MAN6635 Exam 2 Questions and Answers
with Verified Solutions | Latest Updated 2026
How to determine how much labor Benchmarking, statistical methods, subject
is matter
needed experts
Benchmarking a process by which a company compares
its
performance with that of high-performing
organizations
Statistical Methods Looking at "leading indicators". Example:
sales this
year correlate with labor demand next year
Subject matter experts "Educated Guesses" taking into account
factors
such as new product launches, changes
with
competitors, etc.
Methods for Correcting Surplus Downsize, reduce pay, demotions,
transfers, early
retirement, wait for natural attrition, hiring
freeze
,Methods for correcting shortage Existing people work harder, temporary
employees, outsource, promote from
within,
decrease voluntary turnover, recruit and
hire new
people
Workforce Enterprises employees
Labor force The pool of potential employees from
which the
firm attracts and hires its workforce
Challenges of International - Availability of data (about labor forces)
Staffing - Increasing diversity of labor forces
- Brain Drain (citizens leaving countries for
jobs
with better pay)
- Lack of suitable candidates for
management
- Populations Characteristics (ex. aging
population)
Approaches to MNE Staffing Ethnocentric, Polycentric, Global
Ethnocentric Staffing Approach - Fill key managerial positions with HQ
staff
- Done when local management skill is
insufficient
- Pro: HQ familiar with company
- Con: Risk of poor adaptation
, Polycentric Staffing Approach - Fill key managerial positions with locals
- Done when company wants to "act local"
- Pro: local managers familiar with area
- Con: Difficulty coordinating activities
between
subsidiary and HQ
Global Staffing Approach - Best managers recruited from within or
outside of
the company regardless of nationality
- Pro: largest pool of applicants
- Con: Lack of managers who want to work
all
around the world
International Business Strategy - No overseas office or operations
- Generally used for exporting, licensing or
subcontracting
- Ethnocentric
- Send managers from HQ
Multi-domestic Business Strategy - Subsidiaries in multiple countries operate
independently within each country,
independently
of operations in other countries, and often
fairly
independent of parent company HQ
- Polycentric
- Hire locally
Global Business Strategy - Unified strategy implemented for all
countries
regardless of culture or national
differences
with Verified Solutions | Latest Updated 2026
How to determine how much labor Benchmarking, statistical methods, subject
is matter
needed experts
Benchmarking a process by which a company compares
its
performance with that of high-performing
organizations
Statistical Methods Looking at "leading indicators". Example:
sales this
year correlate with labor demand next year
Subject matter experts "Educated Guesses" taking into account
factors
such as new product launches, changes
with
competitors, etc.
Methods for Correcting Surplus Downsize, reduce pay, demotions,
transfers, early
retirement, wait for natural attrition, hiring
freeze
,Methods for correcting shortage Existing people work harder, temporary
employees, outsource, promote from
within,
decrease voluntary turnover, recruit and
hire new
people
Workforce Enterprises employees
Labor force The pool of potential employees from
which the
firm attracts and hires its workforce
Challenges of International - Availability of data (about labor forces)
Staffing - Increasing diversity of labor forces
- Brain Drain (citizens leaving countries for
jobs
with better pay)
- Lack of suitable candidates for
management
- Populations Characteristics (ex. aging
population)
Approaches to MNE Staffing Ethnocentric, Polycentric, Global
Ethnocentric Staffing Approach - Fill key managerial positions with HQ
staff
- Done when local management skill is
insufficient
- Pro: HQ familiar with company
- Con: Risk of poor adaptation
, Polycentric Staffing Approach - Fill key managerial positions with locals
- Done when company wants to "act local"
- Pro: local managers familiar with area
- Con: Difficulty coordinating activities
between
subsidiary and HQ
Global Staffing Approach - Best managers recruited from within or
outside of
the company regardless of nationality
- Pro: largest pool of applicants
- Con: Lack of managers who want to work
all
around the world
International Business Strategy - No overseas office or operations
- Generally used for exporting, licensing or
subcontracting
- Ethnocentric
- Send managers from HQ
Multi-domestic Business Strategy - Subsidiaries in multiple countries operate
independently within each country,
independently
of operations in other countries, and often
fairly
independent of parent company HQ
- Polycentric
- Hire locally
Global Business Strategy - Unified strategy implemented for all
countries
regardless of culture or national
differences
