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IHRM MC > IHRM MC > Flashcards

IHRM MC Flashcards

1
Q

Which aspects characterize international HRM in contrast to purely domestic HRM?

A
  • Greater risk exposure
  • New HR responsibilities
  • Greater involvement in the employees’ personal lives
  • Broader perspectives
  • Involvement in employees privacy  Skript steht personal lives
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2
Q

Which of the following statements regarding regions are correct?

A
  • One can differentiate between supranational, transnational and intranational regions.
  • Eastern Europe is an example of a supranational region.
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3
Q

Which of the following statements regarding business models of international management are correct?

A
  • Subsidiaries may focus on a single function, but may also constitute an autonomous entity.
  • Several hybrid forms of business models exist.
  • With respect to exporting, we differentiate between direct and indirect exporting.
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4
Q

Which of the following statements regarding the “born global” approach are correct?

A
  • This approach comprises four elements.
  • Major prerequisites for “born globals” are (market) knowledge and international contacts/networks.
  • Oviatt and McDougall are among the key authors of this approach.
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5
Q

Which of the following statements regarding the monopoly approach and the imperialism approach are correct?

A
  • Close cooperation between the international company and its home country government is a major characteristic of the imperialism approach.
  • The imperialism approach makes clear that internationalization activities may also constitute a perception problem.
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6
Q

Which of the following dimensions are characteristic for the cultural approach as proposed by Hall?

A
  • Time orientation
  • Context orientation
  • Speed of Information
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7
Q

Which of the following statements characterize the cultural approach as proposed by Hall?

A
  • Culture is the man-made environment.
  • Culture is a programme of behavioural patterns, values and interpretations acquired by the members of a group to cope with the environment.
  • Culture is accessible through the categories (dimensions) time, space and context
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8
Q

Which of the following cultural dimensions do not belong to the nine cultural dimensions proposed by GLOBE?

A
  • Context orientation
  • Organization of conversation
  • Progress time vs. circle time
  • Masculinity - femininity
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9
Q

Which are the characteristics of business systems according to Whitley?

A
  • Employment and management of work
  • Non-ownership coordination
  • Ownership coordination
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10
Q

What are the characteristics of the HR policy implementation challenge (according to Drumm)?

A
  • General basic patterns of HR management that are valid company-wide must be enforced.
  • Business success must be maximized.
  • Country specific requirements with respect to social goals must be met.
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11
Q

Which of the following arguments support the principle of ”HRM follows strategy“?

A
  • HR demand is dependent from the overall corporate strategy.
  • Tendency of top-down planning
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12
Q

Which of the following arguments run counter to the principle “HRM follows strategy”?

A
  • The budgeting process of HR costs (also) proceeds bottom-up.
  • Knowledge transfers can proceed forwards, backwards and simultaneously.
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13
Q

Which of the following statements regarding cross-cultural trainings are correct?

A
  • Cross-cultural training enables the individual to learn both content and skills.
  • Sensitivy trainings are an example of experience-based culture-specific trainings
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14
Q

Which particular problems and challenges are characteristic for the HR planning in the interat. and intercultural context?

A
  • The environmental outlook is often fairly different when taken locally compared to when taken from abroad.
  • There are intercultural differences regarding the emphasis of qualitative HR characteristics.
  • Planning processes are power processes.
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15
Q

Which are the myths of global HR recruitment according to Dowling und Welch?

A
  • ”People can acquire multicultural adaptability and behaviors.
  • ”There are no impediments to mobility“
  • ”There is a universal approach to management.“
  • ”There are common characteristics shared by successful international managers.“
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16
Q

Which particular problems and challenges result from the evaluation of the management of foreign subsidiaries?

A
  • Evaluations are dependent on the internationalization philosophy.
  • There are often some sharp cultural and spatial distances.
  • The interest of the company as a whole may differ from the subsidiary’s particular interests.
  • The local economic development may considerably impact on the performance of the foreign subsidiary’s management.
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17
Q

Which of the following statements regarding incentive systems in the context of international HRM are correct?

A
  • Choosing the basis of assessment constitutes a considerable challenge when developing incentive systems.
  • The internationalization philosophy constitutes an important part of the general internal conditions
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18
Q

With which challenges and problems is HR controlling faced in an international context?

A
  • Heterogeneity of measurement and analysis methods

* Language problems

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19
Q

Which are typical HR problems for mergers & acquisitions?

A
  • Post-merger integration activities

* Limited compatibility of company cultures

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20
Q

Which challenges and problems are characteristic of international industrial relations?

A
  • Differences in national and supranational legislation
  • Problems with the recruitment of employee representatives
  • Problems with the coordination of various negotiation levels (employer and employee)
  • Problems with the coordination on various negotiation levels (employer and employee)
21
Q

Which of the following factors are driving forces for the growing importance of the discussion about internationalization during the last years?

A
  • Demographic Change
  • Globalization
  • Competition for power resources
  • Development in Information Technology
  • Migration
22
Q

Which of the following statements regarding the leadership models proposed by Perlmutter are correct?

A
  • In polycentric leadership models, the foreign subsidiaries have high degrees of freedom.
  • With polycentric leadership models local candidates for executive positions may be advantaged.
  • In polycentric leadership models, the foreign subsidiaries have high degrees of freedom
23
Q

Which of the following statements regarding the leadership models proposed by Bartlett and Ghoshal are correct?

A
  • Transnational strategies are responsive to both high pressure for local differentiation and high pressure for global integration
  • The four types of strategies to be differentiated here are international, multinational, global and transnational strategy.
24
Q

Which concrete measures play a role for developing executives in an international context?

