Managing a Global Workforce Flashcards by Phillip Brittain

T/F
Push factors for globalization are typically driven by external pressures or challenges in the domestic market.

TRUE

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T/F
Trade agreements are only considered pull factors, not push factors.

False — Trade agreements can serve as both push and pull factors depending on the context.

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Cost pressures and competition can push organizations to globalize in order to cut costs or maintain profitability.

TRUE

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T/F
Natural resources and talent supply can be pull factors that attract organizations to specific locations.

False — They are considered push factors, as companies may relocate due to lack of resources at home.

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T/F
Strategic control is a pull factor that encourages companies to globalize for better control over branding and production.

TRUE

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T/F
Globalized supply chains are irrelevant to globalization decisions.

False — They are a push factor that can influence global expansion decisions.

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Which of the following is a push factor for globalization?
A) Strategic control
B) Government tax incentives
C) Cost pressures and competition

C) Cost pressures and competitio

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What is an example of a pull factor for globalization?
A) Trade agreements that open markets
B) Exhausted domestic markets
C) Shortage of raw materials locally

A) Trade agreements that open markets

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A company moving production closer to overseas customers to reduce costs is an example of:
A) A pull factor
B) A marketing strategy
C) A push factor

C) A push factor

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Which of the following would be considered both a push and a pull factor depending on the situation?
A) Government policies
B) Strategic control
C) Global branding

A) Government policies

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Why might a company pursue globalization for strategic control?
A) To avoid domestic regulations
B) To follow a client abroad
C) To have more control over branding and production

C) To have more control over branding and production

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T/F
A greenfield operation refers to building a new facility from the ground up in a new market.

TRUE

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T/F
Offshoring and outsourcing are the same strategies in globalization.

False — Offshoring refers to relocating existing capabilities; outsourcing refers to contracting tasks out to another party.

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T/F
A polycentric orientation allows subsidiaries a high degree of independence as long as they are profitable

TRUE

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T/F
An ethnocentric orientation promotes local decision-making and cultural adaptation at the subsidiary level.

An ethnocentric orientation promotes local decision-making and cultural adaptation at the subsidiary level.

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A regiocentric approach groups subsidiaries into regional clusters to enhance strategic coordination.

TRUE

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T/F
A geocentric orientation promotes global collaboration and shared decision-making between headquarters and subsidiaries.

TRUE

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Which of the following is an example of a greenfield operation?
A) Acquiring an existing foreign brand
B) Relocating headquarters
C) Building a brand-new facility from scratch
D) Partnering with a local distributor

C) Building a brand-new facility from scratch

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What is the defining characteristic of an ethnocentric multinational orientation?
A) Regional decision-making power
B) Equal collaboration between subsidiaries and HQ
C) Centralized control from headquarters
D) Profit-based autonomy for subsidiaries

C) Centralized control from headquarters

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In a polycentric orientation, how are subsidiaries managed?
A) They operate as regional clusters
B) They follow strict orders from headquarters
C) They are treated as independent entities within their cultural context
D) They are managed jointly by HQ and a local board

C) They are treated as independent entities within their cultural context

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hich strategic approach involves relocating a company’s existing operations to a new country?
A) Turnkey operation
B) Offshoring
C) Alliance partnership
D) Brownfield development

B) Offshoring

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Which factor is not typically used to evaluate the attractiveness of a globalization strategy?
A) Organizational values
B) Strategic goals
C) Physical and cultural distances
D) Economic and resource capabilities

A) Organizational values

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What does a geocentric orientation emphasize in multinational operations?
A) Local independence of each subsidiary
B) Headquarters dominance
C) Collaborative global network decision-making
D) Regional policy standardization
Back:

C) Collaborative global network decision-making

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T/F
Global integration emphasizes standardization and consistency across global operations.

TRUE

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T/F One goal of global integration is to create greater pricing flexibility and reduce operational costs.

TRUE

T/F In global integration, performance targets are tailored entirely to local markets with no global alignment.

False — GI sets performance targets from a global perspective to avoid conflicts between regions.

T/F Assignees play a key role in transferring global perspectives into local decision-making.

TRUE

T/F Assignees play a key role in transferring global perspectives into local decision-making.

TRUE

What is a primary goal of global integration? A) Maximizing local autonomy B) Standardizing operations across markets C) Reducing headquarters influence D) Prioritizing cultural independence

C) They align local decisions with global strategy

What role does technology play in supporting global integration? A) It enhances local product development B) It automates HR hiring decisions C) It supports communication and transparency in standardized processes D) It blocks cultural influence

C) It supports communication and transparency in standardized processes

Why are shared organizational values important to global integration? A) They allow for legal compliance B) They provide consistent guidance for decision-making C) They restrict employee behavior D) They support local customization

B) They provide consistent guidance for decision-making

What is a potential benefit of setting performance targets globally? A) Reduced profit due to localization B) Control over regional marketing C) Avoiding conflicting objectives between regions D) Increased costs of coordination

C) Avoiding conflicting objectives between regions

T/F Local responsiveness emphasizes the need to adapt products, systems, and services to meet local market needs.

TRUE

T/F Local responsiveness decreases an organization’s flexibility and ability to respond to market demands.

False — It increases flexibility and agility in local markets.

T/F One benefit of local responsiveness is ensuring compliance with local laws and regulations.

TRUE

T/F Developing local management is not necessary for achieving strong local responsiveness.

False — Developing local management is key to achieving local responsiveness.

T/F The four drivers of globalization strategy include market, cost, governmental, and competitive drivers.

TRUE

T/F Cement companies and petroleum firms often benefit more from global integration than from local responsiveness.

False — These industries typically benefit more from local responsiveness due to local resources and regulations.

T/F “Think globally, act locally” reflects the belief in balancing global integration with local responsiveness.

TRUE

Which of the following is a key feature of local responsiveness? A) Shared global marketing campaigns B) Developing a unified global culture C) Tailoring products to local customer needs D) Mandating headquarters decision-making

C) Tailoring products to local customer needs

What is one benefit of using local substitutes under a local responsiveness strategy? A) It reduces reliance on centralized leadership B) It increases marketing diversity C) It increases efficiency by reducing cost and complexity D) It enhances global integration

C) It increases efficiency by reducing cost and complexity

Which of the following is an example of a governmental driver of globalization strategy? A) Technical standards B) Unit packaging sizes C) Cultural consumer tastes D) Language barriers Back:

A) Technical standards

A competitive driver of globalization strategy includes: A) Transportation and R&D costs B) Trade policies and regulations C) Globalization methods of industry competitors D) Homogeneity of customer needs

C) Globalization methods of industry competitors

Which of the following industries is most likely to prioritize local responsiveness? A) Technology hardware B) Cement manufacturing C) Global e-commerce platforms D) Cloud software services

B) Cement manufacturing

What phrase best represents the balance between global integration and local responsiveness? A) Move fast and scale globally B) Standardize or fail C) Think globally, act locally D) Expand globally, automate regionally

C) Think globally, act locally

T/F The GI-LR matrix combines global integration and local responsiveness to define global strategy types.

TRUE

T/F In a global strategy, subsidiaries have a high degree of autonomy to develop products and strategies locally.

False — That describes a multidomestic strategy.

T/F A transnational strategy seeks to achieve both high global integration and high local responsiveness.

TRUE

T/F An international strategy features strong links between headquarters and subsidiaries and encourages knowledge sharing among subsidiaries

False — That describes a transnational strategy; international strategies have weak links and centralized control.

T/F Multidomestic strategies are best suited for companies needing to adapt heavily to local markets.

TRUE

T/F In a transnational strategy, best practices are shared throughout the organization, and products may be adapted to local needs.

TRUE

What are the two key dimensions of the GI-LR matrix? A) Product standardization and labor cost B) Globalization and localization cost C) Global integration and local responsiveness D) Strategic risk and cultural distance

C) Global integration and local responsiveness

Which strategy features low global integration and low local responsiveness? A) Transnational B) International C) Multidomestic D) Global

B) International

In which strategy are subsidiaries autonomous, and strategy is developed locally? A) International B) Multidomestic C) Global D) Transnational

B) Multidomestic

Which strategy emphasizes standardized global products with minimal variation across countries? A) Multidomestic B) Global C) Transnational D) International

B) Global

A company that shares best practices among subsidiaries, adapts global products to local markets, and locates operations strategically worldwide follows which strategy? A) International B) Global C) Transnational D) Multidomestic

C) Transnational

An example of an international strategy would most likely include: A) A cosmetics brand with local-specific formulas B) A robotics manufacturer exporting globally with centralized R&D C) A fast-food chain with customized regional menus D) A smartphone company with distributed R&D centers

B) A robotics manufacturer exporting globally with centralized R&D

T/F Upstream strategies refer to decisions made at the headquarters level that focus on standardization and integration.

