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Bùi Thị Thu Hương đang tìm kiếm từ khóa What are three characteristics of weak uncertainty avoidance cultures quizlet? được Cập Nhật vào lúc : 2022-12-11 20:04:05 . Với phương châm chia sẻ Bí quyết về trong nội dung bài viết một cách Chi Tiết 2022. Nếu sau khi tham khảo nội dung bài viết vẫn ko hiểu thì hoàn toàn có thể lại Comment ở cuối bài để Tác giả lý giải và hướng dẫn lại nha.During the web conference call, Tricia, Jake and Sangeeta all address each other by first name. Using Hofstede's cultural dimensions, this demonstrates
Multiple Choice
- What are three characteristics of weak uncertainty avoidance cultures?What is a characteristic of high uncertainty avoidance cultures?What is a characteristic of high uncertainty avoidance cultures quizlet?What three countries have a strong uncertainty avoidance culture quizlet?
low power distance.
high power distance.
low individualism.
high individualism.
long term orientation.
low power distance.
Correct
Of the three candidates based on the interview details, Mary Ann appears to have the:
Least willingness to learn about the foreign country's culture, language, and customs.
Highest willingness to learn about the foreign country's culture, language, and customs.
Lowest level of experience and competency in the employee's area of expertise.
Most flexibility, tolerance for ambiguity, and sensitivity to cultural differences.
Least motivation to succeed in an international challenge.
The
correct answer:Least willingness to learn about the foreign country's culture, language, and customs.
Correct
Explanation
Since Mary Ann has a Brazilian grandfather and was not interested in learning the language nor the customs of this culture, of the three candidates, she demonstrates the least willingness to learn about the foreign country's culture, language, and customs. Mary Ann's family situation appears to be the most problematic because she is in the middle of a divorce and two
younger children in school, she could become distracted and experience a lot of stress in this international assignment.
Of the three candidates based on the interview details, David appears to have the:
Least flexibility, tolerance for ambiguity, and sensitivity to cultural differences.
Lowest willingness to learn about the foreign country's culture, language, and customs.
Highest level of experience and competency in the employee's area of expertise.
Most flexibility, tolerance for ambiguity, and sensitivity to cultural differences.
Best motivation to succeed and would enjoy this international challenge
Least flexibility, tolerance for ambiguity, and sensitivity to cultural differences.
correct
Explanation
David indicates that it is important for him to have others see "eye to eye" with him and his strength is getting people to come around to his
point of view. Of the three candidates, this personality trait would tend to make him the least flexible, have low tolerance for ambiguity, and be unaccepting of cultural differences.
Based on the interview details and of the three candidates, Megan appears to have:
Highest willingness to learn about the foreign country's culture, language, and customs.
Least willingness to learn about the foreign country's culture, language, and customs.
Lowest level of experience and competency in the employee's area of expertise.
Lowest flexibility, tolerance for ambiguity, and sensitivity to cultural differences.
Highest indifference to pursuing an international challenge.
Highest willingness to learn about the foreign country's culture, language, and customs.
correct
Explanation
Megan has an international business degree, experience abroad, and seems the most
excited of the three candidates to learn a new foreign country's culture, language, and customs.
Each of the candidates has family and some health issues that impact their selection for an international assignment. Which statement best reflects the importance of these factors?
The comfort of the family strongly influences whether an employee completes an international assignment.
Family and health issues are of no concern for an international assignment.
As long as supporting spouses can find a job, only health issues should impact an international assignment.
As long as medical care is available, only family issues should impact an international assignment.
Lack of international experience is the only reason not to choose a candidate for this type of assignment.
The comfort of the family strongly influences whether an employee completes an international
assignment.
correct
Explanation
In research conducted a number of years ago, the factor most strongly influencing whether an employee completed a foreign assignment was the comfort of the employee's spouse and family.
Which statement for each of the three candidates is most likely accurate?
Multiple Choice
Megan would experience the least culture shock due to her past experience in Argentina.
David would experience the least culture shock due to his experience traveling in Europe.
Mary Ann would experience the least culture shock due to having a Brazilian grandfather.
Megan would have the longest adjustment period to accept and enjoy the host country's culture.
Mary Ann would have the shortest culture shock period since she is getting divorced.
Megan would experience the least culture shock due to her past experience in Argentina.
correct
Explanation
Culture
shock is the disillusionment and discomfort that occur during the process of adjusting to a new culture and its norms, values, and perspectives. Megan would have the easiest time with this process due to her experience in Argentina, a similar country in South America, and her supportive family situation.
