Human Resource Management Chapter 15
Exam – Global HRM, Culture &
International Workforce Verified Questions
Provided with A+ Graded Rationales Latest
Updated 2026
Employees from a high-power distance culture would feel most comfortable in a training class
where
The teacher was the expert and responded definitively to all questions
What must HRM understand to operate in a global environment?
1. Cultural differences among customers and suppliers
2. Laws and customs in other countries
3. Potentially lower labor costs
Characteristics of HRM in a Global environment
1. Environment in which organizations operate is rapidly becoming global
2. Foreign countries provide new markets and labor pools
3. Technology makes globalization easier
4. Trade agreements simplify and encourage global business
Four types of employees in an international workforce
1. Parent-country national
2. Host-country national
3. Third-country national
4. Expatriates
Parent-country national
Employee who was born and works in country where organization's headquarters is located
*One of the 4 types of employees in an international workforce
Host-country national
Employee who is citizen of country where employer operates a facility
*One of the 4 types of employees in an international workforce
, Third-country national
Employee who is citizen of country that is neither the parent country nor the host country of
the employer
*One of the 4 types of employees in an international workforce
Expatriates
Employees assigned to work in another country
*One of the 4 types of employees in an international workforce
Levels of global participation
Factors affecting HRM in International Markets
1. Culture
2. Education
3. Economic Systems
4. Political-legal systems
5 Dimensions of Culture
1. Individualism vs. Collectivism
2. High Power Distance vs. Low Power Distance
3. High Uncertainty Avoidance vs. Low Uncertainty Avoidance
4. Masculinity vs. Femininity
5. Long-term Orientation vs. Short-term Orientation
Characteristics of Culture (3)
1. Set of shared assumptions about how the world works and what ideals are worth striving
for
2. Managers must recognize and respond to cultural difference
3. May need additions to selection process to identify individuals who can adapt to new
environments
What does culture 1) impact, 2) influence, and 3) Determine?
1. Impacts country's laws
2. Influences what people value, including economic systems and investments in education
3. Determines effectiveness of various HRM practices
Education system
Knowledge and skill levels of labor force impact how companies will operate there
Exam – Global HRM, Culture &
International Workforce Verified Questions
Provided with A+ Graded Rationales Latest
Updated 2026
Employees from a high-power distance culture would feel most comfortable in a training class
where
The teacher was the expert and responded definitively to all questions
What must HRM understand to operate in a global environment?
1. Cultural differences among customers and suppliers
2. Laws and customs in other countries
3. Potentially lower labor costs
Characteristics of HRM in a Global environment
1. Environment in which organizations operate is rapidly becoming global
2. Foreign countries provide new markets and labor pools
3. Technology makes globalization easier
4. Trade agreements simplify and encourage global business
Four types of employees in an international workforce
1. Parent-country national
2. Host-country national
3. Third-country national
4. Expatriates
Parent-country national
Employee who was born and works in country where organization's headquarters is located
*One of the 4 types of employees in an international workforce
Host-country national
Employee who is citizen of country where employer operates a facility
*One of the 4 types of employees in an international workforce
, Third-country national
Employee who is citizen of country that is neither the parent country nor the host country of
the employer
*One of the 4 types of employees in an international workforce
Expatriates
Employees assigned to work in another country
*One of the 4 types of employees in an international workforce
Levels of global participation
Factors affecting HRM in International Markets
1. Culture
2. Education
3. Economic Systems
4. Political-legal systems
5 Dimensions of Culture
1. Individualism vs. Collectivism
2. High Power Distance vs. Low Power Distance
3. High Uncertainty Avoidance vs. Low Uncertainty Avoidance
4. Masculinity vs. Femininity
5. Long-term Orientation vs. Short-term Orientation
Characteristics of Culture (3)
1. Set of shared assumptions about how the world works and what ideals are worth striving
for
2. Managers must recognize and respond to cultural difference
3. May need additions to selection process to identify individuals who can adapt to new
environments
What does culture 1) impact, 2) influence, and 3) Determine?
1. Impacts country's laws
2. Influences what people value, including economic systems and investments in education
3. Determines effectiveness of various HRM practices
Education system
Knowledge and skill levels of labor force impact how companies will operate there