TRUE

T/F Downstream strategies are focused on aligning workforce goals across all global locations with no local variation.

False — Downstream strategies focus on adapting strategies to local realities.

T/F Sharing of knowledge and experience is considered part of an upstream HR strategy.

TRUE

T/F Adjusting workplace policies to reflect local customs and legal requirements is an example of a downstream strategy.

TRUE

T/F Upstream strategies include local workforce agreements and policy adjustments.

False — Those are downstream strategies.

What is the main focus of upstream strategies in global HR? A) Employee feedback on local scheduling B) Regional marketing decisions C) Strategic alignment and standardization across the organization D) Locally negotiated compensation plans

C) Strategic alignment and standardization across the organization

Which of the following is an example of a downstream HR strategy? A) Creating a global onboarding program B) Setting enterprise-wide workforce alignment targets C) Adjusting break times to reflect cultural norms D) Defining corporate mission and values

C) Adjusting break times to reflect cultural norms

Upstream decisions are primarily made at which level of the organization? A) Departmental B) Regional C) Local D) Headquarters

D) Headquarters

Which of the following would be considered part of a downstream approach? A) Designing a global leadership training program B) Aligning recruitment strategy with enterprise goals C) Signing agreements with local labor unions D) Launching a centralized performance system

C) Signing agreements with local labor unions

What do upstream HR strategies help organizations achieve? A) Greater cultural flexibility B) Standardization and strategic coordination C) Local community relations D) Brand recognition at the regional level

B) Standardization and strategic coordination

T/F Identity alignment refers to how much diversity and local cultural differences are embraced in branding, products, and management.

TRUE

T/F Process alignment involves adjusting branding to suit local cultures.

False — That describes identity alignment. Process alignment refers to integrating operations like HR, IT, and finance.

T/F A company can have strong identity alignment and weak process alignment, or vice versa.

TRUE

T/F Using the same business performance metrics across all locations is an example of identity alignment.

False — That is an example of process alignment.

T/F One challenge of identity alignment is that too much localization may dilute the core brand identity.

TRUE

What does identity alignment focus on? A) Unifying software platforms B) Integrating financial systems C) Embracing diversity and cultural differences in branding and products D) Standardizing performance metrics

C) Embracing diversity and cultural differences in branding and products

Which of the following is a challenge of process alignment? A) Risk of losing brand identity B) Over-customization of product offerings C) Independent operations retaining original practices after acquisitions D) Cultural misalignment with consumers

C) Independent operations retaining original practices after acquisitions

What is an example of identity alignment in a global fast-food chain? A) Using one payroll system globally B) Providing the same menu in all countries C) Adapting menu items to reflect local cuisine D) Standardizing recruitment KPIs

C) Adapting menu items to reflect local cuisine

Which of the following best describes process alignment? A) Customizing HR policies to match each country’s culture B) Having separate systems for different business units C) Integrating HR and IT systems across global locations D) Letting each region operate fully independently

C) Integrating HR and IT systems across global locations

A key insight of the identity/process distinction is: A) They are always aligned in mature organizations B) One must always take priority over the other C) Organizations can have either or both types of alignment in different degrees D) They are primarily relevant only to marketing teams

C) Organizations can have either or both types of alignment in different degrees

T/F Offshoring refers to relocating a business process or production to another country.

TRUE

T/F A key benefit of offshoring is accessing lower labor and facility costs in another country.

TRUE

T/F “Follow the sun” is a strategy that uses time zone differences to allow continuous project work around the clock.

TRUE

T/F Rising wages in countries like India and China are increasing the cost-saving advantages of offshoring.

False — Rising wages reduce cost-saving advantages.

T/F Political fallout, quality issues, and IP loss are common risks of offshoring.

TRUE

T/F Access to talent in developing countries has improved due to increased investment in education and training.

TRUE

T/F “Round-the-clock shifts” refers to giving workers flexible hours in a single time zone.

False — It refers to offshore operations that operate 24/7 across time zones.

Which of the following best describes the "Follow the Sun" strategy? A) Employees working multiple jobs in different time zones B) Shifting work across global teams to maintain 24-hour productivity C) Using solar-powered tools in remote areas D) Limiting operations to daylight hours

B) Shifting work across global teams to maintain 24-hour productivity

Which of the following is not a typical reason for offshoring? A) Increased union membership abroad B) Lower facility and labor costs C) Access to favorable tax environments D) Financial incentives like cash payments and loans

A) Increased union membership abroad

What is a risk associated with offshoring? A) Lower overhead B) Cultural misalignment C) Reduced transit costs D) Improved supply chain visibility

B) Cultural misalignment

“Access to talent” refers to: A) Moving technical teams to headquarters B) Limiting job roles to senior management C) Tapping into scientific and tech expertise in developing countries D) Training domestic staff in new systems

C) Tapping into scientific and tech expertise in developing countries

Which of the following is an example of round-the-clock shifts? A) Local teams share shifts throughout the day B) 8-hour workdays in a single country C) Offshore teams enabling 24-hour customer service D) Alternating weekend schedules

C) Offshore teams enabling 24-hour customer service

Why is calculating offshoring cost savings becoming more complex? A) Decreased consumer demand B) Increased ethical standards C) Rising offshore wages and shipping costs D) Higher remote work adoption

C) Rising offshore wages and shipping costs

What is one example of process relocation through offshoring? A) Creating a new marketing strategy B) Hiring freelancers from home country C) Moving back-office operations to Thailand D) Conducting customer focus groups

C) Moving back-office operations to Thailand

T/F Global organizations use remote teams to leverage diverse perspectives and improve outcomes.

TRUE

T/F Misaligned goals and unclear expectations among remote teams are often due to poor communication.

TRUE

T/F Excessive communication is always beneficial for building trust in remote teams.

False — It can create fatigue and make teams feel micromanaged.

T/F Cross-cultural communication training can reduce misunderstandings and prepare leaders for site visits.

TRUE

T/F Site visits can help remote employees better understand local leadership, but offer little insight to leaders themselves.

False — Site visits provide valuable two-way understanding, including reflective knowledge for leaders

T/F HR professionals with a global mindset can adapt across cultures and help bridge differences.

TRUE

Which of the following is a common communication challenge for remote teams? A) Lack of interest in innovation B) Limited training budgets C) Time zones and language barriers D) Overreliance on in-person meetings

C) Time zones and language barriers

What is a primary purpose of conducting regular communications reviews with remote teams? A) To determine travel costs B) To automate all HR communications C) To ensure messages are engaging, inclusive, and effective D) To eliminate virtual meetings

C) To ensure messages are engaging, inclusive, and effective

Which strategy helps prepare leaders for site visits and reduces miscommunication across cultures? A) Weekly check-ins B) Language-only translation apps C) Cross-cultural communication and diversity training D) Increased pay incentives

C) Cross-cultural communication and diversity

One challenge of remote team engagement is: A) Lack of shared software B) Feelings of disconnection from leadership C) Frequent on-site interaction D) Oversupply of resources

B) Feelings of disconnection from leadership

What is a potential risk of over-communicating with remote teams? A) Time zone misunderstandings B) Increased innovation C) Perception of micromanagement D) Reduced platform access

C) Perception of micromanagement

Which of the following best illustrates the value of site visits to remote teams? A) Reduces onboarding time B) Ensures compliance with travel policies C) Builds trust, strengthens collaboration, and enhances mutual understanding D) Removes the need for cross-cultural training

C) Builds trust, strengthens collaboration, and enhances mutual understanding

What role does the Global Mindset competency play in managing remote teams? A) It guarantees language fluency B) It eliminates need for diversity training C) It enables HR professionals to adapt and bridge cultural differences D) It reduces salary gaps Back:

C) It enables HR professionals to adapt and bridge cultural differences

T/F HR plays a critical role in due diligence when an organization considers moving work across borders.