Once the company chooses the best candidate for this assignment, which statement best reflects the training preparations needed for the
employee to transition abroad?
Multiple Choice
Employee and their families should have cross-cultural training for all phases of an international assignment.
Megan would require no training for this international assignment.
David would require cross-cultural training for the assignment and when returning home.
Mary Ann would require cross-cultural training for the departure and the assignment.
Only the chosen employee requires cross-cultural training for departure, the assignment, and returning home.
Employee and their families should have cross-cultural training for all phases of an international assignment.
Correct
Explanation
Cross cultural preparation is required for all employees to work across national and cultural boundaries. Often times, it will include family members who will accompany the employee on the assignment.
Country Differences and HRM
Country Differences and HRM
The culture of a country in which a facility is located has an important influence on human resource management (HRM) practices. Other important factors are the education and skill level of a country's labor markets, its political-legal system, and its economic system. Understanding these different factors and how they affect a company's HRM strategies is of utmost importance in an age of increasing globalization.
When a company operates in many different countries, its HR managers need to develop expertise in each country's economic system and political-legal system and gain knowledge about the education and skill levels of the country's workers. HR practices, such as performance management, hiring and recruiting, compensation, training, and policies that reflect the laws and regulations to which the company is subject, all impact its HRM decisions.
Click & drag
Roll over each country
name to reveal an action taken related to an HR policy. Then click and drag each to the appropriate place on the chart. There will be two countries for each factor.
Culture: China, Japanese
Political-Legal: German, French
Education and Skills: Dutch, Asian
Economic System: Russia, Polish
Communicating with Other Cultures Video
The project is three months late. Tricia could have avoided the delay by:
confirming a schedule, asking for updates, and having periodic virtual meetings with the team.
meeting more with Jake to discuss the project schedule.
meeting more with Sangeeta to discuss the project schedule.
reviewing the project e-mails from Jake and Sangita.
confirming a schedule with Jake and Sangeeta.
confirming a schedule, asking for updates, and having periodic virtual meetings with the team.
Correct
Explanation
Tricia hired both
Jake and Sangeeta to work on the project. She should have confirmed the start and end dates with them and asked for updates as the project progressed.
During the web conference call, Jake continues to talk about the vision of the project and creative aspects from his viewpoint, whereas Sangeeta seems to want more guidance and collaboration with Jake. Using Hofstede's cultural dimensions, some of these difference are most likely because:
Jake values individualism whereas Sangeeta values collectivism.
Sangeeta values individualism whereas Jake values collectivism.
Jakes values high power distance whereas Sangeeta values low power distance.
Sangeeta values high power distance whereas Jake values low power distance.
both Jake and Sangeeta have low uncertainty avoidance.
Jake values individualism whereas Sangeeta values collectivism.
Correct
Explanation
According
to Hofstede, individualism/collectivism describes the strength of the relation between an individual and other individuals in society. Since Jake is from the United States, he tends to think and act as an individual creatively versus working collaboratively with Sangeeta. Being high on collectivism, Sangeeta expects the group to work together more collaboratively and protect them when they are in trouble such as missing their deadlines.It seemed that Jake's emails arrived every day but did not
contain pertinent information that could help Sangeeta do her part of the project. Jake was angry because Sangeeta did not respond to each email. If Sangeeta believed that she did not have the details she needed to work on the web project, she should have asked for clarification from Jake and Tricia. From a culture standpoint, it could be that Sangeeta would not have asked for clarification because she was too embarrassed to admit she didn't know what to do next.
In particular, Sangeeta would prefer to have more technical detail from Jake specifying the layout map of the web site. Using Hofstede's cultural dimensions, this demonstrates Sangeeta is most likely:
high in uncertainty avoidance.
low in uncertainty avoidance.
high in short term orientation.
high in long term orientation.
low in power distance.
high in uncertainty avoidance.
Correct
Explanation
Uncertainty
avoidance describes how cultures handle the fact that the future is unpredictable. High uncertainty avoidance refers to a strong cultural preference for structured situations. Sangeeta seems to prefer more specific guidance for the project versus Jake's visionary references to "warmth" and "chocolate".
Using Hofstede's Cultural Dimension, Tricia's comments regarding Sangeeta missing the family wedding to complete her work show the United States' strong tendency toward:
masculinity.
femininity.
low power distance.
long term orientation.
low uncertainty avoidance.
masculinity.
Correct
Explanation
A "masculine" culture is a culture that values achievement, money making, assertiveness, and competition. A "feminine" culture is one that places a high value on relationships, service, care for the weak, and preserving the environment. In this exchange,
Tricia is placing more emphasis on achievement and not acknowledging Sangeeta's need to value her familial relationships and obligations.
