WGU D358 Global Human Resource Management Section 1 Assessment

WGU D358 Global Human Resource Management Section

• Assessment

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D358: Global Human Resource Man...

228 terms mstanuePreview D358 - Global HRM Pre Assessment...70 terms lookbrooke92 Preview Chapters 1-3 Teacher 16 terms patti_phillips84 Preview WGU D 184 term lvm What is the key driver in the development of international business?Global internet, social media, and news. Media in various forms are now shared everywhere and participated in by everyone, creating global expectations as well as impacting brands and reputations instantly.A global company has chief executive officers (CEOs) in the Americas, Europe, the Middle East, and Africa. It also has a global center of excellence for various business functions, which gives direction for the technical expertise, support, and decisions for each of these functions.Which organizational structuring method has this company combined with the matrix structure?Geographic. The organization is set up partly in a geographic way, with regional CEOs and a group of functions that do not report into the business but into the global functions; this is a typical matrix structure. It is a combination of geographic and matrix structure.A multinational enterprise (MNE) has offices globally that are primarily staffed by nationals in those countries. The organizational structure shows functional areas reporting to the headquarters' leadership, with each foreign subsidiary retaining autonomy regarding its own business and product delivery needs.Which type of organizational structure does this represent?Multidomestic. A multidomestic firm has subsidiaries in multiple countries, with these subsidiaries typically operating independently within each country, independently of operations in other countries, and often independently even of the parent company headquarters.

An internet software company in the United States is expanding its operations internationally. The company is offering rotational assignments to current employees from the U.S. to establish each office before hiring local staff in each country.How will the human resources (HR) department support these rotational employees?By securing work visas and housing for the employees. HR in the U.S. works with attorneys in both the United States and sometimes in other countries to procure visas and housing for U.S. employees.As a company expands its operations worldwide, a strategic decision has been made to gather the best international human resources (IHR) management talent from throughout the company in order to provide centralized HR support to all branches.Which organizational setting of IHR management does this represent?Headquarters of multinationals. A "headquarters of multinationals" setting for IHR management involves concentrating HR expertise at a centralized headquarters (HQ) location and then providing HR support to the entire organization from the HQ to the subsidiaries.A multinational enterprise (MNE) based in the United States has a very open culture where it is acceptable to question leadership decisions in an open environment.The MNE decides to open an office in a country where the culture is very hierarchical.Which cultural dimension does this conflict represent?Power distance. Power distance is the degree of acceptance that a subordinate will have regarding a management decision.The cultural structure in a foreign country accepts inequality and rigid hierarchies.Which type of culture is this?High power distance. High power distance cultures have higher levels of inequality and are more willing to accept those inequalities without question.An international company is opening a new location in the Middle East after successfully expanding into Canada and Europe. The company has a set of policies that it needs to review and augment for local differences.What is the legal system that should be included in this review?Religious. In the Middle East, many countries uphold Sharia—Islam based law—in their local legislations, whereas in North America and western Europe much of the law is based on Christian religion.A company completes an international merger and acquisition with the creation of the new policies and organizational structure, and it has just finished communicating the details of the work to its stakeholders.Which phase of the international merger and acquisition process is completed by these actions?Combination and integration. The combination and integration phase completes the actual merger or acquisition, creates the new organizational structure and policies, and communicates all this to stakeholders.A multinational enterprise (MNE) has a business strategy that emphasizes a unified approach throughout its global operations but also localizes its products and services in each country to appear more like a local firm.Which type of business strategy does this represent?Transnational. A transnational firm has a global focus, but rather than developing global products and services, the transnational works hard to localize, to be seen not as a global firm but as a local firm.

