Which of the following statements is true of how useful the notion of national culture (Hofstede's dimensions) is when managing international pay?    A. National culture should only be a starting point, as there will likely be a great deal of variance within a country regarding cultural values between individuals.    B. Managers should rely on the national culture to manage international pay.    C. There is little difference in cultures and cultural values within or between countries.   D. The importance of national culture on compensation decisions is, if anything, understated.

Yes, you've worked together as a team for several weeks and you've discussed your "cross cultural dimensions" and how theydiffer (Hofstede).( How did it develop and worktogether), AND did you notice cross cultural differences during your work ( that is, were you cross culturally sensitive?

Knowing how a company should consider and adapt its operational and administrative processes to the reality of multiculturalism and understanding the role that one has as an administrator in the implementation of programs and processes that ensure the inclusion of different groups, discusses and argues about: What for you is the importance of a multicultural company to achieve the globalization of a company in the 21st century?When responding, you must include in your writing an answer to the following questions: Identify at least three challenges that a company would face in terms of multiculturalism when moving to other countries. It establishes what vision an administrator who wants to lead a multicultural team should have. Establish what you understand is the importance of multiculturalism in the globalization of a company and give concrete examples to support your position and arguments.

1. Employers have the difficult task of running industries. a. Identify two (2) challenges Caribbean employers face and expound on each reason. b. Explain at least three (3) initiatives that employers could implement to combat these challenges citing any relevant examples from personal experience or from other sources. (

you've worked together as a team for several weeks and you've discussed your "cross cultural dimensions" and how theydiffer (Hofstede). ( How did it develop and worktogether), AND did you notice cross cultural differences during your work ( that is, were you cross culturally sensitive?

Why do multinational organizations have higher bargaining power?     A. Multiple unions represent employees, so none of them has any bargaining power.   B. Business processes are not interdependent.   C. One union covers all the employees located in various countries.   D. The can offset high bargaining cost by diversifying production across countries.

In a globalised world that sees organisations having to continually adapt, prepare a report that identifies some of the key issues in understanding cultural difference, which may affect leadership and motivation, communications and negotiating, decision making and organisational relationships in the effective management of cross-cultural teams.

RBC operates in over 40 countries and employs both Canadians and local staff. What are the advantages of employing Canadians with roots in the host country? Would you use expatriate managers or host-country nationals to staff RBC offices?

What are the main advantages and disadvantages of the ethnocentric, polycentric, and geocentric approaches to staffing policy? Using examples from MNEs that you are familiar with explain when each approach is necessary?

Column 2(Terms) Cultural diffusion Cultural relativism  Design anthropology  Participant observation  Social control system  Cultural universals Emic approach   Ethnocentrism Supernatural beliefs systems  Patterns of behavior  Integrated whole  Cultural anthropology  Emergent culture  Ethnography Globalization