TRUE

T/F All cost-saving strategies automatically result in lower operational expenses when moving work globally.

False — Poor planning can introduce new costs that offset savings.

T/F HR should consider infrastructure, legal environments, and talent availability when assessing new locations.

TRUE

T/F Remote operations are generally easier to manage than domestic ones due to lower oversight needs.

False — Remote operations are harder to manage and require more oversight.

T/F Factors like political unrest, natural disasters, and IT security risks are part of HR’s due diligence process. Back:

TRUE

Which of the following factors is part of HR’s due diligence when moving work internationally? A) Team building activities B) Global advertising costs C) Talent pool and labor availability D) Marketing segmentation

C) Talent pool and labor availability

What is one possible unexpected cost of offshoring manufacturing work? A) Domestic consumer feedback B) Reduced brand recognition C) Rework expenses from quality issues D) Time zone differences

C) Rework expenses from quality issues

What should HR evaluate under the category of infrastructure during site assessment? A) Brand loyalty in the market B) Legal hiring quotas C) Transportation and energy systems D) Local product distribution

C) Transportation and energy systems

Which of the following is a risk-related concern HR must assess before relocating work internationally? A) Employee onboarding time B) Currency exchange volatility C) Marketing response time D) Compensation for local travel

B) Currency exchange volatility

Why is regulatory stability important when evaluating a new international site? A) It ensures consistent brand visuals B) It reduces variation in training practices C) It prevents unexpected changes in business conditions D) It improves sales forecasts

C) It prevents unexpected changes in business conditions

Which of the following would be most relevant when evaluating the ethical environment of a new work location? A) Local advertising regulations B) Leadership development programs C) Reputation of political and business communities D) Expansion of distribution facilities

C) Reputation of political and business communities

What HR-related global issue is typically addressed when moving work across borders? A) Product recalls B) Immigration and global job classifications C) Domestic team size D) Holiday scheduling

B) Immigration and global job classifications

T/F HR professionals must be familiar with immigration requirements to support global business functions

TRUE

T/F Immigration laws are typically stable and rarely impacted by political changes.

False — Immigration policy is volatile and often influenced by political leadership shifts.

T/F HR should regularly audit its own immigration practices and employee experiences to remain compliant.

TRUE

T/F Tracking employee visa status and location is unnecessary unless they are permanent residents.

False — HR must track visa details and employee locations for all globally mobile workers.

T/F Seeking legal counsel can help organizations avoid costly immigration mistakes.

TRUE

Why is tracking employee immigration status important for HR? A) It helps HR avoid hiring too many foreign workers B) It ensures performance reviews align with immigration timelines C) It allows HR to monitor visa limits, work locations, and compliance D) It determines benefit eligibility by department Back:

C) It allows HR to monitor visa limits, work locations, and compliance

What is one reason immigration laws frequently change in countries like the U.S. and U.K.? A) Changes in consumer spending B) Frequent changes in national leadership and political parties C) Climate and environmental shifts D) Employer demand for domestic labor

B) Frequent changes in national leadership and political parties

What is the best practice for HR if immigration law is unclear or complex? A) Delay action until clarity is available B) Ask the employee to research their own visa requirements C) Consult external legal counsel D) Contact the media for clarification Back:

C) Consult external legal counsel

What is a key benefit of conducting regular internal audits of immigration practices? A) Avoiding promotion delays B) Improving employer branding C) Identifying compliance gaps before external reviews D) Increasing wages for remote workers Back:

✅ C) Identifying compliance gaps before external reviews

Why should HR professionals stay connected to immigration policy updates? A) To ensure accurate project cost estimates B) To comply with rapidly changing global employment laws C) To schedule employee travel more efficiently D) To update company newsletters

B) To comply with rapidly changing global employment laws

When bringing in foreign talent, what must HR carefully manage? A) Vacation policy changes B) Employee lunch breaks C) Visa applications and legal work authorizations D) Marketing campaigns

C) Visa applications and legal work authorizations

T/F Global job classifications help HR apply consistent policies for hiring and compensation across international locations.

TRUE

T/F All countries use the same job titles and structures, so HR can apply a universal model without adjustments.

False — Job roles and hierarchies vary significantly across countries and organizations.

T/F A clear job-leveling system can eliminate redundancies and improve organizational effectiveness.

TRUE

T/F Once a global job classification system is implemented, there’s no need to revise it.

False — It should be revisited and refined as the organization grows or enters new regions.

T/F HR can choose to use standard industry job grades or build custom systems based on the company’s needs.

TRUE

Why is it important for HR to understand global job classifications? A) To facilitate fair workforce planning and compensation globally B) To align product marketing across regions C) To determine national holiday schedules D) To manage international travel budgets

A) To facilitate fair workforce planning and compensation globally

What is one benefit of implementing a job-leveling system in a global organization? A) Helps eliminate role redundancies B) Increases organizational complexity C) Reduces diversity initiatives D) Decreases hiring accountability

A) Helps eliminate role redundancies

What should HR evaluate when creating custom global job classifications? A) Local housing markets B) Branding guidelines C) Company holiday policy D) Skill level, compensation, and responsibility

D) Skill level, compensation, and responsibility

What happens if HR fails to revisit and update global job grading systems as the organization expands? A) Misalignment and inefficiencies may occur B) Turnover rates will decrease C) Roles will automatically align D) Job titles become more prestigious

A) Misalignment and inefficiencies may occur

Which of the following is not a direct purpose of using global job classifications? A) Improving organizational structure B) Establishing regional pricing strategies C) Supporting fair rewards and promotions D) Defining the value of roles across different countries

B) Establishing regional pricing strategies

T/F HR plays a strategic role in business travel by crafting policies that manage risk and support employee well-being.

TRUE

T/F A travel risk management plan should only focus on legal issues.

False — It should address legal, medical, and security risks.

T/F Duty of care includes ensuring employees and their families are supported before and during business travel.

TRUE

T/F Travel reviews are conducted before employees depart to ensure safety.

False — Travel reviews are conducted after travel to assess policy compliance and gather feedback.

T/F Compliance checks help ensure both the employee and the organization are meeting legal and policy requirements.

TRUE

What is one reason HR is increasingly involved in managing business travel? A) To book all travel arrangements B) To ensure employees always use first class C) To develop risk-aware and attractive travel policies D) To replace corporate security

C) To develop risk-aware and attractive travel policies

What is one reason HR is increasingly involved in managing business travel? A) To develop risk-aware and attractive travel policies B) To ensure employees always use first class C) To book all travel arrangements D) To replace corporate security

A) To develop risk-aware and attractive travel policies

What is typically included in the communication element of a travel risk management plan? A) Feedback from customers B) Timely updates and documentation before, during, and after travel C) Visa processing for family members D) Foreign exchange rate comparisons

B) Timely updates and documentation before, during, and after travel

Which of the following is an example of a legal consideration HR should include in a travel plan? A) Suggestions for hotel loyalty programs B) Required work permits or business visa types C) Best sightseeing spots D) How often employees should call home

B) Required work permits or business visa types

What does the duty of care principle require of employers? A) To ensure the safety and well-being of employees and accompanying family members B) To minimize how long employees spend abroad C) To assign each traveler a bodyguard D) To track employees through social media

A) To ensure the safety and well-being of employees and accompanying family members

What is the main goal of a post-travel review? A) To confirm policy compliance and gather improvement feedback B) To verify the traveler submitted a vacation request C) To ensure HR receives proper travel reimbursement D) To arrange the employee’s next travel destination

A) To confirm policy compliance and gather improvement feedback

T/F Travel orientation helps employees prepare for both the logistical and well-being aspects of a business trip.

TRUE

T/F Orientation sessions should only cover logistical details like flights and hotels.

False — They should also include medical, security, and behavioral expectations.

T/F Employees should receive information about emergency contacts and embassy locations for international travel.

TRUE

T/F Employees are not allowed to add personal travel to a business trip under any circumstances.

False — Some companies allow it, but expectations must be clearly communicated.

T/F HR should provide medical and wellness information to support employee health during travel.

