Management > QUESTIONS & ANSWERS > University of MissouriMANAGEMENT 3920-CHAPTER 8: International Compensation (All)

University of MissouriMANAGEMENT 3920-CHAPTER 8: International Compensation

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CHAPTER 8: International Compensation TRUE/FALSE 1. Increased complexities in global pay include the decreased use of outsourced activities and subsequent labor pricing needs. ANS: F PTS: 1 TOP: I... ntroduction 2. The competing objectives of the international firm and the expatriate employee are fundamentally different from that which exists in a domestic environment. ANS: F PTS: 1 TOP: Introduction 3. The term “base salary” acquires a somewhat different meaning when employees go abroad. ANS: T PTS: 1 TOP: Key Components of an International Compensation Program for Expatriates 4. Base salary must be paid in local country currency. ANS: F PTS: 1 TOP: Key Components of an International Compensation Program for Expatriates 5. Foreign service inducements are usually made in the form of a percentage of salary and usually amount to 30 to 60 percent of base pay. ANS: F PTS: 1 TOP: Key Components of an International Compensation Program for Expatriates 6. The provision of a relocation allowance implies that employees should be entitled to maintain their home country living standards. ANS: F PTS: 1 TOP: Key Components of an International Compensation Program for Expatriates 7. Many employers cover the expense of one or more trips back to the home country each year. ANS: T PTS: 1 TOP: Key Components of an International Compensation Program for Expatriates 8. The provision of a cost-of-living allowance implies that the cost-of-living in the foreign assignment is higher than at home. ANS: F PTS: 1 TOP: Key Components of an International Compensation Program for Expatriates 9. PCNs and TCNs do not usually receive the same treatment concerning educational expenses. ANS: F PTS: 1 TOP: Key Components of an International Compensation Program for Expatriates [Show More]

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