A
  • International job rotation

* Participation in international projects

25
Q

Which differences exist according to Welge and Holtbrügge between international and intercultural management?

A

• International management originates from economics and business studies,
while intercultural management originates from ethnology and cultural anthropology.
• The perspective of international management focuses on institutions while intercultural management rather focuses on the environment.

26
Q

Which of the following statements regarding control mechanisms in international management are correct?

A
  • Control mechanisms may be differentiated between formal and informal mechanisms.
  • Corporate cultures work as informal control mechanisms.
  • Budgets work as formal control mechanisms.
27
Q

Which of the following statements regarding the principal-agent theory are correct?

A
  • This theory’s key question is: What are the optimal contractual conditions to minimize agency costs?
  • The principal-agent theory focuses on a client/provider relationship.
  • Principal-agent theory can be perfectly used to model the relationship headquarters vs. foreign subsidiary.
28
Q

Which of the following statements regarding the layer model by Dülfer (or derived from it) are correct?

A
  • The lower levels are less manageable than the upper ones.
  • The lowest level of the model is constituted by the natural conditions.
  • Cultural norms and values impact on the social relationships.
29
Q

What aspects characterize the special case of blue-collar expatriates?

A
  • They have specialist positions rather than generalist positions
  • The assignment duration is generally shorter than with other expatriates
  • Career options do exist
  • Career options as specialists exist
30
Q

Which of the following statements regarding the preparation phase of expatriates are correct?

A
  • The family is a key topic during preparation phase

* Time and cost pressure are common problems during the preparation phase

31
Q

Which of the following statements regarding the assignment phase of expatriates are correct?

A
  • At the beginning of the assignment phase, many expatriates first feel like being a honeymoon
  • Mentors play an important role during the assignment phase
32
Q

Which of the following statements regarding the return phase of expatriates are correct?

A
  • The consideration of guarantees and promises made towards the expatriate from the side of the company is important during the assignment phase.
  • Many expatriates experience a counter culture shock during the return phase.
  • The company should care for securing the HR potential and for generating a high ROI during this phase
  • The expatriate’s private situation and the support provided to him/her are some important moderators for the counter culture shock phase.
33
Q

Which particular problems and challenges result from the evaluation of expatriates?

A
  • There are often different understandings about what “performance” is
  • There are problems with assessing / evaluating behavior criteria
34
Q

Which of the following statements regarding the compensation of expatriates are correct?

A
  • There are often conflicts arising between the company’s internationalization philosophy and the expatriate’s individual expectations.
  • The labour law framework considerably impacts on this topic
35
Q

Which of the following statements regarding layoffs in an international context are correct?

A
  • The power of the social partners is a key context factor.
  • It is important to provide an explanation for the layoff so that employees do not lose faith in the fairness of the company.
  • The personnel not directly affected by a layoff is referred to as “survivors” in relevant literature.
36
Q

Which latent goals of HR evaluation did Lueger suggest?

A
  • Control over evaluator
  • Socialization of those being evaluated
  • Stabilization of power and control structures
  • Reduction of uncertainty and conflict potentials
37
Q

Which dilemmas are characteristic for HR leadership in an international context?

A
  • Promoting cooperation vs. safeguarding intellectual property
  • Action framework for foreign vs. local managers
  • Own values vs. external expectations
  • Expectations of host country subsidiary vs. expectations of headquarters
  • Rationality of goals vs. irrationality of implementation
  • Global vs. local logic
38
Q

Which are the typical HR problems for multicultural teams?

A
  • Differing attitudes and values play an important role.

* Job characteristics often moderate the relationship between team multiculturality and team performance

39
Q

Which are the typical HR problems which virtual teams?

A
  • Building trust and commitment

* Control and monitoring

40
Q

Which of the following statements regarding the resource-based view are correct?

A

• Sustained competitive advantages can be gained by developing valuable, rare resources that are hard to imitate and to substitute.

41
Q

Which are the typical HR challenges for international joint ventures?

A
  • Friction when filling vacancies

* Lack of compatibility of the two corporate cultures

42
Q

Which of the following statements regarding diversity management in international companies are correct?

A

• Short, medium and long term consequences must always be considered
(im Skript steht effects statt consequences, bitte selbst entscheiden)
• The strategic and the temporal contexts are important moderating variables.

43
Q

Which of the following cultural dimensions do not belong to the seven cultural dimensions proposed by Tromhpenaars?

A
  • Progress time vs. circle time
  • Context Orientation
  • Masculinity vs. femininity
44
Q

Which of the following statements regarding the four internationalization types put forward by Bartlett & Ghoshal are correct?

A
  • The aim of the Global Type of internationalization is to exert central coordination and control by manufacturing and marketing products on a global scale.
  • When setting up a global matrix structure it is more important to build the matrix in the minds of all managers throughout the MNC than just installing a new structure.
45
Q

Which of the following statements regarding the internationalization theory are correct?

A
  • In internalization theory, the protection of property rights is a central argument in favour of internalizing business activities.
  • The transaction cost approach provides a. reference framework for internalization theory.
46
Q

Which of the following statements regarding the behavioural approach are correct?

A
  • The ideal process of internationalization starts with the kick-off phase
  • Aharoni is one of the key authors of the behavioural approach
47
Q

Which of the following statements regarding the concept of culture as proposed by Thomas are correct?

A
  • This concept was often criticized as promoting stereotypes and prejudices
  • Cultural standards are behavioral patterns that are practiced by the majority of the members on a certain culture
  • This concept was often criticized as strongly reducing reality
48
Q

Which levels of analysis are relevant to international management?

A
  • Individual countries
  • Supranational regions
  • Intranational regions
  • Groups of countries
  • Transnational regions

IHRM MC (1 decks)

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