TRUE

What is the main purpose of travel orientation for business travelers? A) To teach language basics for the destination country B) To prepare employees with information and well-being support C) To schedule leisure activities during the trip D) To track vacation days taken during the trip

b-To prepare employees with information and well-being support

What kind of logistics information should HR provide before a business trip? A) Performance review forms B) Local real estate listings C) Visa, passport, itinerary, and lodging details D) Personal travel budget worksheets

C) Visa, passport, itinerary, and lodging details

What kind of medical support should HR offer in travel orientation? A) Insurance, hospital info, and wellness resources B) Gym membership discounts at home C) Cooking classes and wellness retreats D) Free flu shots for coworkers

A- Insurance, hospital info, and wellness resources

Which of the following should be covered under the security briefing of travel orientation? A) Hotel room size B) Local embassy contacts and political conditions C) Tax filing processes D) Rental car upgrade programs

Local embassy contacts and political conditions

What should HR communicate under the expectations portion of a travel orientation? A) Time zone differences B) Guidelines for business attire only C) Acceptable behavior and performance expectations D) Personal travel is discouraged in all cases

C) Acceptable behavior and performance expectations

T/F A Center of Excellence (COE) is a team of specialists who support organizational improvement and strategy

TRUE

T/F A COE can only be established at the corporate level, not within individual departments.

False — COEs can exist at both organizational and departmental levels.

T/F COEs support functions like compensation, employee development, and labor relations.

TRUE

T/F The main purpose of a COE is to enforce compliance with federal labor audits.

False — While compliance is part of their role, their broader goal is strategic improvement.

T/F COEs help standardize processes, reduce delivery time, and improve operational efficiency.

TRUE

What is the primary purpose of a Center of Excellence (COE)? A) To conduct employee satisfaction surveys B) To develop strategic services and disseminate specialized knowledge C) To centralize payroll processing only D) To assign daily tasks to frontline staff Back:

B) To develop strategic services and disseminate specialized knowledge

Which of the following is a potential focus area for an HR COE? A) Sales forecasting B) Brand marketing strategy C) Employee development and training D) Office relocation planning

C) Employee development and training

How do COEs support continuous improvement in the organization? A) By issuing employee bonuses B) By tracking job titles C) By collecting information on reusable assets and process efficiency D) By automating vacation requests

C) By collecting information on reusable assets and process efficiency

Which of the following could be a responsibility of a COE focused on compensation? A) Leading customer service programs B) Planning payroll and incentive strategies C) Coordinating office events D) Overseeing supply chain logistics

B) Planning payroll and incentive strategies

What is one benefit of having multiple COEs across an organization? A) Reduces the need for specialized skills B) Ensures only top executives receive training C) Provides targeted expertise in various strategic areas D) Limits internal communication to HR only

C) Provides targeted expertise in various strategic areas

Which HR task is usually associated with a multidomestic corporation? A)Facilitating knowledge exchange throughout the organization B) Administering payroll and benefits C) Building a common corporate culture across all operations D) Coordinating HR activities between the home and host countries

D) Coordinating HR activities between the home and host countries

T/F In a polycentric approach, local subsidiaries operate with significant autonomy and use local practices.

TRUE

T/F A geocentric strategy prioritizes global consistency over local responsiveness.

TRUE

T/F In an ethnocentric model, strategic decisions and practices are decentralized to local subsidiaries.

False — Ethnocentric strategies centralize control at headquarters.

T/F Regiocentric organizations group countries by region and apply shared strategies across that region

TRUE

Which orientation gives headquarters the most control over policies and practices? A) Geocentric B) Regiocentric C) Ethnocentric D) Polycentric

C) Ethnocentric

Which strategy focuses on local autonomy and uses local compensation and business practices? A) Ethnocentric B) Geocentric C) Polycentric D) Regiocentric

C) Polycentric

A company that groups its global operations by region (e.g., Europe, Asia-Pacific) and coordinates strategy regionally follows which orientation? A) Regiocentric B) Ethnocentric C) Polycentric D) Geocentric

A) Regiocentric

Which orientation treats the world as a single, unified market and integrates talent and processes globally? A) Ethnocentric B) Polycentric C) Geocentric D) Regiocentric

C) Geocentric

In which orientation are subsidiaries most likely to promote their own goals over global ones? A) Geocentric B) Ethnocentric C) Regiocentric D) Polycentric Back:

D) Polycentric

T/F Global job classifications help ensure consistent role valuation across all countries in an organization.

TRUE

T/F Local job classifications are best for promoting global consistency in pay and promotions.

False — They can lead to inconsistency and inequity across regions.

T/F Using a standardized job framework supports fairness and comparability across locations.

TRUE

T/F Creating unique job structures for each country enhances alignment with global workforce strategies.

False — It fragments the job structure and hinders alignment.

What is one advantage of using global job classifications? A) Encourages country-specific pay models B) Creates unique job titles per location C) Allows consistent evaluation of roles across all regions D) Reduces the need for role clarity

C) Allows consistent evaluation of roles across all regions

Which of the following is a limitation of local job classifications? A) Encourages global benchmarking B) Ensures role transparency C) Makes it difficult to compare job value across countries D) Supports equal promotion timelines

C) Makes it difficult to compare job value across countries

Why might an organization choose to implement global job classifications? A) To increase regional customization of roles B) To simplify hiring for temporary roles only C) To align compensation and career paths internationally D) To reduce HR involvement in pay decisions

C) To align compensation and career paths internationally

What happens when an organization uses country-specific job classifications? A) Role definitions become more transferable B) Career advancement becomes more transparent C) Global consistency in pay and promotion is reduced D) Employee engagement increases

C) Global consistency in pay and promotion is reduced

T/F In an international strategy, the company develops strategy and products in its home country and exports them abroad.

TRUE

T/F A global strategy allows each country to fully develop its own independent products and processes.

False — That describes a multidomestic strategy.

T/F A transnational strategy integrates global coordination with local responsiveness.

TRUE

T/F Multidomestic organizations operate with high global integration and low local responsiveness.

False — It’s the opposite: low global integration, high local responsiveness.

A company that develops strategy and products in its home country but exports them globally is using what type of strategy? A) Transnational B) Multidomestic C) International D) Global

C) International

Which strategy emphasizes customizing products and strategies to fit each local market? A) Multidomestic B) Global C) International D) Transnational

A - Multidomestic

Which type of strategy treats the world as a single integrated market with standardized products and centralized control? A) International B) Global C) Transnational D) Multidomestic

B) Global

Which global strategy seeks to combine global efficiency with local responsiveness? A) Multidomestic B) International C) Global D) Transnational

D) Transnational

An organization with home-developed strategies that are used in foreign markets without much local input is operating under which model? A) Transnational B) International C) Multidomestic D) Regional

B) International

T/F In an ethnocentric orientation, headquarters retains decision-making power and expects subsidiaries to follow its policies.

TRUE

T/F A polycentric approach gives local subsidiaries more autonomy to adapt to cultural and business norms.

TRUE

T/F Ethnocentric strategies promote local talent and decision-making at the subsidiary level.

Ethnocentric strategies promote local talent and decision-making at the subsidiary level.

T/F In a polycentric strategy, there is a belief that each local market may require a different approach.

TRUE

Which orientation believes in “one best way” and typically applies home-country practices across all operations? A) Polycentric B) Regiocentric C) Ethnocentric D) Geocentric

C) Ethnocentric

In which strategy are local subsidiaries given autonomy to operate using their own practices and cultural understanding? A) Ethnocentric B) Polycentric C) Global D) Transnational

B) Polycentric

A company sends U.S. managers to run its Japanese office and uses U.S.-based HR policies. Which orientation does this reflect? A) Polycentric B) Geocentric C) Regiocentric D) Ethnocentric

D) Ethnocentric

Which strategy is more likely to develop products and services specifically for the local market? A) Ethnocentric B) Global C) Polycentric D) International

C) Polycentric

T/F In an ethnocentric approach, strategic decisions are made at headquarters and imposed on all subsidiaries.

TRUE

T/F A polycentric strategy gives local subsidiaries the freedom to operate independently and adapt to their markets.

TRUE

T/F A polycentric strategy gives local subsidiaries the freedom to operate independently and adapt to their markets.

TRUE

T/F Geocentric companies treat the world as a single, borderless market and integrate talent and ideas globally.

TRUE

T/F Polycentric and ethnocentric strategies are equally focused on local responsiveness.

