The degree to which a society places a high value on the future as opposed to the past or present describes Hofstede's cultural dimension of:
A) power distance.
C) long-term/short-term orientation.
D) uncertainty avoidance.
109) In general, the success of HRM practices in an international context primarily depends on:
A) the experience of its HRM practitioners.
B) how well it compensates locals and expatriates.
C) how well it matches the host country's value system.
D) the homogeneity of the host country's national culture.
110) Management by objectives assumes that:
A) a large power distance exists between employees and managers.
B) management and employees are unlikely to take risks.
C) managers and employees view performance and its related rewards as important.
D) management encourages rigidly stereotyped gender roles for employees.
111) Countries where top-down communication is valued, class division is seen as natural, and authoritarianism is high, include:
112) Equal Employment Opportunity in the international marketplace:
A) must conform to U.S. standards in all cases.
B) may be modified in order to not violate host country law.
C) extends to foreign nationals of U.S. corporations, regardless of the country in which they are working.
D) states that employees who are not U.S. citizens are not subject to U.S. EEO law, even if they are working in the continental United States.
113) Countries where material possessions are important, men are given more status than women, and tradition is a large part of pay decisions, include:
D) the Netherlands.
114) Perez, a citizen and resident of Mexico, works in an international subsidiary of a U.S. company. Perez:
A) is not considered an employee of the company, as he does not have U.S. citizenship.
B) may apply for U.S. citizenship after three years of working for the company.
C) is protected under U.S. employment law.
D) is not protected under U.S. employment law.
115) Countries with a future orientation, slow promotion, a focus on long-term rewards, and strong company cultures, include:
A) the United States.
116) Successful HRM practice in the international business environment primarily depends on managers keeping in mind that:
A) HRM practices are transferable between two groups that share a common language.
B) most international personnel problems are related to cultural and language differences.
C) hard data on the success or failure of HRM practices related to culture is largely nonexistent.
D) extensive research supports the effectiveness of HRM practices as a function of national culture.
117) Countries where team accomplishment is highly valued and sacrifice for others is relatively common include:
A) United States.
B) South Korea.
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