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MGT-434 Final Exam with Verified Solutions Transnational representation Correct Ans-reflects the multinational composition of a company's managers. Global participation does not necessarily ensure that each country is providing managers to the company's ranks

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  • January 1, 2025
  • 37
  • 2024/2025
  • Exam (elaborations)
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  • mgt 434 final exam with verified solutions

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MGT-434 Final Exam with Verified
Solutions
Transnational representation Correct Ans-reflects the multinational composition of a
company's managers. Global participation does not necessarily ensure that each country is
providing managers to the company's ranks.



Transnational process Correct Ans-refers to the extent to which the company's planning and
decision-making processes include representatives and ideas from a variety of cultures.

This attribute allows for diverse viewpoints and knowledge associated with different cultures,
increasing the quality of decision making.



One of the major problems in managing expatriate managers Correct Ans-is determining
which individuals in the organization are most capable of handling an assignment in a different
culture



Must have__________ __________ in the area of operations or they won't be able to earn the
respect of subordinates. This competence is used to decide who will be sent on overseas
assignments even though multiple skills may be necessary for successful performance
Correct Ans-technical competence




Self-dimension Correct Ans-the skills that enable a manager to maintain a positive self-image
and psychological well-being

,Relationship dimension Correct Ans-the skills required to foster relationships with the host-
country nationals



Perception dimension Correct Ans-- those skills that enable a manager to accurately perceive
an evaluate the host environment



One of the most troublesome aspects of managing expatriates Correct Ans-is determining the
compensation package.



balance sheet approach Correct Ans-this entails developing a total compensation package that
equalizes the purchasing power of the expatriate manager with that of employees in similar
positions in the home country and provides incentives to offset the inconveniences incurred in
the location



Cost-of-living allowances Correct Ans-are payments that offset the differences in
expenditures on day-to-day necessities between a host country and a parent country.Allowances
are often offered to make an expatriate assignment less unattractive



Communication Correct Ans-refers to the extent to which the expatriate receives information
and recognizes changes while abroad.

The closer the contact with the home organization while abroad, the more proactive, effective,
and satisfied the expatriate will be upon reentry



Validation Correct Ans-refers to the amount of recognition received by the expatriate upon
return home.

,Expatriates who receive recognition from their peers and their bosses for their foreign work and
their future potential contribution to the company have fewer troubles with reentry compared
with those who are treated as if they were "out of the loop."



Traditional activities Correct Ans-Such as performance management, training, recruiting,
selection, compensation, and employee relations are the nuts and bolts of HRM.

These have moderate strategic value because they often form the practices and systems to ensure
strategy execution.



Transformational activities Correct Ans-- create long-term capability and adaptability for the
firm



These activities comprise the greatest strategic value for the firm Correct Ans-traditional and
transformational



Customer orientation step 3 Correct Ans-Technologies

- •Training and development opportunities ensure they are continually increasing their human
capital and thus providing increased value to the company.



Step 1 for the Basic Process for HR strategy Correct Ans-1. Scan the external environment:



- Scan the external environment to determine the trends or events that might have an impact on
the organization (e.g. future talent shortage, increasing immigrant population, aging of the
workforce)

, audit approach Correct Ans-focuses on reviewing the various outcomes of the HRM
functional areas and attempts to place a dollar value on human resources as if they were physical
resources.



Key indicators of Compensation function: Correct Ans-•Per capita (average) merit increases

•Percentage of overtime hours to straight time



Analytic Approach Correct Ans-- Estimates the financial costs and benefits resulting from an
HRM practice

o Human resource accounting

o Utility analysis

- Uses analytic date to increase organizational effectiveness



Human Resource Accounting Correct Ans-This approach attempts to place a dollar value on
human resources as if they were physical resources (like plant and equipment) or financial
resources (like cash).

The approach includes capitalization of salary, net present value of expected wage payments, and
returns on human assets and human investments



Capitalization of salary Correct Ans-Certain labor is allowed to be capitalized and spread out
over time. This is typically labor that is identified as directly related to the construction,
assembly, installation or maintenance of capitalized assets

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