False — Polycentric is locally responsive; ethnocentric is HQ-centered.

Which orientation assumes that the home-country way is the best way and applies it globally? A) Polycentric B) Regiocentric C) Ethnocentric D) Geocentric

C) Ethnocentric

Which orientation allows subsidiaries to act independently and adopt local practices and strategies? A) Geocentric B) Ethnocentric C) Polycentric D) Regiocentric

C) Polycentric

Which orientation treats the world as a single, integrated market and blends global consistency with local expertise? A) Regiocentric B) Ethnocentric C) International D) Geocentric

D) Geocentric

Which strategy uses a regional approach, grouping countries by geography and applying unified strategies within that group? A) Polycentric B) Regiocentric C) Ethnocentric D) Geocentric

B) Regiocentric

A company hires leaders from any country based on skill, not nationality, and integrates talent worldwide. Which orientation is this? A) Ethnocentric B) Polycentric C) Geocentric D) Regiocentric

C) Geocentric

In which orientation are management roles usually filled by people from the home country, even in foreign subsidiaries? A) Ethnocentric B) Polycentric C)Geocentric D) Regiocentric

A) Ethnocentric

T/F Globalization has enabled individuals, corporations, and nation-states to connect and operate farther, faster, deeper, and cheaper than ever before.

TRUE

T/F Technology has been a minor influence on globalization compared to politics.

False — Technology has been the primary driver of globalization.

T/F One impact of globalization is increased interaction with diverse ideas, cultures, and business practices.

TRUE

T/F Automation has reduced the need for efficiency in global organizations.

False — Automation has increased efficiency and adaptability.

T/F Globalization has increased the need for cross-cultural training in organizations.

TRUE

What does Thomas L. Friedman emphasize in his definition of globalization? A) The decline of national sovereignty B) The increasing cost of international operations C) The separation of global economies D) The rapid and widespread integration of markets, nations, and technologies

D) The rapid and widespread integration of markets, nations, and technologies

Which factor has been the primary driver of globalization according to the reading? A) Political policy B) International trade agreements C) Technological advancement D) Global education

C) Technological advancement

How has globalization affected communications in the workplace? A) Enabled collaboration across borders and increased the pace of work B) Limited companies to hiring within their own countries C) Slowed decision-making due to cultural barriers D) Replaced face-to-face meetings entirely

A) Enabled collaboration across borders and increased the pace of work

What is one major impact of globalization on diversity in organizations? A) Decreased need for training B)Increased interaction with different ideas and need for cross-cultural coaching C) Fewer cultural exchanges D) Greater emphasis on standardizing global values

B) Increased interaction with different ideas and need for cross-cultural coaching

How has automation changed work due to globalization? A) Decreased the need for machine learning B) Increased employee relocation C) Slowed response times during crises D) Enhanced efficiency and adaptability in changing environments

D) Enhanced efficiency and adaptability in changing environments

What is a mixed effect of increased competition due to globalization? A) Reduced access to new ideas B) Greater protectionism in global trade C) Both access to new markets and pressure on home-country wages D) Elimination of cross-border outsourcing

C) Both access to new markets and pressure on home-country wages

T/F The Bretton Woods Agreement in 1944 is considered the beginning of modern global commerce.

TRUE

T/F The Bretton Woods Agreement in 1944 is considered the beginning of modern global commerce.

TRUE

T/F Brexit was finalized in 2016 and had no effect on global markets or currencies.

False — It disrupted markets and caused the British pound to plummet.

T/F The introduction of smartphones began in the mid-1990s.

True — The first smartphone was introduced by Nokia in 1996.

T/F The GDPR, enacted in 2018, applied only to EU-based companies.

False — While enforced in the EU, it influenced global companies to change their data policies.

What global milestone happened in 1944 and is viewed as the start of modern global commerce? A) Formation of LinkedIn B) Bretton Woods Agreement C) Introduction of Google Translate D) Fall of the Berlin Wall

B) Bretton Woods Agreement

What key event in 1989 contributed to the expansion of free market economics? A) GDPR passed B) Google Translate launched C) Fall of the Berlin Wall D) Google Maps launched

C) Fall of the Berlin Wall

What major global tech development happened in 1984? A) Launch of Google Maps B) Introduction of Nokia's smartphone C) Apple introduced the Macintosh personal computer D) Posting of the first web page

C) Apple introduced the Macintosh personal computer

In what year did the Euro replace most EU member currencies? A) 1994 B) 2002 C) 1990 D) 2012

B) 2002

Which group of technologies and platforms emerged between 2003–2005, accelerating global interconnection? A) Spotify, Instagram, Twitter B) LinkedIn, YouTube, Facebook, iPhone C) PayPal, Uber, TikTok D) WhatsApp, Reddit, Zoom

B) LinkedIn, YouTube, Facebook, iPhone

Which development in 2012 marked a turning point in global investment? A) Brexit vote B) Google Translate launched C) Developing economies received more FDI than developed countries D) TPP signed

C) Developing economies received more FDI than developed countries

What 2016 event disrupted EU membership and global markets? A) GDPR B) Brexit referendum C) Launch of Google Maps D) Apple iPhone launch

B) Brexit referendum

What was the impact of the 2018 GDPR regulation? A) Restricted internet access in the EU B) Only applied to government websites C) Influenced global data privacy policies across many organizations D) Shut down Facebook across Europe

C) Influenced global data privacy policies across many organizations

T/F Global crises often show how events in one part of the world can ripple across to other regions due to global interconnectivity.

TRUE

True/False Flashcard Front: ✅ A pandemic, unlike an epidemic, remains limited to one specific geographic region.

False — A pandemic spreads across multiple countries and continents, potentially affecting millions.

True/False Flashcard Front: ✅ Climate change effects stop at political borders, allowing countries to avoid global impact if desire

False — Climate change does not recognize borders and affects the entire global system.

True/False Flashcard Front: ✅ Government power changes can lead to global disruption, especially when policies shift quickly without coordination.

TRUE

True/False Flashcard Front: ✅ Government power changes can lead to global disruption, especially when policies shift quickly without coordination.

False — HR is deeply affected by these global events across various areas of workforce management.

What made the 2009 global recession particularly impactful worldwide? A) Its origin in Asia B) Simultaneous global stock market crashes C) The interconnected nature of global financial markets and trade

What made the 2009 global recession particularly impactful worldwide? A) The interconnected nature of global financial markets and trade B) Simultaneous global stock market crashes C) Its origin in Asia D) Rising oil prices and agricultural disruptions

A) The interconnected nature of global financial markets and trade

Why is climate change considered a global crisis with broad impact? A) Because it only affects tropical regions B) Because its effects are confined to the northern hemisphere C) Because its environmental impacts cross borders and require collective global responses D) Because developed countries are not affected

C) Because its environmental impacts cross borders and require collective global responses

What defines a pandemic, according to the World Health Organization? A) A health threat localized to a specific country B) A widespread contagious illness affecting multiple countries and potentially millions of people C) A rapid increase in disease affecting only developing countries D) A seasonal illness that reoccurs in one region

B) A widespread contagious illness affecting multiple countries and potentially millions of people

How can changes in governmental power create global disruption? A) By reinforcing previous trade agreements B) Through slow and measured policy adjustments C) By rapidly enacting new economic, trade, or immigration policies without international coordination D) By increasing investment in local infrastructure

C) By rapidly enacting new economic, trade, or immigration policies without international coordination

How do global crises such as climate change and political shifts often interact? A) They never overlap B) One crisis can trigger or intensify another, such as climate effects influencing political change C) They operate in completely separate spheres D) They are always planned and anticipated

B) One crisis can trigger or intensify another, such as climate effects influencing political change

T/F HR must distinguish between global trends and short-term events when analyzing global forces.

TRUE

T/F Global forces such as climate change or economic shifts affect all regions and industries in exactly the same way.

False — Global forces may be felt differently depending on cultural, industrial, and geographic context.

T/F The PESTLE model helps categorize global forces but does not show how those forces are interconnected.

True — PESTLE is useful, but HR must also look at how those categories interact.

T/F Social networks and the popularity of LinkedIn are examples of long-term global forces on the same scale as climate change.

False — Social network platforms may be trends or tools, but not all have long-term global force impact.