An international human resources manager (IHRM) is tasked with outsourcing a global payroll process to be rolled out to all countries where the U.S.-based multinational enterprise (MNE) has a presence. In reviewing each country's human resources (HR) policies and processes, the IHRM is surprised to discover important differences with local requirements and restrictions, which are risks for a global payroll process failure.Which local incompatibility is a risk to the rollout?HR Systems. Countries have their own labor law requirements with regards to salary deductions, government contributions, and pay periods, making each country's payroll process very complex and making it difficult to integrate payroll under one system.A U.S. international nongovernmental organization (INGO) is managing U.S. government subsidized projects in developing countries. The INGO wants to expand its reach through international development projects financed by the British government. In order to attract funding, the INGO decides to create a joint venture (JV) with a British INGO in the United Kingdom doing similar work.Which requirement of the JV needs to be met to enable funding to the U.S. INGO by the British government?The new entity must be based in and registered as a business in the United Kingdom. Creating a joint business entity registered in the U.K. allows the U.S.INGO to gain access to U.K. government fundings while also gaining access to the U.K. INGO knowledge and workforce and enhancing international development sector consolidation.A global multinational enterprise (MNE) has a branch office in Poland operated by local leadership who decides to acquire a small local organization as part of the expansion that has been initiated by headquarters.Which type of organizational structure does this represent?Multidomestic. Multidomestic organizations have branch offices that typically operate independently of operations in other countries and often even independently from their headquarters.A multinational enterprise (MNE) invests a significant amount of money to buy into a foreign firm, but it does not create a new legal entity.Which type of business arrangement does this represent?Equity-based Alliance. An equity-based alliance occurs when one company purchases equity in another business or each business purchases equity in each other, but a new legal entity is not created.A company based in Germany is moving part of its customer support department to France to provide better support for its French-speaking customers worldwide. In France, staff will work as employees in an entity owned by the German company.Which type of internationalization method is this?Offshoring. Offshoring involves the relocation of one or more aspects of a firm's business processes to a location in another country. The offshored business processes are performed by an entity owned by the firm but staffed with foreign personnel in an offshore location.What is a cause for due diligence efforts to experience high rates of failure during international mergers, acquisitions, and joint ventures?People's considerations are neglected as superficial issues. Many due diligence efforts only focus on financial and legal issues, and critical people issues are often neglected or only considered superficially.A multinational enterprise (MNE) is hiring a vice president (VP) of marketing who will report directly to the chief executive officer (CEO) at corporate headquarters.Which type of division structure is this?Functional. Functional structures have leaders of the functional areas, such as marketing and operations, report to the corporate headquarters.

A company has acquired another company located in a different country. Due diligence reveals opportunities for synergy, yet there are differences in organizational and national cultures. The leadership of the acquiring company expresses that there is value in both companies' cultures, and they will be using the best elements from each for the combined organization.Which type of acculturation is leadership using?Blending. Blending is when the best elements from each culture are chosen.A company is considering an international joint venture (IJV). It would like the new organization to develop its own culture and management structure.Which model should the company use?Autonomous. In the autonomous model, a new culture and management model is specifically created for the JV.The human resources (HR) director of a global organization is reviewing Hofstede's cultural dimensions to support the acquisition of a foreign firm. The HR director wants to understand which country's employees would accept the legitimacy of managerial authority in the parent company.Which of Hofstede's cultural dimensions provides this insight to the HR director?Power Distance. Power distance in Hofstede's cultural dimensions explains the degree of acceptance of power between bosses and subordinates. It shows how members of certain societies accept and expect that power is distributed unequally (i.e., that hierarchy is legitimate).An international human resources manager (IHRM) at the head office of a multinational company is visiting one of the country's human resources (HR) managers to discuss how to reduce headcount due to the lack of profits in the country's subsidiary. The IHRM knows that the country's culture is known for low power distance and high uncertainty avoidance.Which approach aligns with this country's cultural characteristics?Involve employee councils and use discussion sessions with leadership to clarify why the company needs to reduce the staff. Involving people in the decision around the downsizing aligns with a culture of low power difference. Explaining how the process is aligned with their legal rights aligns with high certainty avoidance.A multinational enterprise (MNE) based in the United States has a subsidiary in Colombia. A local employee at the Colombian subsidiary contacts the U.S. corporate office about a payroll question as there is no local payroll contact.Which type of structure does this illustrate?International. International structures have low local responsiveness and low integration. International structures will have a corporate office that handles all operations regarding HR and finance. These structures will also lack local managers and support staff.A multinational enterprise (MNE) expanding into a foreign country seeks to understand the legal system of the country where it will be operating. The legal structure in this country is comprised of an all-inclusive system of written rules and specific statutes which define basic rights and duties.Which type of legal system does this represent?Civil. The approach in civil law is based on an all-inclusive system of written rules.Statutes tend to be very specific, defining people's basic rights and duties.What is the focus of the awareness stage in the process of developing cross-cultural competence?Developing an increased perception of one's own cultural perspective