Question : 101.Home-country managers’ performance appraisals may be biased by: A. distance and by : 1299533

101.Home-country managers’ performance appraisals may be biased by:  

A. distance and by their own lack of experience of working abroad.

B. poor networking skills.

C. lack of technological know-how.

D. learning effects.

E. taking hard variables as well as soft variables into consideration.

102.Which of the following steps is true of bias in performance evaluations?  

A. More weight should be given to an off-site manager’s appraisal than an on-site manager’s appraisal.

B. Cultural bias increases when the on-site manager is of the same nationality as the expatriate.

C. Home-office managers should write performance evaluations without consulting on-site managers to avoid bias.

D. Due to proximity, an on-site manager is more likely to evaluate the soft variables that are important aspects of an expatriate’s performance.

E. A performance appraisal is invalid when the on-site manager is of the same nationality as the expatriate manager.

103.According to the survey undertaken by Towers Perrin, which of the following countries provides the highest pay to HR executives?  

A. Switzerland

B. The United States

C. Japan

D. Australia

E. Argentina

104.In firms following a(n) _____ staffing policy, the issue of compensation can be reduced to that of how much home-country expatriates should be paid. 

A. polycentric

B. ethnocentric

C. geocentric

D. international

E. global

105.In firms following a(n) _____ staffing policy, the lack of managers’ mobility among national operations implies that the pay for expatriates should be kept country specific.  

A. regiocentric

B. ethnocentric

C. geocentric

D. polycentric

E. international

106.One aspect of a(n) _____ staffing policy is the need for a cadre of international managers that may include many different nationalities.  

A. polycentric

B. geocentric

C. ethnocentric

D. regiocentric

E. localized

107.In a firm with a(n) _____ staffing policy, considerable resentment is caused among foreign nationals who are members of the international cadre and work with U.S. nationals, if pay is not equalized.  

A. polycentric

B. geocentric

C. ethnocentric

D. regiocentric

E. localized

108.Which of the following is the most common approach to expatriate pay which equalizes purchasing power across countries so employees can enjoy the same living standard in their foreign posting that they enjoyed at home?  

A. Merit approach

B. Correspondence approach

C. Balance sheet approach

D. Parity approach

E. Perceptual approach

109.In the context of expatriate compensation, what is the role of a balance sheet approach?  

A. It equalizes purchasing power across countries so employees can enjoy the same living standard in their foreign posting that they enjoyed at home.

B. It helps expatriate managers and their families to adjust to the day-to-day life of the host country.

C. It rewards expatriates on the basis of merit and performance.

D. It helps expatriates to come to terms with the standard of living of the host country.

E. It is offered as an inducement to accept foreign postings and live away from family.

110.In the context of approaches to expatriate pay, which of the following is true of a balance sheet approach?  

A. It helps expatriate managers and their families to adjust to the day-to-day life of the host country.

B. It rewards expatriates on the basis of merit and performance.

C. It is offered as an inducement to accept foreign postings and stay away from family in unfamiliar country.

D. It provides financial incentives to offset qualitative differences between assignment locations.

E. It reduces the amount of tax that the expatriates have to pay while on the foreign assignment.