T/F HR must assess how global forces affect not just the company as a whole, but also each region or subsidiary differently.

TRUE

What should HR professionals consider when analyzing global forces? A) The scale, relevance, and interconnection of each force B) Which platform is trending on social media C)Only economic conditions D) That all trends impact all regions equally

A) The scale, relevance, and interconnection of each force

Which framework is commonly used to categorize global forces? A) SWOT B) PESTLE C) SMART D) RACI

B) PESTLE

Why must HR look beyond individual global events when building strategy? A) Events rarely repeat themselves B) All global forces are temporary C) Forces are often connected and influence multiple organizational areas D) HR should only react after the fact

C) Forces are often connected and influence multiple organizational areas

How can global warming be best understood in an HR/global business context? A) As a purely environmental issue with no business relevance B) As a political issue that only affects governments C) As an interconnected force that affects environmental, social, legal, and economic factors D) As a local trend limited to coastal countries

C) As an interconnected force that affects environmental, social, legal, and economic fac

Why is it important to understand how global forces affect different parts of the organization differently? A) Because subsidiaries never face the same issues as HQ B) Because HR must take a uniform approach to global challenges C) Because only head office is impacted by globalization D) Because the effects can vary depending on region, industry, and culture

D) Because the effects can vary depending on region, industry, and culture

T/F A global organization must be a large multinational corporation to be considered truly global.

False — A global organization can be large or small, and include nonprofits, agencies, or firms involved in international trade.

T/F Global organizations benefit from a workforce that brings diverse perspectives and processes.

TRUE

T/F Global integration tends to reduce innovation across global teams.

False — Globally integrated organizations are often more innovative.

T/F A global organization is defined only by physical location in multiple countries.

False — It also requires leveraging diversity, a unified identity, and global strategy.

T/F A clear, unified organizational identity is one characteristic of a successful global enterprise.

TRUE

Which of the following is not required to define an organization as global? A) Physical dispersion across multiple countries B) A global strategy that leverages diversity C) Unified organizational identity D) Minimum of 10,000 employees

D) Minimum of 10,000 employees

What is one strategic benefit of having a global workforce? A) Uniformity in decision-making B) Cost savings through automation C) Innovation through diverse perspectives and learning D) Centralized headquarters authority

C) Innovation through diverse perspectives and learning

According to Kyle Lundby in Going Global, which of the following is a component of a successful global organization? A) Leveraging diversity as a strategic objective B) Separate brand identities by region C)High turnover rates in local markets D) Operating only in developed countries

A) Leveraging diversity as a strategic objective

Which of the following best describes a global organization’s mindset? A) Focused entirely on home-country operations B) Expanding for cost reduction only C) Globally self-aware and leveraging diversity for defined success D) Primarily concerned with regional trade

C) Globally self-aware and leveraging diversity for defined success

Why do global organizations often establish research centers in multiple countries? A) To simplify logistics B) To replace local employees C) To contribute diverse insights and increase global competitiveness D) To reduce taxes through offshoring

C) To contribute diverse insights and increase global competitiveness

T/F Global HR professionals are responsible for helping the organization align its HR processes with global strategic goals.

TRUE

T/F Cultural and legal contexts are typically the same across countries, so HR doesn’t need to adjust processes much.

False — HR must adapt processes to local legal and cultural frameworks.

T/F A key role of global HR is enhancing communication between the organization and its global stakeholders.

TRUE

T/F Global HR professionals should avoid consulting with legal counsel or local experts when implementing policy.

False — Consulting legal and local experts is recommended due to regional complexity.

T/F One of the strategic roles of global HR is to foster knowledge exchange and integration across regions

TRUE

What is one of the strategic responsibilities of a global HR professional? A)Aligning HR practices with the organization’s global strategy B) Implementing cost-cutting in all international offices C) Limiting knowledge sharing to protect headquarters’ contro D) Eliminating cultural differences across regions

A)Aligning HR practices with the organization’s global strategy

Why is it important for global HR professionals to adapt HR processes locally? A) To maintain consistent global branding B) To make international travel easier C) To ensure legal and cultural compliance in each region D) To reduce communication among teams

C) To ensure legal and cultural compliance in each region

Which activity is part of the HR function's role in global strategic management? A) Setting domestic-only labor policies B) Avoiding cultural integration C) Attracting and retaining talent aligned with global goals D) Delegating legal concerns solely to finance

C) Attracting and retaining talent aligned with global goals

How can global HR help increase knowledge exchange across the organization? A) Encourage complete autonomy of each location B) Create integrated communication processes and shared platforms C) Implement rigid top-down communication only D) Limit stakeholder interaction

B)Create integrated communication processes and shared platforms

What is a helpful step for HR when interpreting legal advice related to global employment law? A) Only ask for summaries B) Rely solely on past experiences C) Conduct preliminary research on local laws D) Delay compliance action until litigation arises

C) Conduct preliminary research on local laws

T/F A strategic-systematic approach views global assignments as long-term investments that develop future leaders.

TRUE

T/F A tactical-reactive approach typically includes structured leadership development and global knowledge sharing.

False — That describes a strategic-systematic approach.

T/F Organizations using a global strategy often select high-potential managers for international assignments.

TRUE

T/F Failure to implement a staffing policy before entering the global marketplace can complicate assignment decisions.

TRUE

T/F A purely tactical approach to global assignments may increase the failure rate of those assignments.

TRUE

What is a key characteristic of a strategic-systematic approach to global assignments? A) Sending employees abroad to fix immediate issues B) Avoiding coordination between home and host operations C) Choosing random employees for overseas assignments D) Developing leaders with global perspectives for the long term

D) Developing leaders with global perspectives for the long term

Which of the following would most likely indicate a tactical-reactive approach to global assignments? A) Assignments aimed at career development B) Selection of top talent for global roles C) Assignments performed reactively as issues arise D) Integration of values and culture across subsidiaries

C) Assignments performed reactively as issues arise

Organizations with a transnational (global) strategy typically: A) Limit assignments to urgent problem-solving only B) Avoid investing in long-term talent development C) Use various assignment types and choose high-potential leaders D) Select employees randomly to test global readiness

C) Use various assignment types and choose high-potential leaders

What is one benefit of having a core staffing policy before entering global markets? A) Simplifies staffing and assignment decisions B) Guarantees project completion C)Reduces the need for cross-cultural training D) Avoids the use of local employees

A) Simplifies staffing and assignment decisions

T/F The traditional concept of an expatriate always involved long-term assignments initiated by the employer.

TRUE

T/F The term "expat" now broadly refers to anyone living and working in a country where they are not a citizen, regardless of assignment type.

TRUE

T/F Technology has made global assignments more isolating than in the past.

False — Technology has made communication easier, reducing isolation.

T/F International assignees typically move their families and stay in a host country for less than three years.

TRUE

T/F The use of short-term, flexible global assignments is declining due to the dominance of traditional expat models

False — Organizations are increasingly using newer, more flexible assignment types.

What is one reason the traditional image of an expat has changed over time? A) Decrease in global mobility B) Growth of technology and communication tools C) Elimination of international roles D) Permanent immigration laws

B) Growth of technology and communication tools

Who are "globalists" in the context of global assignments? A) Employees hired locally for domestic roles B) Employees who work remotely from their home countries C) Employees who spend their entire careers moving from one international assignment to another D) Executives assigned to their home offices

C) Employees who spend their entire careers moving from one international assignment to another

What type of assignee regularly crosses country borders for work but does not relocate permanently? A) International assignee B) Local hire C) Commuter D) Just-in-time expatriate

C) Commuter

Which assignment type refers to contract workers hired for a single overseas assignment? A) Just-in-time expatriate B) Short-term assignee C)Globalist D) Local hire Back:

A)Just-in-time expatriate

What best defines a short-term assignee? A) Someone working abroad for over three years B) Someone living abroad indefinitely without employment C) Someone on assignment for less than one year, often without moving family D) Someone who commutes weekly across regions

C) Someone on assignment for less than one year, often without moving family

T/F Global assignments should be viewed as a process that supports broader business and leadership strategies.

TRUE

T/F The success of an international assignment depends solely on the employee’s functional expertise.

False — Success also depends on legal, cultural, family, logistical, and health/safety factors.

T/F Language and cross-cultural training should be offered only to the employee, not the family.

