
following are key traits Brian should consider in advising on the best candidate for the expatriate
assignment?
A) cultural sensitivity only
B) agreeableness
C) interpersonal skills, cultural sensitivity, and flexibility
D) interpersonal skills and cultural sensitivity
E) There are no specific traits that are helpful to consider. - ✔✔C
6) "Expatriate failure" is:
A) rare.
B) early return from an expatriate assignment.
C) failure to recover cost of investment on an expatriate.
D) repatriation.
E) re-assimilating the expatriate. - ✔✔B
7) The most likely destination for a foreign assignment today is:
A) Russia.
B) People's Republic of China.
C) Mexico.
D) Brazil.
E) Singapore. - ✔✔B
8) Wide-ranging customs that vary from country to country demanding corresponding differences in HR
practices among a company's foreign subsidiary are:
A) trade surpluses.
B) balance of payments.
C) trade deficits.
D) foreign trade.
, E) cultural differences. - ✔✔E
9) In a well-known study by Professor Geert Hofstede on international cultural differences, the extent to
which the less influential members of institutions accept and expect that power will be distributed
unequally is referred to as:
A) legal distinctions.
B) power distance.
C) need for power.
D) religious practices.
E) political differences. - ✔✔B
10) A finding from the study on international cultural differences performed by Professor Geert
Hofstede which refers to the degree to which ties between persons are normally loose rather than close
is known as:
A) loose-tight tension.
B) individualism vs. collectivism.
C) legal practices vs. bribery.
D) mercantilism vs. trade isolation.
E) religious vs. sacrimonious practices. - ✔✔B
11) The following are factors that demand adapting personnel policies and procedures to the differences
among countries in which subsidiaries are based EXCEPT:
A) cultural factors.
B) economic factors.
C) labour cost factors.
D) import tax rates
E) industrial relations factors. - ✔✔D
12) It is suggested that HR staff members in a foreign subsidiary are best drawn from:
A) third-country nationals.
B) host-country citizens.
1) One of the most important business functions for executing global strategy is:
A) finance.
B) marketing.
C) manufacturing.
D) human resources.
E) research and development. - ✔✔D
2) As a result of internationalization, companies must increasingly be managed:
A) from head office.
B) through teamwork.
C) in a decentralized manner.
D) globally.
E) top-down. - ✔✔D
3) When sending employees abroad, employers must address such practical issues as:
A) developing talent on a global basis.
B) knowledge dissemination.
C) deployment.
D) naturalization.
E) assignment letters - ✔✔E
4) The number one concern when it comes to employee relocations is: A) relocation assistance.
B) candidate selection.
C) family issues.
D) candidate assessment.
E) cost projections. - ✔✔C
,5) Brian is the Director of HR for a global software development company. He is advising the Director of
Sales as to which of the sales managers to send to lead the sales department in India. Which of the
following are key traits Brian should consider in advising on the best candidate for the expatriate
assignment?
A) cultural sensitivity only
B) agreeableness
C) interpersonal skills, cultural sensitivity, and flexibility
D) interpersonal skills and cultural sensitivity
E) There are no specific traits that are helpful to consider. - ✔✔C
6) "Expatriate failure" is:
A) rare.
B) early return from an expatriate assignment.
C) failure to recover cost of investment on an expatriate.
D) repatriation.
E) re-assimilating the expatriate. - ✔✔B
7) The most likely destination for a foreign assignment today is:
A) Russia.
B) People's Republic of China.
C) Mexico.
D) Brazil.
E) Singapore. - ✔✔B
8) Wide-ranging customs that vary from country to country demanding corresponding differences in HR
practices among a company's foreign subsidiary are:
A) trade surpluses.
B) balance of payments.
C) trade deficits.
D) foreign trade.
, E) cultural differences. - ✔✔E
9) In a well-known study by Professor Geert Hofstede on international cultural differences, the extent to
which the less influential members of institutions accept and expect that power will be distributed
unequally is referred to as:
A) legal distinctions.
B) power distance.
C) need for power.
D) religious practices.
E) political differences. - ✔✔B
10) A finding from the study on international cultural differences performed by Professor Geert
Hofstede which refers to the degree to which ties between persons are normally loose rather than close
is known as:
A) loose-tight tension.
B) individualism vs. collectivism.
C) legal practices vs. bribery.
D) mercantilism vs. trade isolation.
E) religious vs. sacrimonious practices. - ✔✔B
11) The following are factors that demand adapting personnel policies and procedures to the differences
among countries in which subsidiaries are based EXCEPT:
A) cultural factors.
B) economic factors.
C) labour cost factors.
D) import tax rates
E) industrial relations factors. - ✔✔D
12) It is suggested that HR staff members in a foreign subsidiary are best drawn from:
A) third-country nationals.
B) host-country citizens.
