Chapter 12 - Complete the statements - Questions
1 The spread of internationally operating organisations brings with it a
spread of (a) ________________ practices, with these organisations
unwilling to keep "reinventing the wheel" to cope with local sensibilities
and determined to spread what are seen as successful (b)
________________ throughout their operations.
2 According to Kochan et al., the work done on IHRM has been too narrowly
focused on (a)_________________ activities and lacks appropriate
(b)_________________ structures.
3 Heenan & Perlmutter classify the attitudes of top management at
headquarters towards IHRM as (a)_______________,
(b)_______________, (c)___________________ and
(d)___________________.
4 Due to the increasing pressure to cut costs, companies have reduced their
numbers of expatriates, only to find that this has caused very significant
problems of (a)_____________, (b)_________________ and
(c)________________.
5 Not all international assignments are undertaken for the same reason;
some are undertaken to (a)____________________, some to
(b)________________, some to (c)____________________ and others to
(d)____________________.
6 Expatriates are usually chosen to fill these key positions: positions such as
country manager, financial controller or technical specialist roles also
known as ________________.
7 ________________ are individuals who are not from either headquarters
or from the host country.
8 The cheapest employment option for multinational enterprises is the
employment of __________________.
9 The repatriation of expatriates has been identified as a major problem for
multinational companies. From the repatriate perspective, problems
associated with re-integrating into the home country are
(a)_______________, (b)____________________,
(c)____________________ and a feeling that international experience is
(d)_____________________ by the organisation.
10 The organisational drivers in Brewster et al’s IHRM model are
(a)_______________ orientation, (b) ___________________ provision,
1
, (c)__________________ exchange, (d) core _______________ process
and (e) localisation of ________________.
11 The _____________ paradigm is a "scientific" approach where HRM is
seen as a science and the aim is to discover universally applicable laws.
12 The ____________ paradigm is idiographic and does not look for
universal laws but for an overall understanding of what is contextually
unique and why.
13 In international human resource management communication in
_______________ organisations are little among subsidiaries and little
between subsidiary and headquarters.
14 The difference between (a) ___________ convergence and (b)
______________ convergence is that in the first one the same trends are
visible while in the second one it refers to a situation where the countries
are actually becoming more similar.
15 The “_______________” school includes many different approaches, but
they share in common the notion that it is not possible to depart radically
from established rules and norms.
16 Human resource management is concerned with interactions between
people at different ___________________ levels within an organisation.
17 International HRM originally consisted of three major clusters of inquiry:
the international (a) __________ of staff; the conduct of people
management in (b)________________ internationally operating
companies and comparing HRM policies and practices across different (c)
____________.
18 In the ___________ approach, communication typically takes place from
headquarters to the subsidiary.
19 In the (a) ____________ approach, managerial staff are normally sourced
from the host country whilst managerial staff in the ethnocentric approach
are normally from the (b)________________ country.
20 Subsidiaries need to be globally (a)___________ with other parts of the
organisation or/and strategically co-ordinated by the (b)___________.
21 _________________ are individuals who are not from either headquarters
or the host country.
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1 The spread of internationally operating organisations brings with it a
spread of (a) ________________ practices, with these organisations
unwilling to keep "reinventing the wheel" to cope with local sensibilities
and determined to spread what are seen as successful (b)
________________ throughout their operations.
2 According to Kochan et al., the work done on IHRM has been too narrowly
focused on (a)_________________ activities and lacks appropriate
(b)_________________ structures.
3 Heenan & Perlmutter classify the attitudes of top management at
headquarters towards IHRM as (a)_______________,
(b)_______________, (c)___________________ and
(d)___________________.
4 Due to the increasing pressure to cut costs, companies have reduced their
numbers of expatriates, only to find that this has caused very significant
problems of (a)_____________, (b)_________________ and
(c)________________.
5 Not all international assignments are undertaken for the same reason;
some are undertaken to (a)____________________, some to
(b)________________, some to (c)____________________ and others to
(d)____________________.
6 Expatriates are usually chosen to fill these key positions: positions such as
country manager, financial controller or technical specialist roles also
known as ________________.
7 ________________ are individuals who are not from either headquarters
or from the host country.
8 The cheapest employment option for multinational enterprises is the
employment of __________________.
9 The repatriation of expatriates has been identified as a major problem for
multinational companies. From the repatriate perspective, problems
associated with re-integrating into the home country are
(a)_______________, (b)____________________,
(c)____________________ and a feeling that international experience is
(d)_____________________ by the organisation.
10 The organisational drivers in Brewster et al’s IHRM model are
(a)_______________ orientation, (b) ___________________ provision,
1
, (c)__________________ exchange, (d) core _______________ process
and (e) localisation of ________________.
11 The _____________ paradigm is a "scientific" approach where HRM is
seen as a science and the aim is to discover universally applicable laws.
12 The ____________ paradigm is idiographic and does not look for
universal laws but for an overall understanding of what is contextually
unique and why.
13 In international human resource management communication in
_______________ organisations are little among subsidiaries and little
between subsidiary and headquarters.
14 The difference between (a) ___________ convergence and (b)
______________ convergence is that in the first one the same trends are
visible while in the second one it refers to a situation where the countries
are actually becoming more similar.
15 The “_______________” school includes many different approaches, but
they share in common the notion that it is not possible to depart radically
from established rules and norms.
16 Human resource management is concerned with interactions between
people at different ___________________ levels within an organisation.
17 International HRM originally consisted of three major clusters of inquiry:
the international (a) __________ of staff; the conduct of people
management in (b)________________ internationally operating
companies and comparing HRM policies and practices across different (c)
____________.
18 In the ___________ approach, communication typically takes place from
headquarters to the subsidiary.
19 In the (a) ____________ approach, managerial staff are normally sourced
from the host country whilst managerial staff in the ethnocentric approach
are normally from the (b)________________ country.
20 Subsidiaries need to be globally (a)___________ with other parts of the
organisation or/and strategically co-ordinated by the (b)___________.
21 _________________ are individuals who are not from either headquarters
or the host country.
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