False — Training should be provided to the whole family.

T/F Organizations should plan for repatriation with the same care as expatriation.

TRUE

T/F A realistic selection process involves communicating both the challenges and the benefits of the assignment.

TRUE

Why is it important to view global assignments as a process rather than an activity? A) It simplifies tax paperwork B) It ensures more legal oversight C) It speeds up onboarding Back: D) It connects the assignment to the organization’s strategic goals

D)It speeds up onboarding Back:

What should organizations do to reduce risks associated with global assignments? A) Skip destination-specific research B) Focus only on compensation negotiations C) Assess health, security, and legal risks in advance D) Delay planning until arrival

C) Assess health, security, and legal risks in advance

What should be avoided during the assignment candidate selection process? A) Assessing communication skills B) Involving prior repatriates C) Turning the process into a sales pitch D) Allowing the family to meet with HR

C) Turning the process into a sales pitch

Why should organizations plan for repatriation in advance? A) So the employee can return sooner B) To retain the employee and protect the organization’s investment C) To reduce flight costs D) To keep international payroll systems running

B) To retain the employee and protect the organization’s investment

What is an effective way to prepare candidates for the realities of a global assignment? A) Limit contact with past assignees B) Provide only job-specific training C) Encourage conversations with repatriated assignees D) Only discuss the assignment’s benefits

C) Encourage conversations with repatriated assignees

T/F Managers sending employees on international assignments should understand the cultural dimensions of the host country.

TRUE

T/F Understanding a job’s objectives and how the host country may impact them is unnecessary if the employee is highly skilled.

False — Assignment location can significantly impact job function and objectives.

T/F False — Assignment location can significantly impact job function and objectives.

TRUE

T/F Only HR professionals need to understand potential problem areas with international assignments.

False — Managers also need to anticipate and plan for these issues.

T/F Knowing essential developmental experiences helps managers assign the right candidates for global roles.

TRUE

According to Schell and Solomon, managers should understand which of the following when making global assignments? A) How the assignment location may affect job function B) The employee’s birth city C) Local vacation spots D) The employee’s favorite cuisine

A) How the assignment location may affect job function

Why is it important for managers to understand the cross-cultural adjustment process? A) So they can speed up relocation timelines B) To remove the need for language training C) To anticipate and support the emotional experiences of the assignee D) To approve more leave time

C) To anticipate and support the emotional experiences of the assignee

What should managers know about the countries to which they are sending assignees? A) The cost of souvenirs B) Currency exchange rates only C) As much as possible about culture, risks, and adjustment challenges D) Only the company’s market share there

C) As much as possible about culture, risks, and adjustment challenges

Cultural dimensions are important for managers to understand because: A) They affect how cultures view life and work B) They define office dress codes C) They determine the price of labor D) They limit business travel

A) They affect how cultures view life and work

Which of the following is an area managers should understand to support a successful global assignment? A) Local climate preferences B) Fashion trends C) Potential assignment-related problem areas D) Social media popularity

C) Potential assignment-related problem areas

T/F Cross-cultural training for the assignee and their family should be required to help reduce the risk of assignment failure.

TRUE

T/F Repatriation planning should begin at least one year before the end of the assignment.

TRUE

T/F Fluency in the host language and technical skills are sufficient criteria for international assignment selection.

False — Additional traits like flexibility and adaptability should also be evaluated.

T/F Debriefing after international assignments should begin once the employee has fully reintegrated at home.

False — Debriefing should begin before and immediately upon return.

T/F International assignment policies should include support for ethics and social responsibility.

TRUE

What additional criteria should be evaluated when selecting candidates for global assignments? A) Local culinary knowledge B) Social media presence C) Flexibility and adaptability D) Driver’s license type

C) Flexibility and adaptability

When should repatriation planning begin? A) One month after the assignment ends B) After the final performance review C) Before departure and at least one year before the end of the assignment D) When the assignee requests it

C) Before departure and at least one year before the end of the assignment

What is the purpose of post-assignment debriefing? A) To compare salary levels B) To collect learning for future global programs C) To evaluate return airfare costs D) To determine promotion speed

B) To collect learning for future global programs

What role does cross-cultural training play in international assignments? A) Helps reduce relocation costs B) Increases demand for expatriates C) Manages expectations and improves adjustment D) Replaces language education

C) Manages expectations and improves adjustment

Why should international assignment management programs address ethics and social responsibility? A) To impress local governments B) To comply with head office rules C) To tie ethical behavior to accountability and support local communities D) To reduce tax liability

C) To tie ethical behavior to accountability and support local communities

T/F The primary purpose of the global assignee assessment and selection process is to ensure the right people are in the right places at the right time.

TRUE

T/F It is inappropriate to involve the candidate’s family in the selection process for international assignments.

False — Involving family members can be helpful if legally permissible and appropriate.

T/F A thorough selection process should include both data analysis and multiple rounds of interviews, if needed.

TRUE

T/F Only the host-country manager needs to be involved in the candidate assessment process.

False — Both home- and host-country managers should be involved.

T/F Using various tools and methods for data gathering improves the accuracy of the selection process.

TRUE

What is a primary purpose of the assessment and selection process for global assignees? A) To place the right people in the right roles at the right time B) To fill gaps in domestic job markets C) To comply with visa laws D) To reduce relocation costs

A) To place the right people in the right roles at the right time

What is one activity listed in the global assessment process? A) Reassigning budget codes B) Ignoring input from home-country managers C) Creating a global assignee talent pool D) Completing expense reimbursements

C) Creating a global assignee talent pool

Involving a candidate’s family in the global assignment selection process is: A) Required by international law B) Always discouraged C) Recommended if appropriate and legally permissible D) Only relevant after the assignment starts Back:

C) Recommended if appropriate and legally permissible

What step typically follows interviews and survey completion in the selection process? A) Scheduling vacation time B) Analyzing the data collected C) Transferring tax documents D) Moving the candidate abroad

B) Analyzing the data collected

Who should be included in the assessment process for international assignment selection? A) Only the finance team B) Only the board of directors C) Home- and host-country managers, candidates, and vendors D) The candidate’s personal friends

C) Home- and host-country managers, candidates, and vendors

T/F The letter of assignment outlines compensation, benefits, business expectations, and legal obligations.

TRUE

T/F

T/F A candidate should only consider salary when deciding to accept an international assignment

False — The candidate should also consider career growth, location, family needs, and learning opportunities.

T/F Organizations must perform a cost-benefit analysis before finalizing a global assignment.

TRUE

T/F It is not necessary to include the assignee in the planning process once the selection is made.

False — The assignee plays an active role in the decision-making process.

T/F A letter of assignment is usually a memorandum of understanding (MoU).

TRUE

What is the purpose of the letter of assignment in a global assignment plan? A) To define office dress code in the host country B) To clarify business expectations, compensation, and legal requirements C) To outline vacation policies for the expat’s family D) To schedule the employee’s return flight

B) To clarify business expectations, compensation, and legal requirements

Which of the following is an important part of the candidate's evaluation process for an international assignment? A) Office parking availability B) Proximity to luxury shopping C) Family support, career growth, and financial incentives D) Local movie theater schedules

C) Family support, career growth, and financial incentives

What should be included in a global assignment plan? A) Stock purchase options B) Future promotional campaigns C) Assignment expectations and support agreements D) Personal travel preferences

C) Assignment expectations and support agreements

Why is return on investment (ROI) analysis increasingly important for global assignments? A) It helps build larger relocation teams B) It determines how long the assignment will last C) It allows tax deductions for travel expenses D) It justifies the costs and evaluates the assignment’s business impact

Which of the following would most likely lead a candidate to reject an international assignment? A) Presence of development opportunities B) Strong local HR support C) Lack of family accommodations or career disruption for a spouse D) Availability of pre-departure training

C) Lack of family accommodations or career disruption for a spouse

T/F Pre-departure preparation should ensure that both the assignee and their family have practical knowledge for living in the host country.

TRUE

T/F Security briefings are optional and generally not necessary unless the employee requests the

False — They are a requirement, especially for assignments in high-risk regions.

T/F Cross-cultural counseling should only be provided after the employee arrives in the host country.

False — It should begin before and continue during the assignment.

T/F Visa and work permit delays can affect the assignment timeline if not planned for in advance.