During the web conference call, Tricia, Jake and Sangeeta all address each other by first name. Using Hofstede's cultural dimensions, this demonstrates
low power distance.
high power distance.
low individualism.
high individualism.
long term orientation.
low power distance.
Correct
Explanation
Power distance concerns the way the culture đơn hàng with unequal distribution of power and defines the amount of inequality that is normal. An example for low power distance is where, in most situations, people use one another's first names—behavior that would be disrespectful in other cultures.
Levels of Global Participation
PART ONE: For this activity, read the cases about four
human resource managers companies various levels of participation in global markets. Determine the levels of global participation from least global to most global in orientation by placing them into the correct category.
domestic: Bob
international: Ana Lucia
multinational: Naomi
global: John
Levels of Global Participation
PART TWO: After determining the level of globalization, roll over each
item to read more about the operation of Naomi's company and the challenges she faces. Match the country example or the challenge to the terminology that best illustrates the globalization of HR in Naomi's company.
Parent Country:Hong Kong
Host Country National: Brazil
Third Country National: Sweden
Expatriates: Mexico
Transnational HRM System: Global Challenge
The Global Evolution of Aramex
International
Video
According to Aramex senior executives, what is the most important factor for the company's global success?
Learning and respecting local cultures
Correct
Imposing Arab practices across all subsidiaries
Increasing profit margins
Adhering to global HR policies
Hiring management consultants
Learning and respecting local cultures
Correct
As
Aramex became a global player, which strategy did they use to expand?
Multiple Choice
Entered into alliances with foreign companies
Immediately built facilities in other countries
Exported their services and products
Licensed their services to foreign nationals
Directed all international operations out of Dubai
Entered into alliances with foreign companies
Correct
A
leadership program developed by Aramex's Egyptian Division was recognized and rolled out across the company's global operations with ownership given to the original developers. Which of the following best describes the company's success?
Multiple Choice
Empowering employees and sharing best practices.
Hiring outside consultants to develop training.
Cross-cultural preparation for expatriate assignments.
Centralized control over training programs.
Creating repatriation training.
Empowering employees and sharing best practices.
Correct
What is unique about Aramex's hiring philosophy?
Multiple Choice
Focus hiring on host country national talent
Focus on hiring management consultants
Hire executives from competitors
Hire only third country nationals
Hire only parent country nationals
Focus
hiring on host country national talent
Correct
Aramex's global pay structure, the RISE program, enhances their globalization by
Multiple Choice
supporting the core values of empowerment, challenging employees, and offering a career path.
allowing pay practices to vary greatly by local customs and needs.
standardizing incentives pay practices across all countries.
simplifying the process of administering pay practices globally.
rewarding upper management to profitably run global operations.
supporting the core values of empowerment, challenging employees, and offering a career path.
Correct
Aramex's five keys to success in the global marketplace include all of the following EXCEPT
Multiple Choice
build a strong workforce of parent country nationals.
learn to meet needs by listening closely to key stakeholders.
motivate, orient, and educate employees.
implement global standards of practice with flexibility for local needs.
implement HR policies that parallel and communicate core values, strategy, and structure.
build a strong workforce of parent country nationals.
Correct
What are three characteristics of weak uncertainty avoidance cultures?
LOW UNCERTAINTY AVOIDANCE societies have characteristics such as.... Use informality in interactions with others.. Are less orderly and keep fewer records.. Rely on informal norms for most matters.. Are less calculating when taking risks.. Show only moderate resistance to change..What is a characteristic of high uncertainty avoidance cultures?
People in cultures with high uncertainty avoidance try to minimize the occurrence of unknown and unusual circumstances and to proceed with careful changes step by step by planning and by implementing rules, laws and regulations.What is a characteristic of high uncertainty avoidance cultures quizlet?
Cultures with high uncertainty avoidance have a low tolerance for ambiguity and minimize the possibility of uncomfortable, unstructured situations by enforcing strict rules, safety measures and a belief in absolute truth. Cultures with low uncertainty avoidance have fewer rules, take risks and are tolerant of change.What three countries have a strong uncertainty avoidance culture quizlet?
Countries that value high uncertainty avoidance include Greece, Portugal, and Uruguay. Low uncertainty avoidance means people have high tolerance for the unstructured and unpredictable. Tải thêm tài liệu liên quan đến nội dung bài viết What are three characteristics of weak uncertainty avoidance cultures quizlet?