Home / Questions / .An informal understanding of expected delivery of benefits in the future for current serv

.An informal understanding of expected delivery of benefits in the future for current serv

.An informal understanding of expected delivery of benefits in the future for current services is referred to as a(n) _____.

a.psychological contract

b.collective bargain

c.indorsement

d.social contract

 

 

 

24.Returning expatriates are referred to as _____.

a.crossovers

b.inbounds

c.repatriates

d.inpatriates

 

 

 

25.In HRM, _____ refers to the determination of salary and benefits.

a.negotiation

b.benchmarking

c.cost-per-hire

d.compensation

 

 

 

26._____ entails the evaluation of employee’s work for promotion, retention, or termination purposes.

a.Benchmarking

b.Replacement chart

c.Performance appraisal

d.Open-book management

 

 

 

27._____ is leading the world in managerial compensation.

a.United States

b.Japan

c.China

d.Germany

 

 

 

28.The most widely used method in expatriate compensation is _____.

a.going rate approach

b.balance sheet approach

c.pay-per-impression

d.employee's request approach

 

 

 

29.A compensation approach that pays expatriates the prevailing rate for comparable positions in a host country is called the _____ approach.

a.pay-per-impression

b.balance sheet

c.merit rate

d.going rate

 

 

 

30.Compensation with a _____ makes locations, where pay is higher than in their home country, a more attractive place to work for PCNs and TCNs.

a.going rate approach

b.balance sheet approach

c.pay-per-impression

d.merit rate

 

 

 

31.Which of the following is an advantage of using the balance sheet approach of compensation?

a.It does not create disparity in pay between expatriates and HCNs.

b.It creates less fluctuation between overseas and parent country pay during repatriation.

c.It is organizationally less complex to administer.

d.It is the cheapest method of managerial compensation for expatriation.

 

 

 

32.When expatriates evaluate HCNs, cultural difference may create problems. In ____ countries, performance appraisals based on subordinate expressions could potentially undermine the power and status of supervisors.

a.high individualism

b.high power-distance

c.high uncertainty avoidance

d.high masculinity

 

 

 

33.Which country is now Manpower's largest market ahead of the United States?

a.France

b.Germany

c.China

d.India

 

 

 

34.Relocating employees of a foreign subsidiary to the MNE’s headquarters for the purposes of filling skill shortages at headquarters and developing a global mind-set for such employees is called _____.

a.onboarding

b.orientation

c.nepotism

d.inpatriation

 

 

 

35.Bristall Inc. is a steel manufacturing company headquartered in the United States with subsidiaries in India, China, and the United States. To create a global mind-set for its subsidiary employees, Bristall Inc. relocated its employees in India to the United States. This employee relocation is an example of _____.

a.inpatriation

b.benchmarking

c.collusion

d.expatriation

 

 

Dec 08 2019 Read more Less More

Answer (UnSolved)

question Subscribe To Get Solution

Recent Questions

Chat Now

Welcome to Live Chat

Welcome to MyCourseHelp Services, World's leading Academic solutions provider with Millions of Happy Students.

Please fill in the form