TRUE

T/F Organizations are typically responsible for ensuring compliance with visa and permit requirements.

TRUE

What is one primary goal of the pre-departure preparation stage? A) To finalize vacation plans B) To identify housing options back home C) To evaluate other assignees’ performance D) To provide survival skills and practical knowledge for the assignee and family

D) To provide survival skills and practical knowledge for the assignee and family

What is the purpose of a security briefing in global assignments? A) To prepare employees for vacation B) To educate the family about currency exchange C) To address personal safety and protect the organization’s assets D) To determine company branding requirements

C) To address personal safety and protect the organization’s assets

Why are visas and work permits critical in pre-departure planning? A) They determine which projects the assignee will manage B) They allow the assignee to bring pets C) They authorize legal employment and have expiration requirements D) They guarantee relocation reimbursement

C) They authorize legal employment and have expiration requirements

What should a cross-cultural counseling program include? A) Primarily hotel booking services B) Cultural awareness, business norms, and family relocation issues C) Only country-specific tax policies D) Training on setting up social media accounts abroad

B) Cultural awareness, business norms, and family relocation issues

If third-party vendors are not used, what should the organization prepare before the assignee departs? A) A relocation celebration B) A real estate comparison report C) A comprehensive pre-departure checklist D) A background check on host-country HR Back:

C) A comprehensive pre-departure checklist

T/F Cross-cultural counseling should occur only after the employee has moved to the host country.

False — It should begin before and continue during the assignment.

T/F Obtaining a visa or work permit is the responsibility of the employee, not the organization.

False — The organization must ensure compliance and typically covers sponsorship expenses.

T/F The honeymoon phase of an assignment is often filled with excitement and high levels of support

TRUE

T/F Reverse culture shock can be just as challenging as adjusting to the original host country.

TRUE

T/F One of HR’s roles during an international assignment is to help coordinate host-country financial services like bank accounts and credit cards.

TRUE

What is the primary goal of pre-departure preparation for assignees and their families? A) Gaining practical knowledge and survival skills B) Securing international real estate C) Mastering the host country’s political system D) Memorizing company bylaws

A) Gaining practical knowledge and survival skills

What are the two major topics covered in a required security briefing for international assignments? A) Health insurance and tax withholding B) Business card formatting and local slang C) Personal safety and threats to the organization D) Flight options and time zone adjustments

C) Personal safety and threats to the organization

During which cultural adjustment phase do support systems recede and dissatisfaction often increases? A) Mastery B) Honeymoon C) Culture Shock D) Adjustment

C) Culture Shock

Which of the following is included in HR's on-assignment support checklist? A) Filing for divorce in the host country B) Coordinating school admission for local children C) Planning annual company retreats D) Assisting with tax payments and reporting

D) Assisting with tax payments and reporting

What does the Mastery phase of the cultural adjustment process represent? A) The start of culture shock B) The end of the assignment C) Full cultural integration and comfort D) Repatriation preparation

C) Full cultural integration and comfort

What is one reason cross-cultural counseling is critical before departure? A) To help the assignee understand business norms, family issues, and cultural dynamics B) To ensure company branding is followed abroad C) To set up offshore investments D) To manage expense reimbursement

A) To help the assignee understand business norms, family issues, and cultural dynamics

When should HR begin active repatriation efforts for an international assignee? A) Upon employee request B) One week before departure C) At least six months before the end of the assignment D) Only after they return home

At least six months before the end of the assignment

T/F Repatriation is the process of integrating an employee into the new host country environment.

False — Repatriation is reintegration back into the home country.

T/F Redeployment always involves returning to the home country.

False — Redeployment could involve moving to another international location or even staying in the host country in a new role.

T/F Reverse culture shock is a real challenge for many repatriated employees.

TRUE

T/F Repatriated employees often bring back valuable global insights that benefit the organization.

TRUE

T/F A lack of a repatriation plan may make the transition home as difficult as adjusting to the host country was initially.

TRUE

What is a key focus during the repatriation process? A) Learning the language of the host country B) Adjusting to a new job and home culture back in the home country C) Teaching local customs to expats abroad D) Applying for a new passport

B) Adjusting to a new job and home culture back in the home country

What does redeployment involve? A) Canceling the assignment early B) Transferring all HR data back to corporate C) Assigning the employee to a new role in any location D) Returning the employee to the original job in the host country

C) Assigning the employee to a new role in any location

Which of the following is often a missed opportunity during assignment completion? A) Hosting a farewell party B) Reviewing vacation balances C) Leveraging the repatriated employee’s international knowledge D) Issuing new ID badges

C) Leveraging the repatriated employee’s international knowledge

What is one way organizations can ease the repatriation process? A) Provide counseling and logistical support B) Require the employee to self-fund the move C)Offer a salary decrease D) Reduce paid time off

A) Provide counseling and logistical support

Which of the following may result from poor repatriation planning? A) Reduced cultural fluency B) Immediate productivity C) A smooth return home D) An adjustment cycle similar to initial host-country arrival

D) An adjustment cycle similar to initial host-country arrival

T/F A strategic-systematic approach to global assignments focuses on long-term talent development. Back:

TRUE

T/F Tactical-reactive assignment strategies are proactive and develop leadership pipelines.

False — They are short-term and reactive, not leadership-focused.

T/F Developing future executives with global experience is a key feature of a strategic-systematic approach.

TRUE

T/F A tactical-reactive approach treats global assignments as long-term career opportunities.

False — Tactical approaches treat assignments as short-term fixes.

T/F Organizations that use strategic-systematic assignment planning are less likely to experience assignment failures.

TRUE

Which of the following is a hallmark of the strategic-systematic approach to global assignments? A) Developing future global leaders B) Prioritizing temporary staffing over development C) Filling urgent roles without a formal plan D) Avoiding international relocation due to cost

A) Developing future global leaders

What best describes a tactical-reactive approach to global assignments? A) Assignments are aligned with long-term business strategy B) Cross-cultural learning is emphasized for all roles C) HR responds to issues as they arise without proactive planning D) Candidates are selected years in advance

C) HR responds to issues as they arise without proactive planning

In a strategic-systematic model, global assignments are seen as: A) A budgeting challenge B) Opportunities for short-term outsourcing C) Investments in organizational and leadership development D) Compliance obligations

C) Investments in organizational and leadership development

Which of the following actions is most consistent with a tactical-reactive strategy? A) Building a global leadership bench B) Randomly deploying talent as problems appear C) Implementing succession planning across regions D) Using assignments to cultivate global mindset

B) Randomly deploying talent as problems appear

An organization that selects high-potential leaders for international roles and tracks their growth over time is likely using what type of approach? A) Cost-cutting B) Tactical-reactive C) Strategic-systematic D) Project-based

C) Strategic-systematic

Near-shoring

Practice of contracting a part of business processes or production to an external company in a country that is relatively close (for example, within the same own region).

Multinational enterprises (MNEs)

Organizations that own or control production or service facilities in one or more countries other than the home country.

Assignees

EMPLOYEES WHO WORK OUTSIDE THEIR HOME COUNTRIES

Process alignment

Extent to which underlying operations such as IT, finance, or HR integrate across locations.

Outsourcing

Process by which an organization contracts with third-party vendors to provide selected services/activities instead of hiring new employees.

Identity alignment

Extent to which diversity is embraced in management of people, products/services, and branding.

Local responsiveness (LR)

GLOBALIZATION STRATEGY THAT EMPHIZIZES ADAPTING TO THE NEEDS OF LOCAL MARKETS AND ALLOWS SUBSIDIERIES TO DEVELOPE UNIQUE PRODUCTS, STRUCTURES AN SYSTEMS

GLOBALIZATION

Status of growing interconnectedness and interdependency among countries, people, markets, and organizations worldwide.

Global integration (GI)

Globalization strategy that emphasizes consistency of approach, standardization of processes, and a common corporate culture across global operations.

Repatriation

Process by which employees returning from international assignments reintegrate into their home country’s culture, conditions, and employment.

Redeployment

Process by which an organization moves an employee out of an international assignment; can involve moving back to the home country, moving to a different global location, or moving to a new location or position in the current host country.

Onshoring

Relocation of business processes or production to a lower-cost location inside the same country as the business.

Managing a Global Workforce Flashcards

(405 cards)