74) Codetermination means that employees have a legal right to voice opinions and preferences
in setting company policies.
75) Hourly wages for production workers in the United States are higher than those in Germany.
76) The official length of a work week in the European Union is 40 hours.
77) In China, a structured interview process is the typical method for selecting employees.
78) The majority of multinational corporation management positions are filled by expatriates.
79) Third-country nationals hold citizenship in three countries.
80) U.S. employers are required to attempt recruiting U.S. workers before filing requests to fill
positions with foreign workers.
81) The least expensive way to fill managerial positions in foreign subsidiaries is with local
people.
82) Less costly alternatives to expatriates include Internet video meetings and group decision-
making software.
83) Effective off shoring depends heavily on HR managers to identify high-quality, low-cost
talent overseas and to assess a country’s literacy rates and working conditions.
84) In a polycentric corporation, the prevailing belief is that home country attitudes, management
style, knowledge, and managers are superior to anything the host country might offer.
85) Firms using a geocentric staffing model will seek the best people for key jobs throughout the
organization, regardless of nationality.
86) The most expensive approach to staffing is the polycentric staffing model.
87) Adaptability screening is a commonly used process to assess the likelihood that an expatriate
can reintegrate into his or her home country’s culture following a foreign assignment.
88) The Overseas Assignment Inventory is a test that identifies the characteristics and attitudes
international assignment candidates should have based on norms.
89) To help to ensure success for expatriates on international assignment, companies should
provide language training to their spouses.
90) Being childless makes it easier for spouses to adjust to living overseas because of less stress.
91) Employees preparing for overseas assignments benefit from training in cultural differences,
attitude formation and behavioral influence, factual country knowledge, and language skills.
92) More than 85% of North American companies use the balance sheet approach to formulate
expatriate pay.
93) Foreign service premiums compensate expatriates for exceptionally hard living and working
conditions at certain foreign locations.
94) As in the U.S., collective bargaining in Western Europe typically occurs at the plant level
rather than at the industry level.
95) Varying departure and arrival times when working in a foreign country can minimize a
business traveler’s chances of becoming a crime victim.
96) A global HR system should integrate global tools, such as online recruitment systems, with
local methods.
97) The most effective global HR systems implement identical strategies, practices, and methods
in every location to ensure consistency throughout the organization.
98) Treating locals as equal partners when developing a global HR system will minimize
resistance.
99) In a planned economy, such as China, some industries are under the direct control of the
government while other industries are free to make pricing and production decisions based on
market demand.
100) Over the last decade, the majority of U.S. firms have been steadily increasing the size of
their expatriate workforces because of the economic recession in America.
101) What are the HR challenges of conducting business on a global scale? How can firms
effectively implement global HR management programs?
102) In a brief essay, discuss the economic and labor relations factors that are unique to Europe.
103) What staffing options do multinational firms have when filling positions in foreign
subsidiaries?
104) What considerations need to be made when appraising an expatriate’s performance? What
cultural considerations need to be made when appraising a local employee’s performance?
105) What are the advantages and disadvantages of using expatriates for staffing foreign
subsidiaries?
106) What are some reasons for firms bringing expatriates home early? How can firms ease the
transition during repatriation?
107) Explain the meaning of ethnocentrism, polycentrism, and geocentrism and how those values
might affect a multinational company’s staffing policy.
108) What type of special training is recommended for employees as they prepare for
international assignments?
109) How can employers improve the chances of success for an expatriate? What are the benefits
of providing training and development opportunities to expatriates during overseas assignments?
110) Explain the balance sheet approach to formulating expatriate pay.